resources

What is the scientific foundation for StrengthsFinder? 
Find articles from Gallup that would help you to understand why more organizations are turning towards a strengths-based framework

 
 
 
The Relationship Between Strengths-Based Employee Development and Organisational Outcomes (2015)

The Relationship Between Strengths-Based Employee Development and Organisational Outcomes (2015)

To date, the evidence from numerous organizational studies suggests that strengths-based employee development leads to more engaging and productive workplaces. The purpose of this study was to apply meta-analysis to a collection of research studies on strengths-based development and examine evidence of generalizability.

Specifically, this study will examine the:

  1. True relationship between strengths-based employee development and performance in 22 organizations
  2. Consistency or generalizability of the relationship between strengths-based employee development and performance across organisations
  3. Practical meaning of the findings for executives and managers 
 
 
The Clifton StrengthsFinder® 2.0 Technical Report: Development and Validation StrengthsFinder Singapore

The Clifton StrengthsFinder® 2.0 Technical Report: Development and Validation

The Clifton StrengthsFinder (CSF) has been subjected to repeated psychometric scrutiny by its developers. The purpose of this manuscript is to describe the development and application of the CSF and to summarize its psychometric support to date, in accordance with The Standards for Educational and Psychological Testing (American Educational Research Association, American Psychological Association, & National Council Measurement in Education, 1999).

 
 
Hogan HBR Response 2016 StrengthsFinder Singapore

The Current State of Strengths Science and Practice

A RESPONSE TO “STRENGTHS-BASED COACHING CAN ACTUALLY WEAKEN YOU,” BY TOMAS CHAMORRO-PREMUZIC

In a Harvard Business Review blog post from Jan. 4, 2016, Hogan Assessment Systems CEO Tomas Chamorro-Premuzic claims that strengths-based coaching can do more harm than good. He bases his claims on a somewhat misleading view of strengths-based assessments and development, and on a lack of attention to the research literature.