This post reflects earlier thinking and context. It’s preserved for reference but no longer represents the primary focus of AlignTech Solutions.
This is the third article in our series entitled Managers: The Good and the Bad.
Fortunately, there are some very good managers in this world and one of them is the Strength Finder. I can’t imagine a better person to work for, simply because it is in their nature to find the best that each individual has to give and then find ways to help them grow and use their talents.
I confess that one of my current intellectual and professional pursuits is in understanding how a person’s strengths relate to his/her temperament (MBTI or Kiersey range). The tool of choice for me is the Clifton StrengthsFinder test which was originally distributed with Marcus Buckingham’s book Now, Discover Your Strengths. It is still available for a reasonable fee if purchased in bulk and is also available in single purchase form in Tom Rath’s StrengthsFinder 2.0 book.
Characteristics of Strength Finders
| Archetype(s): | Coach | ||
| MBTI Range: | NF (iNtuitive + Feeling) | ||
| How to Spot: | There are several things to watch for:
| ||
| Behaviors: |
| ||
| Reason(s) to Hire: |
| ||
| Risks: |
|
Final Thoughts
I’m ready to quit my day job (and perhaps one of my night jobs) and go find a Strength Finder to work for.
Questions
- If Strength Finders are indeed such great team builders, where are they? At most, 10% of the managers I’ve encountered could be considered Strength Finders.
- Are there certain personalities that don’t thrive under the management of Strength Finders?
