Customer Reviews for

Now, Discover Your Strengths

Average Rating 4
( 71 )
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Most Helpful Favorable Review

9 out of 10 people found this review helpful.

A point well taken, but...

The idea of the book is to help you find your talents, build your strengths, which will in turn, improve your performance.

Building your strengths is indeed somthing that is often overlooked, as most of the time we seek to improve our weaknesses- that's a poin...
The idea of the book is to help you find your talents, build your strengths, which will in turn, improve your performance.

Building your strengths is indeed somthing that is often overlooked, as most of the time we seek to improve our weaknesses- that's a point well taken- and a good reason to buy the book. However two more things also need to be mentioned. First, why can't we work on building both our strengths AND our weaknesses? In other words, why do we have to necessarily pick just one? I feel that many weaknesses can be improved upon.

Secondly, discovering your talents and doing what you're good at may not necessarily improve your performance. Why? Because there are lots of things we're good at, but still hate to do nonetheless. For instance, I'm really good at cleaning houses and debating, but I don't like to really do either one. People really perform well when its something that they know how to do AND when there's something meaningful/important in it for them. Anyway, just some food for thought. Readers may also be interested in The Sixty-Second Motivator.

posted by 240337 on October 27, 2008

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Most Helpful Critical Review

4 out of 6 people found this review helpful.

Good premise but little substance

The premise of the book is refreshing & rings true. However, after the 2nd read I realized that there is very little guidance given once you "discover your strengths." The treatment and description of the 34 possible themes is somewhat shallow. How do we apply these? Un...
The premise of the book is refreshing & rings true. However, after the 2nd read I realized that there is very little guidance given once you "discover your strengths." The treatment and description of the 34 possible themes is somewhat shallow. How do we apply these? Unfortunately that question is not adequately addressed. The book is of little use as a management tool unless you have your entire staff take the survey - which can only be accomplished by purchasing the book for each person. I find it disappointing that I was only allowed to take the survey once, & then only shown the top 5 themes. Am I to take these 5 themes on blind faith, without validating the results again in 6 months or a year? I find that somewhat disturbing, particlularly since the survey lacks any convincing documentation of its validity. I am forced to conclude that the book is primarily a marketing scam. Do we really need a survey to discover our talents? If I had it to do over again, I would buy the premise, but not the book!

posted by Anonymous on September 9, 2002

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  • Posted August 7, 2009

    more from this reviewer

    I Also Recommend:

    Encouraging

    Now, Discover Your Strengths is empowering, but get Finding Heroes by Larry Dillon it will help you not just find the best people for your business, but its thoughtful and reaches you on both personal and professional levels. I recommend both books, but you'll find a hero in Dillon's book.

    1 out of 1 people found this review helpful.

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  • Anonymous

    Posted July 23, 2004

    Some great humanistic ideas. Online Q's to in-the-box

    Author presents some great ideas, although excludes God, or any spiritual forces from any influence in who you are, or the decisions you make. Still, Christians should be able to gain value in some of the helpful ideas. Focusing on our weaknesses is the devils interest. Focusing on our strengths (God being one of them notably not mentioned in the book) is our responsability. Online questions don't let you answer a valid response. For example: a person who can excite others can often also calm them down. Saying you are neutral isn't applicable to the question. Others should also be able to purchase the online component, if they want to read the book. (They're not all going to buy the book, but they would pay for the test)

    1 out of 5 people found this review helpful.

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  • Anonymous

    Posted August 5, 2001

    good ideas, poor execution

    I'm happy a book makes it so high on the bestseller list explaining to people that they are better off focusing on strengths (both for themselves, as for the organizations they work for). At jobEQ.com, we have been 'educating' our customers to do the same, and as the authors of this book acknowledge, only 25 to 40% of persons will grasp that notion immediately. I also appreciate that the authors explain how a manager can use the knowledge of these strengths (or themes) to manage their staff better. If the authors would write a second edition, there are some things that I would recommend them to address. My first remark is linked to the writing style: this book is written in an 'imperative' form: it contains a lot of sentences with 'you need to do this', 'you should do that', ... This style tends to put of people, risking that they miss the message. Secondly, they have WRONG, OUTDATED notion of the brain: contrary to what people used to say 5 to 10 years ago, the good news of recent research is that brain cells that die off ARE replaced (even if you get older) and you remain capable of forming new connections between brain cells (maybe unless you get a disease, such as Parkinson, ...). Thirdly: the book does not really address what kind of job would be good for you. Finally some feedback about the test: don't take it BEFORE you read chapter 3 in the book - at least then you will understand how they built it. Still, I have my doubts about the way it is built. Using the amount of interviews as a 'proof of credibility' didn't impress me: Often for scientific purposes, it doesn't matter much if you did 5.000 or a million interviews - all that matters is that you can validate the test. Also, I know that most people probably have MORE than 5 strengths, which is just an ARBITRARY number Gallup chose. Given the importance they address to these 5 strengths, just imagine what opportunities you will miss by ignoring these other strengths. I would rather prefer to get a FULL picture, getting all my strengths and weaknesses, and having this information ordered from strongest to weakest.

    1 out of 1 people found this review helpful.

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    Posted March 18, 2010

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    Posted November 27, 2010

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    Posted April 14, 2009

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    Posted May 17, 2009

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    Posted February 19, 2009

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    Posted February 13, 2009

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