Self-Reflective Analysis of Strengths Finder Psychometric Instrument

This document provides an explanation of the conceptual framework for the Strengths Finder psychometric instrument. It discusses the five approaches of the instrument and their implications for self-reflection and leadership. The document also includes an interpretation of the results and their relevance to the individual's context. References and appendices with the results are provided.

Assessment 1, Part A: Self-
Reflective Analysis
Student’s Name: Guneet Singh
Student’s ID: 00275931T
Subject: Management

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Explanation of conceptual framework for the Strengths finder psychometric instrument
Gallup strengths finder psychometric instrument is entirely based on a general model of positive
psychology. It is considered to be a framework that puts an emphasis on different aspects of
psychology, based on the perspective of successful and healthy life functioning (Harms, 2017). It
is helpful in fostering the progress of self-interpersonal communication if an individual is aware
of its characteristic strengths. It states the fact that an individual can gain benefits by utilization
their natural talents that provides higher level of job satisfaction and enjoyment. Such type of
behavioral test will help find an individual's unique strengths, based on the aspects of talents,
skills, and knowledge.
Summarizing Strengths finder results
The results based on Gallup strengths finder test have been divided into five approaches such as,
context, includer, activator, harmony, and developer. Context is based on learning about how to
think more strategically, where an individual enjoys thinking about the past. Another approach
include, where an individual is concerned about the one who feels left out and takes the effort to
involve them. Whereas, the activator is based on learning more influencing where an individual
may execute the things by converting thoughts into actions (Prisant Lesko, 2016). While
harmony and developer are related to learning more relationship building where harmony states
that an individual looks for consensus. On the other hand, the developer states that an individual
cultivates and identifies the potentials in others.
Interpretation of the results related to my context
The results related to context helped me to learn and become a more strategic thinker that reveals
the fact that I enjoy thinking about the past. I can understand the present by researching its
history. It will be helpful for me in the future to become a good leader. Whereas, includer is a
concept that is helpful for me to learn more relationship building that puts an impact on my
future learning aspects. The results states that I can accept the feelings of others and I make great
efforts to involve them. With the help of this result, I will be able to apply motivational theory in
my leadership behavior which states that it is the responsibility of the leader to recognize the
behavior, needs and satisfaction level of an employee. For example, when the leaders are
motivating the employees always follows their command (Bartz, Bartz, & Doctor, 2017).

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Moreover, the results of activator highly helped me to learn the characteristics of becoming a
more influencing leader. The results stated that often I am impatient where I possess the
capability to turn thoughts into actions. For example, a leader must set a target and create
innovative ideas to achieve its desired target (Soria, Werner, Roholt & Capeder, 2019).
Therefore, it will be helpful for me in the future to become a thoughtful leader. On the other
hand, the result of harmony greatly helped me to learn various strategies for building more
relationship with the team members. The result states that I always look for consensus, where I
seek areas of agreement rather than enjoying conflict. It will help me in the future to become a
focused leader by avoiding conflicts that take place within an organization. Whereas, the results
of the developer helped me to identify and enhance the potentials in others. For example, in the
future, I will be able to spot the small improvement of the employees and recognize the
satisfaction level from those improvements.

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References
Bartz, D., Bartz, D. T., & Doctor, J. (2017). Strengths management, realistic optimism, and
impressions management for managers. International Journal of Organizational Theory
and Development, 5(1), 1-9.
Harms, P. D. (2017). Gallup Strengths Finder. Encyclopedia of Personality and Individual
Differences, 1-3.
Prisant Lesko, A. (2016). How do you lead the pack? A resource to develop personal strengths
for students and practitioners. Journal of Management Education, 40(1), 102-108.
Soria, K. M., Werner, L., Roholt, C. V., & Capeder, A. (2019). Strengths-based Approaches in
Co-Curricular and Curricular Leadership: Opportunities to Magnify Students’
Thriving. Journal of Leadership Education, 18(1), 116-132.

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Appendices
The results for the Gallup Strengths finder test:
1. Context
LEARN MORESTRATEGIC THINKING
People who are especially talented in the Context theme enjoy thinking about the past.
They understand the present by researching its history.
2. Includer
LEARN MORERELATIONSHIP BUILDING
People who are especially talented in the Includer theme are accepting of others. They
show awareness of those who feel left out, and make an effort to include them.
3. Activator
LEARN MOREINFLUENCING
People who are especially talented in the Activator theme can make things happen by
turning thoughts into action. They are often impatient.
4. Harmony
LEARN MORERELATIONSHIP BUILDING
People who are especially talented in the Harmony theme look for consensus. They don't
enjoy conflict; rather, they seek areas of agreement.
5. Developer
LEARN MORERELATIONSHIP BUILDING
People who are especially talented in the Developer theme recognize and cultivate the

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potential in others. They spot the signs of each small improvement and derive satisfaction
from these improvements.