- People with strong Harmony talents seek to minimize conflict and bring people together by finding areas of agreement. They try to steer conversations away from confrontation and toward reconciliation.
- Those with strong Harmony see what people have in common, even during conflict. They try to avert contentious interactions and help others quickly find resolutions.
- The particular strength of those with high Harmony is their preference for practical matters and emotional balance. They can enhance collaboration by reducing friction.
An employee can prepare for a leadership role by developing key skills like communication, emotional intelligence, motivation, teamwork, decision making, and problem solving. It is also important to deliver results through others, trust your team members, be authentic, seek to understand others, take action and responsibility, lead visibly, and treat all people with fairness and respect. Developing these abilities along with clarity of vision, strong performance, and good relationships can help an employee effectively transition into a leadership position.
This document provides an interpersonal style profile for Joel Demay. It describes how others see Joel's style as very skillful at building relationships and maintaining a productive balance between serious tasks and human elements of business. Joel is seen as an impressive persuader who can accomplish goals despite obstacles. The profile notes strengths in Joel's ambition and enthusiasm, but also suggests being aware of creating unproductive tension when being too enthusiastic. It provides tips for Joel to develop listening skills, seek understanding before being understood, and become a better negotiator by considering multiple options.
Successful GC leaders provide clear direction to their teams, make tough decisions, and ensure decisions are implemented. They help their teams adapt to change, see the big picture beyond today's challenges, and stay focused even in ambiguity. GC leaders are solution-oriented, constantly learn and adapt, and bring passion and energy to motivate their teams.
Inspiring Motivation. What does Roald Amundsen, Ernest Shackleton, Winston Churchill and Georgetown Cupcakes have in common? Sign me up for what is trending on Facebook: Motivating Your People takes through the theory of the practical business realm in which you reside. Thought Provoking questions are embedded in this powerpoint to engage readers. Questions or Comments: whozien@gmail.com
InsightsTransformational Leadership Profile - Else Gammelgaard MadsenFull Circle Image
The Insights Transformational leadership model comprises eight dimensions of leadership. Each of these dimensions is underpinned by five leadership facets. Agile Thinking - Engaging different thinking modes Leading from Within - Raising self-awareness and living your values Facilitating Development - Nurturing the growth of self and others Fostering Teamwork - Collaborating to build effective relationships Communicating with Impact - Inspiring and influencing with emotional awareness Creating a Compelling Vision - Determining a winning direction Leading Change - Initiating and directing transformation Delivering Results - Honouring commitments and exceeding expectations.
Bagi Pengunjung Slideshare yang Membutuhkan PELATIHAN PENGEMBANGAN MANAJEMEN, PERUBAHAN MANAJEMEN atau MANAJEMEN SECARA UMUM ataupun MANAJEMEN SDM, DLL maka Anda dapat menghubungi Kami di : 0878-7063-5053 (Fast Response) dengan HARD-Hi SMART CONSULTING
This document discusses leadership competencies and provides an overview of an effective leadership model. The model is built on management skills and financial acumen, with nine key leadership competencies forming the "capstone". These nine competencies are passion, humor, courage, integrity and trust, energy/vitality/enthusiasm, building a team, setting priorities, creativity, and vision. The document then provides explanations and examples for developing each competency.
Leaders foster collaboration by promoting cooperative goals and building trust. They strengthen others by sharing power and discretion, defining clear roles and responsibilities, and leaving a legacy of excellence through effective systems. Great leaders empower others to act through collaboration, shared power, clear expectations, and sustainable systems that outlast any single leader.
An employee can prepare for a leadership role by developing key skills like communication, emotional intelligence, motivation, teamwork, decision making, and problem solving. It is also important to deliver results through others, trust your team members, be authentic, seek to understand others, take action and responsibility, lead visibly, and treat all people with fairness and respect. Developing these abilities along with clarity of vision, strong performance, and good relationships can help an employee effectively transition into a leadership position.
This document provides an interpersonal style profile for Joel Demay. It describes how others see Joel's style as very skillful at building relationships and maintaining a productive balance between serious tasks and human elements of business. Joel is seen as an impressive persuader who can accomplish goals despite obstacles. The profile notes strengths in Joel's ambition and enthusiasm, but also suggests being aware of creating unproductive tension when being too enthusiastic. It provides tips for Joel to develop listening skills, seek understanding before being understood, and become a better negotiator by considering multiple options.
Successful GC leaders provide clear direction to their teams, make tough decisions, and ensure decisions are implemented. They help their teams adapt to change, see the big picture beyond today's challenges, and stay focused even in ambiguity. GC leaders are solution-oriented, constantly learn and adapt, and bring passion and energy to motivate their teams.
Inspiring Motivation. What does Roald Amundsen, Ernest Shackleton, Winston Churchill and Georgetown Cupcakes have in common? Sign me up for what is trending on Facebook: Motivating Your People takes through the theory of the practical business realm in which you reside. Thought Provoking questions are embedded in this powerpoint to engage readers. Questions or Comments: whozien@gmail.com
InsightsTransformational Leadership Profile - Else Gammelgaard MadsenFull Circle Image
The Insights Transformational leadership model comprises eight dimensions of leadership. Each of these dimensions is underpinned by five leadership facets. Agile Thinking - Engaging different thinking modes Leading from Within - Raising self-awareness and living your values Facilitating Development - Nurturing the growth of self and others Fostering Teamwork - Collaborating to build effective relationships Communicating with Impact - Inspiring and influencing with emotional awareness Creating a Compelling Vision - Determining a winning direction Leading Change - Initiating and directing transformation Delivering Results - Honouring commitments and exceeding expectations.
Bagi Pengunjung Slideshare yang Membutuhkan PELATIHAN PENGEMBANGAN MANAJEMEN, PERUBAHAN MANAJEMEN atau MANAJEMEN SECARA UMUM ataupun MANAJEMEN SDM, DLL maka Anda dapat menghubungi Kami di : 0878-7063-5053 (Fast Response) dengan HARD-Hi SMART CONSULTING
This document discusses leadership competencies and provides an overview of an effective leadership model. The model is built on management skills and financial acumen, with nine key leadership competencies forming the "capstone". These nine competencies are passion, humor, courage, integrity and trust, energy/vitality/enthusiasm, building a team, setting priorities, creativity, and vision. The document then provides explanations and examples for developing each competency.
Leaders foster collaboration by promoting cooperative goals and building trust. They strengthen others by sharing power and discretion, defining clear roles and responsibilities, and leaving a legacy of excellence through effective systems. Great leaders empower others to act through collaboration, shared power, clear expectations, and sustainable systems that outlast any single leader.
This document discusses leadership competencies and provides an overview of the nine key leadership competencies: passion, humor, courage, integrity and trust, energy/vitality/enthusiasm, building a team, setting priorities, creativity, and vision. It defines each competency and provides tips on how to improve or apply each one to become an effective leader. The overall message is that developing these nine competencies, in addition to traditional management skills, allows one to act as a true leader in any situation.
The document discusses various aspects of leadership power and followership. It defines different types of power that leaders can leverage, including power from their position, charisma, information, expertise, punishment, and rewards. It also examines what followers want from their leaders, such as trust, compassion, stability, and hope. The document provides guidance for effective followers, such as supporting the leader while also constructively challenging them. It also discusses sex discrimination and examples of gender stereotypes and inequality in Pakistan.
An introduction to the Care and Growth approach to Human Excellence, and how it applies for Organisational, Leadership, Team, as well as Personal Excellence.
Second slidecast in the series, focusing on the development of education from current research and outlining a curriculum we are developing that uses the Consultation, the Bahai Faith's spiritual method of conflict resolution.
This document discusses branding and marketing concepts through a series of sections. It begins by defining what a brand is, noting that a brand can take many forms including a name, sign, symbol, or slogan. It discusses the power of brands and how they meet customers' psychological and social needs. The document then covers brand values, leadership brands, emotional customer profiling, and how brands appeal to different levels of human needs according to Maslow's hierarchy. Overall, the document provides an overview of key branding concepts and how understanding human psychology can help build strong brands that resonate with customers.
1. The author develops their leadership philosophy based on three core beliefs: that people have the organization's best interests at heart, that a leader must bring people together in collaboration to determine direction and manage change, and that a leader must support people through changes.
2. The author believes that effective leadership requires self-reflection to understand one's strengths, weaknesses, and values in order to develop a unique leadership style and be open to criticism.
3. The author advocates for collaborative leadership that empowers followers and determines a shared vision and goals through open communication and listening to diverse perspectives.
Mary Ramos describes her personal leadership style which involves flexibility to lead in changing times. She aims to foster leadership in others and wants teachers to see her as part of the team to facilitate positive change. Her convergent leadership style includes a moral purpose of creating an inviting learning environment and understanding and embracing change. She believes in problem solving together through open discussion and respecting all perspectives, including resistors. Ongoing learning and knowledge sharing are important, and she views her role as a data manager to help teachers improve instruction.
This document provides the results of an iStar personality assessment for Player 29p. The assessment identifies Water as the individual's Keynote element, representing authenticity and focus on relationships. Additional strengths include skillfulness (Fire), knowledge (Earth), and duty (Air). A list of careers, fields of study, motivators, and stressors is provided for each element. The summary emphasizes using all elements for goals and communicating effectively with others despite differences.
Who am I? - Personal Development Framework for EmployeesHppy
This document provides a framework to help build strong relationships with employees by learning about their personal values. It includes sections to have employees fill out regarding what they enjoy, their motivations, values, strengths, weaknesses, and professional preferences to provide insight into their personality and values. The results can then be used to check compatibility with the company's culture and values. The overall aim is to understand employees on a personal and professional level to foster loyal relationships.
Kevin Hatton outlines his personal leadership philosophy in three parts. He believes leadership must be earned through inspiring followers and providing direction to accomplish goals. His leadership style is shaped by observing other leaders and his own values of integrity, challenging opportunities, and clear direction. He will model positive behavior, establish clear goals, listen to concerns, and make timely decisions. His values include valuing people, teamwork, commitment to the mission, and effective communication. He expects respect, decisiveness, and solution-oriented work from followers and will not accept gossip, sabotage, intimidation or insubordination.
When you think ‘branding’ you probably think of company brands, but each of us has a personal brand (whether we like it or not!). Most people haven’t consciously created them; nonetheless, they exist.
In this interactive session, Jess Jeary will be offering strategic insights into why personal brand matters and how you can improve, reshape and strengthen it.
The session is particularly useful for business owners and professionals who want to raise their visibility and credibility.
Identify your purpose and values, and explore how you can share your story to achieve greater personal success.
1) The document discusses the attributes of leadership greatness, which include high self-awareness, setting and pursuing meaningful goals, and effective time management.
2) Developing leadership greatness occurs in three levels - leading oneself, developing interpersonal skills, and then leading larger groups. Key aspects are emotional intelligence, self-awareness, and hard work.
3) Great business leaders ignite passion in others, touch lives, develop people, and enable high performance. They are role models, motivate learning and growth, and create lasting impact and legacy beyond financial metrics.
The document describes 24 relating and impacting strengths as identified by the CliftonStrengths assessment. The relating strengths include communication, empathy, harmony, includer, individualization, relator, responsibility. The impacting strengths include command, competition, developer, maximizer, positivity, and WOO. Each strength is summarized in 1-2 sentences describing what persons with that strength tend to be like.
This document provides an overview of the StrengthsFinder assessment and how it can be used to understand personal strengths. It discusses key points about strengths, including that strengths are talents that enable people to perform well when developed. The StrengthsFinder assessment measures 34 themes of talent, and each person has a unique combination and order of these themes. Understanding one's unique strengths can help maximize potential and success in life and work. The document categorizes the 34 themes into four groups related to executing, influencing, relationship building, and strategic thinking. It provides descriptions of each theme and encourages reviewing strengths to identify areas of focus for self-improvement.
Jaime Hadley outlines their personal leadership philosophy and priorities. Their top values include honesty, respect, mindfulness, knowledge, compassion, and virtue ethics. They are motivated by servant leadership and involvement in family and community. Their strengths are taking action, problem-solving, meeting challenges without hesitation, getting to know people individually, collecting information, and looking toward the future. They expect ethical leadership of setting attainable goals, avoiding blindness, rewarding decisions over outcomes, promoting open communication, and avoiding "ethical drift."
This document discusses various concepts and perspectives on leadership. It provides definitions of a leader from different sources, highlighting that a leader must have followers. It also discusses the concepts of leadership and followership, noting that effective leadership requires effective followership. The document outlines five practices of exemplary leadership and ten commitments of leadership. It provides perspectives on followership, including the characteristics of effective followers. It also discusses different types of bad leadership, such as corrupt and insular leadership. The document emphasizes that developing the right attributes is only the start and true leadership involves influencing others, operating to accomplish missions, and improving organizations.
Transformational Leadership By Tiffani LuckeyTiffani Luckey
This document summarizes an article by Bernard Bass on transformational leadership. It discusses Bass' theory that transformational leaders inspire and motivate followers through idealized influence, intellectual stimulation, and individualized consideration. The document also discusses Bass' development of the Multifactor Leadership Questionnaire to measure transformational and transactional leadership behaviors. It provides an overview of the four key dimensions of transformational leadership according to Bass: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration.
Effective leaders have comprehensive understanding of people, organizations, and themselves in order to empower others. They actively listen to understand speakers fully and gain insights into perspectives, strengths, and weaknesses. Leaders solicit diverse viewpoints to improve organizational understanding and buy-in. They help people see their potential and focus on strengths rather than faults through loving, optimistic speech and actions that validate their message. By developing understanding and empowering others, leaders bridge reality and potential.
Effective leaders have comprehensive understanding of people, organizations, and themselves in order to empower others. They actively listen to understand speakers fully and gain insights into people's motivations and authenticity. Leaders also understand organizational dynamics and solicit diverse viewpoints to identify strengths and weaknesses. Additionally, leaders maintain an empowering presence by having inspiring relationships built on love, patience and humility. They frame people's potential rather than faults and articulate goals to promote growth. Leaders lead by embodiment and authenticity to inspire trust and influence through diligence. With comprehensive understanding and empowering presence, leaders bridge reality and potential.
The document discusses fundamentals of human relations and interpersonal skills. It defines human relations as interactions among people, including conflicts, cooperation, and group relationships. It then lists and explains important interpersonal skills like communication, listening, problem-solving, and decision-making. The document provides tips for improving interpersonal skills, such as listening actively, choosing words carefully, relaxing, clarifying, being positive, and reflecting on interactions. It emphasizes the importance of interpersonal skills for work and personal relationships.
This document is a signature themes report that identifies David Carter's top five themes of talent based on his responses to the CliftonStrengths assessment:
1. Harmony - Seeks agreement and avoids conflict by looking for common ground. Values harmony.
2. Responsibility - Feels psychologically committed to following through on commitments and obligations. Values dependability.
3. Arranger - Enjoys managing complex situations by arranging and rearranging variables to find the most productive configuration. Flexible and opportunistic.
4. Belief - Has enduring core values around responsibility, ethics, and meaning that guide priorities and build trustworthiness.
5. Developer - Sees potential in others and
This document discusses leadership competencies and provides an overview of the nine key leadership competencies: passion, humor, courage, integrity and trust, energy/vitality/enthusiasm, building a team, setting priorities, creativity, and vision. It defines each competency and provides tips on how to improve or apply each one to become an effective leader. The overall message is that developing these nine competencies, in addition to traditional management skills, allows one to act as a true leader in any situation.
The document discusses various aspects of leadership power and followership. It defines different types of power that leaders can leverage, including power from their position, charisma, information, expertise, punishment, and rewards. It also examines what followers want from their leaders, such as trust, compassion, stability, and hope. The document provides guidance for effective followers, such as supporting the leader while also constructively challenging them. It also discusses sex discrimination and examples of gender stereotypes and inequality in Pakistan.
An introduction to the Care and Growth approach to Human Excellence, and how it applies for Organisational, Leadership, Team, as well as Personal Excellence.
Second slidecast in the series, focusing on the development of education from current research and outlining a curriculum we are developing that uses the Consultation, the Bahai Faith's spiritual method of conflict resolution.
This document discusses branding and marketing concepts through a series of sections. It begins by defining what a brand is, noting that a brand can take many forms including a name, sign, symbol, or slogan. It discusses the power of brands and how they meet customers' psychological and social needs. The document then covers brand values, leadership brands, emotional customer profiling, and how brands appeal to different levels of human needs according to Maslow's hierarchy. Overall, the document provides an overview of key branding concepts and how understanding human psychology can help build strong brands that resonate with customers.
1. The author develops their leadership philosophy based on three core beliefs: that people have the organization's best interests at heart, that a leader must bring people together in collaboration to determine direction and manage change, and that a leader must support people through changes.
2. The author believes that effective leadership requires self-reflection to understand one's strengths, weaknesses, and values in order to develop a unique leadership style and be open to criticism.
3. The author advocates for collaborative leadership that empowers followers and determines a shared vision and goals through open communication and listening to diverse perspectives.
Mary Ramos describes her personal leadership style which involves flexibility to lead in changing times. She aims to foster leadership in others and wants teachers to see her as part of the team to facilitate positive change. Her convergent leadership style includes a moral purpose of creating an inviting learning environment and understanding and embracing change. She believes in problem solving together through open discussion and respecting all perspectives, including resistors. Ongoing learning and knowledge sharing are important, and she views her role as a data manager to help teachers improve instruction.
This document provides the results of an iStar personality assessment for Player 29p. The assessment identifies Water as the individual's Keynote element, representing authenticity and focus on relationships. Additional strengths include skillfulness (Fire), knowledge (Earth), and duty (Air). A list of careers, fields of study, motivators, and stressors is provided for each element. The summary emphasizes using all elements for goals and communicating effectively with others despite differences.
Who am I? - Personal Development Framework for EmployeesHppy
This document provides a framework to help build strong relationships with employees by learning about their personal values. It includes sections to have employees fill out regarding what they enjoy, their motivations, values, strengths, weaknesses, and professional preferences to provide insight into their personality and values. The results can then be used to check compatibility with the company's culture and values. The overall aim is to understand employees on a personal and professional level to foster loyal relationships.
Kevin Hatton outlines his personal leadership philosophy in three parts. He believes leadership must be earned through inspiring followers and providing direction to accomplish goals. His leadership style is shaped by observing other leaders and his own values of integrity, challenging opportunities, and clear direction. He will model positive behavior, establish clear goals, listen to concerns, and make timely decisions. His values include valuing people, teamwork, commitment to the mission, and effective communication. He expects respect, decisiveness, and solution-oriented work from followers and will not accept gossip, sabotage, intimidation or insubordination.
When you think ‘branding’ you probably think of company brands, but each of us has a personal brand (whether we like it or not!). Most people haven’t consciously created them; nonetheless, they exist.
In this interactive session, Jess Jeary will be offering strategic insights into why personal brand matters and how you can improve, reshape and strengthen it.
The session is particularly useful for business owners and professionals who want to raise their visibility and credibility.
Identify your purpose and values, and explore how you can share your story to achieve greater personal success.
1) The document discusses the attributes of leadership greatness, which include high self-awareness, setting and pursuing meaningful goals, and effective time management.
2) Developing leadership greatness occurs in three levels - leading oneself, developing interpersonal skills, and then leading larger groups. Key aspects are emotional intelligence, self-awareness, and hard work.
3) Great business leaders ignite passion in others, touch lives, develop people, and enable high performance. They are role models, motivate learning and growth, and create lasting impact and legacy beyond financial metrics.
The document describes 24 relating and impacting strengths as identified by the CliftonStrengths assessment. The relating strengths include communication, empathy, harmony, includer, individualization, relator, responsibility. The impacting strengths include command, competition, developer, maximizer, positivity, and WOO. Each strength is summarized in 1-2 sentences describing what persons with that strength tend to be like.
This document provides an overview of the StrengthsFinder assessment and how it can be used to understand personal strengths. It discusses key points about strengths, including that strengths are talents that enable people to perform well when developed. The StrengthsFinder assessment measures 34 themes of talent, and each person has a unique combination and order of these themes. Understanding one's unique strengths can help maximize potential and success in life and work. The document categorizes the 34 themes into four groups related to executing, influencing, relationship building, and strategic thinking. It provides descriptions of each theme and encourages reviewing strengths to identify areas of focus for self-improvement.
Jaime Hadley outlines their personal leadership philosophy and priorities. Their top values include honesty, respect, mindfulness, knowledge, compassion, and virtue ethics. They are motivated by servant leadership and involvement in family and community. Their strengths are taking action, problem-solving, meeting challenges without hesitation, getting to know people individually, collecting information, and looking toward the future. They expect ethical leadership of setting attainable goals, avoiding blindness, rewarding decisions over outcomes, promoting open communication, and avoiding "ethical drift."
This document discusses various concepts and perspectives on leadership. It provides definitions of a leader from different sources, highlighting that a leader must have followers. It also discusses the concepts of leadership and followership, noting that effective leadership requires effective followership. The document outlines five practices of exemplary leadership and ten commitments of leadership. It provides perspectives on followership, including the characteristics of effective followers. It also discusses different types of bad leadership, such as corrupt and insular leadership. The document emphasizes that developing the right attributes is only the start and true leadership involves influencing others, operating to accomplish missions, and improving organizations.
Transformational Leadership By Tiffani LuckeyTiffani Luckey
This document summarizes an article by Bernard Bass on transformational leadership. It discusses Bass' theory that transformational leaders inspire and motivate followers through idealized influence, intellectual stimulation, and individualized consideration. The document also discusses Bass' development of the Multifactor Leadership Questionnaire to measure transformational and transactional leadership behaviors. It provides an overview of the four key dimensions of transformational leadership according to Bass: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration.
Effective leaders have comprehensive understanding of people, organizations, and themselves in order to empower others. They actively listen to understand speakers fully and gain insights into perspectives, strengths, and weaknesses. Leaders solicit diverse viewpoints to improve organizational understanding and buy-in. They help people see their potential and focus on strengths rather than faults through loving, optimistic speech and actions that validate their message. By developing understanding and empowering others, leaders bridge reality and potential.
Effective leaders have comprehensive understanding of people, organizations, and themselves in order to empower others. They actively listen to understand speakers fully and gain insights into people's motivations and authenticity. Leaders also understand organizational dynamics and solicit diverse viewpoints to identify strengths and weaknesses. Additionally, leaders maintain an empowering presence by having inspiring relationships built on love, patience and humility. They frame people's potential rather than faults and articulate goals to promote growth. Leaders lead by embodiment and authenticity to inspire trust and influence through diligence. With comprehensive understanding and empowering presence, leaders bridge reality and potential.
The document discusses fundamentals of human relations and interpersonal skills. It defines human relations as interactions among people, including conflicts, cooperation, and group relationships. It then lists and explains important interpersonal skills like communication, listening, problem-solving, and decision-making. The document provides tips for improving interpersonal skills, such as listening actively, choosing words carefully, relaxing, clarifying, being positive, and reflecting on interactions. It emphasizes the importance of interpersonal skills for work and personal relationships.
This document is a signature themes report that identifies David Carter's top five themes of talent based on his responses to the CliftonStrengths assessment:
1. Harmony - Seeks agreement and avoids conflict by looking for common ground. Values harmony.
2. Responsibility - Feels psychologically committed to following through on commitments and obligations. Values dependability.
3. Arranger - Enjoys managing complex situations by arranging and rearranging variables to find the most productive configuration. Flexible and opportunistic.
4. Belief - Has enduring core values around responsibility, ethics, and meaning that guide priorities and build trustworthiness.
5. Developer - Sees potential in others and
This document is a strengths report that identifies David Carter's top five signature themes:
1. Harmony - He seeks agreement and avoids conflict.
2. Responsibility - He feels obligated to follow through on commitments.
3. Arranger - He enjoys managing complex situations and finding optimal configurations.
4. Belief - He has strong core values that guide his priorities and work.
5. Developer - He sees potential in others and helps them grow.
James Smith completed a survey to identify his top five signature themes of talent based on Gallup's StrengthsFinder assessment. His top five themes are Maximizer, Harmony, Developer, Belief, and Arranger. The report provides descriptions of each theme and how they influence his natural talents and abilities to achieve success through developing his strengths. Specifically, as a Maximizer he strives for excellence, as Harmonizer he seeks agreement and consensus, as a Developer he helps others grow and improve, as someone with a strong Belief theme he has enduring core values, and as an Arranger he enjoys configuring variables in complex situations.
This document is a strengths insight report for Marcus Refsland that identifies his top 5 themes: Harmony, Relator, Responsibility, Arranger, and Belief. For each theme, it provides a shared theme description and personalized strengths insights. The insights describe how Marcus's strengths in each theme manifest and what makes him stand out, focusing on his tendencies, enjoyment of teamwork and consensus building, accountability, flexibility, and prioritization of purpose and family.
This document provides the results of Tammara Hoover's StrengthsFinder assessment. Her top 5 themes are Relator, Achiever, Connectedness, Strategic, and Restorative. For each theme, the report includes a shared theme description, personalized strengths insights highlighting her unique talents, and questions for her to consider to increase self-awareness. It also provides 10 ideas for action she can take to apply each theme and questions to help her leverage her talents. The report is intended to help Tammara understand and apply her strengths.
Molly Thompson's top five Clifton StrengthsFinder themes are Developer, Empathy, Restorative, Adaptability, and Individualization. These themes provide insights into Molly's leadership strengths in the four domains of executing, influencing, relationship building, and strategic thinking. The report analyzes each of Molly's top themes, describing how they contribute to her leadership abilities and potential to build and support effective teams.
All inspiring people like Bhai Manvir Singh Khalsa have two things in common such as they believe in themselves and others. They do, however, share some key characteristics that inspire those around them to strive for greater heights, reach further, and jump higher.
Sharon Smith May 2016 Strengths ReportSharon Smith
This document provides Sharon Smith with the results of her StrengthsFinder assessment. Her top 5 themes are Connectedness, Individualization, Learner, Developer, and Positivity. For each theme, she receives a shared theme description, a personalized strengths insight, and questions to increase her self-awareness. The document then provides ideas for how Sharon can apply each of her top 5 themes, with additional questions to help her take action. The goal is for Sharon to leverage her unique talents to add value in her role, team, workgroup, and organization.
Hanjie Ouyang completed a survey to identify their top five signature themes of talent. The report revealed Harmony, Consistency, Responsibility, Communication, and Relator as the most dominant themes. [1] Hanjie seeks agreement and consensus over conflict. [2] They value a consistent and predictable environment where rules are applied equally. [3] Hanjie feels bound to follow through on commitments and make things right. [4] They enjoy explaining ideas and energizing information to capture people's attention. [5] Hanjie derives strength from close relationships and risks genuine intimacy.
This document provides a profile of the author's top 5 strengths as identified through a Gallup assessment:
1. Strategic - They are able to see patterns and envision alternative scenarios.
2. Relator - They derive pleasure from close relationships with friends.
3. Belief - They have enduring principles that guide their priorities and consistency.
4. Communication - They like explaining ideas vividly through stories and metaphors.
5. Maximizer - They see strengths in others and love helping others realize their potential.
Influencing skills are important for business people to have. Influencing others without force or coercion allows managers to motivate employees and salespeople to convince clients. There are several ways to influence people, including building relationships through friendliness, asking questions, and demonstrating interest in others by listening and asking about their interests. Other tactics include addressing people by name, actively participating in discussions, respecting others' opinions, and securing your place within social circles. Influencing can involve persuading to change attitudes, gaining compliance to change behavior, or using propaganda to change beliefs.
Daniel Roberts' top five signature themes as identified by the StrengthsFinder assessment are:
1) Harmony - He seeks agreement and consensus to avoid conflict.
2) Futuristic - He is fascinated by the future and envisions positive possibilities.
3) Relator - He values intimacy in his relationships and wants deep understanding.
4) Belief - He has core values around responsibility, ethics, and meaning that guide his life.
5) Discipline - He imposes structure through routines, timelines, and precision for control and productivity.
This document discusses key leadership skills for managers including coaching, motivating, communicating, empowering people, and fostering team cohesiveness. It defines each skill: a coach helps individuals unlock their potential and improve performance; a motivator promotes interest and enthusiasm; a great communicator acknowledges others and shares information respectfully; empowering gives individuals autonomy and encourages self-improvement; and fostering team cohesiveness creates a collaborative environment with shared goals and trust.
This document provides the results of a CliftonStrengths assessment for an individual named David Carter. The assessment identifies David's top 5 CliftonStrengths themes as: 1) Harmony, 2) Responsibility, 3) Arranger, 4) Belief, and 5) Developer. For each theme, the document provides a description of how the theme can help David thrive, insights into why that theme is unique to David based on his assessment responses, suggestions for how David can take action to maximize his potential using that theme, and potential blind spots to watch out for. The document is intended to help David understand and apply his natural talents to be his best self.
This document provides the results of a CliftonStrengths assessment for an individual named David Carter. It lists David's top 5 CliftonStrengths themes as Harmony, Responsibility, Arranger, Belief, and Developer. For each of David's top two strengths, Harmony and Responsibility, the document describes how David can thrive using these strengths, why they are unique to him, why he succeeds using them, and actions he can take to maximize their potential. It cautions him to watch out for potential blind spots related to each strength. The document is intended to help David understand and apply his strengths.
This document provides Amanda Allen's top 5 themes from the StrengthsFinder assessment: Connectedness, Empathy, Restorative, Individualization, and Developer.
For each theme, it includes a shared theme description, personalized strengths insights specific to Amanda that describe what makes her talents stand out, and questions for her to reflect on her talents.
The insights provide examples of how Amanda's talents in each theme may manifest, such as enjoying establishing links between people, tuning into others' feelings, constantly seeking self-improvement, enjoying learning about unique individuals, and deriving joy from understanding people on a personal level.
This document provides the results of Dalia Ismail's StrengthsFinder assessment, identifying her top 5 themes: Empathy, Connectedness, Developer, Achiever, and Arranger. For each theme, it describes the theme and provides personalized insights about Dalia's strengths. It encourages her to reflect on how she can increase her awareness of and apply her talents based on these themes.
This document provides a StrengthsFinder 2.0 report for Beatriz Gonzalez Torre. The report identifies her top 5 themes as Learner, Achiever, Connectedness, Responsibility, and Relator. It provides insights into how each of these themes is uniquely expressed in Beatriz. It also provides ideas for how Beatriz can apply each theme, such as seeking roles that require technical competence (Learner), setting challenging goals (Achiever), helping others see connections (Connectedness), taking on additional duties (Responsibility), and coaching others (Relator). The report is intended to help Beatriz better understand and apply her strengths.
Gallop Top 5 Strengths
1) Achiever
Have a great deal of stamina and a strong work ethic.
2) Maximizer
Seek to transform success to significant.
3) Learner
Have a constant desire to learn and improve.
4) Relator
Honest about yourself with others and derive much satisfaction from producing tangible results.
5) Individualization
Focus on the differences between individuals and bring out the best in them.