– Marcus Buckingham
Studies show that only 32% of professionals use their strengths most of the time at work and only one in three can name his or her strengths.
But those who use their strengths are six times more engaged in their jobs.
DISCOVERING YOUR OWN STRENGTHS MEANS
Created by the multinational firm Gallup, the Strengthsbased Leadership approach leads to a better understanding of strength, which is defined as as “a natural, innate way of thinking, acting or establishing contact with others.” As such, our strengths are a combination of our assets, our knowledge, our past experiences and our skills.
The Strengthsfinder questionnaire highlights everyone’s strengths and suggests avenues to advance individual and collective potential. This approach is based on 30 years of research by Donald Clifton, Ph.D., the “grandfather of positive psychology,” as well as the writings of Tom Rath and Barry Conchie (2008) in their books Strengths-based Leadership: Great Leaders, Teams and Why People Follow and Strengthsfinder 2.0. More than 15 million people have completed the StrengthsFinder questionnaire in over 40 countries around the world.
Have you ever wondered why it’s easier to communicate and work with certain people? Why some events are stressful, but others are stimulating? Why do we make decisions differently? The MBTI makes it possible to understand and accept individual differences and capitalize on them to enhance communications and work together more effectively and positively.
The MBTI, developed over 50 years of research, is a preference indicator, not a test. It doesn’t measure skills: it organizes preferences into 16 major profile categories. The MBTI approach yields practical results that can be adapted to professional life. More than two million people complete it every year!
Sabourin Consult Group Inc. and its network of partners offer made-to-measure support services for emerging or senior leaders who want maximize their potential and find ways to achieve their goals.
All too often, our innate talents are either underused or unknown, leading to demotivation at work. We spend more time worrying about our weaknesses than on building our strengths. We tend to focus on our weaknesses and take our strengths for granted, so we don’t learn how to recognize, develop and make the most of our natural assets. Paradoxically, our strengths are the source of our maximum performance.
It’s time to make a change in our work culture, especially since many workplace surveys indicate that organizations can significantly enhance performance by harnessing untapped potential.
Let us help you make full use of your talents.