The Realise 2 strengths assessment and development tool

Interesting website and the model on strength types with indications for which ones to augment, lay cool or balance, was thought provoking. Much of this deliberation could have been eased and triggered by an adjunct example to each type. I am particularly encouraged to scavenge for comments from others on my ‘unrealized strengths’ – first though would be important to identify, be familiar with that ‘unknown’, accept them as strengths and consider the potential outcomes if we then put them to use! Wonder how and where well-being though could fit into the model? Does feeling good” and ”having a good life, either or both, mediate strengths and performance? relationship?

Road less travelled; SELF-DEVELOPMENT AT WORK

This week I’d like to focus on a strengths assessment and development tool, the Realise2 4M model . The model was developed by Dr Alex Linley and the team at Center for Applied Positive Psychology.

I briefly presented the REALISE2 4M model for you last week as an introduction and will this week explain it more in-depth. The model is shown below;

Realise 2 4M model

Firstly, the underlying definition of strengths is;

‘a pre-existing capacity for a particular way of behaving, thinking, or feeling that is authentic and energizing to the user, and enables optimal functioning, development and performance’ (Linley 2008, p. 9)

The Realise2 4M model shown above is based on the definition by Alex Linley and colleagues and represents four combinations of using realized and unrealized strengths, learned behaviors and weaknesses (marked by separate quadrants).

Moreover the model examines the benefits and consequences of developing and/or focusing on each quadrant in terms…

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