According to the Emotional Assessment/Personality Test, my results revealed that my greatest strengths are: extraversion, conscientiousness, emotional stability and integrity. I have taken many emotional and personality test over the years and as I have grown in my career, the results have slightly changed. I utilize these strengths daily whether at work or in my personal life. For instance, I am extraverted and I have always had an outgoing personality and this has been extremely helpful to me in my professional career as I have landed opportunities because of my pleasantness and calming demeanor.
As a Human Resources professional, being extroverted helps me “break the ice” when dealing with tough situations or people. When it comes …show more content…
It starts with identifying the strengths, creating a plan, providing manager feedback and coaching and following up throughout the year on progress. The program should also consist of activities that are suited for each employee’s strengths. Unfortunately, tailoring programs to match every employee’s strength is hard to implement and manage and this is why so many organizations rely on building upon weaknesses. This makes it hard for employee’s to understand how their work adds value to the organization’s …show more content…
Also, according to research organizations that play to employees’ strengths are: 50% more likely to experience low employee turnover, 38% more likely to be highly productive and 44 % more likely to earn high customer satisfaction scores (Seeling-Smith, 2015).
Also, strength based organizations help create a common language, which is essential when a company workforce literally speaks different languages. This approach is also about helping people understand how to leverage the most natural aspects of who they are as they attempt to tackle the different challenges they face (Brimm, 2007).
Research shows that no matter the profession, employees want to utilize their strengths and feel that they are adding value to the organization. We all have a desire to know more about who we are, what we bring to the world around us, and how we can use our talents to relate to others. We share a common connection through our talents, even when they are different. Sadly, however, we aren't always asked to share them with others. Using the language of strengths helps jump-start those connections, even when we don't speak the same language (Brimm,
As a Human Resources professional, being extroverted helps me “break the ice” when dealing with tough situations or people. When it comes …show more content…
It starts with identifying the strengths, creating a plan, providing manager feedback and coaching and following up throughout the year on progress. The program should also consist of activities that are suited for each employee’s strengths. Unfortunately, tailoring programs to match every employee’s strength is hard to implement and manage and this is why so many organizations rely on building upon weaknesses. This makes it hard for employee’s to understand how their work adds value to the organization’s …show more content…
Also, according to research organizations that play to employees’ strengths are: 50% more likely to experience low employee turnover, 38% more likely to be highly productive and 44 % more likely to earn high customer satisfaction scores (Seeling-Smith, 2015).
Also, strength based organizations help create a common language, which is essential when a company workforce literally speaks different languages. This approach is also about helping people understand how to leverage the most natural aspects of who they are as they attempt to tackle the different challenges they face (Brimm, 2007).
Research shows that no matter the profession, employees want to utilize their strengths and feel that they are adding value to the organization. We all have a desire to know more about who we are, what we bring to the world around us, and how we can use our talents to relate to others. We share a common connection through our talents, even when they are different. Sadly, however, we aren't always asked to share them with others. Using the language of strengths helps jump-start those connections, even when we don't speak the same language (Brimm,