BaselineHR Engagement Group

27 August 2018

CONFIDENTIALHR Engagement Group

29 October 2018

© Strength

s Partnership Ltd 20

18. A

ll rights reserved.

ContentsThis Baseline report is based on responses from 4 participants and includes the following sections:

Page N

1. Introduction 2

2. Current engagement levelsThis section provides you with a graph showing the current levels of engagement and strengthseffectiveness as completed on 27 August 2018

3

3. Tips for creating a positive and productive work cultureThis section provides tips for creating a positive and productive work culture, which can beimplemented in conjunction with your results

4

o

1. Introduction

The StrengthscopeEngage™ baseline report isdesigned to show the current levels of engagementand effective use of strengths reported by anominated group.

Strengthscope is the world’s most comprehensiveand innovative strengths profiling system that helpsenergize peak performance at work.

We define strengths as the underlying qualities thatenergize you and that you are great at or have thepotential to become great at.

Engaged employees tend to be committed to theirorganization’s goals and values, motivated tocontribute to organizational success, and are able toimprove their own sense of well-being. This baselinereport focuses on employees’ effective use of theirstrengths in order to drive their engagement, asresearch has shown that providing employees withgreater opportunity to use their strengths at work canincrease engagement by up to 73% , boostingorganizational outcomes such as productivity,customer loyalty and motivation .

Our model of engagement is shown below:

Please note that the results of this report should beconsidered together with other performance andengagement measures, including actual workresults, observable levels of effort and energy,retention of key talent, etc.

This baseline report provides a general indicationof behaviour, engagement and strengthseffectiveness at a specific point in time. Ideally, thisinformation should be tracked over a longer timeperiod and we recommend the progress report forthis purpose.

and Please refer to the Strengthscope technical manual and/orhandbook for the full reference list.

®

1

2

1 2 ®

2. Current engagement levels

The graph below shows the percentage of the group responding positively to the seven engagement questions,minus those responding negatively. Each bar therefore shows current levels of engagement and strengthseffectiveness in each area. The first bar shows the average across all seven areas and so the overall engagementlevel at this time.

Engagement levels for HR Engagement Group group over time Current Score

OverallEngagement

Energy Performance Resilience Collaboration Stretch Well-being Support

The relevance of each question to work performance is shown in the table below. Look at your highest scoringareas - these may represent your greatest potential strengths. Look at your lowest scoring areas – these mayrepresent your greatest potential risks.

Area of engagement When score is lower... When score is higher...

Energy: I get a lot of positive energy from

my work

Little discretionary effort High discretionary effort

Performance: I have plenty of

opportunities to use my strengths in my

daily work

Limited productivity and performance High productivity and performance

Resilience: I have learned how to use my

strengths effectively to help overcome

even the toughest challenges

Inability to deal with change, ambiguity

and pressure

Capacity to deal with change, ambiguity

and pressure

Collaboration: I am comfortable asking

others in my team for help when I am

challenged with a task that doesn’t play to

my strengths

Little teamwork or co-operation Improved teamwork and co-operation

Stretch: At work I am often challenged to

develop and stretch my strengths well

beyond my comfort zone

Employee development limited Improved performance through

continuous development

Well-being: My work generally makes me

feel more happy and positive

Limited well-being and engagement Improved well-being and engagement

Management support: My manager helps

me find opportunities to use my strengths

more effectively

Isolating, unsupportive environment More supportive environment

Perc

enta

ge o

f ra

ters

100

80

60

40

20

0

No. of participants 4 N.B. Engagement score - OverallEngagement in graph above

Engagement

Time 1: 21%

3. Tips for creating a positive and productive work culture

Building a positive and productive work culture where employees can optimize their strengths and deliver theirbest work is a continuous process and requires positive leadership, an empowering environment and a focusedinvestment of time and resources.

This section provides advice on how to build on your haighest ranked engagement areas and address your lowestranked engagement areas. This will help you translate employees’ strengths and engagement into measurableresults.

The group’s highest ranked engagement areas and suggestions to help you build on these:

Stretch (50%)Help staff to develop their skills, experience andknowledge in areas of natural strength, rather thansending them on training courses to address weakerareas.During performance reviews, encourage staff todiscuss how they would like to contribute to theteam’s goals in a way that most energizes andchallenges them.Challenge employees to undertake personal or team‘stretch’ assignments that enhance their strengthsand contribute to the organization's goals andvision. Organize a voluntary ‘Dragon's Den’ styleevent (i.e. a top management evaluation panel) toreview projects and to identify winning entries.

Well-being (50%)Invite employees to contribute to corporate socialresponsibility and community-based initiatives.This will boost team-building, new skills, andstaff motivation.Build time for fun, relaxation and relationshipbuilding into the normal working day to ensureit’s not all about hard work.Arrange a ‘wellness at work’ event involving allemployees and different external practitioners(e.g. resilience trainers, mindfulness experts, yogaand meditation teachers etc.) to encouragelearning, sharing and support around wellness andlifestyle topics.

The group’s lowest ranked engagement areas and suggestions to help you lessen the impact of these:

Energy (0%)Encourage managers and leaders to create anappreciative, positive work environment by spendingtime with staff. Train them to become better atspotting strengths and successes as they happenrather than recognizing effort and accomplishmentlate after the event.Begin team meetings with a quick round-up ofhighlights and successes for the month. This startsthe meeting on an energizing and solutions-focusednote, ensuring a more positive and productivemeeting.Align individual and team goals with broaderorganizational goals so employees can see how theircontribution impacts the organization’s goals, somaking work more meaningful.

Resilience (0%)Ensure managers are competent to undertakeengaging performance feedback and coaching tohelp employees boost their strengths andminimize weaker areas.Implement Peer Coaching Groups where peers canregularly share learning on overcoming challengesand provide each other with feedback. These canbe self-managed or supported by an internal orexternal facilitator.Don't ignore weaknesses. Try to focus on creativeways to reduce them and don't expect theweaknesses to become areas of mastery if theperson's strengths lie in other areas. Creativeways to reduce the negative impact of weakerareas include helping the person to find partnerswith complementary strengths, mentoring andcoaching, outsourcing parts of the work or findingtechnology-based solutions to lessen the impactof the weaker areas.

HR Engagement Group. 29 October 2018

© Strengths Partnership Ltd. All Rights Reserved

 1 

ContentsThis Baseline report is based on responses from 4 participants and includes the following sections:

Page N

1. Introduction 2

2. Current engagement levelsThis section provides you with a graph showing the current levels of engagement and strengthseffectiveness as completed on 27 August 2018

3

3. Tips for creating a positive and productive work cultureThis section provides tips for creating a positive and productive work culture, which can beimplemented in conjunction with your results

4

o

1. Introduction

The StrengthscopeEngage™ baseline report isdesigned to show the current levels of engagementand effective use of strengths reported by anominated group.

Strengthscope is the world’s most comprehensiveand innovative strengths profiling system that helpsenergize peak performance at work.

We define strengths as the underlying qualities thatenergize you and that you are great at or have thepotential to become great at.

Engaged employees tend to be committed to theirorganization’s goals and values, motivated tocontribute to organizational success, and are able toimprove their own sense of well-being. This baselinereport focuses on employees’ effective use of theirstrengths in order to drive their engagement, asresearch has shown that providing employees withgreater opportunity to use their strengths at work canincrease engagement by up to 73% , boostingorganizational outcomes such as productivity,customer loyalty and motivation .

Our model of engagement is shown below:

Please note that the results of this report should beconsidered together with other performance andengagement measures, including actual workresults, observable levels of effort and energy,retention of key talent, etc.

This baseline report provides a general indicationof behaviour, engagement and strengthseffectiveness at a specific point in time. Ideally, thisinformation should be tracked over a longer timeperiod and we recommend the progress report forthis purpose.

and Please refer to the Strengthscope technical manual and/orhandbook for the full reference list.

®

1

2

1 2 ®

2. Current engagement levels

The graph below shows the percentage of the group responding positively to the seven engagement questions,minus those responding negatively. Each bar therefore shows current levels of engagement and strengthseffectiveness in each area. The first bar shows the average across all seven areas and so the overall engagementlevel at this time.

Engagement levels for HR Engagement Group group over time Current Score

OverallEngagement

Energy Performance Resilience Collaboration Stretch Well-being Support

The relevance of each question to work performance is shown in the table below. Look at your highest scoringareas - these may represent your greatest potential strengths. Look at your lowest scoring areas – these mayrepresent your greatest potential risks.

Area of engagement When score is lower... When score is higher...

Energy: I get a lot of positive energy from

my work

Little discretionary effort High discretionary effort

Performance: I have plenty of

opportunities to use my strengths in my

daily work

Limited productivity and performance High productivity and performance

Resilience: I have learned how to use my

strengths effectively to help overcome

even the toughest challenges

Inability to deal with change, ambiguity

and pressure

Capacity to deal with change, ambiguity

and pressure

Collaboration: I am comfortable asking

others in my team for help when I am

challenged with a task that doesn’t play to

my strengths

Little teamwork or co-operation Improved teamwork and co-operation

Stretch: At work I am often challenged to

develop and stretch my strengths well

beyond my comfort zone

Employee development limited Improved performance through

continuous development

Well-being: My work generally makes me

feel more happy and positive

Limited well-being and engagement Improved well-being and engagement

Management support: My manager helps

me find opportunities to use my strengths

more effectively

Isolating, unsupportive environment More supportive environment

Perc

enta

ge o

f ra

ters

100

80

60

40

20

0

No. of participants 4 N.B. Engagement score - OverallEngagement in graph above

Engagement

Time 1: 21%

3. Tips for creating a positive and productive work culture

Building a positive and productive work culture where employees can optimize their strengths and deliver theirbest work is a continuous process and requires positive leadership, an empowering environment and a focusedinvestment of time and resources.

This section provides advice on how to build on your haighest ranked engagement areas and address your lowestranked engagement areas. This will help you translate employees’ strengths and engagement into measurableresults.

The group’s highest ranked engagement areas and suggestions to help you build on these:

Stretch (50%)Help staff to develop their skills, experience andknowledge in areas of natural strength, rather thansending them on training courses to address weakerareas.During performance reviews, encourage staff todiscuss how they would like to contribute to theteam’s goals in a way that most energizes andchallenges them.Challenge employees to undertake personal or team‘stretch’ assignments that enhance their strengthsand contribute to the organization's goals andvision. Organize a voluntary ‘Dragon's Den’ styleevent (i.e. a top management evaluation panel) toreview projects and to identify winning entries.

Well-being (50%)Invite employees to contribute to corporate socialresponsibility and community-based initiatives.This will boost team-building, new skills, andstaff motivation.Build time for fun, relaxation and relationshipbuilding into the normal working day to ensureit’s not all about hard work.Arrange a ‘wellness at work’ event involving allemployees and different external practitioners(e.g. resilience trainers, mindfulness experts, yogaand meditation teachers etc.) to encouragelearning, sharing and support around wellness andlifestyle topics.

The group’s lowest ranked engagement areas and suggestions to help you lessen the impact of these:

Energy (0%)Encourage managers and leaders to create anappreciative, positive work environment by spendingtime with staff. Train them to become better atspotting strengths and successes as they happenrather than recognizing effort and accomplishmentlate after the event.Begin team meetings with a quick round-up ofhighlights and successes for the month. This startsthe meeting on an energizing and solutions-focusednote, ensuring a more positive and productivemeeting.Align individual and team goals with broaderorganizational goals so employees can see how theircontribution impacts the organization’s goals, somaking work more meaningful.

Resilience (0%)Ensure managers are competent to undertakeengaging performance feedback and coaching tohelp employees boost their strengths andminimize weaker areas.Implement Peer Coaching Groups where peers canregularly share learning on overcoming challengesand provide each other with feedback. These canbe self-managed or supported by an internal orexternal facilitator.Don't ignore weaknesses. Try to focus on creativeways to reduce them and don't expect theweaknesses to become areas of mastery if theperson's strengths lie in other areas. Creativeways to reduce the negative impact of weakerareas include helping the person to find partnerswith complementary strengths, mentoring andcoaching, outsourcing parts of the work or findingtechnology-based solutions to lessen the impactof the weaker areas.

HR Engagement Group. 29 October 2018

© Strengths Partnership Ltd. All Rights Reserved

 2 

ContentsThis Baseline report is based on responses from 4 participants and includes the following sections:

Page N

1. Introduction 2

2. Current engagement levelsThis section provides you with a graph showing the current levels of engagement and strengthseffectiveness as completed on 27 August 2018

3

3. Tips for creating a positive and productive work cultureThis section provides tips for creating a positive and productive work culture, which can beimplemented in conjunction with your results

4

o

1. Introduction

The StrengthscopeEngage™ baseline report isdesigned to show the current levels of engagementand effective use of strengths reported by anominated group.

Strengthscope is the world’s most comprehensiveand innovative strengths profiling system that helpsenergize peak performance at work.

We define strengths as the underlying qualities thatenergize you and that you are great at or have thepotential to become great at.

Engaged employees tend to be committed to theirorganization’s goals and values, motivated tocontribute to organizational success, and are able toimprove their own sense of well-being. This baselinereport focuses on employees’ effective use of theirstrengths in order to drive their engagement, asresearch has shown that providing employees withgreater opportunity to use their strengths at work canincrease engagement by up to 73% , boostingorganizational outcomes such as productivity,customer loyalty and motivation .

Our model of engagement is shown below:

Please note that the results of this report should beconsidered together with other performance andengagement measures, including actual workresults, observable levels of effort and energy,retention of key talent, etc.

This baseline report provides a general indicationof behaviour, engagement and strengthseffectiveness at a specific point in time. Ideally, thisinformation should be tracked over a longer timeperiod and we recommend the progress report forthis purpose.

and Please refer to the Strengthscope technical manual and/orhandbook for the full reference list.

®

1

2

1 2 ®

2. Current engagement levels

The graph below shows the percentage of the group responding positively to the seven engagement questions,minus those responding negatively. Each bar therefore shows current levels of engagement and strengthseffectiveness in each area. The first bar shows the average across all seven areas and so the overall engagementlevel at this time.

Engagement levels for HR Engagement Group group over time Current Score

OverallEngagement

Energy Performance Resilience Collaboration Stretch Well-being Support

The relevance of each question to work performance is shown in the table below. Look at your highest scoringareas - these may represent your greatest potential strengths. Look at your lowest scoring areas – these mayrepresent your greatest potential risks.

Area of engagement When score is lower... When score is higher...

Energy: I get a lot of positive energy from

my work

Little discretionary effort High discretionary effort

Performance: I have plenty of

opportunities to use my strengths in my

daily work

Limited productivity and performance High productivity and performance

Resilience: I have learned how to use my

strengths effectively to help overcome

even the toughest challenges

Inability to deal with change, ambiguity

and pressure

Capacity to deal with change, ambiguity

and pressure

Collaboration: I am comfortable asking

others in my team for help when I am

challenged with a task that doesn’t play to

my strengths

Little teamwork or co-operation Improved teamwork and co-operation

Stretch: At work I am often challenged to

develop and stretch my strengths well

beyond my comfort zone

Employee development limited Improved performance through

continuous development

Well-being: My work generally makes me

feel more happy and positive

Limited well-being and engagement Improved well-being and engagement

Management support: My manager helps

me find opportunities to use my strengths

more effectively

Isolating, unsupportive environment More supportive environment

Perc

enta

ge o

f ra

ters

100

80

60

40

20

0

No. of participants 4 N.B. Engagement score - OverallEngagement in graph above

Engagement

Time 1: 21%

3. Tips for creating a positive and productive work culture

Building a positive and productive work culture where employees can optimize their strengths and deliver theirbest work is a continuous process and requires positive leadership, an empowering environment and a focusedinvestment of time and resources.

This section provides advice on how to build on your haighest ranked engagement areas and address your lowestranked engagement areas. This will help you translate employees’ strengths and engagement into measurableresults.

The group’s highest ranked engagement areas and suggestions to help you build on these:

Stretch (50%)Help staff to develop their skills, experience andknowledge in areas of natural strength, rather thansending them on training courses to address weakerareas.During performance reviews, encourage staff todiscuss how they would like to contribute to theteam’s goals in a way that most energizes andchallenges them.Challenge employees to undertake personal or team‘stretch’ assignments that enhance their strengthsand contribute to the organization's goals andvision. Organize a voluntary ‘Dragon's Den’ styleevent (i.e. a top management evaluation panel) toreview projects and to identify winning entries.

Well-being (50%)Invite employees to contribute to corporate socialresponsibility and community-based initiatives.This will boost team-building, new skills, andstaff motivation.Build time for fun, relaxation and relationshipbuilding into the normal working day to ensureit’s not all about hard work.Arrange a ‘wellness at work’ event involving allemployees and different external practitioners(e.g. resilience trainers, mindfulness experts, yogaand meditation teachers etc.) to encouragelearning, sharing and support around wellness andlifestyle topics.

The group’s lowest ranked engagement areas and suggestions to help you lessen the impact of these:

Energy (0%)Encourage managers and leaders to create anappreciative, positive work environment by spendingtime with staff. Train them to become better atspotting strengths and successes as they happenrather than recognizing effort and accomplishmentlate after the event.Begin team meetings with a quick round-up ofhighlights and successes for the month. This startsthe meeting on an energizing and solutions-focusednote, ensuring a more positive and productivemeeting.Align individual and team goals with broaderorganizational goals so employees can see how theircontribution impacts the organization’s goals, somaking work more meaningful.

Resilience (0%)Ensure managers are competent to undertakeengaging performance feedback and coaching tohelp employees boost their strengths andminimize weaker areas.Implement Peer Coaching Groups where peers canregularly share learning on overcoming challengesand provide each other with feedback. These canbe self-managed or supported by an internal orexternal facilitator.Don't ignore weaknesses. Try to focus on creativeways to reduce them and don't expect theweaknesses to become areas of mastery if theperson's strengths lie in other areas. Creativeways to reduce the negative impact of weakerareas include helping the person to find partnerswith complementary strengths, mentoring andcoaching, outsourcing parts of the work or findingtechnology-based solutions to lessen the impactof the weaker areas.

HR Engagement Group. 29 October 2018

© Strengths Partnership Ltd. All Rights Reserved

 3 

ContentsThis Baseline report is based on responses from 4 participants and includes the following sections:

Page N

1. Introduction 2

2. Current engagement levelsThis section provides you with a graph showing the current levels of engagement and strengthseffectiveness as completed on 27 August 2018

3

3. Tips for creating a positive and productive work cultureThis section provides tips for creating a positive and productive work culture, which can beimplemented in conjunction with your results

4

o

1. Introduction

The StrengthscopeEngage™ baseline report isdesigned to show the current levels of engagementand effective use of strengths reported by anominated group.

Strengthscope is the world’s most comprehensiveand innovative strengths profiling system that helpsenergize peak performance at work.

We define strengths as the underlying qualities thatenergize you and that you are great at or have thepotential to become great at.

Engaged employees tend to be committed to theirorganization’s goals and values, motivated tocontribute to organizational success, and are able toimprove their own sense of well-being. This baselinereport focuses on employees’ effective use of theirstrengths in order to drive their engagement, asresearch has shown that providing employees withgreater opportunity to use their strengths at work canincrease engagement by up to 73% , boostingorganizational outcomes such as productivity,customer loyalty and motivation .

Our model of engagement is shown below:

Please note that the results of this report should beconsidered together with other performance andengagement measures, including actual workresults, observable levels of effort and energy,retention of key talent, etc.

This baseline report provides a general indicationof behaviour, engagement and strengthseffectiveness at a specific point in time. Ideally, thisinformation should be tracked over a longer timeperiod and we recommend the progress report forthis purpose.

and Please refer to the Strengthscope technical manual and/orhandbook for the full reference list.

®

1

2

1 2 ®

2. Current engagement levels

The graph below shows the percentage of the group responding positively to the seven engagement questions,minus those responding negatively. Each bar therefore shows current levels of engagement and strengthseffectiveness in each area. The first bar shows the average across all seven areas and so the overall engagementlevel at this time.

Engagement levels for HR Engagement Group group over time Current Score

OverallEngagement

Energy Performance Resilience Collaboration Stretch Well-being Support

The relevance of each question to work performance is shown in the table below. Look at your highest scoringareas - these may represent your greatest potential strengths. Look at your lowest scoring areas – these mayrepresent your greatest potential risks.

Area of engagement When score is lower... When score is higher...

Energy: I get a lot of positive energy from

my work

Little discretionary effort High discretionary effort

Performance: I have plenty of

opportunities to use my strengths in my

daily work

Limited productivity and performance High productivity and performance

Resilience: I have learned how to use my

strengths effectively to help overcome

even the toughest challenges

Inability to deal with change, ambiguity

and pressure

Capacity to deal with change, ambiguity

and pressure

Collaboration: I am comfortable asking

others in my team for help when I am

challenged with a task that doesn’t play to

my strengths

Little teamwork or co-operation Improved teamwork and co-operation

Stretch: At work I am often challenged to

develop and stretch my strengths well

beyond my comfort zone

Employee development limited Improved performance through

continuous development

Well-being: My work generally makes me

feel more happy and positive

Limited well-being and engagement Improved well-being and engagement

Management support: My manager helps

me find opportunities to use my strengths

more effectively

Isolating, unsupportive environment More supportive environment

Perc

enta

ge o

f ra

ters

100

80

60

40

20

0

No. of participants 4 N.B. Engagement score - OverallEngagement in graph above

Engagement

Time 1: 21%

3. Tips for creating a positive and productive work culture

Building a positive and productive work culture where employees can optimize their strengths and deliver theirbest work is a continuous process and requires positive leadership, an empowering environment and a focusedinvestment of time and resources.

This section provides advice on how to build on your haighest ranked engagement areas and address your lowestranked engagement areas. This will help you translate employees’ strengths and engagement into measurableresults.

The group’s highest ranked engagement areas and suggestions to help you build on these:

Stretch (50%)Help staff to develop their skills, experience andknowledge in areas of natural strength, rather thansending them on training courses to address weakerareas.During performance reviews, encourage staff todiscuss how they would like to contribute to theteam’s goals in a way that most energizes andchallenges them.Challenge employees to undertake personal or team‘stretch’ assignments that enhance their strengthsand contribute to the organization's goals andvision. Organize a voluntary ‘Dragon's Den’ styleevent (i.e. a top management evaluation panel) toreview projects and to identify winning entries.

Well-being (50%)Invite employees to contribute to corporate socialresponsibility and community-based initiatives.This will boost team-building, new skills, andstaff motivation.Build time for fun, relaxation and relationshipbuilding into the normal working day to ensureit’s not all about hard work.Arrange a ‘wellness at work’ event involving allemployees and different external practitioners(e.g. resilience trainers, mindfulness experts, yogaand meditation teachers etc.) to encouragelearning, sharing and support around wellness andlifestyle topics.

The group’s lowest ranked engagement areas and suggestions to help you lessen the impact of these:

Energy (0%)Encourage managers and leaders to create anappreciative, positive work environment by spendingtime with staff. Train them to become better atspotting strengths and successes as they happenrather than recognizing effort and accomplishmentlate after the event.Begin team meetings with a quick round-up ofhighlights and successes for the month. This startsthe meeting on an energizing and solutions-focusednote, ensuring a more positive and productivemeeting.Align individual and team goals with broaderorganizational goals so employees can see how theircontribution impacts the organization’s goals, somaking work more meaningful.

Resilience (0%)Ensure managers are competent to undertakeengaging performance feedback and coaching tohelp employees boost their strengths andminimize weaker areas.Implement Peer Coaching Groups where peers canregularly share learning on overcoming challengesand provide each other with feedback. These canbe self-managed or supported by an internal orexternal facilitator.Don't ignore weaknesses. Try to focus on creativeways to reduce them and don't expect theweaknesses to become areas of mastery if theperson's strengths lie in other areas. Creativeways to reduce the negative impact of weakerareas include helping the person to find partnerswith complementary strengths, mentoring andcoaching, outsourcing parts of the work or findingtechnology-based solutions to lessen the impactof the weaker areas.

HR Engagement Group. 29 October 2018

© Strengths Partnership Ltd. All Rights Reserved

 4 

Tools to optimize your performance

Want to find out more about your performance at work? Why not take:

Strengthscope360

Helps people discover and optimize their strengths and provides co-worker feedback to energize peak performance andengagement

StrengthscopeLeader

Helps leaders optimize their strengths and habits to energize peak performance, engagement and a positive culture

StrengthscopeTeam

Helps teams discover their strengths and improve their performance, teamwork and agility

StrengthscopeEngage

Measures changes/ROI in engagement and productive use of strengths arising from the training or development program

Contact our fantastic team on 020 8944 0289 or at hello@strengthscope.com to discuss the right optionfor you!

For additional resources to optimize your strengths and reduce performance risks, visitwww.strengthscope.com

Strengthscope is a registered trademark of Strengths Partnership Ltd. While utmost care and attention havebeen taken in the creation of StrengthscopeEngage™, the authors and publishers cannot be held responsible forany decisions arising from the use of the data, or any specific interpretations or inferences arising from thereport.

Please note that the content of this report remains proprietary to Strengths Partnership Ltd, and that anydistribution or copying of the report or any of its content is prohibited unless prior agreement is given byStrengths Partnership Ltd in writing.

™

™

™

™

®