Growing Up with the 2 Rarest Talent Themes in the World

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Bossy, selfish, arrogant. These are the names I have been called growing up. The young girl who refused to allow her parents to help her wear her shoes, who ran and roughhoused with her Primary 1 classmates, who didn’t quite understand why others were afraid of her even when they never spoke to her before, actually had the Command and Self-Assurance talents. With both talents amongst the rarest in the world, it’s no wonder that there are many misconceptions about these talents – much less how they work together! 

Mama, I thought Kor (older brother) said he wanted to eat

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Seeing My Often-Misunderstood Talents as My Superpowers

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(This article is written by Shayln, the Programme & Operations Manager at StrengthsTransform. Learn more about Shayln’s Top 5 Talent Themes: Discipline, Responsibility, Harmony, Connectedness, Consistency)

Discovering my CliftonStrengths is like doing an MRI of my brain. I’m able to see why I think, feel, and behave differently from others, and what makes me, me!

The “OCD” Girl

As a child, I take pride in being good at the “Spot the Difference” games. It’s somehow easy for me to see details in each picture. Just like a microscope, I easily zoom in into the minute and fine-detailed things.

I’ve also

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3 Tips to Answer “Tell Me About Yourself” In Interviews

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“When you’re interviewing for a job, you’re marketing yourself,” – William Vanderbloemen. 

The concept of marketing oneself is not new in the realm of job searching. The ‘marketing’ process often begins with your cover letter, resume and personal branding on social media platforms such as Instagram and LinkedIn. Those are the first steps to brand yourself as a favourable and sought-after employee.

What follows after is the most crucial yet dreaded process for some: Interviews.

What constitutes ‘good’ interview skills?

Hallmarks of a good interview: 

  • Good understanding of self
  • Good knowledge of interviewer

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Addressing Reason 6: “It is just too much work!”

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(This 7-part article series was written by David, our trainer at Kingmaker & StrengthsTransform.)

If you perceive the application of strengths as a demanding commitment because it requires the transformation of not just yourself but also how a company functions, then you have truly grasped the power of strengths! This inertia towards CliftonStrengths is entirely legitimate and valid!

But this shouldn’t come as a surprise. CliftonStrengths claims to be a tool used for robust and long-lasting transformation, which is essentially why implementing it might be tough

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Addressing Reason 5: “I don’t see a need for it!”

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(This 7-part article series was written by David, our trainer at Kingmaker & StrengthsTransform.)

“I don’t need CliftonStrengths because the validation of each other’s strengths is already ingrained in our culture”. 

Many companies have an “appreciative” culture where colleagues point out and commend each other’s strengths and contributions, yet without the need to use a tool like CliftonStrengths. To this point, I’ll like to highlight two benefits of using CliftonStrengths for peer and work validation. 

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Addressing Reason 4: “Profiling tools are fluff!”

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(This 7-part article series was written by David, our trainer at Kingmaker & StrengthsTransform.)

Another major concern is that CliftonStrengths is not accurate. Some would go so far to say that it is not backed with legitimate research. I understand the skepticism, as there are many profiling tools that overpromise (real and trustworthy results) yet underdeliver (based on pseudo-psychology). In such cases, such tools are almost merely as good as horoscope or tarot reading. 

However, applying such skepticism to CliftonStrengths is not well-founded. I’ll address the three main concerns.

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Addressing Reason 3: “The tool is too difficult to grasp!”

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(This 7-part article series was written by David, our trainer at Kingmaker & StrengthsTransform.)

Another notable consideration is the significant learning curve associated with CliftonStrengths. To me however, this is warranted. If your goal is to quickly learn and use the results from a profiling assessment, perhaps CliftonStrengths is not the ideal choice. Just like learning a new language altogether, you need time to learn deeply and continuous exposure and use, in order to truly appreciate and effectively apply it.

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Addressing Reason 2: “It is just too pricey for me!”

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(This 7-part article series was written by David, our trainer at Kingmaker & StrengthsTransform.)

Why pay SGD90 for a CliftonStrengths Full34 profile when I can do other free profiling assessments elsewhere? 

Before we seek to answer this, we need to take a step back and ask a fundamental economics question: 

“Is there such a thing as a product that is too expensive?”

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Addressing Reason 1: “There are other profiling tools!”

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(This 7-part article series was written by David, our trainer at Kingmaker & StrengthsTransform.)

Among all the reasons laid out, I consider this to be the most compelling. It is undeniable that other profiling tools possess their unique strengths and advantages (e.g., ease of understanding, price-points, usability….) and I do not want to claim that CliftonStrengths comes out on top, without first addressing the 5 other reasons. 

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6 Reasons Why Not Everyone Uses CliftonStrengths at the Workplace

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(This 7-part article series was written by David, our trainer at Kingmaker & StrengthsTransform.)

“There are other profiling tools available in the market that can help determine what our strengths and weaknesses are. Why must it be CliftonStrengths?”

Join me as I seek to uncover 6 possible and complex reasons why the CliftonStrengths tool does not immediately come to everybody’s mind.

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