The Strengths Deck is a set of cards and a matrix, and includes guidelines, ideas, and activities to help you get the most out of your time using The Strengths Deck. The suggestions and recommendations are based on my two decades of experience working with individuals and groups in a range of industries, roles, and areas of interest.
There are no hard-and-fast “rules” for using The Strengths Deck. Part of its beauty comes from its versatility.
Use it as a conversation starter, a career planning tool, a check-in, or a new approach to your personal or professional development. You can also use it for an in-depth discovery and analysis of team strengths to promote job crafting and continuous improvement.
However, it’s best to start with a 1:1 coaching session, or bespoke facilitated workshop with your team, so that you know how to get the most out of it.
Four things to know about The Strengths Deck
1. The Strengths Deck is based on experience and research
The Strengths Deck is based on Daria Williamson’s leadership and management experience over several decades, as well as research and information published by leading researchers and practitioners.
Strengths have been a topic of interest for researchers for decades. Each research group uses rigorous methods to identify and classify commonly-occurring strengths.
The Strengths Deck draws on publicly available research and information from three of the world’s leading strengths research organisations: Strengths Profile*, Clifton Strengths/Gallup* and VIA Institute on Character*, along with other scientific research and practitioner experience in the application of strengths. It incorporates the best aspects from each body of work, giving you a comprehensive and deeply practical approach to discovering and using your strengths.
2. The Strengths Deck contains a selection of common strengths
There is no exhaustive list of all the strengths that exist within humanity. So The Strengths Deck doesn’t pretend to include every strength out there.
Instead, it focuses on a selection of the most commonly-identified strengths. A great deal of strengths research has been carried out in English-speaking countries, so the focus tends to on concepts familiar to “Anglo” cultures.
Many factors, including national origin, ethnic affiliation, and personal history influence the strengths we recognise and display. If you have a strength you don’t find in the deck, that’s wonderful! Write it in on one of the blank cards provided. And please, email me with the details so I can consider it for inclusion in future editions.
3. There is no “right” number or combination of strengths
Just like our Mums always told us, we’re all perfectly unique. So, there’s no perfect combination or number of strengths to have. Each strength makes a particular contribution to our world. If we all had the same strengths, a lot of really important things wouldn’t get done!
The Strengths Deck won’t teach you how to “collect” additional strengths. Instead, it will help you learn how to make the most of the strengths you already have. And it creates a common language to help you partner with those around you to become stronger together.
4. The Strengths Deck acknowledges weaknesses but doesn’t dwell on them
This is one of the more counter-intuitive aspects of The Strengths Deck approach. It owes a great deal to the wonderful work of the team at Strengths Profile.
The Strengths Deck offers you a way to identify and discuss things you aren’t great at, and that can hold you back, without making them a major focus of your efforts. That can feel strange at first, because we are so used to hearing about all the things we need to work on and develop. Even our traditional performance appraisal processes tend to focus more on weaknesses than strengths.
So, why take a different approach? Firstly, consider how much energy and attention you would need to become an average performer in something you aren’t great at. Now imagine what your life and work would look and feel like if you invested the same energy and attention into strategically developing and using an area of strength.
I’ll bet the second scenario feels way more enticing! That is why The Strengths Deck doesn’t zero in on weaknesses (in fact, The Strengths Deck doesn’t even call them weaknesses). We’re all better off as individuals and teams when we spend our time working in our Zone of Genius.
Who will benefit from working with The Strengths Deck?
Anyone who is interested in adding more energy, engagement and achievement to their life!
I offer the Strengths Deck through individual and group coaching, and bespoke workshops, where I can support participants to explore their strengths and get the most out of their time working with The Strengths Deck.
|I use strengths extensively in my 1:1 coaching work, because I have found it to be one of the most powerful approaches for helping people make rapid and sustainable progress towards their goals and dreams.||Understanding not only each individual’s strengths, but also the team’s overall strength combination, offers an incredible opportunity to lift engagement, productivity and work satisfaction.||Strengths-based management boosts productivity, engagement and work satisfaction while lowering stress and employee turnover. And your competitors won’t be able to match your culture. It’s hard to beat a group that feels unstoppable!|
Want to talk about how The Strengths Deck can help you?
I’d love to discuss whether The Strengths Deck is right for you! Click the button below to book your complimentary 30 minute call. I look forward to speaking with you soon.
* Please note: The Strengths Deck is not affiliated with, approved, or endorsed by, any of the organisations mentioned on this page.
4 thoughts on “About”
Pingback: Where Did It All Start? The Strengths Deck Origin Story - The Strengths Deck
Pingback: How To Find The Sweet Spot For Your Strengths - The Strengths Deck
Pingback: What Many Approaches to Strengths Get Wrong - The Strengths Deck
Pingback: What Many Approaches to Strengths Get Wrong ~2022 ~ Daria Williamson - Coach, Trainer, Facilitator
Comments are closed.