What is the difference Between Strengths and Competencies?
Competencies are characteristics and behaviours that predict successful organizational outcomes. They focus on skills, knowledge, and behaviours associated with success in specific roles or levels within an organization (e.g., leadership).
Strengths, are related to the person, not the role. They have a strong emotional element and lead to valued outcomes. Strengths are part of your character and are consistently expressed across different situations. Unlike skills and knowledge, strengths are relatively ‘hardwired’ in our teens and are difficult to change fundamentally.
How do Strengths and Competencies relate?
Strengthscope® sees strengths and competencies as overlapping areas. When skills and knowledge (competencies) align with what energizes you (strengths), productive habits can develop, leading to sustainable peak performance.
Why are there 7 Significant Strengths?
Seven is a “magic number” for short-term memory retention. Focusing on your top 7 strengths helps you concentrate on what truly energizes you, rather than trying to excel at everything.
Is the sequence of the ‘Significant 7’ relevant?
No, the sequence is alphabetical, not by score. Each ‘Significant 7’ strength is a potential area to explore in relation to your goals.
Does everyone have a ‘Significant 7’?
Yes, but some may have other strengths close in score, known as ‘bubbling under’ strengths. It’s worth exploring these as well.
Do managers or leaders need specific strengths?
No, there is no one set of strengths that make a ‘good manager’ or leader. Management and leadership roles vary significantly, and successful managers and leaders use different strengths effectively. The key is knowing and applying your strengths optimally while managing performance risks.
What do the numbers on the Strengths Wheel mean?
The Strengths wheel uses a 0-10 scale to show your relative position compared to others. Focus on the pattern of scores rather than the numbers themselves.
Does a high score mean I can perform well in this area?
Not necessarily. A high score indicates potential, but optimizing strengths requires awareness and effort. Some people may not fully utilize their strengths due to a lack of awareness or investment in development.
Can I have a strength I’m not good at?
Yes, it’s possible but rare. If a strength is underdeveloped, it offers potential for growth.
What do low or high scores indicate?
Scores are compared to other responses. A lower score may indicate an area that doesn’t energize you or could be weakening if overused.
What does a low rating mean?
A low rating doesn’t mean you’re not good at something. It might indicate an area that doesn’t energize you or is underdeveloped.
What can I do about areas where I don’t have a strength?
First, ask yourself, “What is the impact of this non-strength on my performance?” If it has little or no impact on your current work or future goals, you might not need to focus on it. However, if it negatively affects your performance or potential, consider these strategies to mitigate or improve it:
Leverage other strengths: Use your other strengths to compensate.
Partner with others: Find team members who complement your weaker areas.
Develop new habits: Establish daily habits that don’t come naturally to you.
Use support mechanisms: Utilize technology or tools to support areas where you lack strength.
Explore new roles: Consider roles that allow you to play to your strengths more often.
How unique is my pattern of strengths?
Your strengths profile is unique. The chances of having the same top 7 strengths as someone else are 1 in 346,000. Your profile highlights where you can make the most significant contribution at work.
Is it possible to overdevelop a strength?
Strengths have infinite development potential if developed correctly. However, overusing a strength or using it inappropriately can be counterproductive. For example, a collaborative person might seek input even when a quick decision is needed, or someone focused on tasks might overlook relationship aspects. Each report includes information on managing strengths in overdrive.
Do strengths change over time?
Strengths are stable over time as they are core to who we are but can shift temporarily due to significant life events.
What are the different quadrants on the Strengths Wheel?
The Strengthscope® wheel is divided into four quadrants:
Emotional Strengths: Managing and expressing emotions.
Execution Strengths: Delivering results.
Relational Strengths: Building and maintaining relationships.
Thinking Strengths: Gathering and using information to make decisions.