What I Like About Strengths Finder 2.0


I found Strengths Finder 2.0 in 2009 as I was transitioning careers.  I live in a religious culture where weaknesses are celebrated in a way because they keep us humble and they are ingrained in us to give us strength and to motivate us to press through the pain of overcoming.  Outside of religions, I grew tired of living in a world that revolved around fixing our weaknesses.  Society unforgiving focus on people’s shortcomings has turned into a global obsession.  Our political campaigns, the workforce, our schools, our places of worship and even our places of commerce are obsessed with what’s wrong with people.  This is a tragic mindset and one I regret having so late in life.  As stated in the introduction of the book “…..we have discovered that people have several times more potential for growth when they invest energy in developing their strengths instead of correcting their deficiencies.

This book is a good choice for a Professional Learning Committee or a small professional group to use as a discussion starter. I am fortunate enough to be using it in this way with different clients.   Most are using this as a way to begin a discussion with a group in order to make work a more supportive, productive and enjoyable place.  This type of sharing of results is essential and appreciated by all.  It makes the experience of the book more complete and the majority of the book seems useful this way.  If a group are supportive of each other’s strengths – while keeping in mind that we aren’t defining ourselves as only proficient in five areas – it could lead to a better workplace environment, more motivation, greater productivity and a general satisfaction (happiness) in the workplace.

strong boy

On the other hand, although the results of the inventory are intended to be deep, there could be  a risk of pigeonholing people as one dimensional.  For example, when looking at my results (outlined below), I was a little disappointed to see that – although they resonated with me – they felt quite similar to each other.  I apparently like connecting people and am good with the “big picture” as well as learning new things and want to always learn more, I like ideas, I’m good at expressing my ideas with big words, I use knowledge to find patterns, and I value all people.  This doesn’t seem like an especially rich portrait of myself – so I would worry that co-workers would disregard how much I like making things happen and actually applying what I learn.  I don’t want my potential for leadership discounted by five strengths.  Any group using this book should use it as a way to foster stronger awareness of the differences and strengths of everyone in an environment without discounting things that are not specifically mentioned in the top five formula or limit their self perceptions to what is generated in a computerized, automated engine.

Other personality inventories could be equally valid and should be used in conjunction with this tool in a business environment that values collaboration in order to continue the spirit of learning about others and appreciating differences.

what are you best at

Top five strengths include:

  • Strategic
  • Input
  • Connectedness
  • Futuristic
  • Empathy

If you are in a place where you are re-inventing yourself or you are wanting to differentiate yourself in the workplace, then this book is for you.  Each book as an explanation of the methodology as well as an in depth profile of each strength dimension.  You must buy the book new because it contains a one-of-a-kind code necessary to access the online strength assessment.  Check it out and buy today – you have nothing to lose but an outdated mindset!


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