STRENGTHSCOPE MODEL BACKGROUND
Strengthscope was designed by a team from Strengths Partnership Limited founded by James Brook and Dr Paul Brewerton. James is an expert in innovative assessment methods, talent management and leadership development and Paul is an expert in organisational development and psychometric design. They have been running consulting businesses for over 15 years.
The importance of the strengths approach is that it focuses on behavioural strengths in the workplace as opposed to the normal societal focus on limiting weaknesses (while not denying that they exist).The model accepts that peoples’ underlying personality does not change much and assumes that they achieve results in different ways.
It has been statistically proven that if an organisation focuses on strengths, staff engagement increases substantially. Departments/organisations supporting individual strengths have a 38% probability of higher productivity and a 44% probability of higher loyalty and retention.
Strengths are defined as underlying qualities that energise us, contribute to our personal growth and lead to peak performance. They reflect our passions and values and enable us to perform at our peak in both good times and during tough, challenging times.
The model selects twenty four performance-critical strengths in the workplace which are broken down into four clusters: emotional strengths (how to manage and express your emotions in relation to people and work), relational (establishing and maintaining effective relationships), thinking (intellectual skills and ability to gather effective information) and execution (delivering results in terms of content and delivery)
STRENGTHSCOPE MODEL IMPLEMENTATION
An electronic questionnaire is sent out to each participant which takes approximately 30 minutes to complete.
An individual’s strengths are fairly stable over an extended period of time as they are a core part of who we are. However important/stressful life events may bring certain strengths to the fore or push others into the background, hence it is essential to be in a calm frame of mind when answering the questionnaire and not to be interrupted while completing it.
The model is intentionally more straightforward than other psychometric testing tools to make it more practical and useable for the user.
Within days a full written report and graph with a standardised scale of one to ten is produced as this is the most commonly used scale in psychometric testing.
The individual’s scores are then charted in the different areas and a detailed description is provided of all 24 behaviours with specific reference to the significant seven strengths.
It has been psychologically identified that people typically retain this number of items (seven) in their short term memory hence the focus on the seven strengths that have rated the most strongly in the assessment.
Once the report has been formalised it is arranged by the accredited user (myself) to have a one on one coaching feedback session with the individual assessed in order to discuss and internalise the feedback from the report as well as the process. This takes approximately one and a half hours.
The report is not sent back to the individual beforehand in order not to leave it open to any possible misinterpretation. It is handed to the individual at the abovementioned feedback session.
It is recommended that at least three coaching sessions (at three to four week intervals for a period of one and a half hours) are arranged for each individual following the first feedback session in order to have coaching/mentoring on how the individual’s strengths overlap with their job specific competencies and the organisational goals. Where there is a lack of follow through in this regard there is sometimes a lack of alignment between the learning on an individual emotional intelligence level and how these strengths play out in the work environment.
It is most beneficial for an individual to visualise and name their behavioural strengths in this manner as well as assess themselves graphically/statistically as they progress within the organisation.
COSTING OF THE PROGRAMME
The cost for the assessment as well as the first feedback session is R2500.00 (V.A.T. exclusive) per registered candidate, of which a deposit of R500.00 is required in order to pay administrative costs involved the initial report generation.
Each subsequent coaching session costs R2500.00 per session (V.A.T. exclusive).
Broad concepts in respect of the process and modality can be offered in team context if specifically requested but individual feedback is not given in this context unless express permission is obtained from the individuals concerned. It is my experience working with project examples and not named individuals works better in the team context within the professional environment. Team sessions cost R5 000.00 (V.A.T. exclusive) for a maximum group of 8 (eight).