In the future of work, there is a growing need to create environments that enable people to leverage their unique strengths and authentic selves for greater success. To feel connected, purposeful and to tap into their potential and creativity is needed to solve many of our largest and most complex challenges.
CliftonStrengths looks at ways you can utilise your natural talents and strengths to enhance productivity and leadership. The tool involves 4 main domains (executing, influencing, relationship building, and strategic thinking), with a total of 34 strength themes.
Our goal is to build upon the existing understanding of CliftonStrengths by adding new dimensions in motivation theory and cognitive bias, providing unique insights into creating workplaces of the future, where authenticity and self-awareness are not only encouraged, but celebrated!
Together (with your help!) we can achieve the following:
It will take only 15-20 minutes to answer the F4S work style survey, and in return, you’ll get:
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 prevalence with individuals and organisations because of its ability to build self-awareness and strategies to leverage one’s unique talents.
CliftonStrengths website explains how Don Clifton wanted to create a part of Psychology with an empowering and positive view on unique talents. He explored hundreds of positive traits, which were then boiled down into 4 domains with 34 strengths. From this time, it has been used by various organisations 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 strengths in future careers.
Given the need to develop strengths for better leadership and overall organisational performance, it is critical to increasing strength utilisation. 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 the unique strengths and workstyle preference, uncovering new data that may add further applications for the use of it 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.
Used by teams in more than 195 countries, Fingerprint for Success (F4S) is a technology on a mission to empower individuals and teams to understand and bring out the best in themselves and each other at work.
From our own research and through research partnerships with companies like Canva and Startup Genome, we have led world-first research and developed technology to support human development at work.
For this study on CliftonStrengths, we aim to partner with individuals who deeply care about advancing research that will support people to better understand themselves and others and bring out the best in each other at work.
