Help uncover the unique talents of the CliftonStrengths at work
Together (with your help) we can answer the following:
- Are there motivations and cognitive biases correlated with individuals who have certain strengths in their life and work?
- Are there motivations and cognitive biases correlated with the domains or individual strengths?
- Are there specific job roles correlated with specific Cliftonstrengths and motivation traits?
The benefits you get from participating
Contributing to our research will benefit organizations and individuals who participate in our surveys. In return, you will receive:
- Exclusive first access to the findings based on motivational theory and cognitive bias
- Insights into helping team members and individuals in the context of using CliftonStrengths to thrive in the workplace
Following Duval’s research in 2013 and 2018 asking the question, ‘Can entrepreneurial success be predicted?’, Fingerprint for Success (F4S) has been committed to researching performance, well-being, and human development in the future of work.
CliftonStrengths profile is an assessment of one’s strengths. It has recently gained popularity with individuals and organizations because of its ability to build self-awareness and strategies to leverage a person’s unique talents.
The CliftonStrengths website explains how Don Clifton wanted to create an aspect of Psychology with an empowering and positive view of unique talents. He explored hundreds of positive traits, which were then boiled down into four domains with 34 strengths. From this time, it has been used by various organizations to improve employee engagement, satisfaction, and productivity, by identifying individual and team strengths.
Fingerprint for Success is expanding on the current understanding of CliftonStrengths in the context of work by asking, ‘What are the measurable motivational and cognitive biases of the 34 strengths work?”.
- Rath and Conchie (2008) discovered that effective leaders constantly improve their awareness and application of individual strengths. Ingamells et al. (2013) even found that a strengths development program in a tertiary setting encouraged students to view themselves in a renewed positive light and generate ideas on using their strengths for future careers.
- Given the need to develop strengths for better leadership and overall organizational performance, it is critical to increase strength utilization. With the same vision for leveraging unique talents, F4S research (Duval, 2013) explored the human (soft) skills attributed to the success of a particular group, initially founders, in a specific context, such as startups and high-growth ventures. Yet there are many more roles that need exploration.
By building upon CliftonStrengths with an evidence-based approach, it is possible to uncover the correlations between unique strengths and workstyle preference, uncovering new data that may add further applications for its use in conjunction with motivational traits at work in specific roles. It is our belief this world-first research will provide a comprehensive insight into how strengths, attitudes, and cognitive styles can become the catalyst for transformative change in the future of work.
Fingerprint for Success (F4S) is a research company and a technology used by individuals and teams to understand and bring out the best in themselves and each other at work.
Launched in 2016, our platform is used by people in 195 countries and counting.
Previously, we have partnered with tech giants such as Canva and Startup Genome on global studies that have led to world-first discoveries and the development of alternative treatments, coaching programs, and further research.
For this study, we are partnering with some of the world’s leading communities to ensure our research is as impactful and helpful as possible.
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