Posted: April 24th, 2025

7028-AS2-ONE

This is a 2500 word assignment that needs to be completed based on the Strengthscope report.

2. “Assignment Submission Form AS2 MN7028SR Aug 24” is the requirements and grading table for this assignment.

3. “MN7028SR Assignment 2 Guide” is the guidance provided by the teacher regarding this assignment. You must complete the assignment according to the process and structure of this document.

4. ‘Strengthscope-ACTC761325_Shinenglish’ is a unique Strengthscope report for each individual, and you must complete the assignment based on the content of this report.

5. The remaining files are courseware for this course. You must read and complete this assignment. And appropriately incorporate the theories and models learned in this course into this assignment.

Master of Business Administration

Assignment Submission Form

Guildhall School of Business and Law

Feedback/Feedforward Coversheet

MN7028SR

Breakthrough Leadership Skills

Academic Year 2024/25

Assessment #2

Individual Work (70%)

Reflection Report: maximum 1,250 +/- 10% words

Personal Development Plan: 1,250 +/- 10% words

First Marker:

Second Marker:

Title of presentation: A Reflection Report and A Personal Development Plan

Assessment criteria

Tasks

1st Marker

2nd

Marker

An introduction to the concept of reflection and it’s importance in considering our professional development.
(10 marks)

Explain what does reflection means and its purposes
(10 marks)

To undertake the Srenthscope self- evaluation profiling
(35 marks)

Write your Strengthscope Report based on
1. What are your main strengths and evidence of these in the past (evidence can be personal or work related, but must be specific i.e. rather than “I lead a team” you need to say what the team was, what you did and what the outcome was.)

2. Are there any challenges where your strengths go into “overdrive”?

3. What are your main “bubbling unders” i.e. where you have sometimes been able to demonstrate the strength but you recognise that with further development it could be a useful tool.

4. What are your main energy drainers and where have these affected your performance in the past?

5. What theories of leadership or management or culture that have been covered in class can be applied to your examples in reflecting back on your personal experience.

To provide Personal Development Plan

(35 marks)

Write your Personal development Plan based on
1. Are there any strengths in overdrive that need to be managed? What tactics will you adopt to do this?
2. What are the “bubbling unders” that you want to develop into strengths? How will you do this? This must be specific e.g. rather than “I will become a stronger leader” you might say “I will develop my assertiveness to allow be to be a stronger leader and I will do so by reading Book X, watching a TED talk on Y and asking my own boss if I can shadow them in a negotiation”. Again, refer to the slide deck on how to develop bubbling unders.
3. What are your main energy drainers you want to manage and how can you manage these to mitigate any challenging outcomes (refer to the slide deck on how to interpret the Strengthscope report to help).
4. What theories of leadership or management or culture that have been covered in class can be applied to your plan?

Presentation Format
(20 marks)

1. Clarity, intext citation and references

Total Marks (100 marks)

Areas for Improvements

From First Marker

Knowledge and understanding

Analysis and evaluation

From Second Marker

Knowledge and understanding

Analysis and evaluation

Agreed Marks

First Marker’s marks/date:

Second Marker’s marks/date:

Please upload the Turnitin Report

MN7028SR Breakthrough Leadership Skills Assignment 2 Guide

Process:

1st Step – Complete the Online Strengthscope Self-Assessment – https://profile.strengthscope.com and key in your USERID and Password given by Strengthscope to your Email. Click “

Testing
”.

2nd Step – Collect the Strengthscope Individual Report Online through your Email.

3rd Step – Watch the Strengthscope Video Online `- In your Strengthscope Dashboard – Under

Courses
– Click “

Know Your Strengths
”.

4Th Step – Follow this suggested guide with your Strengthscope Individual Report to start writing this assignment. Please refer to your Strengthscope Individual Report for detailed explanations of your

Strengths, Bubbling Unders, Energy Drainers
and more.

Note: The suggested guide below follows closely to the
Marking Rubric as given to all students. In this guide,
many relevant hints and examples are given to help you with your thinking and writing for this assignment.

The Assignment 2: A Reflection Report and A Personal Development Plan

Introduction to Reflection (Approx. 250 words)

Purpose of Reflection:

– Definition: Reflection is the process of thinking critically about your experiences to learn and grow. It helps you understand what you did well and what you could improve.

– Importance: Explain how reflection helps you become more self-aware and make better decisions in your professional life. It allows you to learn from both successes and failures.

**Hints:**

– **Example Quote:** Use a quote such as, “Reflection is the key to personal growth” (Author, Year). This can set a thoughtful tone for your report.

– **Personal Anecdote:** Share a specific experience where reflection helped you learn something valuable. For instance: “After a group project that did not meet our goals, I reflected on my communication style and realised I needed to encourage more input from my team members.”

Understanding Strengthscope (Approx. 300 words)

Overview of Strengthscope:

– Introduction: Define Strengthscope as a tool that helps identify your strengths, energy drainers, and areas for improvement. It focuses on what you do well rather than what you need to fix.

– Significance: Discuss how knowing your

·
Seven Significant Strengths,

·
Bubbling Unders, and

·
Energy Drainers

can lead to better performance and job satisfaction.

**Hints:**

– **Example of Strengths:** Mention strengths like “communication,” “problem-solving,” or “adaptability.” For example: “One of my strengths is ‘communication,’ which I used effectively in team meetings by ensuring everyone felt comfortable sharing their ideas.”

– **Research Backing:** You might refer to studies that show focusing on strengths can improve performance significantly (Author, Year).

Strengthscope Self-Evaluation Profiling (Approx. 1,200 words)

Main Strengths (Approx. 300 words)

–
Identification of Strengths: List your 7 main strengths identified through the Strengthscope assessment.

– Evidence: Provide specific examples from your experiences. For example: “I led a marketing campaign that increased our online engagement by 30% in three months. My strength in strategic thinking allowed me to create a clear plan that aligned with our business goals.”

**Hints:**

– Use numbers or statistics to show your achievements. For example: “Our campaign resulted in a 15% increase in sales.”

– Relate your strengths to specific situations at school or work.

Challenges with Overdrive (Approx. 200 words)

– Overdrive Situations: Describe times when your strengths became overwhelming or counterproductive.

– Example: “Being detail-oriented sometimes leads me to micromanage projects, which can frustrate my team members.”

**Hints:**

– Think about feedback you’ve received from others about this behaviour. For instance: “A colleague mentioned that while my attention to detail is helpful, it can stifle creativity when I don’t allow others the freedom to explore their ideas.”

Bubbling Unders (Approx. 200 words)

– Identification of Bubbling Unders: Discuss strengths you occasionally show but want to develop further.

Example Situation: “I have shown leadership qualities in group projects but often hesitate to take charge because I am naturally introverted.”

**Hints:**

– Identify specific instances where you could have used these bubbling unders more effectively. For example: “During presentations, I contributed ideas but avoided leading discussions.”

Energy Drainers (Approx. 300 words)

– Identification of Energy Drainers: List tasks that drain your energy and discuss how they affect your performance.

Specific Example: “I find administrative tasks draining; during my last project, this led to delays because I struggled with motivation.”

**Hints:**

– Reflect on how these energy drainers impact not just your performance but also your overall well-being. For instance: “The pressure of administrative duties left me feeling overwhelmed, which affected my ability to contribute creatively during brainstorming sessions.”

Application of Theories (Approx. 200 words)

– Connection to Theories: Relate your experiences to leadership theories covered in class, such as transformational leadership or emotional intelligence.Need to have in-text citations.

Example Application: “Using Goleman’s emotional intelligence framework helped me understand my interactions with team members better, especially during conflicts.”

**Hints:**

– Cite specific theories discussed in class and connect them directly to your experiences. For example: “Transformational leadership principles guided me when I aimed to inspire my team during challenging phases of our project.”

Personal Development Plan (PDP) (Approx. 1,000 words)

Managing Overdrive Strengths (Approx. 250 words)

– Identification of Overdrive Strengths: Identify any strengths that need management.

Tactics for Management of Overdrive Strengths: Specify tactics you will adopt, such as setting boundaries or seeking feedback from peers. For example: “I will schedule regular check-ins with my team every two weeks to ensure they feel empowered rather than micromanaged.”

**Hints:**

– Use SMART goals for clarity—Specific, Measurable, Achievable, Relevant, Time-bound. For instance: “By the end of next quarter, I aim to reduce instances of micromanagement by 50% through better delegation.”

Developing Bubbling Unders (Approx. 250 words)

– Bubbling Unders Development Goals: Specify which 3 bubbling unders you want to develop into strengths.

Actionable Steps: Provide specific actions you will take for the selected 3 bubbling unders. For example: “To enhance my assertiveness, I will read ‘Crucial Conversations,’ attend a public speaking workshop, and practice leading smaller team meetings.”

**Hints:**

– Identify resources such as books or online courses that can help you develop these skills.

Managing Energy Drainers (Approx. 250 words)

– Strategies for Energy Drainers Management: Discuss strategies for managing energy drainers effectively.

Example Strategy: “To manage administrative tasks better, I will use tools like Trello for task management and set aside specific times dedicated solely to these tasks.”

**Hints:**

– Explore time management techniques like the Pomodoro Technique or batching similar tasks together.

Application of Theories in PDP (Approx. 250 words)

– Theoretical Frameworks for Development Plan: Reflect on how leadership theories can inform your PDP. Need in-text citations when writing about the theories.

Example Application: “Applying Maslow’s hierarchy of needs will help me understand how meeting my team’s psychological needs enhances their motivation.”

**Hints:**

– Discuss how integrating theory into practice can enhance both personal growth and team effectiveness.

Reference Page

Important Notes for Students:

In-text Citations and References

Make sure to include in-text citations throughout your report whenever you reference theories or research findings. For example:

– “Reflection is essential for personal growth” (Author, Year).

At the end of your report, include a reference page formatted according to London Metropolitan University Harvard Referencing guidelines:

1. Author(s) Last name, Initial(s). (Year) *Title of Book/Article*. Publisher/Journal Name.

2. Author(s) Last name, Initial(s). (Year) ‘Title of Article’, *Title of Journal*, Volume(Issue), Page numbers.

By following this guide with clear hints and examples, you’ll be well-equipped to reflect on your leadership journey using the Strengthscope tool and develop a comprehensive Personal Development Plan aligned with your growth objectives.

All the best to your Assignment 2!

Confidential

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Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

Confidential

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21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

WEI CUI. 2024 October 21

Confidential

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21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

WEI CUI. 2024 October 21

Confidential

tr
en

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sc
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e

20
24

WEI CUI

21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

WEI CUI. 2024 October 21

Confidential

tr
en

g
th

sc
o

p
e

20
24

WEI CUI

21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

WEI CUI. 2024 October 21

Confidential

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20
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WEI CUI

21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

WEI CUI. 2024 October 21

Confidential

tr
en

g
th

sc
o

p
e

20
24

WEI CUI

21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

WEI CUI. 2024 October 21

Confidential

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WEI CUI

21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

WEI CUI. 2024 October 21

Confidential

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en

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sc
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e

20
24

WEI CUI

21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

WEI CUI. 2024 October 21

Confidential

tr
en

g
th

sc
o

p
e

20
24

WEI CUI

21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

WEI CUI. 2024 October 21

Confidential

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en

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sc
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e

20
24

WEI CUI

21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

WEI CUI. 2024 October 21

Confidential

tr
en

g
th

sc
o

p
e

20
24

WEI CUI

21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

WEI CUI. 2024 October 21

Confidential

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20
24

WEI CUI

21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

WEI CUI. 2024 October 21

Confidential

tr
en

g
th

sc
o

p
e

20
24

WEI CUI

21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Strengthscope360™ is a quick and simple multi-rater assessment which builds on the initial Strengthscope® self-report,

plugging in other people’s feedback (e.g. co-workers)

StrengthscopeLeader

This report allows leaders to discover what it is that makes them truly unique, and provides valuable feedback on how to bring

their authentic style into their leadership role

StrengthscopeTeam

The StrengthscopeTeam™ report consolidates individual Strengthscope® reports at team level, as well as assessing current

team behaviour, enabling teams to take their performance to the next level

StrengthscopeEngage

StrengthscopeEngage™ is split into two reports: StrengthscopeEngage™ Baseline and StrengthscopeEngage™ Progress and

together they measure changes in staff engagement and productive use of strengths following on from development initiatives.

For additional resources to optimize your strengths and reduce performance risks, visit

www.strengthscope.com

Strengthscope is a registered trademark of Strengthscope Limited. While utmost care and attention have been

taken in the creation of Strengthscope , the authors and publishers cannot be held responsible for any decisions

arising from the use of the data, or any specific interpretations or inferences arising from the report.

Please note that the content of this report remains proprietary to Strengthscope Limited, and that any distribution or

copying of the report or any of its content is prohibited unless prior agreement is given by Strengthscope Limited in

writing.

™

WEI CUI. 2024 October 21

Confidential

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21 October 2024

Contents Page N

1. Introduction 2

2. Your ‘Significant 7’ strengths 3

3. Your strengths profile 4

4. Developing strengths to achieve peak performance 5

5. The 24 Strengthscope strengths 12

1. Introduction

The following Strengthscope report is based on your

responses to the questionnaire completed on 21/10/2024.

Strengthscope allows you to bring your best to work, and to

life, every single day through the discovery and development

of your strengths.

We define strengths as the underlying qualities that energize

you and that you are great at (or have the potential to become

great at).

Your Strengthscope report will help you to enhance your

performance and energy at work by improving your

understanding of:

Your unique combination of strengths and how to develop

these to achieve exceptional results

Positive ways of working that will improve your confidence,

motivation and success in any situation

Why focus on your strengths?

Our strengths are the qualities that energize us and enable

us to perform at our best.

By getting the balance right between developing your

strengths and reducing performance risks, you will achieve

higher levels of:

Resilience

Confidence

Engagement

Success

2. Your ‘Significant 7’ strengths

Based on your responses to the questionnaire, your Significant 7 strengths, and the productive behaviours related to

each strength, are listed in alphabetical order. These are the most energizing qualities for you. By focusing on

developing these strengths you will be able to achieve your best results and career success.

Your Significant 7 strengths When performing at your best you:

Common sense

You make pragmatic judgments based on

practical thinking and previous experience

Make good judgments based on careful observation of what works in different

situations

Enjoy learning from experience

Rely a lot on obvious and pragmatic answers that have worked well in the past

Courage

You take on challenges and face risks by

standing up for what you believe

Are able to stand up for what you believe in, even when challenging authority

or the status quo

Are able to withstand personal risk, pressure and difficult circumstances

Take tough stands based on your convictions, even if they are unpopular

Creativity

You generate new ideas and original solutions to

move things forward

Encourage others to explore new and creative perspectives when problem

solving

Enjoy coming up with new ideas and original solutions

Have the ability to ‘think outside the box’ to find an original solution to a tough

problem

Critical thinking

You approach problems and arguments by

breaking them down systematically and

evaluating them objectively

Easily spot flaws in arguments and problems based on logical analysis

Enjoy bringing objectivity and clarity to complex situations

Spend time defining and simplifying problems, understanding underlying

assumptions, facts and evidence, before seeking solutions

Decisiveness

You make quick, confident, and clear decisions,

even when faced with limited information

Are willing to make decisions in high pressure situations when time is critical

Are able to make effective and timely decisions even when the data is limited

or decisions produce unpleasant consequences

Quickly perceive the impact and implications of decisions

Persuasiveness

You are able to win agreement and support for a

position or desired outcome

Are able to persuade others to your way of thinking based on the merits of your

position

Enjoy negotiation and debate as they provide opportunity for you to state your

case and win people over

Find that there are times when you will stop at nothing to persuade and

convince others

Relationship building

You take steps to build networks of contacts and

act as a ‘hub’ between people that you know

Have a wide network of colleagues and contacts

Enjoy meeting new people and getting to know them

Are the sort of person who knows everybody and often introduces people in

your network to one another

3. Your strengths profile

The wheel below shows all of the 24 strengths with your scores

rated on a standardized scale from 1-10. Your scores are

compared to a relevant comparison group, with higher scores

showing areas that energize you the most. It is more important

to focus on the overall distribution of your strengths and

which clusters they fall in rather than your individual score for

each strength.

Your Significant 7 strengths are displayed as purple bars

while the other strengths are shown as blue bars. Higher

bars represent those strengths that are more natural and

energizing for you. The lowest bars represent non-strength

areas that provide you with less energy and enjoyment in

your work.

In the centre of your wheel, you can see percentage scores for each of the four cluster areas. The baseline is 25% for each cluster, so the further

away your scores are from 25%, the greater preference you show towards, or away from, that cluster. Consider this when thinking about your work

and what energizes you more, and less.

4. Developing strengths to achieve peak performance

While awareness of your strengths is crucial, it is important to translate this awareness into action in order to achieve

peak performance.

This section will help you to develop your strengths and strengthen your performance by providing guidance on ways

to stretch beyond your comfort zone, plus identify and minimize potential risk areas to performance.

Top Tip: create your own strengths habit tracker

To get the most from your strengths, we recommend creating your own strengths habit tracker to help you

build new habits over the coming weeks and months.

Following the suggestions on the following pages, pick out the best development ideas for you and turn them

into new habits to build for the next 30-60 days. Let us know how you get on, we would love to hear from you.

Adopt a ‘less is more’ approach and identify a few priority areas to focus on at any one time to maximize your success.

Your ‘Significant 7’ strengths are listed below.

Common sense
You make pragmatic judgments based on practical thinking and previous experience

Strengthening your performance

Stretching your strength to the next level

Spend time with your organization’s customers to get hands-on knowledge of their experiences with your products and

organization, including their feedback on what works and what doesn’t. Use this knowledge to make practical

recommendations to improve your organization and products

Volunteer to test or ‘pilot’ ideas for their practical relevance and present your findings to the team and/or organization

Study for a project planning qualification that can use your Common sense to deliver successful outcomes

Overdrive risks and how to reduce them

You have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic. You may tend to

stifle creative and inspirational ideas

If you have a tendency to dismiss new ideas or solutions that aren’t practical or don’t fit with conventional logic…

Practise being curious and open-minded to discover new ways of approaching problems and tasks

If you tend to stifle creative and inspirational ideas…

Listen to your creative colleagues and ask lots of probing questions to understand how these ideas could be applied in practice

If you rely too heavily, and expect others to rely too heavily, on processes and past experiences…

Conduct better practice research using your network and online resources to understand how other organizations (within and

outside your sector) approach things

Courage
You take on challenges and face risks by standing up for what you believe

Strengthening your performance

Stretching your strength to the next level

Research effective influencing skills and practise these skills to ensure you can easily stand up for what you believe in ways that

foster healthy working relationships

Seek out hot topic debates and innovation projects that you can contribute to that will help co-workers/stakeholders to look

at problems and issues in a different way

Go outside of your comfort zone by seeking to take on a project that you really believe in that not only stretches your current

skillset, but confidence levels and levels of self-belief

Overdrive risks and how to reduce them

You readily take on risky positions and challenges that have a high probability of failure. You may be perceived as reckless or

extreme in defending your beliefs

If you find that you are being seen as reckless or extreme in defending your beliefs…

Ensure that you develop a range of influencing skills so that you can gain support for your position without always having to

‘fight’ for the cause. And remember to choose time and prepare for your battles wisely

If you find that you have taken on too many ‘causes’ and that this is starting to exhaust you…

Prioritize those challenges/changes that will contribute greatest value to your team and organization and focus on gaining a

positive outcome in these areas only

If you find that you have become isolated in defending your beliefs…

Take time to listen to, and understand, others’ points of view so that you can modify your approach or bring in others’

perspectives

Creativity
You generate new ideas and original solutions to move things forward

Strengthening your performance

Stretching your strength to the next level

Ask your manager for an opportunity to run short ‘creative burst’ or brainstorming sessions to improve work processes and

practices or to deal with specific challenges

Identify the three top problems or challenges facing your team or organization currently and use your Creativity strength to

address these

Observe and reflect how you use your intuition – gut feelings and hunches – and learn how to listen to these more consciously

in order to generate ideas and original solutions that move things forward

Overdrive risks and how to reduce them

You generate unworkable, eccentric ideas that take little account of the realities of the organization and its context. You may

overlook the more obvious, tried and tested solution

If you generate unworkable, eccentric ideas that take little account of the realities of the organization and its context…

Partner with colleagues who have more pragmatic, common-sense thinking styles to ensure you understand what is likely to

work taking account of the organization’s history, context and stakeholders

If you tend to overlook more obvious, tried and tested solutions…

Balance your creativity with proven solutions from colleagues and other, similar organizations; avoid re-inventing the wheel

If you feel bored and disengage when your ideas are not considered…

Be open to different thinking styles and remember that some of the biggest breakthroughs can come through building on

what’s already worked well in the past

Critical thinking
You approach problems and arguments by breaking them down systematically and evaluating them

objectively

Strengthening your performance

Stretching your strength to the next level

Discuss your interpretation of data, problems and situations with others and reflect on how effectively you are able to both

interpret and communicate the findings of your analysis

Read online articles about how to take a solutions-focused, problem-solving approach rather than a problem-focused

perspective to maintain a positive, constructive approach

Educate others to use analysis and thinking tools (SWOT, Impact-Effort Grid, Decision Tree, BCG Box, etc.) which will give you

an opportunity to refresh and build out your knowledge and skills of these critical decision tools

Overdrive risks and how to reduce them

You continuously question or look for flaws in proposed solutions and arguments. This may be perceived as negative or over-

critical by others

If you continuously question or look for flaws in proposed solutions and arguments…

Spend more time listening and using your strength to ask open-ended and probing questions to uncover both benefits and

risks associated with others’ ideas and arguments

If your Critical thinking may be perceived as negative and over-critical by others…

Take time to signal to others in meetings and interactions that you are a strong critical thinker and will at times take a ‘devil’s

advocate’ role to analyze information, ideas and proposals

If colleagues who used to seek your opinion no longer do…

Explain how their strengths complement yours and call on them to balance your thinking style with other strengths, including

Creativity, Optimism and Common sense

Decisiveness
You make quick, confident, and clear decisions, even when faced with limited information

Strengthening your performance

Stretching your strength to the next level

Apply a range of decision-making tools (e.g. Force Field Analysis, Cost Benefit Analysis, Effort-Impact Analysis) to ensure high

quality decision-making

Practise presenting the rationale behind your decisions and recommendations so that others can follow your judgement,

particularly to those who are less decisive than yourself

Identify how colleagues, stakeholders, friends and acquaintances can support you to identify new opportunities where you can

use your decisiveness strength

Overdrive risks and how to reduce them

You are overhasty or rash in your decision-making, spending little time considering alternatives or possible outcomes

If you are overhasty or rash in your decision-making…

Practise stepping back and reflecting on decisions, as well as gaining others’ views

If you spend little time considering alternatives or possible outcomes…

Use a model such as De Bono’s Six Thinking Hats to ensure you have considered alternatives

If you are perceived by colleagues as bossy, or even a bully…

Take time to consider how you communicate your decisions and consult others first

Persuasiveness
You are able to win agreement and support for a position or desired outcome

Strengthening your performance

Stretching your strength to the next level

Take the initiative in volunteering for assignments where you are required to persuade others to agree to adopt a product,

position or idea

Coach or mentor colleagues who could benefit from developing their ability to persuade others

Use both ‘advocacy’ and ‘inquiry’ behaviours when trying to influence – push and pull, tell and sell. This will balance the use of

rational persuasive argument with questioning and facilitation skills

Overdrive risks and how to reduce them

You try to influence most outcomes in your favour, irrespective of the importance of the issue. You may also indulge in debate for

debate‘s sake, rather than focusing on relevant outcomes

If you try to persuade others habitually, without considering the importance of the issue…

Remember to identify those issues which relate most closely to your own or your team’s goals and focus your energies on these

debates rather than on more frivolous issues

If you focus on the debate, rather than the outcome…

Regularly remind yourself and those you are in discussion with of the purpose of the debate and the intended end goal

If you find yourself using emotional tactics to win an argument…

Make sure that you check in with others as to whether they are in genuine agreement with you; if not, continue to explore their

views and modify your position accordingly

Relationship building
You take steps to build networks of contacts and act as a ‘hub’ between people that you know

Strengthening your performance

Stretching your strength to the next level

Identify ways to share your knowledge and experience to enable others to also develop their Relationship building, e.g.

blogging, running workshops, coaching or mentoring

Learn about stakeholder mapping and stakeholder management so that you can focus the development of your network on the

most important relationships

Help your team to develop improved knowledge and understanding of each other’s strengths and skills by running some

meetings where this information is shared

Overdrive risks and how to reduce them

Your focus on initiating new relationships and contacts may become an end in itself and take up a disproportionate amount of

your energies

If your focus on initiating new relationships and contacts is becoming an end in itself…

Remember to focus on building contacts and networks with people who are likely to have the greatest influence over your

team’s success

If your network is becoming too much of a drain on your time…

Ensure that you limit the amount of time that you are spending responding to requests from people in your network and that

you are gaining value from others too

If you find that your network is built on shallow relationships…

Focus your network on the most productive relationships, strengthening these by spending more time with only those you have

identified

5. The 24 Strengthscope strengths

Courage:
You take on challenges and face risks by

standing up for what you believe

Emotional control:
You are aware of your emotional

‘triggers’ and how to control these to

ensure you remain calm and productive

Enthusiasm:
You demonstrate passion and energy

when communicating goals, beliefs,

interests or ideas you feel strongly about

Optimism:
You remain positive and upbeat about

the future and your ability to influence it

to your advantage

Resilience:
You deal effectively with setbacks and

enjoy overcoming difficult challenges

Self-confidence:
You have a strong belief in yourself and

your abilities to accomplish tasks and

goals

Collaboration:
You work cooperatively with others to

overcome conflict and build towards a

common goal

Compassion:
You demonstrate a deep and genuine

concern for the well-being and welfare of

others

Developing others:
You promote other people’s learning and

development to help them achieve their

goals and fulfil their potential

Empathy:
You readily identify with other people’s

situations and can see things clearly from

their perspective

Leading:
You take responsibility for influencing

and motivating others to contribute to

the goals and success of their team and

organization

Persuasiveness:
You are able to win agreement and

support for a position or desired

outcome

Relationship building:
You take steps to build networks of

contacts and act as a ‘hub’ between

people that you know

Decisiveness:
You make quick, confident, and clear

decisions, even when faced with limited

information

Efficiency:
You take a well-ordered and methodical

approach to tasks to achieve planned

outcomes

Flexibility:
You remain adaptable and flexible in the

face of unfamiliar or changing situations

Initiative:
You take independent action to make

things happen and achieve goals

Results focus:
You maintain a strong sense of focus on

results, driving tasks and projects to

completion

Self-improvement:
You draw on a wide range of people and

resources in the pursuit of self-

development and learning

Common sense:
You make pragmatic judgments based

on practical thinking and previous

experience

Creativity:
You generate new ideas and original

solutions to move things forward

Critical thinking:
You approach problems and arguments

by breaking them down systematically

and evaluating them objectively

Detail orientation:
You pay attention to detail in order to

produce high quality output, no matter

what the pressures

Strategic mindedness:
You focus on the future and take a

strategic perspective on issues and

challenges

Emotional Relational Execution Thinking

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Breakthrough Leadership Skills
MN7028

Topic 2: Organisational Design

Learning Outcomes

To contrast “Classical” models with human relation models of management
To trace some of the corresponding changes from traditional to contemporary models of organisational design
Explore the emergence of autonomous work teams (drivers?)

Some alternative schools of management and some advocates
Classical: Taylor, Fayol, Weber
Human Relations: Mayo, (later McGregor, 1960s)
(Communication) Systems: Barnard
Learning Organisation (Senge, 1990)

Job design in the context of personnel as a ‘cost’ to the business
Taylorism and Fordism
management studying the work methods for each job
establishing the most efficient methods
Scientific management: time and motion studies
Fordism; increased division of labour

Fayol (1949)

Refocused attention away from the shop-floor toward management itself
‘General and Industrial Management’ pamphlet (1949) presented the functions of management as:
Planning: (including forecasting, setting goals, determining actions)
Organising: (designing a suitable organisational structure to effectively harness the HR and non-hr elements required)
Co-ordinating: uniting activities and providing required resources
Commanding (and directing): Including leadership and motivation towards goals
Controlling: ensuring they stick to the plan

Fayol (continued)

Fayol’s 14 Principles of management (1949) implied :
a rigorous hierarchy (Unity of Command/Unity of Direction/line of command)
But also encouraged the nurturing of initiative in their workers by managers
Esprit de corps (Teamwork).

Max Weber
Bureaucracy Theory (1947) emphasised:
‘order’
‘focus on authority’.
It can be seen as limited in the context of organisations viewed as social systems
It can also be seen as limited in the context of societal embeddedness

Job design begins to recognise needs and broader contribution of the worker
Early industrial revolution: personnel had a welfare role
Consider origins Cadbury, Rowntree.
Rise of trade unionism: industrial relations role
The Hawthorne studies
‘soft’ HR tracks through to Mayo (1933), who founded the Human Relations school and McGregor (1960) who recognised that the needs of both the organisation and the individual need to be recognised

Brings us to a consideration of Organisational Design (OD)

OD is the ‘process of assigning responsibilities and structuring work to support enterprise goals, objectives and strategies’ (Bloisi, 2007)
It is reflected in the title of Chandler’s iconic book: ‘Strategy and Structure: Chapters in the history of Industrial Enterprise’ (1962)’,
Two contrasting perspectives about the design of the organisation emerged in the 60s largely influenced by the works of Burns and Stalker (1966) and Lawrence and Lorsch (1969)

Mechanistic structure
Hierarchical structure
Well-defined roles and responsibilities
Highly specified tasks

This form lends itself to organisations operating in stable marketplaces with little external change and low levels of uncertainty. Work efficiencies can be achieved through the structure but the design does not offer much versatility or flexibility.

Organic structure

Knowledge is valued at all levels of the firm
Tasks are continuously being redefined in processes of collaboration
Knowledge may be found anywhere in the organisation and equates to power
Communications in the organic organisation serve to build knowledge rather than give orders

Four basic organisational structures spanning 50 years
Since the 1960s organisations have been structured according to the following criteria:
Function
Geography
Product
Customer
Each of these designs ‘produces different behaviours and different outcomes’ (Bloisi, 2007) and also requires different trade-offs.

Whitbread

Contemporary organisation beyond the team level (work system design)
By Function
By Product
By Customer
Matrix Structure
Lattice structure

Greater emphasis on the HRM orientation is further stimulated by:

The Great Depression (1929-1939)
‘Loss of faith’ in traditional mass-production techniques (Henderson, 2017)
The eclipse of US management practices by those used in Japan in the 80s.
E.g. Pascale, Managing on the Edge (1990)

The Autonomous Work Group (AWG)
Tavistock Work Organization Model (e.g. Trist and Bamfoth 1951; Emery, 1963)
Work should be organized in teams.
Individual jobs should provide:
Variety;
A meaningful task;
An optimum work cycle;
Worker’s control over work standards;
Feedback of results;
A perceived contribution to end product.
The AWG concept is not dependent on any specific technology so it applicable in virtually all work situations.
(Henderson, 2017)

Maslow and self-actualisation
‘Maslow’s influence is clearly stamped across the work design theories and practices of the latter half of the twentieth century.’
(Buchanan, 1994)

Theory of Motivation’ (1954) was the study of ‘ultimate human goals’.
Maslow’s work:
Emphasised primacy of individual needs

General principles derived from ‘motivation theory’ (Maslow, 1954)

Importance of ‘self-actualisation’ of workers at an individual level
Set goals.
Involve the employees concerned in designing and agreeing the goals.
‘Stretch’ goals lead to significant increases in employee performance.
Link rewards to performance when possible.
Increase employees’ sense of ‘self-efficacy’ (confidence that they can perform the job or task well).

General principles derived from motivation theory (cont’d)

Let employees know the expected level of performance and give them accurate and timely feedback.
Giving positive rewards for good performance is more effective in motivating people then punishing them for poor performance.
Perceived fairness or equity is vital to the motivation.

McGregor (1961)
Influenced by Maslow’s theme of self-actualisation. Douglas McGregor wrote The Human Side of the Enterprise’ (1961). McGregor’s perspective embraced the themes of ‘participation, openness, trust, exchange and a resolution of the conflict between personal and organisational goals’ (ibid, foreword by G.Bennis).

McGregor developed the concepts of Theory X and Theory Y
Theory x: ‘people are a cost that must be monitored and controlled’
Theory Y: ‘people are an asset that should be valued and developed’

Also made the following observation: ‘The capacity to exercise a relatively high degree of imagination, ingenuity and creativity in the solution of organizational problems is widely, not narrowly distributed in the population.’ (ibid)

Job Design

‘Job design specifies the contents of jobs in order to satisfy work requirements and meet the personal needs of the job holder, thus increasing levels of employee engagement.’
Armstrong (2014, p. 145)

Work Design

‘Work design is the creation of systems of work and a working environment that enhance organizational effectiveness and productivity, ensure the organization becomes a “great place in which to work” and are conducive to the health, safety and wellbeing of employees’.
Armstrong (2014, p. 136),

Intrinsic Motivating through job design
Lawler (1969) identifies three elements to job design which are necessary to make a job ‘intrinsically’ motivating:
Feedback relating to performance: this should be meaningful (Armstrong, 2010). Armstrong also states that this means they be able to see more of the picture, i.e. how their role fits into the whole process.
Abilities: the jobholders must feel that they are making use of those abilities which they values.
Self-control (autonomy): the jobholders must feel they have discretion

Increased focus on ‘job characteristics’ in job design (Hackman and Oldham, 1976)
Hackman and Oldham, 1976, propose a ‘job characteristics model’ (ibid), comprising five key elements:
Skill variety (the range of skills and talents required)
Task identity (the breadth within the task)
Task significance (in relation to the “bigger picture”)
Degree of autonomy (discretion, e.g. in methods)
Feedback (clarity on performance)

If jobs are designed in a way that maximises these dimensions then three psychological states can occur:
Experience of meaningfulness at work
Experience of responsibility for work outcomes
Knowledge of results of work

Managing the intrinsic element through job design contd.
Robertson and Smith (2005) propose five similar aspects of the job design which can influence intrinsic motivation:
Skill variety
Pooling tasks together
Task significance
Degree of autonomy
Feedback (delivered through ‘good relationships and opening feedback channels’) (Armstrong, 2010)

Armstrong advocates adopting these approaches when setting up new work-systems or jobs, but he also stresses that ‘the greatest impact on the design of work systems or jobs is made by line managers on a day-to-day basis’

Job Design: The Job Characteristics Model (JCM) and how it relates to EE
Job Characteristics Model (Hackman and Oldham, 1976)
Skill variety: the extent to which a jobholder is required to use a range of different skills.
Identity: the extent to which a job involves the completion of a ‘whole’ piece of work with end-to-end responsibility.
Significance: the amount of impact that a job has, and the contribution that the job makes.
Autonomy: the amount of discretion that the jobholder has in making decisions about what to do and how to do it.
Feedback: direct information about the performance requirements of the job.

Toyota Production System (TPS)
Features of both AWG and Taylorism?
Just–in-Time (JIT) production processes.
Teamwork
Jidoka quality principle (error-free processes)
Standardized work and kaizen (continuous improvement )

Sparrow on Lean management

‘building people, then building products’
Toyota build teams of ‘skilful systems thinkers’ and build a culture of ‘challenge the status quo’ or continuous improvement (or Kaizen)

Some mechanisms (largely driven by HR) which can help deliver lean management

‘genchi genbutsu’ (trans.: going to the real place of work)
‘Out-learning’ (matrix teams, action learning)
‘Yokoten’ (Communities of practice)
Finding the root cause of problems (facilitated by cultures of empowerment, collaboration, and challenging the status quo)
Retrospectives (frequent events to analyse and design activities) Maximising “pull” and minimising “push” activities (by a rigourous focus on quality and ‘perfection’ (Sparrow)

Learning Organisation (Senge, 1990)
Personal Mastery
Mental Models
Shared Vision
Team Learning

… and the Fifth Discipline:
Systems thinking

McDonaldization (Ritzer, 1993)
Efficiency
Calculability
Predictability
Control

Smart working (CIPD, 2008)
Self-management
Virtual teams
Outcome-based performance criteria
High performance working
Flexibility in both hours and locations
Use of more advanced technology
Hot-desking and working from home
Trust
Alignment to business objectives

Flexibility
Employers pursue flexibility to:
minimize human resource costs in both the short and long run.
protect the core from short term, fluctuations in market demand.
respond to the demands of an increasingly diverse workforce in terms of (i) legal compliance and (ii) discretionary entitlement to attract/retain Core employees.

Types of flexibility (Henderson, 2017)
Functional flexibility
employees can be redeployed quickly to new tasks and activities (e.g. multi-skilled craftsmen and team-workers).
Numerical flexibility
enabling the organisation quickly to increase and decrease the numbers employed in response to market demand.
Financial flexibility
pay systems that reinforce the requirement for flexibility (e.g. performance-related pay, pay-for-skills).

Some alternatives to full-time permanent employment
Temporary working
Part-time working
Job-sharing
Home-working

New forms of employment (Henderson, 2017)
Employee sharing, where an individual worker is jointly hired by a group of employers.
Interim management, in which highly skilled experts are hired temporarily for a specific project or to solve a specific problem
Casual work, where an employer is not obliged to provide work regularly to the employee but has the flexibility of calling them on demand.
Voucher-based work where the employment relationship is based on payment for services with a voucher purchased form an authorised organisation that covers both pay and social security contributions.
Portfolio work where a self-employed individual works for a large number of clients

New forms of employment (Cont’d)

New forms of employment which utilize Information and Communications Technology (ICT), such as ‘crowd working’ (Henderson, 2017)

Contemporary ideas about Organisational Structure and Work Design

Greater emphasis on organisations as a social system, especially in contexts where “soft” HR practices are suitable.
Progression from control to enablement
Learning Organisation
Greater emphasis on organisations as a part of set of social relations outside the immediate organisation, e.g. Granovetter (2002), e.g. Teece’s concept of the business eco-system (e.g. 2007) in dynamic capability theory

Selected References
BLOISI, W., COOK, C. W., & HUNSAKER, P. L. (2006). Management and organisational behaviour. Maidenhead, McGraw-Hill Education.
BUCHANAN, D. A., & HUCZYNSKI, A. (2019). Organizational behaviour. Part 4
CLEGG, S., KORNBERGER, M., PITSIS, T., & MOUNT, M. (2019). Managing and organizations: an introduction to theory and practice.
SENGE, P. M. (2010). Fifth Discipline: the Art & Practice of The Learning Organization. New York, Random House US.

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Topic 1: Introduction to Leadership

Breakthrough Leadership Skills

MN7028

Learning outcomes for the session
Explore some theories of management
Identify some of the components/styles of management
Compare the terms “management” and “leadership”
Explore some theories of leadership
Conclusions: developing theories on leadership?
Introduction to module assessments (and team allocation)

Discuss in pairs (10 mins)
What do managers do?

What are their key activities/functions?

Fayol’s (1949) five activities of managers
•
Forecasting & Planning – examine the future and decide on what needs to be achieved and develop a plan of action
Organising – providing material or resources & build a structure to carry out the activities Command – getting the best out of the staff
Co-ordination – harmonising activities Control – ensures everything goes according to the plans, instructions
•
•
•
•

Drucker on management (1954, 1974, 2005)

•
•
•
3
•
•
•
•
•
•
•
•
•
They have three tasks (all important but essentially different):
Achieve the mission of the organisation Ensure performant, contented workers
Manage social impacts/responsibilities Five basic operations of the manager:
Sets objectives
Organises Motivates Communicates Measures
These require combination of: analytical ability
Integrity
human perception and insight social skills

Theories X and Y (McGregor, 1961)

6
The style of management is a function of the managers attitudes towards people and assumptions about people

Theory X: workers dislike working, need to be watched; motivated by physiological and security needs

Theory Y: given responsibility workers have potential to add creativity and value; motivated by esteem and self- actualisation

Theory Z (Ouchi, 1985): focus on long term well being of the employee; consensus decision making and strong company culture

The different roles of a manager: Mintzberg (1973)
Interpersonal
Informational
Decisional
Figurehead Leader
Handler
Liaison
Monitor Disseminator
Entrepreneur Disturbance
Spokesperson
Resource allocator Negotiator

Mullins (2013) philosophy for the successful management of people
10
•
•
•
•
•
•
•
consideration, trust and respect recognition and credit involvement & availability
fair and equitable treatment
positive action on an individual basis – not blanket treatment
emphasis on end results
staff and customer satisfaction

What are the measures of effectiveness?
•
Mullins believes that managers are judged on the performance of their staff, which therefore makes these aspects critical:
–
–
–
strength of motivation and morale of staff success of training and development
creation of positive culture but these are hard to measure
•
These can be measured as follows:
–
–
–
–
–
staff turnover absenteeism sickness time keeping
accidents at work
•
And in some workplaces can be measured as follows:
–
–
–
meeting deadlines accuracy or recorded errors
level of complaints from clients, other departments, suppliers etc
keeping within budget productivity
–
–

Some observers perceive differences between managing in the public and private sectors (Mullins, 2013)
•
•
aims concerned with providing a service for and for the well being of the community rather than just commercial nature
scale, variety and complexity of operations (arguably)
high media profile (scrutiny)
political make up (elected members and permanent officers) Higher level of unions involvement
difficulty in measuring standards of performance compared with profitability
demand for uniformity of treatment
more rigid personnel policies and specific limitations on authority

… but they still face same general problems of management (Mullins, 2013)
•
•
•
•
•
efficiency and effectiveness of their operations
clarification of aims and objectives
design of suitable structures and carrying out essential admin functions
basic principles of management apply in any organisation

Key management skills may be contingent on the stage and context of the organisations
Different skills are required to manage (lead?) start-up organisations, maturing organisations, failing organisations.

10 minute discussion in small groups:

What do you think those different skills are?

Would you use a former Marketing Director to conduct a turnaround or a former FD to create a start-up?

Managers of the future? (Heller, 1997)
10
Heller identified ten key strategies for Europe’s new breed of managers including:
develop leadership
drive radical change
reshape culture
divide to rule
ensure the competitive edge
manage the motivators
ensure team working
achieve TQM

Small Group Discussion (15 mins)
10
•
•
•
•
Who do you consider to be a great leader?
Why have you chosen the person(s) you have identified?
What traits, abilities or skills do they possess?
As a class consider if the people you have identified/share any common traits, abilities or skills

Kotter on Leadership

Management

Kotter’s (1990) Distinction Between Managers and Leaders

Planning and budgeting (deductively producing orderly results)

Motivating people (creating Involvement, emphasising values, building informal networks of relationships)

Controlling and problem solving (comparing behavior with plan, taking action to correct deviations)

Aligning people to the vision (emphasising communication, credibility, and Empowerment)

Setting a direction (inductively creating a vision and strategies to provide focus for planning)

Organising and staffing (structuring jobs and reporting relationships to efficiently implement plans)
Managers
Coping with complexity
Leaders
Coping with change
3 Basic Tasks
Deciding what needs to be done
Creating networks and relationships
Ensuring people do the job

Managers versus Leaders
17
•
•
•
•
Managers have formal power and authority to be in charge. Leaders influence others to follow and have personal power
“Managers do things right while leaders do the right thing” (Bennis & Nanus, 1985)
The leader establishes vision & direction, influences others to sign up to that vision, inspires them to overcome obstacles, and produces positive, radical change. The manager establishes plans & budgets, designs & staffs the organisation structure, monitors & controls performance and delivers order & predictability (Kotter, 1990)
The leader is prophet, catalyst, mover-shaker, focused on strategy. The manager is operator, technician and problem solver, concerned with the “here and now of goal attainment” (Bryman, 1986)

Some Theoretical Approaches to Leadership
•
•
The traits/qualities approach
Behavioural approach (focus on leader as key actor)
Situational (focus on follower as key variable)
Contingency approach
•
•

Traits approach: distinguishes leaders from non-leaders by their traits
•
•
•
•
•
•
•
Self-confidence
Drive for achievement Honesty & integrity
Ability to motivate people towards a common goal
Intelligence
Creativity Ability to adapt
Clegg et al (2005) in Watson and Reissner (2016)

Behavioural approach to leadership (Likert, 1961)

•
Relationship orientated leaders (managers)
Task orientated leaders (managers)
•

Emphasise the technical or task aspects of the job: people are means to an end
Emphasise interpersonal relations and accept individual differences

Production Oriented

Employee Oriented
Behavioral Theories:
University of Michigan Studies and Ohio State University studies
Developed two dimensions of leadership behavior:

22
Where X axis measures ‘concern for production’ and y axis measures ‘concern for people’
•
•
•
Impoverished management
Produce or perish (Authority/compliance) management Country club management
Middle of the road Team management
Blake & Mouton Management and Leadership Grid (1964)

Distinguishing between leadership for stability and leadership for change (Burns, 1978)
Transactional Leader:
•
•
Determines what subordinates need to do in order to achieve both their own and organisational objectives.
Helps subordinates reach their objectives. Focussed on exchanges between leader and follower
Transformational Leader:
Uses his/her personal vision and energy to inspire people to exceed their own expectations
Raises motivation and stresses the value of team member contributions to the organisation.

Transactional Leadership
•
Uses reward and coercive powers to encourage high performance
Problem-solving and implementing If subordinates do what is required by leader then given rewards
Tend to support and maintain a ‘status quo’ and promote stability within organisations
•
•
•

Transformational Leadership (Burns, 1978)
•
•
Leading for change
Broadens and elevates the interests of their employees – more visionary Work through social and emotional
behaviours in order to create awareness and commitment
Stirs employees to look beyond their own self-interest for the good of the group/organisation
Have ability to energize others to follow a particular direction – influences using charisma and personal power
•
•
•

Components of Transformational Leadership Style (Burns 1978, Bass 1985, Bass and Ovolio 1994)
Individualised consideration
Leader treats each follower on his/her own merits, seeks to develop followers through delegation and coaching/mentoring
•
•
Intellectual stimulation
Encourages free thinking and emphasises reasoning before taking any actions Inspirational motivation
Creates an optimistic, clear and attainable vision of the future, encourages others to raise their expectations
Idealised influence
Makes personal sacrifices, takes responsibility for actions, shares credit and shows determination

Situational theory of leadership (Fiedler, 1971 in Watson and Reissner, 2016)
The leader’s effectiveness will depend on these variables:
Relationships structure (how much workers trust and like the leader)
Task structure (how clear workers are about the task)
The power of the leader to influence the workers (whether legitimate power, coercive power, or reward)

The leader can influence these variables by
•
•
Presenting clearly defined job outcomes Rewarding in line with motivators of the worker (i.e. bundling outcomes with rewards)
Removing obstacles to effective performance
Showing confidence in the worker

In Situational Leadership Theory
Leaders are diagnosticians and are capable of changing their style.
The “right” style leadership style will depend on the degree of the workers’ readiness and commitment, or levels of competence to do the task.
The leader should assess workers’ needs and adapt his/her style to those needs.

Hersey et al (2001) propose four different styles according to the circumstances: Telling, Selling, Participating and Delegating.

Kreitner (2001) suggests that deploying these different approaches might be especially relevant in cross-cultural management contexts

Hersey & Blanchard’s Situational
Leadership Theory (1988):
•
Belief: Right leadership style must depend on the level of the followers’ readiness or maturity.
Premise: The leader should assess follower needs and adapt the style to those needs.
Assumption: Leaders are diagnosticians and are capable of changing their style.
•
•

Situational Leadership Model
A leader is expected to use the appropriate style based on the subordinate’s readiness & willingness to be led by others.
Four leadership styles or roles
•
•
•
•
Delegating (S4) Participating (S3) Selling (S2) Telling (S1)
To be used according to follower readiness
Willing & able (R4): Delegating style
Unwilling & able (R3): Participating style
Willing & unable (R2): Selling style
Unwilling & unable (R1): Telling style

Contingency Approaches (after Fiedler, 1971)
•
Examines the impact of the leader’s style and the situation on desired outcomes.
All contingency theories define:
–
–
–
Leader’s behaviour or style The situation (context) Outcome(s) that are desired
•
•
•
There must be a match between the leader’s style and the demands of the situation for the leader to be effective.
Snowden and Boone (2007) offers a framework for decision-making.
Snowden (2007): ‘A leader’s framework for Decision-making’

Contingency approach continued:
“Contingency theory of leadership (is) a perspective which argues that leaders must adjust their style in a manner consistent with aspects of the context” (Huczynski & Buchanan, 2007 p. 695)
Aspects include
•
•
the relations structure (how much workers like the leader)
The task structure (how clear workers are about the task)
The power of the leader to influence the actors
(Watson and Reissner, 2016)
Fiedler’s contingency model can be applied to this approach where:
Job outcomes are clearly defined
Rewards are correlated to performance
Obstacles to performance are removed
Leader-confidence in employees’ abilities is evident

Moorcroft (2000) – ‘new principles’ for ‘managing in the 21st Century’
33
•
•
•
•
•
•
•
•
•
•
Manage information through people Change is constant, and must be managed Technology is the future
Relationships matter
Investment in Training and Development is important
Measure only against the best The market is global
Unity of Direction is important
Equity is expected Initiative is important

The Most Frequently Cited Skills of Effective Managers/Leaders (Carlopio and Andrewartha, 2011)
33
•
Verbal communication (including listening)
Managing time and stress
Managing individual decisions
Recognizing, defining, and solving problems Motivating and
influencing others
Delegating Setting Goals and
articulating a vision
Self-awareness Team building Managing conflict
•
•
•
•
•
•
•
•
•

Any conclusions about the emerging perspective on the concept of leader?
Change (whereas management is about stability)
Process (not personality)
Interactive
Goals

‘Leadership is a process whereby an individual influences a group of individuals to achieve a common goal’ (Northouse, 2019)

Talking through the assessments
33

Useful Resources
33
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•
•
•
•
•
•
Hamel G. Moon Shots for Management. Harvard Business Review. 2009;87(2):91-98. Accessed November 13, 2020.
Kotter, John P. (1996). Leading Change. Harvard Business School Press
Mintzberg, H. (2013) Simply Managing. London: FT Publishing
Mullins L (2013) Management & Organisational Behaviour, 10th ed. FT Prentice Hall, Essex Northouse, P.G. (2018) Leadership: Theory and
Practice (8th ed.) Sage: London
Perkins, S. J., & Arvinen-Muondo, R.
(2013). Organizational behaviour: [people, process, work and human resource management]. London, Kogan Page. (ch.5)
Uhl-Bien, M & Arena, M 2018, ‘Leadership for organizational adaptability: A theoretical synthesis and integrative framework’, Leadership Quarterly, vol. 29, no. 1, pp. 89–104.

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Breakthrough Leadership Skills
MN7028

Topic 3: Transformational Leadership – Harnessing Motivation

Learning Outcomes

Situating Transformational Leadership
Organisational culture and the implications for leadership and management.
To examine the main sources of power in organisational settings and the methods by which power and resources can be enhanced to increase effectiveness in such contexts.
To analyse authority, power and politics as sources of control.
To clarify any queries related to assessments

‘Transforming leadership’ (Gregor Burns 1978)
View of the leader as a transformer (visionary) and as a motivator rather than simply as a transactor (day to day operations) (Burns, 1978; Peters and Waterman, 2004)
‘leadership builds on man’s need for meaning’ (Peters and Waterman, 2004, p.82)
‘leadership creates institutional purpose’ (ibid)
Has a moral component in that it transcends personal interests of leader and meets those of others

‘Transforming leadership’ contrasted with power
Leadership is exercised when leaders ‘arouse, engage and satisfy the motives of followers’ (Burns cited in Peters and Waterman, 2004)
‘Leadership, unlike naked power wielding, is thus inseparable from followers’ needs and goals’ (ibid)
Power bases therefore become ‘mutual support for common purpose’
Transforming people ‘from neutral, technical units into participants who have a particular stamp, sensitivity and commitment’ (Selznick, 1957)
‘reworking of human and technological materials to fashion an organism that embodies new and enduring values’ (ibid)

The ‘dynamic’ outcomes from transformational leadership (contrasted with power)
‘Transforming leadership is dynamic leadership in the sense that the leaders throw themselves into a relationship with “followers” who will feel “elevated” by it and often become more active themselves, thereby creating new cadres of leaders’ (Peters and Waterman, 2004, p.83)

What values?
Peters and Waterman, 2004 offer some examples from business:
‘beauty in a hamburger bun’ (Ray Kroc. McDonalds)
‘48 hours parts service anywhere in the world’ (Caterpillar)

However a more critical challenge of the leader is to ensure that the vision is enacted/lived by employees and that such values are indeed transforming the organisation.

Problems of over-simplifying definition of culture
The ‘Excellence’ school (Peters and Waterman, 1981) certainly popularised the notion of culture and Marvin Bower (also CEO of McKinsey) coined perhaps the most famous definition of culture as ‘the way we do things around here’.
Yet Schein (1992) distinguishes different depths to the concept: ‘a pattern of shared basic assumptions (that the group learned as it solved its problem of external adaptation and internal integration)’

Organisational Culture: What are your perceptions about/definitions of culture? 10 Minute discussion

Definitions: Culture as cohesive (“glue”)
Culture is ‘how things are done around here’. (Drennan, 1992:3 after Bower)
Culture…is a pattern of beliefs and expectations shared by the organization’s members. These beliefs and expectations produce norms and powerfully shape the behaviour of individuals and groups in the organization. (Schwartz and Davis, 1981:33)
By culture I mean the shared beliefs top managers have about how they should manage themselves and other employees, and how they should conduct business(es) (Lorsch, 1986: 95)
Mintzberg et al: ‘tissue’

Definitions: Culture as Constraining (“glue”!)

Culture represents an interdependent set of values and ways of behaving that are common in a community and that tend to perpetuate themselves, sometimes over long periods of time. (Kotter and Hesketh, 1992:141)

Because…
Common values and beliefs which can increase ‘the level of inertia and breed similarities in “strategic postures” (Abrahamson and Fombrum, 1994, cited in Mintzberg et al, 2005)

This Photo by Unknown Author is licensed under
CC BY-NC-ND

Value of culture in HR terms
Alvesson talks about some other common metaphors for change:
As a “regulator”: i.e. an unwritten element of company policy, which influences and directs aspects such recruitment/rewards
As a “compass”: helping to draw attention to the values, behaviours which are “right” for the organisation
As “glue”: encourages teamwork, cohesion.

Challenges of culture in HR terms

As “glue” again: but this time inhibiting necessary change
As “blinkers” but also may blinker people to new ideas (Leonard Barton talks of ‘core rigidities’).

Culture as a mechanism for leadership

Cultural ‘schools’ of strategic management (Mintzberg et al, 2005)
Mintzberg et all (2005) describe a number of schools of strategy including the Cultural School. Within the Cultural school are two perspectives which reflect a strong human relations orientation:
The ‘Excellence’ school (Peters and Waterman, 1981)
Resource based View of the Firm (Wernerfelt 1984 and Barney (1991)
Drucker said ‘culture eats strategy for breakfast’. What do you think he meant by that?

Culture and Performance
The ‘excellence’ school (Peters and Waterman, 1985). Developed a blueprint for high performing organisations, which consisted of 8 ‘attributes’ shared by their ‘excellent’ organisations:
Bias for action
Close to the customer
Autonomy and entrepreneurship
Productivity through people
Hands on/value driven
Stick to the knitting
Simple form/lean staff
Loose-tight properties

Culture and Performance?
Culture may be easily “linked” to superior performance (e.g. Peters and Waterman, 2004)
But there is an issue about causality
Compare with the ‘black box’ relating to contribution of HR to performance (e.g. Purcell et al, 2003)
Compare with the challenge of “proving” value of Employee Engagement (what comes first?)
What has happened to many of the organisations studied by Peters and Waterman?

Depths of Culture
Artefacts: ‘the visible products of the group … That one sees, hears, feels’
Espoused beliefs and values: e.g. “our customers come first”, “innovation drives our business”
Basic Underlying assumptions: e.g. engineers do not deliberately design a product that is unsafe
(Schein, 2004)

Matching up the artefacts, the espoused values and the behaviours
Schein (1992) distinguishes in the video between the artefacts, the espoused values and the behaviours/assumptions of the members of a firm

Northern Rock ‘Mission Statement’ from 2006
‘superior value to customers .. through excellent products, efficiency and growth’ (2006 Annual Accounts)
RBS Values:
https://www.rbs.com/rbs/about/our-values.html Accessed 24/10/17

‘we want to be trusted, respected and valued by our customers, shareholders and communities’
Compare with the notion of ‘due diligence light’ (2011) which was applied to the acquisition of ABN AMRO Bank

Challenges with/critiques of organisational culture
You cannot just “implement” culture or culture change. It takes time.
Paradoxically it is fragile and easy to destroy (e.g. at the whim of a new CEO)
One critique of the culture school is that it renders firms vulnerable to change and indeed many of the firms identified in Peters and Waterman’s classic text have since struggled or gone out of business.
Why?
It can discourage necessary change because the ‘common values and beliefs’ embedded in people also ‘increase their levels of inertia and breed similarities in “strategic postures” (Abrahamson and Fombrun, 1994, cited in Mintzberg et al, 2005)
It is inwardly focussed (‘inside-out’) and explains ‘too easily what already exists, rather than tacking the tough questions of what can come into being’ (Mintzberg et al, 2005). So it is valuable for HRM but is it valuable for strategic HRM?

Other notions of values

In 2016, financial and insurance services contributed £124.2 billion in gross value added (GVA) to the UK economy, 7.2% of the UK’s total GVA. London accounted for 51% of the total financial and insurance sector GVA in the UK in 2015. There are over one million jobs in the financial and insurance sector (3.1% of all UK jobs). The UK had a surplus of over £60 billion on trade in the financial and insurance sectors in 2016. In 2015-16, the banking sector alone contributed £24.4 billion to UK tax receipts in corporation tax, income tax, national insurance and through the bank levy.
Commons Briefing papers SN06193
Author: Gloria Tyler
Topics:
Economic situation,
Financial services

http://researchbriefings.parliament.uk/ResearchBriefing/Summary/SN06193

Accessed 24/10/17

Power

‘Power lies in the acceptance of your authority by others – their knowledge that if they try to resist you, they will fail and you will succeed.’ Jay, A. (1967)
‘Power is the capacity to impress the dominance of one’s goals or values on others.’ (Armstrong, 2001)

Sources of Power

Reward – being able to give the other what he or she wants
Coercive – forcing him or her to do it
Referent – having desirable attributes that make people wish to refer to the leader
Legitimate – as opposed to illegitimate in the eyes of the followers
Expert – having an expertise that others want to use.
French and Raven (1958)
Informational – (added in 1965)

Sources of Power (2)

Source of Power
Referred to as:

Ability to apply sanctions
Status and formal position
Ability to give valued resources
Superior knowledge & experience
Personal relationships: charisma
Access to inside information
Coercive
Legitimate
Reward
Expert
Relationship
Connection

Authority is… (1)

Definitions:
The power or right to enforce obedience (Oxford English Dictionary);
Power made legitimate by position or expertise (Weightman, 2004)

Authority is… (2)
Distinctions:
In authority – relies on control over resources to influence people; it confers the right to control and judge the actions of others
An authority – based on personal attributes, credibility or ability to influence people; it is the basis of credibility that you must earn and maintain for yourself
Moral authority – based upon equity, ethics and fairness
Authority to act
Authority to authorise

Legitimacy of power?

Not all power is legitimate
“persuasion” of the Mafia
Gotti and Machiavelli

Some Theories of Power relevant to HR

Culture as power: ‘it’s the way we do things around here’ (Bowers).
‘the greatest conceivable power lies in the possibility to preform somebody in such a way that, of his own accord, he does what one wants him to do, without any need for domination … or for explicit power’ (Castoriadis, 1992 in Alvesson, 2002)
Clegg (1987) states that ‘the most important kinds of power’ consist of ‘those occcasions when A’s didn’t have to get B’s to do things because B’s would do those sort of things anyway.
Power/dependence theory (Emerson, 1962)
Social Exchange theory (Blau, 1964)

Some Theories of Power relevant to HR contd:

Persuasion is more effective than exercise of power through coercion
Power/dependence theory (Emerson, 1962)
Social Exchange theory (Blau, 1964)

Gaining and Retaining Power

“Generally dominance is manifested not in significant political acts but rather in the day to day taken for granted nature of organizational life. As such the exercise of power and domination exists at routine level, further protecting certain interests and allowing the order of organizational life to go largely unquestioned by its members” (Deetz and Mumby, 1986 in Alvesson, 2004)

Empowerment

Empowerment is a concept whereby employees at all levels are responsible for their actions and should be given authority to make decisions about their own work.
It concerns the ownership of problem and solution
Empowerment requires training for employees and their managers – previous managers need to give up some of their power.

Power and Politics
Political behaviour in organisations has been described as ‘a process, that of influencing individuals and groups of people to get your own point of view, where you cannot rely on authority’ (Kakabadse, 1983)

Playing Politics
Power is a property of all organisations – politics reflects how power is put into action
Ethical or unethical behaviour?
Ends versus means?
The nature of competition

Control versus Participation

Scientific management – control
Continuum of behaviour depending on control of leader over the led
Unitarist and pluralist perspectives
Tells, sells, consults, joins

Selected reference list (online options in red)
Alvesson, M. (2002) Understanding Organizational Culture. London: Sage
CIPD (2014) ‘Keeping culture, purpose and values at the heart of your SME’
Collins, J. (1995) ‘Building Companies to Last’. Available at ‘https://www.jimcollins.com/article_topics/articles/building-companies.html
Emerson, R.E. (1962) ‘Power-Dependence Relations’, American Sociological Review, vol. 27, pp. 31-41.
French, J and Raven, B (1958) ‘The Bases of Social Power’ in Cartwright, D. (ed.) Studies in Social Power, Ann Arbor, Mich: University of Michigan Press.
Hofstede, G. (1990) ‘The Cultural Relativity of Organizational Practices and Theories’, in Wilson, D.C. & Rosenfield, R.H. (eds.), Managing Organizations: Text, Readings and Cases, London: McGraw-Hill.
Peters, T. and Waterman, R.H. (2004) In Search of Excellence: Lessons from America’s Best-Run Companies, Exmouth: Profile
Schein, E.H. (1985) Organizational Culture and Leadership: A Dynamic View, San Francisco, CA: Jossey-Bass

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Breakthrough Leadership Skills
MN7028

Session 10: Negotiation: Priorities, Processes, Strategies

Learning Outcomes
Define Negotiation
Characteristics of successful negotiation
The importance of questioning, probing and listening
Needs, wants and influencing
The importance of a continued listening actively
Getting to Yes / BATNA
Explore related processes
Exercise on Interim Recruitment Negotiations

William
Ury
: Getting to Yes – YouTube

Definitions of negotiation
‘An extended communication created in dialogue by two sides’ (Mead 2005)

‘A process of discussion between 2 or more parties with the aim of achieving a satisfactory agreement’ (Tayeb 2003)

‘Requires parties with opposing interests to get together to make a decision’ (Elahee and Brooks 2004)

frances tomlinson
3

Negotiator skills
Research and Planning skills
Ability to think clearly under stress
Practical intelligence
Verbal ability
Product knowledge
Personal integrity
Ability to perceive and exploit power
Understand the issue

Negotiator skills
Is prepared
Recognises key issues quickly
Seeks the win-win
Has stamina
Knows when (if) to compromise
Tolerates conflict and stress
Listens well
Has sensitivity to other‘s needs
Shows patience

In the room
Confident (tone, handshake, eye contact)
First impressions count (appearance)

The £150 Game
“I will give a prize of £150 to each of the first two people who can persuade another MBA student to get up, run around Holloway campus, return to the class and stand behind his or her chair.”
What would you do?
You have to move quickly
What is your instinct?

The £150 Game

Option 1: don’t play
This is the approach of the Avoider
• Prefers not to get involved at all
• Dislike stress
• Avoids situations with “winners” and “losers”
• Can be (surprisingly) very difficult to negotiate against

The £150 Game
Option 2: Run and stand behind the chair of the person opposite you, trusting that she will give you a fair share of the cash
This is the approach of the Accommodator
Resolves conflict by solving the other party’s problem
If the counterpart is similar, he shares the wealth
But if the counterpart has another approach, the Accommodator may end up with nothing

The £150 Game
Option 3: Shout to the person sitting across from you that he should run over and get behind your chair and that you’ll share the money with him if he does
This is the approach of the Competitor
• First instinct is to see “zero sum” allocations
• Likes to “win”
• May even lie if he’s asked to get up and move, claiming he has a sprained ankle

The £150 Game
Option 4: If the person across from you is offering you £75 to stand behind her chair, take the deal (even if you made the same offer to her)
This is the approach of the Compromiser
• Favours deals that give something to each party
• Interested in maintaining relationships
• Tends to “split the difference”

The £150 Game
Option 5: Suggest to the person opposite you that you BOTH get up and stand behind each other’s chair, so you BOTH get £150
This is the approach of the Collaborator
• Tries to find a way for both parties to get the best outcome
• Willing to be creative and brainstorm
• May not be successful against a strong competitor

The £150 Game: Conclusions?
• There is no one “right” way to negotiate
•We must learn to be conscious of our own style
• Five basic types of negotiators
• Competing
• Accommodating
• Avoiding
• Collaborating
• Compromising

Negotiation styles
•Most people use a combination of these styles
•Be aware of your “default” style
• Recognising it will allow you to move away from knee-jerk responses
•Be aware of your counterpart’s style
•Be tactical about altering style as appropriate

Communication styles
How We Communicate Could Determine How Persuasive We Are
• Verbal (the words)
• Vocal (the tone)
• Silence
• Facial (the expressions)
• Non-verbal ( the body movements)

Cultural Patterns/styles

How We Perceive the word “negotiation” could dictate your approach
Japan, China: negotiations are part of relationship building process (there is no getting to yes in the room)
Spain: it’s the deal that matters
Germany: formal
Mexico/USA: informal
Netherlands/Israel: direct

May show video on cross cultural negotiation
16

BATNA

“Best Alternative To a Negotiated Agreement.”

It is defined as the most advantageous alternative that a negotiating party can take if negotiations fail and they do not secure the desired agreement
The BATNA is a party’s best alternative is if negotiations are unsuccessful.
It helps clarify alternative agreements proposed by the other party that you should reject.
It underpins the art of letting them have your way.

May show video on cross cultural negotiation
17

BATNA
So, generate possible BATNAs:
• Invent a list of actions you might take if no agreement is reached
• Improve some of the better ideas and convert them into options
• Select your Best Alternative To a Negotiated Agreement
• Then, consider what the other side’s BATNA might be…

May show video on cross cultural negotiation
18

Key Negotiation Strategies
Time issues and Deadline strategies
• Conceal your real deadline
• Declare an earlier deadline
• Find the other side’s deadline
Information
• Considered the heart of negotiations – shapes strategy, reality • Preparation is key – side with more info. has edge
• BATNA
Power
• Is it about power, ego, leverage • Balance between parties is a key factor

Key Negotiation Strategies
Getting to Yes, key elements:
Focus on interests, not positions:
• Interests = needs, desires, concerns, fears that lead to “why”
• Positions = specific demand
Separate people from positions
• People negotiate – are affected by egos, feelings, anger
• “Step into their shoes” to discover their reasoning
Focus on objective criteria
• Facts, principles, standards can be used to frame an offer Develop mutual-gains options
A settlement must be better than no agreement for both parties
• Propose options with gains for both parties

Interests, not positions
The basic problem in a negotiation lies not in conflicting positions, but in the conflict between each side’s needs, desires, concerns and fears. So, identify the Interests of the other side:
Ask why they take a particular position [to understand]
Isolate the other side’s choices [how do you want to affect them?]
Analyse the consequences of accepting or rejecting your request

Options for mutual gain
Is this distributive (win lose/zero sum) or integrative(win win) negotiation? How can you expand the pie? How can you have your cake and eat it? Invent solutions which are advantageous to both sides.
But beware of :
• Premature judgment
• Searching for a single answer
• The assumption of a fixed pie
• Believing that ‘solving their problem is their problem’

Story about cooks arguing over the orange. Do we chop it in half or does one of use want the peel.
23

Objective criteria

Frame each issue as a search for objective criteria
What objective standard might be relevant?
Be open to reasoned persuasion on their merits
Never yield to pressure, only to principle

True or false?
“In Business As in Life, You Don’t Get What You Deserve, You Get What You Negotiate” (Chester Karrass, 1996)

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Breakthrough Leadership Skills
MN7028

Topic 11: Diversity and Inclusive Leadership

Learning Outcomes for this session
Compare/Contrast Equality agenda with Diversity agenda
Current situation
The business case
Solutions

Equality and diversity – background and context

Societal context – landmark legislation in UK includes: Race Relations Act, 1965; Equal Pay Act 1970; Sex Discrimination Act 1975; Disability Discrimination Act 1995; Equalities Act 2010…. Extension to organisational users/customers as well as employees.

Equal opportunities policies

Managing diversity – origins in radical social movements in USA; ‘diversity’ a multiplicity of differences beyond gender and race; concept of diversity adopted and promoted in late 20th century as a response to challenges presented by demographic change

Consolidation: Equal Opportunities under Equality Act 2010
Acknowledgement that some groups in society face discrimination.
Legislation by Government
The Equality Act (2010) brings together the legislation governing all forms of discrimination in the workplace and established the right of everyone ‘to be treated fairly’ and ‘in exactly the same way’ (CIPD, 2017)
Fair access, treatment and promotion (orgs)
Equal Opps. policies (orgs)
Positive actions encouraged (orgs)
Positive discrimination illegal

Scope of legislation:

Some areas of discrimination covered by law include
age
disability
gender reassignment
marriage and civil partnership
pregnancy and maternity
race (including ethnic origin, colour, nationality and national origin)
religion or belief (including philosophical belief)
sex
sexual orientation

The equal opportunities approach

Concern of social justice and equality in line with the humanistic tradition of HRM

Employers’ responsibility to ensure legal compliance and counter discrimination

‘Equality proofing’ of organisational policies and practices – e.g. in recruitment and selection

Targeted groups and positive action (e.g. Police Force).

Managing Diversity

‘The basic concept of managing diversity accepts that the workforce consists of a diverse population of people. The diversity consists of visible and non-visible differences which will include factors such as sex, age, background, race, disability, personality and workstyle. It is founded on the premise that harnessing these differences will create a productive environment in which everybody feels valued, where their talents are being fully utilised and in which organisational goals are met’. (Kandola & Fullerton, 1998)

The “Managing Diversity” approach

Link with a more strategic model of HRM
Intended to engage and interest everyone (particularly managers) in promoting organisational inclusion and equality
Focus on individual, rather than group, differences.
Encompass all the ways that people differ, not just those associated with discrimination and disadvantage
Push the centrality of the ‘business case’ – economic, rather than moral, rationale for diversity

Current context

References to equality or diversity may create competing discourses

Distraction of working towards a target > tokenism?

Processes for achieving equality/diversity
Equality agendas:
Equal chance
Equal access to (all) opportunities
Equal mechanisms to progress
The short versus the long agenda

Human Capital agendas:
As above but beyond compliance with law) they may be fragile, and influenced by commercial expedience.

Positive Action for achieving equality/diversity

Encourage applicants from an under-represented group to apply for roles
Encourage applicants from an under-represented group to take training and development opportunities which will increase access to roles
Build mentoring schemes inside firms.

Links with HRM
Social justice
Humanistic traditions of HRM
Commitment
Transcends legal compliance
Human capital
Economic expediency
Driven by business interests
Concerned with maximising efficiency

Alignment with HR strategy
Recruitment and selection
Appraisal and reward
Training and development
Culture change
How realistic is a strategic approach to equality?

Key elements of the business case

Enables organisations to recruit employees from the widest pool of talent

Diversity is linked in some studies with greater creativity and innovation and superior performance

People are more engaged in organisations with a diverse set of employees

Enables organisations to recruit employees from the widest pool of talent …
Neurodiversity
Movement to work
Older employees
Ex convicts?

People are more engaged in organisations which encourage a diverse set of employees
Culture
Networks
Safe environments where people can be authentic and self-actualised

Stonewall, 2010

Employee engagement

Stonewall (2010) ‘concealing sexual orientation at work reduces productivity by up to 30%’
Catalyst (2009) LGBT employees in organisations with networks, resource groups and/or mentoring programmes are 7% to 16% higher in their workplace experience scores.

Managing Diversity
What do you think the figures are in terms of women and ethnic minorities in the workplace?

Continued under-representation of women and ethnic minorities…

Gender split in the UK workplace is now around parity.
However in the board room there is still a gender imbalance (circa 33% women to 77% men) (
www.gov.uk, 2020)

Over half of FTSE 100 firms have no ethnic minorities on their boards at all and they occupy 2% of the positions overall (City AM 2017).
Male BAMEs 6% and female BAMEs 3.8% of FTSE100’s board roles (DiversityQ, 2020)
Pay discrepancy:
https://www.theguardian.com/uk-news/2018/mar/10/top-paid-men-women-gender-gap

Managing cultural diversity
Impact of globalisation, increased movement of people and internationalisation of business

Focus on ‘culture’ as a key dimension of difference

Emergence of cross-cultural management as a distinctive field of theory and practice

Key theorists include: Hofstede, Trompenaars, Hall…

Selected references
CIPD (2018) Diversity and Inclusion at Work. Facing up to the Business Case
Accessed 13/03/19 at CIPD website
Cockburn, C. (1989) ‘Equal opportunities – the short and long agenda’ Industrial Relations Journal 20/3 213-25
French, R. (2015) Cross-Cultural Management in Work Organisations (3rd edition) London: CIPD
Kirton, Gill, and Anne-Marie Greene. The Dynamics of Managing Diversity : A critical approach, Taylor & Francis Group, 2015. ProQuest Ebook Central,
https://ebookcentral.proquest.com/lib/londonmet/detail.action?docID=2126963.

Noon, M. (2007) ‘The fatal flaws of diversity and the business case for ethnic minorities’ Work Employment and Society 21/4 773-84

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Click to edit Master title style Click to edit Master text styles Second level Third level Fourth level Fifth level ‹#›

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Breakthrough Leadership Skills MN7028 Topic 4: Motivation, Reward and Engagement at Work 1

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Learning Outcomes To understand the importance of work to individuals and functions it performs. To understand, explain and critically evaluate major theories of motivation. To relate the contribution of employee motivation to commitment and engagement. To explore the concept of Total Reward To understand and explain the nature of the psychological contract and its role in forging commitment and engagement. To consider several HR strategies in relation to building greater employee engagement: case study of M&S

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The Importance of Work Motivation Central role in management Integral to performance Permeates many sub-fields in the study of management Research history Research future

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Origin and Definitions From the Latin – Movere ‘The contemporary (immediate) influence on direction, vigor, and persistence of action’ (Atkinson, 1964) ‘A process governing choice made by persons…among alternative forms of voluntary activity’ (Vroom, 1964)

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Early History of Motivation Research Scientific Management movement (Taylor, 1911) Human Relations movement (Mayo, 1933) Theory X and Theory Y (McGregor, 1960)

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Theory X (McGregor, 1961) People inherently dislike work and, whenever possible, will attempt to avoid it. Since people dislike work, they must be coerced, controlled, or threatened with punishment to achieve goals. People will avoid responsibilities and seek formal direction whenever possible. Most people place security above all other factors associated with work and display little ambition

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Theory Y (McGregor, 1961) People will exercise self-direction and self-control if they are committed to the objectives of their work. The average person wants to accept responsibility and will seek it as well. The ability to make innovative decisions is widely dispersed throughout the population and is not necessarily the sole province of those in management positions.

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Theory Z (Ouchy, 1980) Elements of this are now considered outdated (e.g. the job for life) However Ouchy places profound emphasis on the notion of Trust

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Content Theories Individual differences/needs: Hierarchy of needs (Maslow, 1954) Three needs: components of ERG Theory (Alderfer, 1972)

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Maslow’s Hierarchy of Needs Physiological needs Safety needs Social needs Ego/esteem needs Self-actualisation needs

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Applying Maslow’s model to the context of work Physiological – pay, pleasant work conditions, dining facilities Safety – health and safety, job security Social – cohesive work group, friendly supervision, professional associations Esteem – social recognition, job title, high-status job, feedback from job itself Self-actualisation – challenging job, opportunities for creativity, achievement in work, advancement in the organisation

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Content theories (2) Defined needs of achievement, affiliation, power, and autonomy (McClelland, 1961, 1971) Work activities/nature of job: Motivation-hygiene (Herzberg, 1966)

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Herzberg’s two factor theory Hygiene Factors Company policy & administration Supervision Working conditions Salary Relationship with peers Personal life Relationship with subordinates Status Security Satisfiers Achievement Recognition Work itself Responsibility Advancement Growth

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Process Theories The ‘golden age’ of cognitive motivation theories Expectancy Theory (Vroom, 1964; Porter and Lawler, 1968) Goal-setting (Locke, 1968; Locke and Latham, 1990)

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Expectancy Theory (Vroom, 1964; Porter and Lawler, 1968) Effort expended Effective level of performance Rewards (desired outcomes) related to performance Availability of rewards

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Equity Theory Equity (Adams, 1963) Animals share this sense of equity Individual exercise – how fair is your employer?

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Recent Developments 1960s and 1970s research extended and refined in the 1980s 1990s research into motivation has declined World of work has changed dramatically Future of motivation research? Academy of Management Review (2004) Special Topic Forum on the Future of Work Motivation Theory , Vol. 29, No. 3, July 2004, pp. 339-499.

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Roots of the concept of Employee Engagement Kahn (1990) was the first to propose that individuals could become personally engaged in their work. He defined ‘personal engagement’ as ‘the harnessing of organization members’ selves to their work roles : in engagement, people employ and express themselves physically, cognitively, emotionally and mentally during role performances”.

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Levels of engagement Engaged employees work with passion and feel a profound connection to their work and company. They drive innovation and move the organisation forward. Disengaged employees are essentially ‘checked out’. They’re ‘sleep walking’ through their work- day putting time (not energy or passion)into their work. Actively disengaged employees aren’t just unhappy at work: they’re busy acting out their unhappiness. These employees can often undermine what their engaged colleagues accomplish. See :Engaged employees inspire company innovation (2006) Gallup management Journal; http://gmj.gallup.com

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Commonly recognised Components of Employee Engagement (e.g. Armstrong 2017) Commitment Organizational Citizenship Behaviour Motivation Job Satisfaction (critiqued by Macey and Schneider, 2008)

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Some antecedents of EE might be Satisfaction (although dismissed by Macey and Schneider). Social Exchange Theory (SET) is presented by Saks (2006) who believes it poses a strong case A basic principle of SET is that ‘relationships evolve over time into trusting, loyal and mutual commitments as long as the parties abide by certain rules of exchange’ (Kular et al, 2008, referencing Cropanzano and Mitchell, 2005) So … In both SET and EE mutuality is required (and mutuality we agreed last week is one of the factors distinguishing EE from some closely related concepts such as Motivation) Trust

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Elaborating on SET ‘when individuals receive economic and socio-emotional resources from their organisation, they feel obliged to respond in kind and repay the organisation (Kular, 2008 referencing Cropanzano and Mitchell, 2005) We may conclude that the concept of SET represents at least one factor explaining why employees chose to engage or disengage at work.

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Trust Erosion of trust evident at societal level in ‘distrust of political elites’ (The Economist, 2017). ‘Rising distrust of … big business, banks and the media’ (ibid). Erosion of ‘public confidence in major companies’ (CIPD, 2014a). Two thirds of employees no longer trust senior management, influenced by recession, cost reduction programs, reduced working hours, freezes on payrises/benefits/promotions.

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Erosion of the trust which is/was implicit in the ‘psychological contract’ (Rousseau, 1995) The most important trust relationship for HR is that between employees and management (CIPD, 2012). The increasing ‘personalisation of trust’ through social media channels (CIPD, 2013) means that scrutiny of the behaviours of the organisation is more intense. When HR adopts a ‘hard model’ of HRM ( Legge ) and aligns itself to ‘organisational aims’, it will also suffer from an erosion of trust and a breakdown of the psychological contract. HR professionals may need to recalibrate toward a ‘soft’ model (ibid) which emphasises elements like socialisation, training and transparent communication with employees.

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The psychological contract Definitions: A set of perceived reciprocal promises and obligations between the individual and the organisation (Makin, P., 1999) The perceptions of both parties to the employment relationship, organisation and individual, of the reciprocal promises and obligations implied in that relationship (Guest, D. 2004)

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The “deal” Employer delivers on promises Employee delivers on promises = fairness, trust, commitment, well-being, performance.

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The Changing Nature of the Psychological Contract Old deal v. new deal (Ref: Guest, D. 2004) Breakdown of the traditional ‘deal’ A career in return for loyalty A fair day’s work for a fair day’s pay Individualisation of the employment relationship Organisational change and violation

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The impact of the psychological contract Fulfilling the psychological contract is important – it influences: Performance Extra role behaviour Job satisfaction Organisational commitment Intention to quit Source: Makin, P. and van Ruitenbeek, D., 1999

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Reward Understand the concept of financial rewards. Have an appreciation of the main types of payment Understand the concept of non-financial rewards. Understand the concepts of new reward and total reward.

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Reward or ‘compensation’? Marchington et al (2016) refer to the negative connotations related to compensation for ‘something bad happening to you’ Contrast with the more positive ‘rewards’, which may include ‘money, activities, variety, status, social contacts’ (ibid)

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Performance and Rewards Rewards are of obvious concern to both employers and employees. The emergence of HRM has produced or coincided with great expansion of both: Performance-related pay (a culture of “pay for contribution not pay for position”) Performance management

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Philosophy of Pay/Reward Systems Management will normally seek a pay system which they believe will give: the best balance between cost and supervisory control, and; provide the best incentive for employees. Marchington et al (2016) stress the importance of the reward philosophy in reflecting the overall objectives of the employer. Likewise the different elements of the package should all coherently ‘send a clear message to employees’

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Employer’s Assumptions about Reward Systems That the HR processes are a strategic fit for the business strategy Unitarist perspective which assumes that employees will endorse the business strategy Deterministic assumption that reward will have a direct impact on organisational performance Assumption that employees will work in a way that, in the absence of the reward system, they would not

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Employee’s Assumptions about Reward Systems Expectancy Theory (Vroom, 1964; Porter and Lawler, 1968) Motivational Force (MF) = Expectancy x Instrumentality x Valence

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Fairness Any pay system will fail if it is perceived to be unfair by the employees. Fairness of pay is a comparative concept not an absolute one. Equity Theory tells us that people will be better motivated if they feel that they are fairly paid – called the ‘felt-fair’ principle (Jacques, 1962) But fair in relation to what or whom? Usually the person at the next desk!

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Types of Payment Systems (e.g. Gilman, 2016) Payment by time. Performance-related pay or “Incentive Pay Schemes”: Payment by Results (PBR) – a variable element is determined by some ‘objective’ measure of the work done or its value. In the UK, this is losing favour in the shadow of the pension selling scandals. Merit-based systems – the variable element is related to an assessment of overall job performance

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Benefits of Payment by Results (PBR) according to Armstrong (2010) Motivate employees Serve as a lever for innovation and change (through modifications of processes to achieve performance) Send a message about the importance of good performance Link rewards directly to performance (and perhaps also to organisational goals) Help attract and keep the best staff Diminish the possibility of “golden handcuffs” where under-performers linger Meet the fundamental human need for achievement.

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Flaws of Payment by Results (PBR) according to Marchington et al (2016) Demotivate other employees Generally cost more to implement than they generate in increased revenue. Assume everyone works for/is motivated by money

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Payment by Results policies are growing in popularity NHS, teachers, Civil Service in the UK Asian countries – even Japan (which historically has paid on seniority)

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Case study of Payment by Results (Marsden, 2015) A PBR was rolled out in USA in certain schools who allocated part of their budget to spend on high performing teachers. The plan failed, arguably because: They didn’t give it enough time (2 years) There was a lack of understanding about how it worked There was a lack of money motivation in the targets (who instead focused on other more pastoral priorities) The PBR did not “create new budget”. The money had to be taken from somewhere else, creating tensions.

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Reasons to Pay well: Delivers a better choice of applicant Reduces performance ‘issues’ (Marchington et al, 2016) Reduces staff turnover May increase effort/contribution (in line with Social Expectancy Theory)

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‘New rewards’ (Lawler, 1990) Asserted that reward: Can (and should) align with the business strategy Can therefore help deliver the business strategy Offer the potential to lever/deliver cultural change Yet two‐thirds of organisations in the United Kingdom do not have a reward strategy (Chartered Institute of Personnel and Development 2008)

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Rejection of ‘new rewards’ logic CIPD (2015) report suggests that strategies of ‘new rewards’ are being ‘set aside or at least tempered by contemporary operating conditions’ Individual pay schemes are being used despite ambitions to promote a team ethic Such schemes ‘frustrate team cooperation’ HR prescriptions around team based logic has not gained traction.

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Nature of rewards: Financial Job-based pay Person-based pay Pensions Financial recognition schemes (bonuses?) Share schemes

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Financial “benefits” ‘Fringe’ or ‘employee’ benefits: to ensure that a competitive total remuneration package is provided to attract, retain and motivate staff. to increase the employee’s commitment to the organization. to take advantage of tax efficient methods of rewarding employees.

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Typical Non-Pay (but still Financial) Benefits Pension schemes Share schemes Company car Personal security E.g. extra-statutory sick pay; death in service benefits; personal accident cover; medical insurance etc Financial assistance

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Pension schemes Around half of employees in the UK are in occupational pensions schemes Pension schemes are the single most costly element in remuneration (notably in relation to workers with longer service) Two types: Defined benefit (DB): where the risk is taken by the employer Defined contribution (DC): where the risk is taken by the employee DC is on the increase but DBs are being wound up. (Antunes, 2016)

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Share ownership schemes Benefits? Education Motivation Recruitment and retention Performance Paternalism Drawback? Lack of direct correlation between effort and reward

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Cafeteria Approach to Rewards Management (Perkins and White, 2011) Allows employees a degree of choice in their total remuneration package, e.g. by permitting them to take less in non-pay benefits and more in pay, or vice versa The core benefit element will be salary The costed benefits will be elements such as car, Health Insurance, Childcare, extra holiday Employees chose the package” they wish to “construct”. The total overall value of their compensation will be the same whatever choices they make. This allows the individual to tailor their rewards to their particular needs and alter these as their needs change.

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Non financial rewards and recognition ‘managers do not motivate employees by giving them higher wages, more benefits, or new status symbols. Rather, employees are motivated by their own inherent need to succeed at a challenging task. The manager’s job then is not to motivate people to get them to achieve; instead, the manager should provide opportunities for people to achieve so they will become motivated.’ (Herzberg, 1987) ‘The desire of many individuals to seek opportunities for personal growth through their work is very powerful’ (Marchington et al, 2016, citing Giancola , 2010)

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Armstrong on Non-financial rewards ‘Financial incentives may increase engagement for some people in the short run, but the greatest impact on engagement is made by non-financial rewards, especially when they generate intrinsic motivation through the work itself and the work environment, and when they are provided by line managers’ (Armstrong, 2017, p.132).

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Reilly and Brown (2008) propose an engagement model for the Reward Strategy Examine the current strategy and structure Decide on the desired strategy and structure Understand ‘what brings people to work, keeps them with the organisation and motivates them to perform while there …’

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Non financial rewards and recognition ‘managers do not motivate employees by giving them higher wages, more benefits, or new status symbols. Rather, employees are motivated by their own inherent need to succeed at a challenging task. The manager’s job then is not to motivate people to get them to achieve; instead, the manager should provide opportunities for people to achieve so they will become motivated.’ (Herzberg, 1987) ‘The desire of many individuals to seek opportunities for personal growth through their work is very powerful’ (Marchington et al, 2016, citing Giancola, 2010)

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Nature of rewards: Non-financial (after Armstrong, 2017) Recognition in looser sense Achievement Personal growth Learning and Development opportunities Enhancement of well-being Some are extrinsic (e.g. verbal encouragement from manager) Some are intrinsic (e.g. job content)

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‘Total rewards’ defined. The CIPD define total reward as encompassing ‘all aspects of work that are valued by employees, including elements such as learning and development opportunities and/or an attractive working environment, in addition to the wider pay and benefits package’ (CIPD, 2015)

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Elements of ‘Total rewards’ The CIPD (2015) cite the US organisation WorldatWork as identifying six separate components of the work experience in addition to pay and benefits: performance and recognition work/life balance organisational culture employee development and career opportunities business strategy human resource strategy.

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Elaboration of ‘Total rewards’ concept Zingheim and Schuster (2001) suggest that the concept of total rewards has four components: Compelling future Individual growth Positive Workplace Total Pay. Towers and Perrin and Hay Group have adopted this model

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Managing the intrinsic element through job design Lawler (1969) identifies three elements to job design which are necessary to make a job ‘intrinsically’ motivating: Feedback relating to performance: this should be meaningful (Armstrong, 2010). Armstrong also states that this means they be able to see more of the picture, i.e. how their role fits into the whole process. Abilities: the jobholders must feel that they are making use of those abilities which they values. Self-control (autonomy): the jobholders must feel they have discretion

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Increased focus on ‘job characteristics’ in job design (Hackman and Oldham, 1976) Hackman and Oldham, 1976, propose a ‘job characteristics model’ (ibid), comprising five key elements: Skill variety (the range of skills and talents required) Task identity (the breadth within the task) Task significance (in relation to the “bigger picture”) Degree of autonomy (discretion, e.g. in methods) Feedback (clarity on performance) If jobs are designed in a way that maximises these dimensions then three psychological states can occur: Experience of meaningfulness at work Experience of responsibility for work outcomes Knowledge of results of work

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Motivation alone is not enough Marchington et al (2016) argue that people with a high ‘growth need’ will be more likely to experience changes in their psychological contract as a result of exposure to such job design However they also need abilities. As with performance more generally AMO seems to apply: Performance = Ability x Motivation X Opportunity

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Recurrent theme in the EE literature: ‘The line manager relationship is crucial’ (Robinson and Hayday, 2009) ‘Leaders and leadership can influence each facet of engagement through a range of processes’ (Soane, E (Leadership and Employee Engagement. in Truss et al, 2014, Employee Engagement in Practice)

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Selected Bibliography Armstrong, M. (2017) Armstrong’s Handbook of Human Resource Management Practice. 14 th Edition. London: Kogan Page Armstrong, M. (2010) Armstrong’s Handbook of Reward Management Practice. London: Kogan Page (available as ebook through Lonmet catalogue) CIPD (2015) Reward Strategy and Total Reward Factsheet (updated 2016) accessed 31/10/17 at https://www.cipd.co.uk/knowledge/strategy/reward/strategic-total-factsheet#7370 Henderson, I. (2010) Human Resource Management for MBA Students. London: CIPD Institute for Employment Studies (IES) (2016) The Relationship between Total Reward and Employee Engagement. Accessed 31/10/17 at http://www.nhsemployers.org/~/media/Employers/Publications/Reward/Total%20reward%20and%20employee%20engagement%20report Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou , A. (2016) Human Resource Management at Work. 6 th Edition. London: CIPD

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Motivation Theory Ashley Read Collins Natalie Langley 134 2020-11-12T11:33:41Z 2004-05-11T05:27:24Z 2023-09-21T13:42:15Z

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0 3772 Microsoft Office PowerPoint Widescreen 388 62 29 0 0 false Fonts Used 3 Theme 1 Slide Titles 62 Arial Calibri Times New Roman Default Design Breakthrough Leadership Skills MN7028 Learning Outcomes The Importance of Work Motivation Origin and Definitions Early History of Motivation Research Theory X (McGregor, 1961) Theory Y (McGregor, 1961) Theory Z (Ouchy, 1980) Content Theories Maslow’s Hierarchy of Needs Applying Maslow’s model to the context of work Content theories (2) Herzberg’s two factor theory Process Theories Expectancy Theory (Vroom, 1964; Porter and Lawler, 1968) Equity Theory Recent Developments Roots of the concept of Employee Engagement Levels of engagement Commonly recognised Components of Employee Engagement (e.g. Armstrong 2017) Some antecedents of EE might be Elaborating on SET Trust Erosion of the trust which is/was implicit in the ‘psychological contract’ (Rousseau, 1995) The psychological contract The “deal” The Changing Nature of the Psychological Contract The impact of the psychological contract Reward Reward or ‘compensation’? Performance and Rewards Philosophy of Pay/Reward Systems Employer’s Assumptions about Reward Systems Employee’s Assumptions about Reward Systems Fairness Types of Payment Systems (e.g. Gilman, 2016) Benefits of Payment by Results (PBR) according to Armstrong (2010) Flaws of Payment by Results (PBR) according to Marchington et al (2016) Payment by Results policies are growing in popularity Case study of Payment by Results (Marsden, 2015) Reasons to Pay well: ‘New rewards’ (Lawler, 1990) Rejection of ‘new rewards’ logic Nature of rewards: Financial Financial “benefits” Typical Non-Pay (but still Financial) Benefits Pension schemes Share ownership schemes Cafeteria Approach to Rewards Management (Perkins and White, 2011) Non financial rewards and recognition Armstrong on Non-financial rewards Reilly and Brown (2008) propose an engagement model for the Reward Strategy Non financial rewards and recognition Nature of rewards: Non-financial (after Armstrong, 2017) ‘Total rewards’ defined. Elements of ‘Total rewards’ Elaboration of ‘Total rewards’ concept Managing the intrinsic element through job design Increased focus on ‘job characteristics’ in job design (Hackman and Oldham, 1976) Motivation alone is not enough Recurrent theme in the EE literature: Selected Bibliography false false false 16.0000

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Click to edit Master title style Click to edit Master text styles Second level Third level Fourth level Fifth level ‹#›

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MN7028: Topic 12 Cross-cultural Negotiations and Trust-building/ Ethics in the context of international business

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Breakthrough Leadership Skills MN7028 Topic 12 : Cross-cultural Negotiations and Trust-building/ Ethics in the context of international business 2

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Session Overview Defining cross-cultural negotiation Negotiation as a staged process Cross-cultural issues at different stages of negotiation Ethics and corporate social responsibility Ethical issues in international business Western theories of ethics Universalism or relativism? Cultural differences in ethics and values – implications for management and international business practice.

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Negotiating Give examples of different situations or contexts in which people engage in negotiations What do these situations have in common? What is the purpose of negotiation?

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Definitions of negotiation ‘An extended communication created in dialogue by two sides’ (Mead 2005) ‘A process of discussion between 2 or more parties with the aim of achieving a satisfactory agreement’ (Tayeb 2003) ‘Requires parties with opposing interests to get together to make a decision’ (Elahee and Brooks 2004)

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Cross-cultural negotiation ‘Discussions of common and conflicting interests between persons of different cultural backgrounds who work to reach an agreement of mutual benefit’ (Chaney and Martins (2004) cited in Zhu et al (2007)) Perceived as more difficult and complex because of differences in language and culture. ‘Promising partnerships fail to get off the ground due to conflicts and misunderstandings during the negotiation process’ (Steers et al, 2010: 321) Literature on cross-cultural negotiation tends to focus on contrasts between ‘Western’ (typically USA) and ‘Eastern’ (typically Chinese or Japanese) styles of negotiating

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Issues in cross-cultural negotiation What are aspects of cultural difference are highlighted in the following video? https://www.youtube.com/watch?v=rSDntIn6ekE

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Cross-cultural factors that impact on negotiations include: Individualism and collectivism High and low power distance High and low context Uncertainty avoidance Polychronic and monochronic Harmony or mastery Specific and diffuse….. Different assumptions about time and the importance of personal relationships are seen as key cultural factors in negotiating…

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Stages of negotiation (Tayeb 2003; Adler 2002) Preparation Non-task sounding Task-related exchange of information Persuasion Concessions and agreement There are different cultural understandings about the degree to which these stages are differentiated and their relative importance.

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Preparation Information gathering (national and cultural context; company information) Where to negotiate, physical arrangements (choice of 3 rd country in Middle East….) Expectations re time needed Who to include in negotiating team, what rank, how many Establishing own priorities, trying to predict others’ priorities

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Non-task sounding stage Focus on relationship and trust building Arab negotiators – greet foreign visitors at airport; invite them to private residence before formal negotiations begin ( Khakhar and Rammal 2013) Business in China is based on interpersonal trust; the importance of ‘old friend’ status and ‘banqueting’ (Miles 2003), in Mexico business relationships are more personalised than in USA ( Elahee and Brooks 2004) Monochronic and low context cultures want to ‘get down to business’… confusion between Chinese and Australian/American negotiators re when to end this stage (Zhu et al 2007)

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Task related exchange of information Parties make their presentation and state their position US negotiators: this stage is straightforward objective process, the aim is to exchange information. Chinese negotiators: ask questions rather than give information, get other party to take initiative and state position (Miles 2003)

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Persuasion Each party tries to persuade the other to give up part of their demands and make concessions: the use of negotiating ‘tactics’ Zhu et al (2007): US/Australian unable to pursue their persuasion strategies because Chinese had not provided them with essential information Arab managers – emphasise personal contacts (‘Wasta’) that can facilitate implementing agreement ( Khakar and Rammall , 2013) Importance of non-verbal cues at this stage (readiness to compromise/agree) Contrasting styles – study of UN Security Council in 1970s revealed USA negotiators made more use of factual/inductive arguments; Syrians used emotional appeal; Russians used ideological arguments…

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Different understandings/assumptions about conflict during negotiation (Lee 1998): Negotiation is a competitive game, involving open confrontation. Conflicts are short term and can be resolved OR: Conflict represents a fundamental threat that is long-term and cannot be resolved. Collectivists – prefer accommodation and avoidance strategies, believe in patience and harmony; individualists are more confrontational. High individualism and high uncertainty avoidance (Eastern and Southern Europe) associated with greater emphasis on rules and regulatory frameworks as a means to resolve conflict.

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Concessions and agreement Collectivist cultures may take longer, need to achieve consensus Concessions may be made throughout process – according to Adler (2008) Russians and Arabs make more extreme initial offers; Russians see concessions as a weakness. Miles (2004) when negotiating with Chinese – expect negotiator to confer with superiors; do not count on signing a contract on particular trip (ideas about time)

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Finalising the negotiation Different understandings of what constitutes a contract – cultures favouring Western-style contracts emphasise the importance of ‘getting it in writing’ as the basis for mutual trust, in contrast cultures favouring oral agreements (typically Chinese and Japanese) see trust as mostly personal ( Usunier , 2013) USA – negotiators assume that agreeing the deal is the end of the negotiating process, whereas in Thailand the process of negotiation goes well beyond this stage (Mead, 2005)

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References Elahee , M and Brooks, C (2004) ‘Trust and negotiation tactics: perceptions about business-to-business negotiations in Mexico’ Journal of Business and International Marketing 19/6 397-404 Khakhar , P and Rammall , H (2013) ‘Culture and business networks: International business negotiations with Arab managers’ International Business Review 22, 578-590 Lee, M (1998) ‘Understandings of conflict: a cross-cultural investigation’ Personnel Review 27/3, 227-242 Miles, M (2003) ‘Negotiating with the Chinese: lessons from the field’ Journal of Applied Behavioural Science 39/4, 453-472 Usunier , J-C (2013) ‘International negotiations’ in Chanlat et al (eds) Cross-cultural Management, Routledge Zhu, Y., McKenna, B. and Sun, Z (2007) ‘Negotiating with Chinese: success of initial meetings is the key’ Cross Cultural Management 14/2, 354-364

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Ethics and values in international business

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Overview Ethics and corporate social responsibility Ethical issues in international business Western theories of ethics Universalism or relativism? Cultural differences in ethics and values – implications for management and international business practice.

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Ethics and business in western society The Protestant ethic Free market economics: ‘There is one and only one social responsibility of business – to use its resources and engage in activities designed to increase profits so long as it stays within the rules of the game, which is to say, engages in open and free competition without deception or fraud’ (Friedman 1970: 6) Increasing recognition of the social impact of business Stakeholders and interest groups Moral capital, mission statements and ethical codes

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Examples…. https://corporate.primark.com/en-gb/a/primark-cares/our-approach https://www.ikea.com/gb/en/this-is-ikea/sustainable-everyday/

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Ethics and international business Class discussion: Examples of issues?

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Are there universal rules which can/should be applied to ethical dealings? Deontological perspectives: things are good or bad. Murder? Kant’s categorical imperatives. Consequential perspectives: focussing instead on the effects and results of actions. Whose murder? Bentham and Mill utilitarianism

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Bribery and corruption ‘Corruption is rife and getting worse in high-growth export markets promoted by the Foreign Office and Downing Street’ (The Guardian 28.8.12) Countries with highest perceived levels of public sector corruption: Somalia, S Sudan, N Korea, Syria, Yemen, Sudan… Countries with lowest perceived levels…: Finland, Sweden, Switzerland, Norway, Singapore… https://www.transparency.org/news/feature/corruption_perceptions_index_2016 (accessed 09/12/20)

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The basis of moral behaviour….. Influence of religious laws and beliefs Behaviours: specific and diffuse (Trompenaars) Whistle-blowing: Purity or loyalty ( Chanlat et al, 2013, p.169)

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Contextualism in Japanese business (Taka 1998) The belief in the importance of social context (stemming from Confucianism): ‘external’ rather than ‘internal’ Positive influences include: Consensus and avoidance of conflict Respect for seniors Respect for employees – lifetime employment Shareholders should not intervene Companies refrain from excessive competition and … Some act against exposure of corruption – in 1980s, employees of Green Cross Corporation did not raise concerns relating to unsafe blood products

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Universalism vs Relativism Universalism: belief in a set of universally applicable ethical principles Relativism: ethical principles cannot be applied universally Parochialism and ethnocentrism – tendency to see one’s own culture as morally superior People within the same society do not all share the same values and moral beliefs

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Ethics values and cultural difference Implications of… Individualism or communitarianism High and low context – giving and receiving gifts Inner – outer direction (contextualism)

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Exposure of corporate fraud at Olympus April 2011: appointment of Michael Woodford as first foreign president of Olympus Later that year he was fired for ‘failing to adapt to Japanese corporate culture’ But Michael Woodford claimed he was fired for initiating investigation into corporate fraud going back to late1980s Cultural factors that Woodford argued undermine Japan’s strengths include ‘tribalism’, misplaced loyalty and self-reinforcing networks amongst managers…. Pilling, D (2012) ‘A gaijin blows the whistle’ FT 28 November

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Different perspectives on gift giving: ethics at Citicorp (from Schneider and Barsoux , 2002) After successfully completing a complex deal for a Japanese client, he presents you with an expensive vase to express his appreciation. Although accepting a gift of such value is clearly against Citicorp policy returning it would insult your client. Would you: return the vase [..] explaining tactfully that it’s against Citicorp policy to accept gifts accept the gift because you can’t risk insulting an important client accept the gift on behalf of Citicorp… display it in a public area accept the gift and use it as a reward for an employee who displays service excellence? style.visibility ppt_x ppt_y style.visibility ppt_x ppt_y style.visibility ppt_x ppt_y style.visibility ppt_x ppt_y style.visibility ppt_x ppt_y style.visibility ppt_x ppt_y

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Universal ethical standards? Guirdham proposes charting a route to an ‘ethical minimum’, agreed by partners from the different cultures involved in a process of concensus -building (see French, 2015, p.246) Schneider and Barsoux (2003) identify three components which might serve to underpin universal standards: Honesty Integrity Protection of stakeholders

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Dealing with dilemmas? Kohls et al (1999) gathered data from (mainly) US students asking them how they would deal with a situation where the other party had breached their own standards: Avoiding Forcing Educating Negotiating Accommodating Collaborating Adoption of one of the above may be influenced by these factors: Moral significance (actual significance to the host culture and how common it is) Power (evenly distributed or is there dependency?) Urgency (is there time to discuss/negotiate?)

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Ethics, values and cultural differences? Ethics are defined as ‘ a set of moral principles : a theory or system of moral values’. They are ‘ the principles of conduct governing an individual or a group’ (Merriam-Webster Online) Or as the ‘social organising of morality’ (Clegg et al, 2007) Try to consider how your moral principles might be influenced and moulded by, for example: Individualism/Collectivism High/Low Context Inner/Outer Direction

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Further reading on effects of social culture in business ethics: Akbar, Y.H and Vujić, V. (2014) “Explaining corruption: the role of national culture and its implications for international management”, Cross Cultural Management 21/2,191-218 Chanlat, J.F., Davel, E. and Dupuis, J-P. (2015) Cross Cultural Management: Culture and Management across the World. Routledge: London Crawley, E., Swailes, S. and Walsh, D. (2013) Introduction to International Human Resource Management. OUP: Oxford

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Synthesising leadership – Ethical Leadership? Ethical egoism: transactional, focus on maximising profits Utilitarianism: best outcome for the greatest number of people Altruism: authentic transformational leadership in which ‘leadership has a moral dimension’ (Northouse, 2019, on Burns)

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Synthesising leadership – Global Leadership? Global leaders must develop five cross-cultural competencies (Adler and Bartholemew , 1992, in Northouse, 2019) Grasp of business, politics and cultural environments Grasp of perspectives, tastes, trends and technologies across many cultures Ability to communicate with people from different cultures (Hall, 1976) Ability to relate to people from different cultures from a position of equality rather than ethnocentric superiority (French, 2017) Ability to work with people from different cultures In addition they need to be able to Create transcultural visions (Ting-Toomey, 1999 in Northouse, 2019)

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Breakthrough Leadership Skills MN7028 Topic 9: Coaching 1

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Aims & Objectives 2

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The Vision accessible through the medium of coaching “What lies behind you and what lies in front of you, pales in comparison to what lies inside of you” Ralph Waldo Emerson 3

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Definition: What is Coaching? “ Coaching could be seen as a human development process that involves structured, focused interaction and the use of appropriate strategies, tools, techniques to promote desirable and sustainable change for the benefit of coachee and potentially for other stakeholders.” (Cox E., Bachkirova .,Clutterbuck D., (2011) The Complete Handbook of Coaching, p1)

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Coaching “Coaching is unlocking a person’s potential to maximise their own performance. It is helping them learn rather than teaching them” Whitmore, J., Coaching For Performance, (2004) 3rd edition published by Nicolas Brealey Publishing ISBN: 1-85788-303-9. In quoting this he is referring to the original writing of Timothy Gallway in the Inner Game Of Tennis in which he takes what was seen by many as a ground breaking approach to improving performance i.e. the individual’s internal obstacles are often more daunting than external ones, therefore what is more important is the individual’s own learning, rather than teaching from an external source. The (Inner Game of Tennis by W.Timothy Gallwey (Paperback – 5 Sep 1986) ISBN: 978-0330295130

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Coaching Coaching is recognised as a powerful vehicle for increasing performance, achieving results and optimizing personal effectiveness (Cox E., Bachkirova.,Clutterbuck D., (2011) The Complete Handbook of Coaching, p211) 6

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Key issues when Coaching Coaching is not Counselling (you are not qualified!) Ethical practice : as it uses psychology: Role of Power and Influence Coaching relationship is key : Have clear boundaries/ parameters: Coach – not the expert Coachee is always in control and decides which topic and action to take and when Coach is facilitator- Must be objective – Removes their own opinions/ideas/limitations/ bias/prejudice from coaching session – it’s not about the coach, so avoid it becoming ego-based Clarity – be clear on what can be achieved in 1 session /X number of sessions. Usually short term. However CEO’s often have regular coaching sessions

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8 Coaching requires : Emotional Intelligence The ability to monitor one’s own and others’ feelings and emotions, to discriminate among them and to use this information to guide one’s thinking and actions. According to John D. Mayer and Peter Salovey , two of the leading researchers on the topic, emotional intelligence (EI) Coaching People Skills Motivating others. Interacting with peers, employees, clients, superiors

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Some categories of coaching 9

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Coaching Relationship Model (5 elements of successful and effective coaching) Coachee Coach Beliefs/ experience/ background Organisation/ Environment/ Stakeholders Setting ethical standards (Cox E., Bachkirova .,Clutterbuck D., (2011) The Complete Handbook of Coaching,) RELATIONAL

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Which COACHING STYLE? 11

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CORE Coaching Skills:

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13 Coaching Checklist: Build Rapport: Are you the right ‘fit’ as a coaching team? You can only coach someone who A) Wants to be coached and B ) Gives permission to be coached so check they really want to be coached Use Listening / Questioning Create Empathy ( not sympathy) to Empower Disclosures : Legal requirements Let the Coachee lead – they are in control – ALWAYS This is about them – not you The Coachee can change goal/ end coaching relationship Ask before you Challenge – calmly, respectfully. E.g may I challenge you on that? With your permission.. Always get permission before progressing You can end coaching relationship if coaching is not being effective or you are uncomfortable

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14 (T-)GROW Model Sir John Whitmore from his classic coaching book, “Coaching for Performance.”

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Considered best practice by successful coaches It was advocated by Sir John Whitmore in his classic coaching book, “Coaching for Performance.“ You will practice using this model for your coaching role play The T- GROW model presents a way of identifying an issue, working on the issue and finding a way forward. It stands for… 15 What is the (T-)Grow model?

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TOPIC The topic is actually the starting point. The client sets the topic and has full control of session. Be clear what you can and cannot ‘coach’ someone on, i.e. coaching is not counselling. The GROW model is the T-GROW model. Before you find the goal, establish the topic. This can relate to the longer term coaching goals that the client is working on. Be clear on this before moving onto the next stage. The topic will give the overall context to the coaching. 16

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The Model 17

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18

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Reality 19

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Reality Activity – do a “Reality Check” on where you are with regard to the goal you have just identified. Where are you currently with it? Is your goal “realistic”? What evidence is there that you can achieve it? 20

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Options 21

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Options Activity – think of as many options as you can for your coaching topic – even/ especially outrageous ones! what is available for you to do? Now? In a month? – write down 10 options 22

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The Wrap-up 23

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It’s not linear 24

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Coaching Issues Coaching is not Counselling Ethical practice: as it uses psychology Have clear parameters: Role of Power and Influence Coach – not the expert Coachee is always in control and decides which topic and action to take when Coach is facilitator- Remove your own opinions/ideas/limitations/ bias/ prejudice from coaching session – it’s not about you! Can become ego-based Clarity – be clear on what can be achieved in 1 session / number of sessions. Usually short term however CEO’s often have regular coaching sessions

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Coaching Activity: 45 Mins Now, in trios you are going to do a role-play scenario Coach – Coachee – Observer (15 mins each) Use the T-GROW model to see how well you can coach your colleague Take turns to coach each other The Observer will give feedback to both – using the feedback improve your skills Write down what you learn to feedback in main group

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Coaching Reflections 27

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Relevant Reading: Carnegie, D. (2007) How to Win Friends and Influence People, Vermilion Clutterbuck, D. Megginson, D. (2009) Further Techniques for Coaching and Mentoring, Butterworth Heinemann Covey, R, S. (2004) The 7 Habits of Highly Effective People, Simon & Schuster Cox E., Bachkirova T., Clutterbuck D., (2011)The Complete Handbook of Coaching Downey, M. (2003) Effective Coaching Lessons from the Coach’s Coach, Texere Fitzgerald, C and Garvey Berger, J. (2002) Executive Coaching: Practices and Perspectives, Davies- Black Garvey, R.Stokes P and Megginson D. (2012) Coaching and Mentoring: Theory and Practice 28

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Relevant Reading (contd.): Gallwey, T. (1986)The Inner Game of Tennis, Pan Books Gallwey, T. (2000)The Inner Game of Work, Pan Books Harvard Business Essentials, (2004) Coaching and Mentoring, How to Develop Top Talent and Achieve O’Connor, J. (2004) Coaching with NLP: How to be a Master Coach, Element Stronger Performance, Harvard Business School Press Whitmore, J. (2009) Coaching for Performance, 4th Ed. Nicholas Brealey Publishing Whitworth, L. Kimsey House K. and Kimsey House, H. (2004) Co-Active Coaching, Changing business; Transforming Lives, 4th Ed. Nicholas Brealey Publishing; 29

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Introduction to the practice of coaching and the theoretical frameworks which underpin coaching and practice: T-GROW Model Coaching as part of Leadership ‘Toolkit’. It is also a Leadership approach To provide an overview of the principles and practices of business coaching To develop key coaching skills to use in the workplace Coaching in Practice: Learn to coach and be coached in an ethical and respectful manner

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Introduction to the practice of coaching and the theoretical frameworks which underpin coaching and practice: T-GROW Model Coaching as part of Leadership ‘Toolkit’. It is also a Leadership approach To provide an overview of the principles and practices of business coaching To develop key coaching skills to use in the workplace Coaching in Practice: Learn to coach and be coached in an ethical and respectful manner

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Sports coaching Life coaching Executive Leadership coaching Neuro -linguistic Programming (NLP) Coaching

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Sports coaching Life coaching Executive Leadership coaching Neuro -linguistic Programming (NLP) Coaching

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DIRECTIVE? Experienced coach NON-DIRECTIVE? More explorative

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DIRECTIVE? Experienced coach NON-DIRECTIVE? More explorative

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Behavioural Approach LISTENING 1950 – 1970 EMPATHY REFRAMING: CREATE SHIFT FROM FAILURE TO SUCCESS QUESTIONING

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LISTENING Behavioural Approach QUESTIONING 1950 – 1970 EMPATHY REFRAMING: CREATE SHIFT FROM FAILURE TO SUCCESS

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G- oal – what is the goal? R – eality What’s the reality? O- ptions What options? W-rap up the session/ Way forward.

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G- oal – what is the goal? R – eality What’s the reality? O- ptions What options? W-rap up the session/ Way forward.

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Goal Goal definition is essential – it needs specifics/ clarity / detail/ timing – can relate to SMART objectives ACTIVITY : Write a goal for yourself now e.g. presentation skills

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Goal definition is essential – it needs specifics/ clarity / detail/ timing – can relate to SMART objectives ACTIVITY : Write a goal for yourself now e.g. presentation skills Goal

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The R of the Grow model stands for REALITY. Before you can achieve your goal. You first need to know where you are. In NLP ‘reality’ is referred to as the ‘present state’. The job of the coach is to ask clarifying questions. Don’t judge, don’t try to fix. Focus is on the where the coachees see themselves. The purpose is to become clear of the starting point.

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The R of the Grow model stands for REALITY. Before you can achieve your goal. You first need to know where you are. In NLP ‘reality’ is referred to as the ‘present state’. The job of the coach is to ask clarifying questions. Don’t judge, don’t try to fix. Focus is on the where the coachees see themselves. The purpose is to become clear of the starting point.

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Once you know where you are – i.e. REALITY- then consider the OPTIONS. Client must be really be open to possibilities Expand ideas – V Imp often need to challenge client – respectfully EXPLORE – Find out what is available for the client to do – ALL possibilities Identify ALL key options to be actioned Client COMMITS to taking specific action on specific date – must be written

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Once you know where you are – i.e. REALITY- then consider the OPTIONS. Client must be really be open to possibilities Expand ideas – V Imp often need to challenge client – respectfully EXPLORE – Find out what is available for the client to do – ALL possibilities Identify ALL key options to be actioned Client COMMITS to taking specific action on specific date – must be written

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Finally the W of the GROW model stands for WRAP-UP . Client agrees on an option and commits to take action Way Forward ACTION- What will the client do/ Commitment is vital/ When?

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Finally the W of the GROW model stands for WRAP-UP . Client agrees on an option and commits to take action Way Forward ACTION- What will the client do/ Commitment is vital/ When?

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The GROW model is not a strictly linear process. You can move around it as you clarify things. It’s quite likely that when you get to ‘WRAP-UP’ you will return to REALITY and/or OPTIONS to move things forward- or even review the Goal

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The GROW model is not a strictly linear process. You can move around it as you clarify things. It’s quite likely that when you get to ‘WRAP-UP’ you will return to REALITY and/or OPTIONS to move things forward- or even review the Goal

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Reflect on your Coaching What key coaching skills have you learned – what did you find easy/ hard? How might you integrate Coaching into your future leadership?

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Reflect on your Coaching What key coaching skills have you learned – what did you find easy/ hard? How might you integrate Coaching into your future leadership?

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Coaching Catherine Heming Natalie Langley 7 2020-11-30T21:44:35Z 2023-09-27T18:38:57Z

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Breakthrough Leadership Skills
MN7028

Topic 8: Interpersonal Communication

Learning Outcomes

To understand communications channels and barriers to effective communications.
To explore some of the particular challnges of cross cultural business communication.
To consider the importance of influence, persuasion, assertiveness and negotiating in communicating with others.
To examine the sources and nature of conflict within organisations.
To describe the importance of networking within and between organisations.

The Communication Process

An interpersonal process of sending and receiving symbols with messages attached to them.
The exchange of messages between people for the purpose of achieving common meanings (Guirdham, 1995)
Communication is effective when the intended meaning of the sender is identical to the interpreted meaning of the receiver.

The Interactive Process of Interpersonal Communication
4

‘Noise’: Distortions in the Communication Process

Poor written or oral expression.
Failure to recognize nonverbal signals.
Physical distractions.
Status effects.
Using the wrong “channel”

Typical applications for Written versus Face to Face communication

Written channels work best when:
Messages are simple and easy to convey.
Require extensive dissemination quickly.
Convey formal policy or authoritative directives.

Spoken channels work best for messages that:
Are complex or difficult to convey where immediate feedback is needed.
Attempt to create a supportive, even inspirational, climate.

One Way and Two Way Communication
One way
Fast
Looks efficient but often inaccurate
Needs planning
Less threatening to the sender
Receiver can feel frustrated

Guirdham, 1995
Two way
Slow
Looks inefficient but often more accurate
Planning is less essential
Sender is more vulnerable
Receiver more likely to feel confident

Richness
Channel richness is the capacity of a communication channel to carry information in an effective manner.

Low channel richness is impersonal, one-way, and fast.
High channel richness is personal, two-way, and slow.

Managers need to choose a channel with the appropriate richness for the communication.
8

Communication Media: Examples of Media Richness

Face-to-face dialogue *
Videoconference *
Telephone conversation *
* Voice mail
* E-mail
* Informal letters/memos
* Organization’s own videos
* Formal written documents
* Formal numerical documents

Single
Multiple

Fast
Slow
Speed of
Personalized Feedback
Cues and Language
* Organization’s Web site

Some other causes of noise in communication
Hearing what we expect to hear
Perceptions about the communicator (status/non-verbal)
Influence of own reference group
Different meanings (cultural or semantic)
Emotional context
Organisational size

Overcoming Communications Barriers
Adjusting to the world of the receiver (put yourself in their shoes if you can)
Using feedback
Using reinforcement
Using direct, simple language
Reinforcing words with actions
Using multiple channels
Reducing problems of size

Vertical (one way) communication in Organisations
Common in traditional (more hierarchical) organisations.
Delivers organisational efficiencies (can be done in volume and with weight of authority)
Top down but may be too blunt a vehicle for the message and sometimes polyphasic (so slow and/or unpredictable to reach conclusion)
Impersonal

Other issues with Vertical (one way) communication
Interpretive perspective of communication
Employees may react differently to the same messages
Language and symbols used to create and shape peoples social realities
Communication is not a linear process – many variables affecting process
Organisational members capture complex experiences that are a combination of sense, emotion, reason and imagination using narration and story telling to impart meaning

Communications Media
Written systems
These include reports, magazines, newsletters, bulletins,
New technologies for communication
Informational databases, electronic mail systems, voice mail systems, cellular/smart phone systems
Text

Communication Technologies and Behaviour in “busy” contexts
Communication can become more impersonal
Interpersonal skills may diminish – less tactful, less graciousness
Non-verbal cues lacking
Altered social context
Information overload – email?
Email -encourages polyphasic activity

Communicating across cultures
“Communication is only possible between people who to some extent share the same system of meaning” (Trompenaars and Hampden-Turner, 1997)

“It is possible to know the language, and even have in one’s possession adequate translations, without grasping the meaning of what is being said and done” (Much, 1995)

Culture and communications
Language and communication issues are intertwined with cultural differences

Culture represents shared ways of life and understanding, thus culture is itself a process of communication

Culture is reflected in language, but language is not necessarily tied to a specific culture e.g. versions of English

Interconnections of language and culture – Japanese language ‘too polite’ and decision made to use English as language of key meetings and documents at Nissan (FT 5th May 2001)

Language issues
The significance of language is a relatively neglected area in the study of MNCs …

Language a barrier, resource or source of power
Important role of ‘language mediators’
Importance of language fluency for career progression
Competence may be masked behind language barrier
Different levels of language competence – ‘proportional facility’
Cognitive strain

Vaara et al (2005): case study of a cross-border merger between Finnish and Swedish banks

Swedish was originally chosen as the ‘senior management language’ of the new company
Interpreted by Finnish speakers as sign of Swedish dominance, placed them at linguistic disadvantage
Language training was limited to those in daily contact with Swedes
Situation further complicated by the existence of two versions of Swedish
Efforts by Swedes to learn some Finnish symbolically important and appreciated by Finns
Corporate language changed to English…

Model of cross-cultural communication (from Haworth and Savage, 1995)

Area of common understanding

Person from culture A
Person from culture B

Phenomenal
Field

Dynamics of cross-cultural communications
Explicit/implicit messages (sender)

Apprehended/inferred messages (receiver)

Speech pragmatics or characteristic communication patterns – including conventions and rituals (e.g. greetings), jokes, emotional expression, tolerance of silences, pace or ‘music’ of speech

High & low context communication
Context: information that surrounds an event
High context communication
Assumes the listener is already ‘contextualised’ ; reliance on the overall situation to interpret messages
The explicit messages can be elliptical
Low context communication
Relying more on the explicit verbal content of messages; context less important than content
Associated with more accessible, fluid, cultural environments
Hall, E. (1976)

Communicating between High and Low context environments
In low context environments, communicators tend to:
Avoid ambiguity
Come to the point quickly
Fill silences where possible
In high context environments, communicators tend to:
Talk indirectly (and so may be ambiguous to outsiders)
Use silence to convey a range of meaning.

Different principles underpinning management feedback
Down-graders, understatement, hedgers (UK?)
Upgraders (Germany?)
Directness (NL?)
Sparing with compliments (Fra?)
Confidentiality (Asia)

Active Listening
The process of taking action to help someone say exactly what he or she really means Understand the feeling and respond to this – patience/simple acceptance.
Focus on the content and avoid making judgements
Understand the feeling and respond to this
Paraphrase and restate the message
Don’t interrupt
Don’t question the facts
Listen to what isn’t said –note all cues, verbal and non-verbal

Selected references
Brannen, M.Y., Piekkari, R. and Tietze, S. (2014) ‘The multifaceted role of language in international business: Unpacking the forms, functions and features of a critical challenge to MNC theory and performance’ Journal of International Business Studies 45, 495–507
Guirdham, M. (1996) Interpersonal Skills, Hemel Hempstead: Prentice Hall.
Hall, E. (1976) Beyond Culture. New York: Doubleday
Harzing, A-W and Feely, A. (2008) ‘The language barrier and its implications for HQ-subsidiary relationships’ Cross-cultural Management 15/1 49-61
Meyer, E. (2015) The Culture Map. New York: Public Affairs
Thomas, K.W., 1974. Thomas-Kilmann conflict mode survey. Tuxedo, NY: Xicom.
Vaara, E., Tienari, J., Piekkari, R. and Santti, R. (2005) ‘Language and the circuits of power in a merging multi-national corporation’ Journal of Management Studies 42/3 595-623

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Click to edit Master title style Click to edit Master text styles Second level Third level Fourth level Fifth level ‹#›

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MN7128 Breakthrough Leadership Skills Topic 6 Working Across Cultures: The Global Context for Leadership

ppt/slides/slide2.xml
Learning Outcomes Distinguishing between Emic and Etic perspectives Exploration of landmark work on socio-cultural theories: Hofstede, Trompenaars & Hampden-Turner, Hall, Schwartz Consider some different values underpinning societies. Globe Project Leadership dimensions Managing across cultures (exercise)

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Approaches to exploration of the concept of culture Emic approaches: which investigate phenomena within their specific cultural context (e.g. inside one organisation) Etic approaches: which attempt to generalise theories and concepts to other cultures and examine similarities and differences…

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Some definitions of the concept of culture ‘the way we do things around here’ (Drennan, 1992, after Bower) ‘By culture I mean the shared beliefs top managers have about how they should manage themselves and other employees, and how they should conduct business(es)’ (Lorsch, 1986) ‘the collective programming of the mind that distinguishes the members of one group or category from another’ (Hofstede, 2001)

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Hofstede’s Dimensions of Culture Power distance Individualism/collectivism Masculinity/femininity (or Quantity of Life vs Quality of Life ) Uncertainty avoidance Long term Orientation (Confucian dynamism) Indulgence

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Criticisms of Hofstede Methodology Data Collection Generalisability Unrealistic to think of uniform national cultures

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Power Distance Power distance – the extent to which the members of groups (workplaces/countries) expect and accept power to be distributed unequally

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Uncertainty Avoidance Uncertainty avoidance – the extent to which the members of a culture feel threatened by uncertain or unknown situations or prefer structure

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Individualism/Collectivism Individualism – societies in which ties between individuals are loose – everyone is expected to look after themselves or their immediate family Collectivism – societies in which people from birth onwards are integrated into strong cohesive groups, which throughout people’s lifetime continue to protect them in exchange for unquestioning loyalty

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Masculinity/Femininity Masculinity – societies in which social gender roles are clearly distinct Femininity – societies in which social gender roles overlap

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Confucian dynamism This time dimension or long term orientation (LTO) was added by Hofstede later and was influenced by the work of Hofstede and Bond (1988) in the context of Chinese society.

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Cross country comparisons: www.geerthofstede.com Country comparison tool: https://www.hofstede-insights.com/country-comparison/ Geert Hofstede

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Trompenaars and Hampden-Turner (1993,1997, 2011) Developed database of responses from over 5,000 managers from 50+ countries over 15 years. Their responses are compared along seven dimensions: Universalism/particularism Individualism/communitarianism Affective/neutral Specific/diffuse Achievement/ascription Orientation towards time Internal/external orientation

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High & low context communication Context: information that surrounds an event High context communication Assumes the listener is already ‘contextualised’ ; reliance on the overall situation to interpret messages The explicit messages can be elliptical Low context communication Relying more on the explicit verbal content of messages; context less important than content Associated with more accessible, fluid, cultural environments Hall, E. (1976) Beyond Culture . New York: Doubleday.

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Schwartz (2012) Power Achievement Hedonism Stimulation Self-direction Universalism Benevolence Tradition Conformity Security

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Quality of life? Attitudes to work and employment Working hours, holidays and quality of life Job satisfaction The intensity, direction and duration of employees’ behaviour in relation to organisational goals http://uk.businessinsider.com/happiest-countries-best-quality-life-2016-11

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Cross-country comparisons Long hours and hard work culture: Japan – ‘karoshi’ (death from overwork); reported average working day of over 12 hours; S Koreans averaged 2,316 annual working hours (OECD average 1,768) (WSJ 2010) Japanese on average take 8.8 days annual leave per year (half their allowance) (Guardian 5.10.17) Statutory leave entitlement: paid vacation days (excluding public holidays): Finland, Austria, Denmark 25 days; Russia 20; India 12; Taiwan 7; China 5…. USA no statutory agreement (OECD 2014) According to a 2001 survey job satisfaction levels in S Korea only 14% (compared to Denmark 61%, USA 50%, France 24%….)

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Motivation theories Content theories – include Maslow, Herzberg, McClelland (what motivates…) Process theories – include equity and expectancy theories (how people become motivated…) Questioning the universal application of these theories Hofstede: management by objectives Triandis : horizontal collectivism; Ubuntu in southern Africa Impact of more externally oriented cultures e.g. relevance of expectancy theories in Muslim cultures

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Transactional and transformational leadership (Bass 1997) Transactional leadership – focus on mutual exchange, fulfilling role expectations Transformational leadership – leaders who inspire others with their vision, successfully implement their vision, show personalised concern…. How universally appealing is the transactional model?

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Leadership and culture ‘Leading from the front’: strong, individualised leadership, focus on corporate heroes… favoured in USA, UK, Ireland, Spain but not universally regarded as the ‘best’ Finland and Sweden favour more consensus oriented leadership; common goals more important in Germany; in France leaders regarded more strategic thinkers… Paternalistic model favoured in SE Asian countries – social distance, harmony, humane, personalised relationships (see Aycan et al (2014; chapter 7)

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The Contingency Approach to Leadership ‘Leaders cannot chose their styles at will. They are constrained by the cultural conditions that their followers have come to expect’ (Robbins, 2005) In France they want directive leaders ‘Korean leaders are expected to be paternalistic’ ‘Arab leaders who show kindness or generosity without being asked to do so are seen as weak’ ‘Japanese leaders are expected to be humble and speak infrequently’ (French, 2015) (see French (2015; p.146)

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Different principles underpinning management feedback Down-graders, understatement, hedgers (UK?) Upgraders (Germany?) Directness (NL?) Sparing with compliments (Fra?) Confidentiality (Asia)

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The GLOBE Project G lobal L eadership and O rganizational B ehaviour E ffectiveness project. Started in 1991 and continues today – 17,000 participants from 950 countries and counting (French, 2015)

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GLOBE: CEOs/Leaders were compared on nine cultural dimensions: performance orientation future orientation assertiveness uncertainty avoidance power-distance institutional collectivism family collectivism gender egalitarianism human orientation

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Six leadership attributes (House et al, 2004) Charismatic/value-based Self-protective Autonomous Humane Participative Team-orientated dimension

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Universally positive leadership attributes Attributes that reflected good leadership across all country clusters included trust, integrity, charisma Charismatic/value based dimension Attributes that reflected good leadership across all country clusters included those related to building supportive team Team-orientated dimension

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GLOBE project on leadership – country clusters (House et al, 2004)

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Universally negative leadership attributes Attributes that reflected poor leadership across all country clusters: malevolence, face-saving > Self-protective dimension

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Some cultural variations Nordic and Anglo cluster : emphasise team orientation Southern and East European cluster: diplomacy, face saving, following procedures is more important than in other European countries Leaders in the Middle East should be familial, humble, religiously observant (outside values framework) USA: managers are more confrontational and critical in contrast to Japan where feedback is more indirect People in cultures which have low tolerance for ambiguity and risk taking (e.g. Japan), prefer major decisions to be taken by their leaders Those in cultures with a higher tolerance for ambiguity (e.g. US and UK) prefer to participate in decisions Scandura , T. and Dorfman, P (2004) ‘Leadership research in an international and cross-cultural context’ The Leadership Quarterly 15/2, 277-307

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Selected References and some primary sources to explore Browaeys , Marie-Joelle. Understanding Cross-Cultural Management , Pearson Education Limited, 2019. ProQuest Ebook Central , https://ebookcentral.proquest.com/lib/londonmet/detail.action?docID=5742188 Deresky , H. (2017). International management: managing across borders and cultures : text and cases ., pp.223-232 http://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=1419482. French, R., 2015. Cross-cultural management in work organisations . Kogan Page Publishers. Globe Project – various publications online at Hofstede, G., Hofstede, G.J. and Minkov, M., 2010. Cultures and organizations: software of the mind: intercultural cooperation and its importance for survival . McGraw-Hill. Meyer, E. (2015). The culture map: decoding how people think, lead, and get things done across cultures . Trompenaars, F. and Hampden-Turner, C. (1999) Riding the Waves of Culture, 2 nd Ed, Nicholas Brealey Publishing: London

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Breakthrough Leadership Skills
MN7028

Topic 7:Leading Change

Learning Outcomes

To distinguish and evaluate selected change theories.
To evaluate and apply a range of change management models.
To identify some of the reasons for resistance of change and apply theories to combat these.
To critically assess the contribution made by HRM/HRD specialists in the management of change.

The nature of change?

“You cannot step twice into the same river for other waters are continually flowing on… everything flows and nothing abides; everything gives way and nothing stays fixed…cool things become warm, the warm grows cool; the moist dries, the parched becomes moist … It is in changing that things find repose…” [Heraclitus, approx 500 BC]

4
Models of change

Planned change

Emergent change

Change resulting from a deliberate decision to alter the organisation

Change as a continuous process….

Contrasting models of change…
Planned change (stability model): initiatives intended to improve organisational efficiency and operation, top down model, assumes underlying stable state, manager’s role to implement change in a way that will minimise resistance; assumes there is one best answer to the problem….
Emergent change (processual model): change is a continuous process of adaptation, includes informal change processes outside formal hierarchies and boundaries; manager’s role is to foster organisational climate that encourages risk taking and innovation…

Critiques of Planned Change

Assumption of stability (is ‘freezing’ viable?)
Assumption of predictability of the change process itself (will events derail it, what might derail it)
Arguably it ignores politics and conflict

> Logical incrementalism’ (Quinn, 1980)
> building supportive coalitions (Kotter, 1996)

Defining organisational change

‘The process by which an organisation moves from its present condition to a desired state; in particular improving its use of resources in its struggle to continue to create value and survive’ (Luhman and Cunliffe, 2013: 111)

Change management: ‘Attending to organisational change processes at organisational, group and individual levels’ (Hughes, 2010:4)

The importance of change management
“Every organisation has to prepare for the abandonment and reinvention of everything it does, not once but as an ongoing philosophy” [Peter Drucker – Harvard Business Review Sept 1990]
“Nothing is more important in a manager’s armament than the capacity to successfully effect change”. [Rosabeth Moss-Kanter Harvard Business School]
The ability to manage change is recognised as a core organisational competence.

Triggers for Organisational change
External
Competition
Technology
New materials
Changing tastes
Legislation
Economic trends
Political shifts
Social values
Internal
Poor performance
Inadequate skills
New ideas
Design innovations
New management
Relocation
Restructuring
[Source: Organizational Behaviour; Huczynski & Buchanan; 2004]

Common contexts/objectives for Organisational change

Structural change
Changes in goals or mission
Technological change
Change in work tasks
Changes in attitudes and cultural values

Models of Change
Lewin (1947)
Thurley (1979)
Kubler-Ross (1969/1980)
Beckhard and Harris (1987)
Dunphy and Stace (1988)
Bandura (1986)
Eisenstat et al (1990)
Kotter (1996)

Eisenstat, Beer, and Spector’s
Six Steps to Effective Change (1990)
Mobilise commitment around business problem
Develop shared task aligned vision (of roles and responsibilities)
Foster consensus on that vision
Encourage spreading of revitalisation (but independently in their own respective forms – let them “reinvent the wheel”)
Institutionalise revitalisation (processes)
Monitor and adjust strategies

Eisenstat, R., Beer, M., and Spector, B. (1990)

The contribution of Kurt Lewin
Lewin was one of the ‘founding fathers’ of social psychology, group dynamics and action research

Highly influential in fields such as:
Gestalt theory
Tavistock Institute
Sensitivity training
Change Theory and Force Field Analysis

Lewin’s model
Unfreezing
Changing
Freezing
Force field analysis: driving vs restraining

Lewin, K. (1890-1947)

Beckhard and Harris: Change as a Planned Process
Three ‘states’ to the change process:
Diagnosing present conditions
Defining transition activities
Developing strategies and action plans

Beckhard, R. and Harris (1987)

Dunphy and Stace (1988): Contingency/Situational models for change
They propose four styles of change leadership: consultative, collaborative, directive and coercive, depending on external and internal context:
Collaborative
Consultative
Directive
Coercive

Thurley’s approaches
Directive
Bargained
Hearts and minds
Analytical
Action-based

Thurley, K. (1979)

Bandura’s Behavioural Approach

People make conscious choices
Information comes from their environment
Choices are based on values, views and consequences

Bandura, A. (1986)

Kotter’s 8 step change model

https://www.kotterinc.com/8-steps-process-for-leading-change/

Create a sense of urgency
Build a guiding coalition
Form a strategic vision and initiatives
Enlist a volunteer army
Enable action by removing barriers
Generate short-term wins
Sustain acceleration
Institute change

The role of HR in Change
Ulrich (1997) ‘change agent’ is one of four roles for the HR professional
HR should become ‘an agent of continuous transformation’ (ibid)
actively shaping organizational processes and culture (Ulrich, 1998)
‘clear, consistent and concensual messages’ about the change programme (Baddar AL-Husan and Kakavelakis in Perkinsd and Arvinen-Muondo, 2013)
Echoes of Pettigrew (1979) ‘management of meaning’

The 7 C’s of change (CIPD, 2005)
Choosing team
Crafting vision
Connecting hard issues with soft issues
Consulting with all stakeholders
Communicating
Coping with the process
Capturing learning

The corresponding 7 relevant HR practices (Thornhill et al, 2000)
Cultural change
Recruitment
Performance management practices
Resource development
Reward management
Management of employee relations
Downsizing

Overcoming Resistance to Change
Analysis of the impact
Identification of negative reactions
Involvement
Sense of ownership
Communications

‘replacing resistance with resolve, planning with results and fear of change with excitement about its responsibilities’ (Ulrich, 1998)

Is resistance irrational?
Resistance to change is not necessarily irrational or inappropriate – can stimulate re-examination of the assumptions and provide alternative assessments, enables discussion of the change rather than simple acceptance…
In many organisations we find the problem of ‘change for change’s sake’ – ideological and political reasons to introduce particular changes; isomorphism and management fads and fashions…

Change, loss and emotion
Application of the coping cycle, a psychological model originally developed in relation to those diagnosed with terminal illness, and later to the bereaved:
denial,
anger,
bargaining,
depression,
acceptance (Kubler-Ross 1969)

The association of organisational change with grieving and loss

Managing conflict in change contexts (based on Clegg et al, 2016 cited in Hughes, 2019, p.191)

Establish your goals, what you want to achieve?
Inside and outside the org., which important/influential stakeholders can help you achieve the goals?
What are their views and what do they think of the proposed change?
Who can they in turn influence?
Who can you influence?
Which strategies of power will be effective?
Based on steps 1 to 6, choose an ethical approach.

Gaining commitment to change (Watson and Reissner, 2014, p.323)
Analysis
Planning
Communication
Implementation
Institutionalising change

People’s Skills for change (Watson and Reissner, 2014, p.328-330)
Stakeholder mapping and exploration of power
Sensemaking
Understanding oneself

Issues with mergers/acquistions (Kay and Skelton, 2000)

Retention of key talent
Effective communication
Executive retention
Cultural integration

Selected reading

Burnes, B. (2004) Kurt Lewin and the Planned Approach to Change. A Reappraisal. Journal of Management Studies. Vol 41, 6 pp. 977-1002
Eisenstat, R., Spector, B. & Beer, M. (1990) Why Change Programmes don’t Produce Change. Harvard Business Review Nov/Dec 1990
https://hbr.org/1990/11/why-change-programs-dont-produce-change

Hughes, M. (2010) Managing Change: a Critical Perspective. CIPD: London
Kotter, J. (1996) Leading Change. Harvard: Harvard University Press
Kotter, J. and Rathgeber, H. (2006) Our Iceberg is Melting. Macmillan: London
Lewin, K. (1951) Field Theory in Social Science, New York: Harper & Row.
Perkins, S. and Arvinen-Muondo, R. (2013) (eds.) Organizational Behaviour. People, Process Work and Human Resource Management. London: Kogan Page
Senior, B., Swailes, S., & Carnall, C. (1920). Organizational Change, 6th Edition. Harlow, United Kingdom, Pearson Education Canada. http://public.eblib.com/choice/PublicFullRecord.aspx?p=6131420.
Watson, G. and Reissner, S. (2016) Developing Skills for Business Leadership. London: CIPD, Ch. 12

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Click to edit Master title style Click to edit Master text styles Second level Third level Fourth level Fifth level ‹#›

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Breakthrough Leadership Skills MN7028 Topic 5: Organisational Performance 1

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Learning Outcomes To evaluate contemporary debates in – and models of – HRM and HRD to explain current practice employed in organisations for managing people. To define and explore the concepts of performance and performance management To discuss High Performance Work Systems (HPWS) To evaluate the role of effective people management policies and practices in enhanced organisational performance. To contribute to the effective implementation of systems and enhanced organisational performance. To explain the main factors that can facilitate or impede effective organisational performance.

ppt/slides/slide3.xml
Hard versus soft HRM Hard HRM: focus on profitability and well-being of the organisation; stresses the ‘resource’ aspect of HRM Soft HRM: associated with the human relations movement; employees are valued assets and a source of competitive advantage Short-term versus long-term focus? A false dichotomy?

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Ulrich’s (1997) Four Roles of HR Professionals People Future/ strategic focus Day to day /operational focus Processes Employee Champion Administrative expert Strategic Partner Change agent

ppt/slides/slide5.xml
What is Performance? ‘the outcomes of work’ or ‘a record of a person’s accomplishment’ ( Bernadin et al, 1995) and Kane, 1996) Or alternatively ‘the ways in which organizations, teams and individuals get work done’ (Campbell, 1990) Or maybe a combination of outcomes and behaviours: ‘Performance means both behaviours and results … behaviours are also outcomes in their own right – the product of mental and physical effort applied to tasks – and can be judged apart from results’ (Brumbach, 1998 in Armstrong, 2012)

ppt/slides/slide6.xml
What are the components of Performance? Job-specific task proficiency Non-job specific task proficiency (e.g. Organizational Citizenship Behaviour) Written and oral communication proficiency Demonstration of effort Maintenance of personal discipline Facilitation of peer and team performance Supervision/leadership Management/administration (Campbell et al, 1993)

ppt/slides/slide7.xml
Three dimensions of Performance Management (after Shields, 2007) ‘Individual results flow into group results, which in turn contribute to organization-wide results’ ( Shields 2007, cited in Armstrong, 2017) So Armstrong (2012) argues that you need to look at it at individual, team and organizational levels. Performance culture High Performance Work Systems (HPWS)

ppt/slides/slide8.xml
Four perspectives of Performance Measurement (after Kaplan and Norton 1992) Financial Perspective– how do we look to shareholders? Customer Perspective – how do customers see us? Internal Business perspective – what we need to excel at? Innovation and Learning Perspective – can we continue to create value?

ppt/slides/slide9.xml
Performance Management ‘A systematic process for improving individual, team and organisational performance’. (Armstrong, 2014 p.331) The continuous process of improving performance by setting individual teams and goals whiah are aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing progress, and developing the knowledge, skills and abilities of the people.’ (Armstrong, 2017 p.391)

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Best practice HRM Definition: “The best practice view identifies a set of HR policies that, it is argued, is associated with improved performance in all types of organisations and, by implication, for all types of employees” (Kinnie et al, 2005: 9) Note: other terms – high commitment HRM, high involvement HRM, high performance work systems all embody the notion of Best Practice.

ppt/slides/slide11.xml
Best practice HRM and organisational performance Assumption that particular bundles of HR practices have the potential to contribute to: improved employee attitudes and behaviours lower levels of absenteeism and labour turnover higher levels of productivity, quality and customer service in all types of organisation. This has been argued to have the effect of generating higher levels of profitability (Marchington and Wilkinson, 2009)

ppt/slides/slide12.xml
Components of best practice HRM Employment security and internal labour markets Selective hiring and sophisticated selection Extensive training, learning and development Employment involvement and participation: worker voice Self-managed teams/team-working High compensation contingent on performance Performance review, appraisal and career development Reduction of status differentials/harmonisation Work-life balance (‘adapted significantly’ from Pfeffer, 1998 and cited in Marchington et al, 2016)

ppt/slides/slide13.xml
‘Bundles’ of HR practices Long history researching individual best practices Best practice HRM is about combining these together into ‘bundles’. Based on the idea that investment in individual practices will have limited effect whereas making changes together will have a more powerful effect . This suggests there is a specific set of practices which can and should be adopted by firms which will lead to universal improvements in performance. (Wilkinson and Redman, 2009)

ppt/slides/slide14.xml
The People and Performance link (Purcell et al, 2003) Research programme to explain ‘how and why HR practices impact on performance’ ( p.ix ) Starts with the framework of AMO: ‘performance is a function of Ability + Motivation + Opportunity’ A key to the HR- Performance link is the existence of a ‘Big Idea’ in the org. with ‘a clear mission, underpinned by values and a culture expressing what the company stands for and is trying to achieve’ The big idea displays 5 common characteristics: ‘embedded, connected, enduring, collective and ‘measured and managed’’

ppt/slides/slide15.xml

ppt/slides/slide16.xml
The People and Performance link (Purcell et al, 2003) Bringing policies to life: the critical role of line managers ‘the exercise of employee discretion is crucially affected by the way in which managers exercise their own discretion’ (p.37) Model for ‘Front-line management’ Implementing Enacting Leading controlling

ppt/slides/slide17.xml
High Performance Work Systems (HPWS) and performance ‘HPWS are bundles of HR practices that facilitate employee involvement, skill enhancement and motivation. HPWS provide the means for creating a performance culture’ (Armstrong, 2017) Definitions vary but Shih et al (2005) identify the following components: Job infrastructure (AMO) Training Programmes to enhance employee skills Information sharing and worker involvement mechanisms Reward and promotion opportunities that provide motivation

ppt/slides/slide18.xml
Characteristics of a high-performance work culture (Armstrong, 2010) Management defines what it wants in terms of performance and its goals, with a ‘clear line of sight’ between strategic aims of org and team and individual levels Job redesign, autonomous work teams, improvement groups, team briefing, flex work Clarity on goals, underpinned by the PM processes Cultural fit between org goals and individual capabilities Empowered workforce Strong leadership engendering shared belief in continuous improvement Engaged, committed, motivated employees Capacities of people are developed through learning Climate of trust and teamwork aimed at delivering to the customer People are valued according to their contributions There is a steady pool of talent available from which to identify high performers

ppt/slides/slide19.xml
Three theories underpinning Performance Management Goal Theory (Latham and Locke, 1979) Reinforcement Theory (Skinner, 1938) Social Cognitive Theory (Bandura, 1986)

ppt/slides/slide20.xml
Four elements of Performance Management Agreement Feedback Positive reinforcement Dialogue (Capelli: 2008)

ppt/slides/slide21.xml
Principles of Performance Management (after Egan, 1995) Performance Management should provide: Direction Freedom to get their work done Encouragement (and not control) Leading to growth Leading to strategic collaboration (Egan cited in Armstrong, 2017)

ppt/slides/slide22.xml
Principles of Performance Management (after Strebler et al, 2001) Performance Management systems should: Have clear aims and measurable success criteria Be designed and implemented with the involvement of the employee Be simple Be aligned (and contribute to) organisational goals, ‘line of sight’ Focus on role clarity and performance improvement Be aligned with complementary L and D initiatives Explain rationale which links them to rewards Be equitable, transparent Be regularly assessed themselves against success criteria ( Strebler et al cited in Armstrong, 2017)

ppt/slides/slide23.xml
People Managers are a crucial element Reinforce the link between organizational objectives and individual ones Give feedback Keep employees on course, or steer them back on course Hold employees ‘accountable’ (CIPD, 2017) Senior leaders meanwhile define and demonstrate the desired culture, mission, vision and values

ppt/slides/slide24.xml
Why Manage Performance? Individual goals can be aligned with organizational goals and specifically (according to Jones et al, 1995) to: Build a Shared vision Avoid ambiguity by clearly defining roles of all employees Provide an unambiguous framework for individuals Provide an unambiguous framework for teams Provide an unambiguous framework for rewards Key notion of ‘accountability’ (CIPD, 2017)

ppt/slides/slide25.xml
Why Manage Performance? (after Henderson, 2010) Motivation to perform is increased. Self-esteem is increased. The job definition and criteria for job success are clarified. Managers gain insight about subordinates, which helps the manager build relationships with their staff.

ppt/slides/slide26.xml
Why Manage Performance? (Henderson, 2010, cont’d) Self-insight and development are enhanced. Employees become more competent. HR actions are likely to be fairer (and perceived as such) There is better protection from lawsuits. There is better and more timely differentiation between competent and poor performers.

ppt/slides/slide27.xml
Why Manage Performance? (Cont’d) Supervisors are forced to address performance problems before they become too costly, and cannot be remedied. Supervisors’ views of performance are communicated more clearly. Organizational goals are made clear. Organizational change is facilitated.

ppt/slides/slide28.xml
Typical Performance Management System An agreement between individual and manager setting out objectives and development needs. Performance is continually monitored , assessed and reacted to. Regular formal review of performance against objectives, and setting of new performance agreement . ‘holds people to account’ (CIPD, 2017)

ppt/slides/slide29.xml
Planning for Performance The manager must know the criteria for success or failure, in order to assess performance. Specifically, the manager must be aware of the knowledge, skills and abilities (KSAs) needed to do the job competently. The KSAs and criteria for job success should be explicit in the relevant job descriptions.

ppt/slides/slide30.xml
Supporting Performance Maintaining continuous awareness of how the employee is performing, and giving feedback on this on a mainly informal basis. Revising initial objectives, standards, key accountabilities and competency areas if required without waiting for scheduled formal performance appraisal meetings. Supporting Personal Development Plans.

ppt/slides/slide31.xml
Personal Development Plan Personal Development Plans are a key component of Performance Management (according to Henderson, 2010) A good development plan assist employees to: do better in the future avoid past performance problems

ppt/slides/slide32.xml
Constructive Performance Management ‘Performance management should be a continuous process which links together performance, motivation, individual goals, departmental purpose and organisational objectives; these in turn should be overseen by management but engage the workforce’ (Marchington, 2012)

ppt/slides/slide33.xml
Key components of performance management (Mearns in Watson and Reissner , 2014, p.259) Recruitment and selection Induction Reviewing, appraisal and feedback Reward and reinforcement Training and Development Communication, support and counselling Management of poor performance Organisational Culture

ppt/slides/slide34.xml
Good Induction offers these benefits (Mearns in Watson and Reissner, 2014, p.278) Relaxed and settled employee Employee more open to training and development Retention levels are higher (Fritz and Vonderfecht , 2007) Links between good induction and positive ER/IR

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Poor Induction risks these outcomes (CIPD in Watson and Reissner , 2014, p.278) Weak integration into team Low morale and low motivation Reduced levels of performance and productivity and if they leave Additional recruitment costs Wasted time/money in training Knock on impact in team productivity/performance

ppt/slides/slide36.xml
Performance Appraisal Process offers these benefits (Mearns in Watson and Reissner , 2014, p.280) Clarify expected standards and measure against them Allocate rewards Identify high performers Highlight training and development needs Discuss career progression Counsel employees (where needed) Give constructive feedback Establish future aims, objectives, targets Motivate employee and increase their morale Improve communication

ppt/slides/slide37.xml
Some conclusions about Performance Research findings as to the links between performance management and performance are mixed and inconclusive. CIPD (Gifford) says their research found no clear evidence. Armstrong argues for Employee involvement in the process on the basis that ‘people are more likely to respond positively and are more likely to work to improve their performance and develop their capabilities if they share in the processes of defining expectations [and] are involved in creating and developing their skills and competencies’ (Armstrong, 2017. p.396) Performance management has benefits for the employer, not least in informing decisions on remuneration for outcomes. From the employee’s point of view it can facilitate rewarding people ‘by recognition through feedback, the provision of opportunities to achieve, the scope to develop skills, and guidance on career paths’ (ibid). These are all non-financial sources of Employee Engagement. Furthermore they all require leadership from the line manager.

ppt/slides/slide38.xml
Selected References Armstrong, M and Taylor, S. (2015) Armstrong’s Handbook of Performance Management. 5 th Edn . London: Kogan Page (available online from Lon Met) Boxall, P. and Purcell,, J. (2008) Strategy and Human Resource Management. 2 nd ed. Basingstoke: Palgrave Macmillan Boxall, P. and Purcell,, J. (2015) Strategy and Human Resource Management. 4 th ed. Basingstoke: Palgrave Macmillan CIPD: numerous factsheets and reports available for the CIPD website at www.cipd.co.uk , including Could do better? Assessing what works in performance management . Henderson, I. (2010) Human Resource Management for MBA Students. London: CIPD Kaplan, R. S. and Norton, D. P. (1992) ‘The Balanced Scorecard–Measures That Drive Performance’, Harvard Business Review , 70(1), pp. 71–79. Available at: http://0-search.ebscohost.com.emu.londonmet.ac.uk/login.aspx?direct=true&db=bth&AN=9205181862&site=ehost-live (Accessed: 31 March 2020). Purcell, J., Kinnie , N., Hutchinson, S., Raylon, B. and Swart, J (2003). Understanding the People and Performance Link: Unlocking the Black Box. London: CIPD. Watson, G. and Reissner , S. (2014) Developing Skills for Business Leadership. London: CIPD

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The Contribution of HRM and HRD in Organisational Performance and Customer Service Shortland Natalie Langley 137 2020-03-31T19:41:41Z 2010-05-19T12:12:10Z 2023-09-21T12:17:31Z

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