THE clifton strengths MODEL
A number of large companies (national and multinational) are diligently using the Strengthfinder method, which helps employees focus on their strengths.
The Clifton Strengths test is an assessment method developed by Donald Clifton when he was president of Gallup, Inc. The company launched the Strengthfinder test in 2001.
Test takers are presented with paired statements and select the option they identify with best, then receive a report detailing the five strengths they score highest on, along with information on how to apply these strengths.
Clifton and his team developed the test using Gallup's historical poll data, interviews with leaders and work teams, and consultation. They identified four primary power domains: executing, influencing, relationship building, and strategic thinking. Within these domains, they identified 34 strengths.
LDpe has invested in linking the 34 themes of the Clifton Strengths model to the behavioural preferences we measure with the personality questionnaire and to the LDT with the simulation module.
Using the 34 Clifton Strengths in the LD-Toolbox
Of course, we subscribe to the idea that you should work from your strengths.
It is therefore important that you know those strengths, whether they are 5 strengths or more!
And we can also use the LD-Toolbox to identify your strongest points.
But the LD-Toolbox is more! It is a tool for your personal development and growth!
That is why we not only want to look at your score at the time you take the assessment, but that we also consider your scores that we have calculated with the simulation module based on both simulation scenarios.
For example, for Nancy King, we calculated all the scores of the 34 Clifton Strengths, but also the scores based on simulation 1 (the Quick-Wins scenario) and simulation 2.
In the table on the right you can see Nancy's scores, ranked from strong to less strong.
Selecting the 5 strongest scores for her is not that difficult. See the left scheme below.
If you want to analyse the details, you can klick on the picture and see that Nancy's 5 strongests themes are Futuristic, Command, Belief, Input and Learner.
As you can see, fairly stable values among the 5 strongest.
That's not surprising, because they were already high scores.
But the greater is the growth with the help of the simulation program for the other themes of Clifton Strengths.
In the table and the graph to the right, you can see the enormous effect of both the Quick-Wins scenario and that of simulation 2.
Isn't it important to work from your strengths?
Of course it is, but here we are talking about Nancy's (accelerated) personal development. And we mainly focus on working on behavioural effectiveness and small adjustments to behavioural preferences.
