MGT601: Self-Reflection and Analysis of Gallup Strengths Finder

This report presents an analysis of the author's Gallup Strengths Finder results, focusing on five key strengths: relator, belief, context, consistency, and maximizer. The author reflects on how these strengths align with their self-perception, personality, and leadership traits. The analysis explores the practical implications of each strength in current and future leadership roles, providing examples of how they can be leveraged to build relationships, impact change, facilitate decision-making, treat people equally, and stimulate excellence. The report references relevant research and provides a comprehensive understanding of the author's leadership capabilities based on the Gallup Strengths Finder assessment.

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GALLUP STRENGTH FINDER RESULTS AND ANALYSIS
Gallup strength finder result and analysis
Name
Date
School

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GALLUP STRENGTH FINDER RESULTS AND ANALYSIS
Gallup Strengths Finder Results
My strength’s results from Gallup Strength Finder included relator, belief, context,
consistency and maximiser. Knowing about these strengths is a turning point as a
transformational leader to be able to assist teams and individual to leverage their talents and
turn them into sustainable strengths.
Relator
The “relator” strength suits the type of people who enjoy building firm and close
relationship with others. According to Miller & Miller (2019) people who are “relators” often
found deep satisfaction when working with others to achieve a common goal. I was surprised
to find “relator” as my strength as it connects well with my self-perception, preference,
personality and leadership traits. For example, “relator” is closely linked to my
“extraversion” personality type due to my nature of being talkative and interacting with
others. Furthermore, I consider “relator” strength being beneficial in my current and future
leadership as it will enhance my “interpersonal and intrapersonal” skills that will promote a
sociable and conducive working environment.
Belief
According to Sutton et al., (2011) People who have “belief” strength like to learn
more about executing tasks and they tend to have unchanging core values. I slightly agree
with the strength as it rhymes with some of my previous psychometric tests. I consider the
“belief” strength beneficial in my future leadership role as it will ensure am able to impact
change while ensuring core values remain unchanged. For, by accepting other people have
different values will improve my judgemental conscience and will paint a clear picture of the
direction in which my values lead others.

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GALLUP STRENGTH FINDER RESULTS AND ANALYSIS
Context
People who possess “context” as their strength enjoy thinking about the past. They
understand the present by conducting deep research about the past (Robitschek, Sirles &
Hardin, 2014). I slightly agree with “context” strength as I have come to realize that am a
type of a leader who facilitates decision making by sensing the underlying structures and
solves problems by researching their root causes. I consider the “context” strength of great
impact in current and future leadership as it will build my confidence and enable me to
become an active agent of positive change. For example, before undertaking a project, I will
encourage the team to go through past projects as Barsalou (2010) states that “people who
don’t remember past repeats the same mistakes”.
Consistency
According to Kaiser & Overfield (2011), people who have consistency as their
strength develop an awareness of treating people the same irrespective of their social
differences. Through “consistency” strength am able to treat people equally by setting
policies that make sure employees are treated fairly and equally. I also consider “consistency”
to have a big impact on my leadership role as treating people equally from diverse race,
ethnicity, religion and considering gender balance reduces workforce conflicts, resistance to
change and boosts morale and motivation. For example, with equality and fairness am able to
leverage resources to increase the impact or performances in an organization
Maximiser
According to Phornprapha (2017), People who have “maximiser” as one of their
strengths like to stimulate group and personal excellence. The “maximiser” strength has a
positive impact on my current and future leadership role as am able to identify talents,
strengths, capabilities and emerging abilities within them. Upon identification of individual

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GALLUP STRENGTH FINDER RESULTS AND ANALYSIS
abilities am able to support individuals career development and performance enhancement in
the workplace. I consider the “maximiser” strength beneficial in my leadership as it will help
me form new concepts of individuals who build hope, motivate people to achieve their
personal and professional development and explore their capabilities. Furthermore, I will be
considered a transformational leader as it is not easy to move people to their greatest potential
and positions in which their potential can be lived out.
References

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GALLUP STRENGTH FINDER RESULTS AND ANALYSIS
Barsalou, L. W. (2010). Grounded cognition: Past, present, and future. Topics in cognitive
science, 2(4), 716-724.
Kaiser, R. B., & Overfield, D. V. (2011). Strengths, strengths overused, and lopsided
leadership. Consulting Psychology Journal: Practice and Research, 63(2), 89.
Miller, B., & Miller, A. (2019). Play to Their Strengths: A New Approach to Parenting Your
Kids as God Made Them. Harvest House Publishers.
Phornprapha, S. (2017). Creating Shared Leadership Culture: KPMG Thailand’s People
Passion Programme. In The Palgrave Handbook of Leadership in Transforming Asia
(pp. 251-271). Palgrave Macmillan, London.
Robitschek, C., Sirles, D., & Hardin, E. E. (2014). Cognitive constructs in the context of
positive psychology. In Perspectives on the Intersection of Multiculturalism and
Positive Psychology (pp. 75-91). Springer, Dordrecht.
Sutton, G. W., Phillips, S., Lehnert, A. B., Bartle, B. W., & Yokomizo, P. (2011). Strengths
assessment, academic self-efficacy, and learning outcomes in a Christian university
sample. Journal of Psychology & Christianity, 30(1).