Visualizing Our Change Matrix Strengths

As a learning organization, we strive to build on and leverage the strengths that each of our team members brings to the collective. We reviewed our StrengthsFinder assessment tool results, reflected on the diversity of our team, noticed where we have overlap and gaps, and thought about the ways our project teams might adjust the ways in which we work together.

According to the Gallup organization (famous for its Gallup polls), the StrengthsFinder test started when one man made it his mission to change the world through empowering human development. Don Clifton began the global strengths-based movement over 60 years ago after the Second World War when he asked this simple question: What would happen if we studied what was right with people instead of what was wrong? 

The StrengthsFinder test first came into the public eye in 2001 due to the publication of Now, Discover Your Strengths written by Donald Clifton who was at that time chairman of Gallup, and Marcus Buckingham. Today, more than 22 million people from around the world have completed this assessment. Gallup claims that more than 90% of fortune 500 companies have used this tool to take a strengths-based approach to their organization culture and climate. 

Based on the notion that every person has certain strengths, StrengthsFinder has broken these strengths into 34 categories, or themes. Each of these strengths falls into one of four areas or domains: Executing, Influencing, Relationship Building, and Strategic Thinking. The Gallup Organization interviewed over 1.7 million professionals from a variety of fields and disciplines. Their research led to the development of strengths. 

The assessment helps identify the areas where you (or your team) have the greatest potential for working off your strengths and building a strong team or organization. The StrengthsFinder measures recurring patterns of thought, feeling, and behavior, and identifies your top 5 to 10 strengths. The assessment is based on what is “right” about people, not “wrong” with them – their talents so to speak. Knowing this information can help individuals, teams and organizations leverage their talents, and turn them into enduring strengths.

According to Gallup, their research indicates that people who know and use their strengths are more engaged at work, more productive in their work, and happier and healthier.

If you are interested and wish to take the test ,visit the Gallup website for the StrengthsFinder assessment.