Taken from the website of “Center For Positive Organizations”:
“Participants find that the RBSE differs from other leadership development tools in several ways:
- First, unlike traditional leadership development assessments which focus on survey feedback from colleagues, the RBSEis designed to provide narrative feedback in the form of stories that illustrate the participant at their best, offering unique insights into ways the participant can add value and make positive contributions.
- Second, unlike typical approaches soliciting feedback from those with whom an individual works (bosses, peers, subordinates), this exercise focuses on understanding how colleagues, friends, and family members see the participant when that individual is at their best.
- And third, the tool focuses on strengths alone, rather than on strengths and weaknesses.
We focus exclusively on strength because people already know quite a bit about their weaknesses, When they receive feedback on both strengths and weaknesses, the weaknesses garner much more attention and it is difficult for people to concentrate on what unique and special talents they have to offer to the world.
With the RBSE, participants learn what they do well, as opposed to the predominant orientation toward identifying competency gaps, weaknesses, and limitations.
Participants synthesize the narrative stories submitted by their colleagues, friends, and family members into a cumulative portrait of their “best self,” which then can help them identify, understand, and act on their unique talents and strengths. Finally, participants create a developmental agenda for leveraging their reflected best self and expanding their capacity to add value within and beyond various environments.”
Source: positiveorgs.bus.umich.edu
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