Your assessment results show the strengths you’re most likely to overdo at work, how others might misjudge you, and how you might misjudge them. But you can make it a productive strength again by adjusting the volume, by doing less. And when you don’t get the expected results, you turn up the volume and try harder – overdoing it to the point of weakness. ![]() If you use a strength too much or in the wrong context, it won’t work as intended. Some people see your strengths the way you intend them, while others experience a distorted version. Your intentions are good, but they don’t always harmonize with others’ expectations. You do something expecting positive results, but you get a negative reaction instead. Overdone strengths are like good music played too loud. To some, it looks like a weakness because it’s possible to have too much of a good thing. They’re not flaws or things you don’t do well. Are your strengths getting the intended results and reactions? Are you achieving your goals while making things better for others in the process? Choosing the right strength fosters collaboration and solidifies the bonds within your team.Īlmost everything you’ve heard about weaknesses is wrong. How do you know if you’re using the right strength? Pay attention to your interactions. But just because you prioritize certain strengths, does not mean you can’t use different ones. Your top strengths are often really effective for you, but sometimes your preferred strengths won’t work in certain situations or with certain people. And you may be uncomfortable with the strengths at the bottom or even avoid using them. The strengths at the top are most like you. Your Strengths Portrait ranks your strengths from 1 to 28 and shows how you prioritize these behaviors in your daily work relationships. The strengths measured aren’t skills or proficiencies, but the behaviors you choose when trying to reach a goal. Your assessment results provide you with a Strengths Portrait that tells a story of how you use your strengths when you interact with others. In summary, your motives are represented by a dot on a color-coded triangle, and your Conflict Sequence is represented by an arrowhead that shows how your motives change during the three stages of conflict. But the good news is, the SDI 2.0 shows you how to resolve conflict productively, no matter how bad it gets. Everyone predictably experiences those 3 stages of conflict (in varying order) and we show that change with an arrowhead in one of thirteen Conflict Sequence regions on the SDI Triangle.Ĭonflict and motives are closely related because you are more likely to go into conflict over things that are important to you. At some point in a conflict, you shift from a People, Performance, Process perspective, and you begin to focus on how to Accommodate, Assert, or Analyze the situation. That’s because your motives predictably change in conflict, and we call that a Conflict Sequence. It’s usually uncomfortable and you often don’t feel at your best. This is what you feel when your motives and values are being threatened. Sometimes there’s conflict in a relationship. Although we are based near London our team work across the UK and further afield as required.Things don’t always go well. We would be happy to discuss how to use the SDI in your organisation to improve communication and personal effectiveness. (We can also use the Thomas Killman profile which focuses on the choices you make to deal with conflict or not.) For further details see our Dealing with Conflict Workshop Programme. We have been successfully exploring and diffusing conflict with the Strength Deployment Inventory SDI®, which is excellent at looking at peoples individual conflict pattern. Increased or decreased workload, redundancy, increased stress, the net result is we are starting to see more conflict in organisations. There are various versions options avaiable and we are able to work with you to find the most appropriate version for your needs. Because of its accuracy and simplicity the strength deployment inventory is a real pleasure to work with.Ĭompleting the SDI is straight forward and the high quality reports add extra weight to the tool itself. We have used it successfully in team development, motivation training and also in conflict resolution, to name a few. When things are going wrong and you could be potentially finding yourself in conflict with others. ![]()
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