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StrengthsFinder 2.0 [Kindle Edition]

Tom Rath
3.9 out of 5 stars  See all reviews (1,659 customer reviews)

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Includes Access Code
Please note: Upon purchase of this ebook, you will be emailed a unique code to your Kindle registered email account to access additional content. This one-use-only code will allow you to take the Clifton StrengthsFinder assessment that is included with this book. To take the assessment, visit www.strengthsfinder.com. Please note it may take up to 24 to 48 hours to receive this email with the code. More on Access codes.

Book Description

**Once you have purchased this ebook, the unique access code will be sent to the email address you have registered with Kindle.**


DO YOU HAVE THE OPPORTUNITY TO DO WHAT YOU DO BEST EVERY DAY?

Chances are, you don't. All too often, our natural talents go untapped. From the cradle to the cubicle, we devote more time to fixing our shortcomings than to developing our strengths.

To help people uncover their talents, Gallup introduced the first version of its online assessment, StrengthsFinder, in the 2001 management book Now, Discover Your Strengths. The book spent more than five years on the bestseller lists and ignited a global conversation, while StrengthsFinder helped millions to discover their top five talents.

In its latest national bestseller, StrengthsFinder 2.0, Gallup unveils the new and improved version of its popular assessment, language of 34 themes, and much more (see below for details). While you can read this book in one sitting, you'll use it as a reference for decades.

Loaded with hundreds of strategies for applying your strengths, this new book and accompanying website will change the way you look at yourself -- and the world around you -- forever.

AVAILABLE EXCLUSIVELY IN THE NEW & UPGRADED EDITION OF STRENGTHSFINDER 2.0
(using the unique access code included with each book)

* A new and upgraded edition of the StrengthsFinder assessment

* A personalized Strengths Discovery and Action-Planning Guide for applying your strengths in the next week, month, and year

* A more customized version of your top five theme report

* 50 Ideas for Action (10 strategies for building on each of your top five themes)

* The more user-friendly StrengthsFinder 2.0 companion website, with a strengths community area, library of downloadable discussion guides and activities, a strengths screensaver, and a program for creating display cards of your top five themes  



Editorial Reviews

From the Publisher

STRENGTHS: THE NEXT GENERATION

Q&A with author Tom Rath

(From the Gallup Management Journal; interviewed by Jennifer Robison)

Last month, StrengthsFinder 2.0 hit the bookstores. Book browsers, no doubt, had many questions, and among them was probably "Didn't I already read a book about this?"

Well, actually, yes. But the topic was worth revisiting for two reasons. In the six years since the release of Now, Discover Your Strengths, more than 2 million people have taken the Clifton StrengthsFinder assessment, which means billions of people have not yet had the opportunity. The second reason is that Gallup researchers just haven't been able to let the topic rest. Over the past decade, they've done more surveys, more interviews, and more studies; they've prodded and poked and analyzed. And they realized that there's a lot more to understanding human talent than most people know. Those who are familiar with the StrengthsFinder assessment know that it is designed to uncover certain key talents -- patterns of thought, feeling, and behavior that can be productively applied. These patterns are categorized into 34 broad themes -- such as Achiever, Ideation, and Relator -- and those themes indicate and predict one's innate and unique talents. Those talents, when multiplied by the investment of time spent practicing, developing skills, and building knowledge, can become strengths. Some of this is just common sense; it seems intuitive that your performance will be better if you're doing what you naturally do well. But some of it seems counterintuitive and runs directly against conventional wisdom: No amount of training will help you excel in your areas of weakness. You can't do anything you want to do -- or be anything you want to be -- because you're just not going to be good at everything. But if you work with your talents, you can be extraordinary. StrengthsFinder has resonated with the business community because there's a direct link between talent development and performance. In this interview, Tom Rath, author of StrengthsFinder 2.0, discusses what Gallup scientists have learned since the publication of the first book, what more there is to discover about your talents, and why it's bad to focus on your employees' weaknesses, but simply cruel to ignore them completely. GMJ: Why the new book?

Tom Rath: StrengthsFinder 2.0 is an effort to get the core message and language out to a much broader audience. We had no idea how well received the first strengths book would be by general readers -- it was oriented more toward managers -- or that the energy and excitement would continue to grow. More than two million people have taken the StrengthsFinder assessment, and each month, the number of people learning about their talents goes up. But readers keep asking us: "Now that I know about my strengths, what do I do next?" So we went back and surveyed hundreds of them and asked them how they apply their talents. Then we whittled their suggestions down to the ten best ideas for each theme. We also added more than five thousand Strengths Insights to version 2.0 that allow us to offer more individualized theme descriptions than we could before. So, instead of general descriptions of your top five talent themes, in 2.0, you get a talent profile so unique that you're unlikely to share even a sentence with someone else. And as I said, the first book was really written for a business audience. People have had trouble retrofitting the theme descriptions if they are in non-management roles, but they've tried. This book helps readers apply strengths theory to any type of role and gives them ideas to help them apply their talents in their daily life. GMJ: It's been six years since the first book was published, and Gallup has done hundreds of thousands more interviews. Have you discovered anything new about talents and strengths? Have you altered your original premise?

Rath: No, but we've seen more and more evidence that demonstrates that focusing on your talents is important. We did a survey in 2004 that examined what happens when your manager ignores you, focuses on your strengths, or focuses on your weaknesses. We found that if your manager focuses on your strengths, your chances of being actively disengaged go down to one in one hundred. However, if your manager primarily focuses on your weaknesses, your chances of being actively disengaged are 22%, and if your manager ignores you, that percentage rises to 40%. GMJ: Why such a high rate of disengagement among those who are ignored?

Rath: It basically mirrors the psychology of raising kids -- being completely ignored is the worst possible psychological state. You would actually feel better if your manager went from ignoring you to focusing on what you do wrong all the time, because then at least she's paying attention to you. GMJ: Did your new research turn up anything that surprised you?

Rath: We've talked a lot about how strengths can help you be more of who you are, and you get more out of your best players, and all of that. But in the last ten years, we've also found that it's a good strategy just to wipe out the extreme negativity in the workplace. I get this question almost every time I talk to a group: "What do I do about that one person who just drags everyone down every day?" My glib answer was to get rid of the person. I always thought there were some people who were just destined to be disengaged in their jobs because that was their personality, and no matter how hard managers tried, there wasn't much they could do with some of those people. But the data from the last five years would suggest that much of that epidemic of disengagement is fixable. More than I ever would have guessed, it helps tremendously if a manager starts by focusing on someone's strengths. You may not take someone who's actively disengaged and make him into your most engaged employee, but it will help get him out of that mindset where he's scaring off colleagues and customers. GMJ: So is that the business case to be made for putting people in roles that play to their strengths? Rath: I think it's the secondary business case. The main business case is that people have a lot more fun and get a lot more done if they're able to spend time in areas where they have some natural talent. I think that's a fundamental principle that hasn't changed much at all. The one thing that we were clear about in StrengthsFinder 2.0 is that the American dream ideal that "You can be anything you want if you just try hard enough" is detrimental. This is especially true when people buy into it hook, line, and sinker. You may not be able to be anything you want to be, but you can be a lot more of who you already are. [Taking] StrengthsFinder is just a starting point; it's step one of a hundred in figuring out the areas where you have the most potential for growth. GMJ: What is the most challenging aspect of your ongoing strengths research?

Rath: While hundreds of people in our organization continue to research this topic each year, our greatest challenge might be incorporating the new research while making the message even more succinct and applicable to a wider audience. So while we have hundreds of new case studies and meta-analyses about strengths -- and about employee engagement and business outcomes -- we tried to stay as close as we could to the basics. GMJ: The Clifton StrengthsFinder assessment has always categorized talents into thirty-four themes. Have you ever considered adding or subtracting any, or refining them further?

Rath: Yes, we looked at that extensively as we started to review our plan for the updated version of the assessment. We found that so far, the thirty-four themes have done a good job of describing much of what we've learned since releasing the first version of the assessment. If enough people had made a case about a specific theme that didn't exist, we were open to adding that theme. I think we probably will continue to investigate whether there are themes that emerge that we haven't yet picked up on. But there wasn't a real strong case for any additions at this time. GMJ: What would you most like to accomplish with StrengthsFinder 2.0?

Rath: Our big goal and mission as a company is to help people do more of what they do well. We've topped two million completed StrengthsFinder assessments, and it's not too hard to imagine that number getting to twenty million soon. An organization that exists to help people has a responsibility to get better and better. By reaching beyond our initial audience, we help people get the latest and greatest research. But we also hope it helps people live better lives.

From the Inside Flap

ABOUT STRENGTHSFINDER

In 1998, the Father of Strengths Psychology, Donald O. Clifton, Ph.D. (1924-2003), along with Tom Rath and a team of scientists at The Gallup Organization, created the online StrengthsFinder assessment. In 2001, they included the first edition of StrengthsFinder with the bestseller Now, Discover Your Strengths. In 2004, the assessment's name was formally changed to "Clifton StrengthsFinder" in honor of its chief designer.

In 2007, building on the initial assessment and language from StrengthsFinder 1.0, Rath and Gallup scientists released a new edition of the assessment, program, and website, dubbed "StrengthsFinder 2.0." Rooted in more than 40 years of research, this assessment has helped millions discover and develop their natural talents.


Product Details

  • File Size: 805 KB
  • Print Length: 194 pages
  • Publisher: Gallup Press; 1 edition (September 1, 2013)
  • Sold by: Amazon Digital Services, Inc.
  • Language: English
  • ASIN: B001CDZZI6
  • Text-to-Speech: Enabled
  • X-Ray:
  • Lending: Not Enabled
  • Amazon Best Sellers Rank: #1,260 Paid in Kindle Store (See Top 100 Paid in Kindle Store)
  •  Would you like to give feedback on images?.


Customer Reviews

Most Helpful Customer Reviews
493 of 569 people found the following review helpful
5.0 out of 5 stars What are the strengths YOU can rely on? July 14, 2009
Format:Hardcover
Strengths Finder 2.0 is the follow up to Gallup's Now, Discover Your Strengths. The book includes a revamped version of the StrengthsFinder test that shows you not just what your top five strengths are, but also how you rank in the rest of the 34 strengths from Clifton's model. The new book is light on content (very light) but the test is a substantial improvement.

Here's how the book is set up:

StrengthsFinder: The Next Generation
(A short introduction explaining the need for the enhanced edition of the test based upon new thinking and research in strengths psychology)

I: Finding Your Strengths
(A 30-page overview of strengths psychology and how the Gallup system works)

II: Applying Your Strengths
(150 pages outlining each of the 34 themes including what people with that strength look like, how to manage them, and ideas for action if you have that strength).

The StrengthsFinder
(If you haven't taken it before, the code to take the test is provided in a packet inside the book. You actually have to buy the book to take the test)

Emotional Intelligence 2.0 is another book I really enjoyed that follows the SF 2.0 format. Obviously, that test measures emotional intelligence (EQ), but Emotional Intelligence 2.0 has a unique format where the test tells you which of the book's 66 strategies will increase your EQ the most.
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87 of 97 people found the following review helpful
5.0 out of 5 stars Strengths Finder 2.0 by Tom Rath November 10, 2012
Format:Hardcover
There are many different assessment tools available for people who want to learn more about their personality types, attitudes, behavior, and/or leadership styles. These include, for example, tests and inventories that measure individual qualities and abilities and those that relate these competencies to the interaction with other people. Over the years, I have used numerous assessment tools either offered at work or in graduate-level courses. These include, for example, the Myers-Briggs Type Indicator® (MBTI) and various leadership questionnaires for skills, styles, culture, interaction, and many others. I found all of these assessments interesting and helpful for my development, yet none of them alone would have been sufficient to give me a comprehensive understanding of myself in order to use my abilities most effectively. In other words, I found that the combination of several assessment tools ultimately helped me to understand myself as a person and my behavior towards peers at work, friends, and family members.

Strengths Finder 2.0 is an approach by scientists of The Gallup Organization to provide users with a tool to identify their strengths, or more precisely, their talents. Tom Rath explained it as follows: "We were tired of living in a world that revolved around fixing our weaknesses [and ...] we had discovered that people have several times more potential for growth when they invest energy in developing their strengths instead of correcting their deficiencies." When I read this, I thought this is an interesting and powerful way to look at personal characteristics. I was anxious to use this Strengths Finder 2.0.
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Was this review helpful to you?
1,519 of 1,799 people found the following review helpful
Format:Hardcover
The book is a quick read and very helpful in getting one to think about one's strengths and the potential complementary strengths to look for in others to offset one's weaker areas, if you work in a team environment. However, once I completed the online test and obtained the resultant reports, I was shocked to learn that I would only get the Top 5 Themes, and the other 29 remain a mystery. Upon contacting the company, I learned that for an additional $550.00 I could then obtain the other 29 themes, as well as their order of ranking. It is obvious to me that this book is being used as a sales "hook" to try to get you to spend more money with the company and may also be being used as a "beachhead" sales device to penetrate into potential corporate accounts. I was not surprised or enlightened at all by the results, as I have been through a number of these types of profiling and behavioral characteristics tests over the years. However, they were "somewhat" useful to reconfirm some of my prior findings as still being current as of today. I would recommend the book and online test if you have never been through something like this before. They are quick and very easy to use. Just be aware that the top 5 themes are only a glimpse of your total "being" and the other 29 are just as important to your knowledge about yourself. However, unless you are willing to cough up another $550.00, you may end up disappointed and still a bit "in-the-dark" about your overall strengths. Good luck.
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138 of 160 people found the following review helpful
1.0 out of 5 stars Do not buy the Kindle version, it's useless. August 28, 2012
By jason
Format:Kindle Edition|Verified Purchase
This book gives you a description of about 32 different strengths that people have, and at its core is an access code to an online Myers Briggs type assessment you can take to identify your strengths.

The book is merely a reference for the strengths that an online assessment helps you identify, along with strengths that others may have and how you might identify these in people to work better in teams together. The strengths identification is worthwhile, but only if you buy the print version (otherwise you don't get a code and can't take the test!)

I originally bought the hardcopy of the book a few years ago and took the test, and then my girlfriend and I were recently reading over my assessment. Wanting her to take the test too, I searched the Gallup website in order to purchase another code. Ridiculously, the only way that it seems that one can take the test is by purchasing another (hardcopy) book to get a new code. Not wanting to uselessly own two of the exact same hardcopy book on my shelf, and before I knew, I paid $14 for the Kindle version just to get a new code. I would be happy to pay $14 just for the StrengthsFinder assessment tool for my girlfriend.

As said, it turns out that the Kindle version doesn't contain a new code. I'm basically asking Gallup to take my money in any which way that doesn't include buying and shipping me the same useless hardcopy book again.

To be fair I'd recommend the hardcopy book and taking the test once, but not buying the Kindle version, or owning the hardcopy twice.

It's been around for years and I've seen many people with complaints about not being able to purchase just a code. That's pretty lame.
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Most Recent Customer Reviews
5.0 out of 5 stars Five Stars
This book is a very good tool for staff to realize their strengths and to begin acting on them.
Published 12 hours ago by Lorrie Siemens
5.0 out of 5 stars Very helpful for me and others around me.
Very helpful!
Published 1 day ago by Sean
5.0 out of 5 stars Five Stars
Excellent for getting to know your team.
Published 1 day ago by Sheila
5.0 out of 5 stars Five Stars
Great Book
Published 1 day ago by Eduardo J. Bustillo
4.0 out of 5 stars Good Infomation but tedious online test
The book is written with wisdom but i don't know about the test. hundreds of questions, taking too long to complete and a lot of questions sort of converge with each other, it made... Read more
Published 1 day ago by pritam
5.0 out of 5 stars Five Stars
I bought this book for my husband. He said it's very informative and helpful.
Published 2 days ago by Tess G
5.0 out of 5 stars Great book. Everyone should use it to find out ...
Great book. Everyone should use it to find out what their strengths are. Instead of working hard at making your marginal skills better, why not spend your resources strengthening... Read more
Published 2 days ago by Catherine
5.0 out of 5 stars Five Stars
Loved this. Very helpful self assessment tool.
Published 3 days ago by SJinAK
4.0 out of 5 stars It is what you think it is.
The book is just too positive for me overall. I know it's about finding your strengths and positive psychology, but it's just too "feel good" for me.
Published 3 days ago by Todd P.
3.0 out of 5 stars Three Stars
Good
Published 3 days ago by sandra
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More About the Author

Tom Rath is an expert on the role of human behavior in business, health, and economics. He has been described by the media and business leaders as one of the greatest thinkers and non-fiction writers of his generation.

Tom has written five of the most influential books of the last decade. His first book, How Full Is Your Bucket?, was a #1 New York Times bestseller. His 2007 book, StrengthsFinder 2.0, was Amazon's #1 selling book worldwide in 2013. Tom's most recent New York Times bestsellers are Strengths Based Leadership, Wellbeing, and Eat Move Sleep: How Small Choices Lead to Big Changes.

Published in late 2013, Eat Move Sleep was recognized by Apple iTunes as one of the best nonfiction books of the year and by The Globe and Mail's as one of the 2013's top three business books. In total, Tom's books have sold more than 5 million copies, been translated in 16 languages, and made over 300 appearances on the Wall Street Journal's bestseller list.

In addition to his current research, speaking, and writing, Tom is a guest lecturer at the University of Pennsylvania and a Senior Scientist and advisor to Gallup, where he previously led the organization's work on employee engagement, strengths, and wellbeing. Tom has also served as vice chairman of the VHL cancer research organization. He earned degrees from the University of Michigan and the University of Pennsylvania. Tom and his wife, Ashley, and their two children live in Arlington, Virginia.

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Access Code Dilemma
I never received an access code for this book. Help!
Jul 8, 2014 by carole |  See all 5 posts
StrengthsFinder 2.0 [Kindle Edition]
I just bought my copy last week (Aug 12, 2014) - assume you've gotten your copy by now and enlightened yourself :)
Aug 19, 2014 by Chinarut |  See all 3 posts
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