Allowable weaknesses are weaker areas that don't lead to serious problems with our performance or relationships.

This group of strengths concerns how you make sense of, express and manage your emotions.

This group of strengths concerns delivering results – what and how they are delivered.

A term used to describe peak motivational experiences and occurs when we are completely immersed or involved in an activity and are optimizing our strengths. It is also described as being in the “zone”.

A type of performance risk that can undermine effective performance. Interference can be internal to the person (e.g. a self-limiting belief or attitude) or external (e.g. a genuine constraint in role or organization).

A type of performance that can undermine effective performance. A limiting weakness is a quality that doesn't energize us and we are not good at (and are unlikely to ever be great at).

Strengthscope^®'s 360 degree function – enabling up to eight raters to provide feedback on an individual's Significant 7 Strengths.

Occurs where people feel overwhelmed by being stretched in the wrong way into their “panic zone” – this typically occurs where they are not supported and are being stretched in areas of weakness or non-strength.

There are three main types of performance risks:

• Limiting weaknesses
• Strengths in overdrive
• Sources of interference.

Involves challenging people in areas of strength to enable them to learn and grow in these areas so they can achieve in the upper range of their potential, without feeling overly stressed or panicked.

A learned pattern of behaviour that optimizes your natural strengths, improves your effectiveness and leads to improved work outcomes.

This group of strengths concerns establishing and maintaining productive relations with others.

The Significant 7 Strengths refer to the seven highest rated strengths within an individual's Strengthscope^® profile.

Those strengths that an individual chooses for themselves as being most energizing to them at work based on the list of Significant 7 Strengths.

We define strengths as underlying qualities that energize us and we are great at (or have potential to become great at).

This occurs when strengths (or a combination of strengths) are overused or used in the wrong way or at the wrong time leading to negative performance outcomes.

Strengths-focused HR and talent practices involve focusing on individuals' strengths, successes and potential to rebalance the more typical problem or deficit way of approaching talent management, including hiring, development and retention.

An online assessment system that helps energize peak performance at work. The system is the most extensive of its kind on offer today and comprises the following assessments:

• Strengthscope^® Standard
• Strengthscope360™
• StrengthscopeTeam™
• Strengths Engagement Index™
• StrengthscopeLeader™.

This group of strengths concerns how you go about gathering and using information to make decisions.

A value is a deeply held principle, belief or judgement that influences the way we think about ideas, behaviour, people or objects. Since we are emotionally attached to our values, they guide our day-to-day decisions and behaviour.

The point where areas of competence (skills, knowledge and abilities) overlap with strengths (areas that energize us). It is in this area that we are most likely to be able to achieve peak performance.