As you critically reflect upon information you have garnered through the self- assessments regarding your leadership strengths and opportunities for growth, use the following template to organize your thoughts in a paper.

Strength-Finder Self-Reflection

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Strength-Finder Self-Reflection

Lately, it attracted my attention through an update on Facebook carried by Marcus Buckingham has resulted in the production of newer strengths evaluation out there. Indeed, there is positive psychology known by the community plus various strengths evaluation outside (Hickman & Claire Evans, 2020). One of the initial evaluations was the VIA Survey established by Chris Peterson, who managed to scan time and space into finding strengths that were, on many occasions, the accorded value from historical and cross-cultural moments. The final list comprises the twenty-four forces plus the versions reachable for the youth and children. The VIA has been embraced by more than 1.3 million moments by people across the globe. Indeed a report concerning the VIA will offer insight regarding the accessibility of each of the twenty-four strengths.

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The other early strengths assessment is indeed Clifton Strengths Finder got from Gallup. Strengths Finder has been accorded updates for many years to reflect trends within the business and the application (Rhoten, 2020). On the same note, it has taken many people in terms of millions to buy books or code either, and it offers information concerning the relative strength regarding the thirty-four talent themes.  The researchers, including Donald Clifton, Tom Rath, and Marcus Buckingham, managed to create talents regarding the studies of the organizations' behavior that happened for more than forty years. 

A Strength Finder will offer a report regarding the insight through the top five talented themes that end up becoming the strengths when you let them come into play in the real world. On a recent note, the Realise2 has always come into the scene (Sansom, 2020). Realise2 was a product of the Center for Applied Positive Psychology (CAPP) in the UK. In the previous strengths, the evaluation was based on the notion that all needed was doing what one knows and building on the strengths. Realise2 is much nuanced and offers the insight within the realized strengths and enables one to learn about the behaviors, the yet to be realized strengths, and the weakness.

At the moment, we see Stand-Out from the perspective of The Marcus Buckingham Company. Stand-Out is after the individual and the team evaluation. Indeed, it is more focused since the report has parts that help one build on strengths within leadership, management, sale, formation based on the career and service to the customers. The slogan 'Find your edge. Win at work'(Hickman & Claire Evans, 2020). In this evaluation it promises to assist one in standing out within the professional environment of work.  As acknowledged in the website, the strengths assessment aims not the affirmation but just assisting one in accelerating the performance and contribution. 

The assessment is expensive since it costs $15.00 while the US online. For instance, it needs close thirty minutes for completion. Upon login, it needs to create an account and processing of the credit card payment information where one is presented with diverse timed multiple-choice oriented questions (Rhoten, 2020). Questions may entail issues within the workplace, decisions regarding work-life balance, related ethical decisions, and etiquette. For sure, with just four alternatives, too many questions, it might not be easy to find the selection that fits best. Regardless of the same, it calls one into making choices and moving on since the clock keeps on ticking.  

A total of nine strength roles are available, and one has the opportunity to complete despite the focus being on the best two. The top role is highlighted in gold, and the report only defines the term of the terminology, especially where one is at most powerful, how intends to describe himself, the way of making immediate effect, the method of taking the same to the next level and what to take note in case the role over-uses the strength. Meanwhile, the secondary function is highlighted in silver and entails every similar information (Sansom, 2020). Then, the evaluation depicts what occurs during the combination of the two parts. The early research and studies within strengths have been more siloed, labeling, defining strengths independently, and the implications of the individual top based strengths.

Through the combination of the top two roles, it becomes possible in accessing the new report that offers an explanation regarding the way strengths are interacting and the comparative advantage withi