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“Positive psychology” has spawned various assessments; Gallup’s Strengths Finder 2.0, the most popular, is taken by 1.6 million employees every year in more than 400 of the 500 companies.
Strengths-based assessments aim to increase engagement, job satisfaction, and productivity by helping companies design jobs that take advantage of their employees’ best qualities.
Other assessments that harness insights from positive psychology include the VIA Survey of Character Strengths and the Birkman Method.
Some argue that focusing only on the positive is not the optimal way to spur improvement; criticism and realistic self-assessments also contribute to better performance.
Rather, it rests with leaders who fail to effectively tap diverse work styles and perspectives—even at the senior-most levels.
Some managers just don’t recognize how profound the differences between their people are; others don’t know how to manage the gaps and tensions or understand the costs of not doing so.
A new branch of psychology emerged in the 1990s that examines how healthy minds remain resilient and flourish.The industry’s robust growth, however, suggests that managers increasingly rely on personality testing as a tool to optimize their workforces.The tests are inexpensive compared with other assessment tools, and they are easy to administer—modern tests can be taken online without an examiner present. Millions of workers take assessments each year as part of personnel selection, to improve collaboration and teamwork, and to identify satisfying career paths. Army during World War I to try to predict which soldiers would suffer from “shell shock,” personality testing today is a roughly 0 million industry, with an annual growth rate estimated at 10% to 15%.
Often called the “Big Five,” the five-factor model is a set of personality traits derived from a statistical study of words commonly used to describe psychological characteristics across cultures and languages.