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Category: Press

Building an agile culture using strengths

Featured on HRZone The strengths approach to talent assessment and development has been around for almost two decades. Although many of the ideas behind the approach are decades old, the modern positive psychology and strengths movement sparked a different way of thinking – that a

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The Yin and Yang of Talent Management

Featured in Training Journal The modern strengths-based approach to managing people has been around for nearly 20 years, although many of the central principles and ideas were first introduced by management gurus like Peter Drucker and Dr Bernard Haldane long before this. The central premise is

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Why Many Work-based Assessments Will Fail the Test

According to a recent article in Harvard Business Review, more than 76% of organisations use assessments tests (mainly personality and ability tests) when hiring and this figure is expected to climb to 88% over the next few years (Chamorro-Premuzic, 2015). Using assessment for development purposes,

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Strengthscope® becomes the first strengths assessment to achieve Registered Test Status with the UK’s British Psychological Society (BPS)

Featured on HRDIVE Strengthscope® becomes the first strengths assessment to achieve Registered Test Status with the UK’s British Psychological Society (BPS) Innovative talent management company, Strengths Partnership, today announces that its Strengthscope® profiling system has achieved Registered Test Status with the UK’s British Psychological Society (BPS).

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Optimising strengths – published in The Actuary

How to encourage good leadership habits, invest in building complementary teams and challenge people to give their best. There are lots of different approaches to leadership, many of which are highly prescriptive about the type of qualities and behaviours you need to be effective. For

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A moment of weakness

The recent article in Harvard Business Review, ‘Strengths-based coaching can actually weaken you,’ by Tomas Chamorro-Premuzic, has received a lot of coverage and generated a great deal of debate surrounding the strengths-based approach. I believe there is a fundamental lack of understanding about this approach to

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