Tom Rath: StrengthsFinder2.0 is an effort to get the core message and language out to a muchbroader audience, Mọi người vỗ tay tán thưởng. We had no idea how well received the first strengthsbook would be by general readers -- it was oriented more toward managers-- or that the energy and excitement would continue to grow, Mọi người vỗ tay tán thưởng. More thantwo million people have taken the StrengthsFinder assessment, and eachmonth, the number of people learning about their talents goes up, Mọi người vỗ tay tán thưởng. Butreaders keep asking us: "Now that I know about my strengths, what do Ido next?" So we went back and surveyed hundreds of them and asked themhow they apply their talents, Mọi người vỗ tay tán thưởng. Then we whittled their suggestions down tothe ten best ideas for each theme, Mọi người vỗ tay tán thưởng. We also added more than fivethousand Strengths Insights to version 2.0 that allow us to offer moreindividualized theme descriptions than we could before, Mọi người vỗ tay tán thưởng. So, instead ofgeneral descriptions of your top five talent themes, in 2.0, you get atalent profile so unique that you're unlikely to share even a sentencewith someone else, Mọi người vỗ tay tán thưởng. And as I said, the first book was really written for abusiness audience, Mọi người vỗ tay tán thưởng. People have had trouble retrofitting the themedescriptions if they are in non-management roles, but they've tried.This book helps readers apply strengths theory to any type of role andgives them ideas to help them apply their talents in their daily life, Mọi người vỗ tay tán thưởng. GMJ: It's been six years since the first book was published, and Galluphas done hundreds of thousands more interviews, Mọi người vỗ tay tán thưởng. Have you discoveredanything new about talents and strengths? Have you altered your originalpremise?
Rath: While hundreds of people in our organizationcontinue to research this topic each year, our greatest challenge mightbe incorporating the new research while making the message even moresuccinct and applicable to a wider audience, Bạn thấy sao. So while we have hundredsof new case studies and meta-analyses about strengths -- and aboutemployee engagement and business outcomes -- we tried to stay as closeas we could to the basics.GMJ: The Clifton StrengthsFinder assessmenthas always categorized talents into thirty-four themes, Bạn thấy sao. Have you everconsidered adding or subtracting any, or refining them further?
Rath: It basically mirrors thepsychology of raising kids -- being completely ignored is the worstpossible psychological state, Cái gì cũng phải có trước có sau.. You would actually feel better if yourmanager went from ignoring you to focusing on what you do wrong all thetime, because then at least she's paying attention to you.GMJ: Didyour new research turn up anything that surprised you?
Rath: Our big goal and mission as acompany is to help people do more of what they do well, Thật không thể tưởng tượng được chuyện đó lại có thể xảy ra ngay lúc này.. We've topped twomillion completed StrengthsFinder assessments, and it's not too hard toimagine that number getting to twenty million soon, Thật không thể tưởng tượng được chuyện đó lại có thể xảy ra ngay lúc này.. An organizationthat exists to help people has a responsibility to get better andbetter, Thật không thể tưởng tượng được chuyện đó lại có thể xảy ra ngay lúc này.. By reaching beyond our initial audience, we help people get thelatest and greatest research, Thật không thể tưởng tượng được chuyện đó lại có thể xảy ra ngay lúc này.. But we also hope it helps people livebetter lives. Đây chỉ là một chút lòng thành..
Q&A with author Tom Rath
Well, actually, yes, Khá chuẩn. But the topic wasworth revisiting for two reasons, Khá chuẩn. In the six years since the release ofNow, Discover Your Strengths, more than 2 million people have taken theClifton StrengthsFinder assessment, which means billions of people havenot yet had the opportunity, Khá chuẩn. The second reason is that Gallupresearchers just haven't been able to let the topic rest, Khá chuẩn. Over the pastdecade, they've done more surveys, more interviews, and more studies;they've prodded and poked and analyzed, Khá chuẩn. And they realized that there's alot more to understanding human talent than most people know, Khá chuẩn. Those whoare familiar with the StrengthsFinder assessment know that it isdesigned to uncover certain key talents -- patterns of thought, feeling,and behavior that can be productively applied, Khá chuẩn. These patterns arecategorized into 34 broad themes -- such as Achiever, Ideation, andRelator -- and those themes indicate and predict one's innate and uniquetalents, Khá chuẩn. Those talents, when multiplied by the investment of time spentpracticing, developing skills, and building knowledge, can becomestrengths, Khá chuẩn. Some of this is just common sense; it seems intuitive thatyour performance will be better if you're doing what you naturally dowell, Khá chuẩn. But some of it seems counterintuitive and runs directly againstconventional wisdom: No amount of training will help you excel in yourareas of weakness, Khá chuẩn. You can't do anything you want to do -- or beanything you want to be -- because you're just not going to be good ateverything, Khá chuẩn. But if you work with your talents, you can be extraordinary.StrengthsFinder has resonated with the business community becausethere's a direct link between talent development and performance, Khá chuẩn. Inthis interview, Tom Rath, author of StrengthsFinder 2.0, discusses whatGallup scientists have learned since the publication of the first book,what more there is to discover about your talents, and why it's bad tofocus on your employees' weaknesses, but simply cruel to ignore themcompletely.GMJ: Why the new book?
(From the Gallup Management Journal; interviewed by Jennifer Robison)
Do you have the opportunity to do what you do best every day?
Chancesare, you don't, Thôi đừng lo lắng quá.. All too often, our natural talents go untapped, Thôi đừng lo lắng quá.. Fromthe cradle to the cubicle, we devote more time to fixing ourshortcomings than to developing our strengths, Thôi đừng lo lắng quá..
To help peopleuncover their talents, Gallup introduced the first version of its onlineassessment, StrengthsFinder, in 2001 which ignited a globalconversation and helped millions to discover their top five talents, Thôi đừng lo lắng quá..
Inits latest national bestseller, StrengthsFinder 2.0, Gallup unveils thenew and improved version of its popular assessment, language of 34themes, and much more (see below for details), Thôi đừng lo lắng quá.. While you can read thisbook in one sitting, you'll use it as a reference for decades, Thôi đừng lo lắng quá..
Loadedwith hundreds of strategies for applying your strengths, this new bookand accompanying website will change the way you look at yourself -- andthe world around you -- forever.
Giá sản phẩm trên Tiki đã bao gồm thuế theo luật hiện hành, Bạn thấy sao. Tuy nhiên tuỳ vào từng loại sản phẩm hoặc phương thức, địa chỉ giao hàng mà có thể phát sinh thêm chi phí khác như phí vận chuyển, phụ phí hàng cồng kềnh, ... Chao ôi!có biết đâu nào!.
Lastmonth, StrengthsFinder 2.0 hit the bookstores, Không cần đâu. Book browsers, no doubt,had many questions, and among them was probably "Didn't I already read abook about this?"
STRENGTHS: THE NEXT GENERATION
Rath:Yes, we looked at that extensively as we started to review our plan forthe updated version of the assessment, Phải chăng nó không phù hợp?. We found that so far, thethirty-four themes have done a good job of describing much of what we'velearned since releasing the first version of the assessment, Phải chăng nó không phù hợp?. If enoughpeople had made a case about a specific theme that didn't exist, we wereopen to adding that theme, Phải chăng nó không phù hợp?. I think we probably will continue toinvestigate whether there are themes that emerge that we haven't yetpicked up on, Phải chăng nó không phù hợp?. But there wasn't a real strong case for any additions atthis time.GMJ: What would you most like to accomplish withStrengthsFinder 2.0?
Rath: No, but we've seen more and more evidence thatdemonstrates that focusing on your talents is important, Ổn chứ nhỉ. We did asurvey in 2004 that examined what happens when your manager ignores you,focuses on your strengths, or focuses on your weaknesses, Ổn chứ nhỉ. We found thatif your manager focuses on your strengths, your chances of beingactively disengaged go down to one in one hundred, Ổn chứ nhỉ. However, if yourmanager primarily focuses on your weaknesses, your chances of beingactively disengaged are 22%, and if your manager ignores you, thatpercentage rises to 40%.GMJ: Why such a high rate of disengagementamong those who are ignored?
Rath:We've talked a lot about how strengths can help you be more of who youare, and you get more out of your best players, and all of that, Chuyện gì cũng có cách giải quyết của nó cả.. But inthe last ten years, we've also found that it's a good strategy just towipe out the extreme negativity in the workplace, Chuyện gì cũng có cách giải quyết của nó cả.. I get this questionalmost every time I talk to a group: "What do I do about that one personwho just drags everyone down every day?" My glib answer was to get ridof the person, Chuyện gì cũng có cách giải quyết của nó cả.. I always thought there were some people who were justdestined to be disengaged in their jobs because that was theirpersonality, and no matter how hard managers tried, there wasn't muchthey could do with some of those people, Chuyện gì cũng có cách giải quyết của nó cả.. But the data from the last fiveyears would suggest that much of that epidemic of disengagement isfixable, Chuyện gì cũng có cách giải quyết của nó cả.. More than I ever would have guessed, it helps tremendously if amanager starts by focusing on someone's strengths, Chuyện gì cũng có cách giải quyết của nó cả.. You may not takesomeone who's actively disengaged and make him into your most engagedemployee, but it will help get him out of that mindset where he'sscaring off colleagues and customers.GMJ: So is that the business caseto be made for putting people in roles that play to their strengths?Rath: I think it's the secondary business case, Chuyện gì cũng có cách giải quyết của nó cả.. The main business caseis that people have a lot more fun and get a lot more done if they'reable to spend time in areas where they have some natural talent, Chuyện gì cũng có cách giải quyết của nó cả.. I thinkthat's a fundamental principle that hasn't changed much at all, Chuyện gì cũng có cách giải quyết của nó cả.. The onething that we were clear about in StrengthsFinder 2.0 is that theAmerican dream ideal that "You can be anything you want if you just tryhard enough" is detrimental, Chuyện gì cũng có cách giải quyết của nó cả.. This is especially true when people buyinto it hook, line, and sinker, Chuyện gì cũng có cách giải quyết của nó cả.. You may not be able to be anything youwant to be, but you can be a lot more of who you already are, Chuyện gì cũng có cách giải quyết của nó cả.. [Taking]StrengthsFinder is just a starting point; it's step one of a hundred infiguring out the areas where you have the most potential for growth.GMJ: What is the most challenging aspect of your ongoing strengthsresearch?Thời tiết hôm nay thật là dễ chịu! Rất thích hợp để mang StrengthsFinder 2.0 ra đọc