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Based on the results of their tests they will write a reflection addressing the following: describing each of their top five (5) identified strengths, reflecting on their perceptions of this assessmen
Based on the results of their tests they will write a reflection addressing the following: describing each of their top five (5) identified strengths, reflecting on their perceptions of this assessment, and providing a concrete example of how they have seen each strength manifested in their behavior or actions. (Please note – for this reflection, personal pronouns may be used, e.g. I, me, my, etc). Students should anticipate that this paper be between five to seven (5-7) pages in length and APA formatted.
Your focus should be on the following information:
- Describe your top five signature themes
- Describe the key talents often found within that theme that fit you
- Evaluate challenges or misperceptions associated with your talents
- Assess what makes your talents valuable
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understanding the definition ** ** *** ****** ** **** ** ******** ** *** ******* * **** ******* reveal *** ************** of ** key ******* *** the ****** **** *** ******************* ThemeIndividual with *** restorative themes loves ** ***** problems ****** **** talent **** **** *** **** a ******* ****** ***** ** is * chance ** **** ***** ************ Such persons will ***** ********* ******** *********** ******* ***** *** probing the ******** The **** ** ******* varies **** person to ****** **** *********** ******* **** ******** ******** practical ******** ** ********** problems * have * ********** *** ********* ******** ***** * **** ***** confidence ** fixing ********* ******** offer room *** *********** *** *** results *** immediate ********** *** ******** problems **** **** for *** ** ***** and ******* their resolutionThe **** talent ***** the *********** ***** ** *************** which is a valuable ** ******* **** **** ************** ** * problem ****** * like ********** that **** ***** ********** * ****** ****** for problem ***** to *** my **** ** *********** *** solution *** talent ** ****** ** ********** *** ***** ** ** ******** **** *** **** ****** others with their ******** *************** ** * valuable talent in *** contemporary ******* *********** ********** *** social ***** are **** ******** *** people **** ** difficult to ****** ** *** ******* Problem ******* ******* ********* that ***** ****** to adjust ** *** evolving ****** *** ************* ************ (Hansberry 2016) ************* **** need ******* ******* ** overcome ******** ******* *** **** **** ****** ********** **** ****** ******** ***** ******** or ****** ** change **** **** their ****** ** competitors *************** ******* **** help ****** innovations **** ******* innovations *** unable ** ***** * ********** ******* * **** **** ******* I have been ****** ** ****** when faced **** *** ********** ****** **** ***** mistake ******* ******* as intrusive into their personal ******* ******* ******* *** often ***** ** **** out in ******* ********* ***** **** private ****** find ********* *************** ******* also *** ****** **** trouble **** **** *** unable ** ***** certain ******** * **** **** the *************** talent *** push ** individual into accepting the ********* **** **** cannot ***** *** *************** ****** is **** ******* **** **** other ****** **** ** **** learning ************* * **** **** * should *** **** **** solving all ******** **** ***** ****** *** ********** ** ******** **** *** ******************* ******** ************ ***** is ************* ** ******** ** **** ********* *** ******* *** theme ************ ***** is closely ********** **** *************** ****** ************ ****** **** ****** **** ** ********* ***** **** **** ********** ** **** * **** highlighting risks **** when ******** ** ********* ** *** ******* I **** ** is important to identify **** ****** ***** prioritization *** ********* ***** solutions ************ talents **** **** judgments and offer ******* to ****** In most ***** ****** ********** *** ************ ***** will make * ************ *********** *************** ****** *** ********** talent *** prominent ***** *** ************ ***** Decision-Making ****** ***** ****** ******** ********** ** **** ****** **** decision-making talents ******** *** aspects ** * ******* **** plan *** the ****** **** ****** **** ****** with *************** ******* **** help ****** ** making critical ********* *** ********** talents *** ******** in an ************ ** **** **** help predict ****** ******** An ************ ****** ****** ** ***** ** overcome *** challenges ** the ******* ** prediction ******* *** ************ will ********* ********* ******** *********** ***** ************ ***** ******** *** ********* ***** allows *** organization ** *** aside funds **** will **** it ******** *** risk **** ** ********** ** *** absence of such ***** *** ************ **** **** ** ****** ******** ************ and **** risk closure ** ***** *** inadequate capabilities ** ******** *** ***** People **** ***** ************* ****** with ************ ******* ** *********** ****** **** **** **** people **** ******** ***** ****** ****** ** trouble ****** ** ******* oriented * **** ***** faced such ********** ***** ** ***** **** me **** to reveal **** ******** **** ***** have ******* effectsAdaptability ***************** ****** *********** to **** **** *** **** ** ****** ********* people ******** ****** situations **** **** ****** ****** * ****** *** ** ******* ******** ****** which ** opposed *** lead to great ****** I **** ********** ** ** ****** and ********* ** ******* ******* changes ** society Adaptive ****** **** ***** but **** *** ***** their ***** ** *** *** ********** ********** * **** **** some ********** *** inevitable and ***** **** opportunities **** ******** I ********* ****** *** faults ** my plans *** ****** ******* **** **** **** salvage or ******* *** ***************** ******* ** *** *** ****** ** *********** *********** ** a talent allows * ****** ** change with the ************* *********** ** a ******** ****** in *** ever-changing *********** ** * ******** ******* ************* **** ** ******* ** *** ******* ** ***** *********** That ******* ********** **** *********** **** ** is ***** **** it is not going to **** ** ********** the market Flexibility is **** valuable *** ********* ******* ** *** ************** structure ******** Yavuz Karagulle & **** ***** ******** ****** ****** ****** *** leaders *** ***** in new ************** ********** **** **** ******* *********** ****** ***** criticize flexible ****** ** lacking ******* or ***** ******* ** ***** ** not ideal in situations that *** **** to *** *********** of *** ************** *********** in the ******* ***** **** **** social ****** ** a ******* * often enjoy *** company ** friends *** **** *** ** **** new ************* with new ***** * ***** ****** *** ******* ***** ** opens ** ** *** ************* ** **** ******** form ******* relationships with others *** **** ****** intimacy in ***** ************* The *** ****** *** *** ******* ** good ************** ********** communication ****** **** *** ******* further ***** ************* ****** *** ****** ** ***** * **** communicator ** ****** ** ******** ** ************* **** ******* friendships ** organizations ****** ** the ************ **** ** work in teams ***** *** ******** **** *** ******* *** **** ** communicating ***** ***** **** communication skills might **** opposition from ****** **** ***** ***** ******* People **** fear ** ***** intimate ******* when **** ***** **** *** **** ***** them **** ****** ****** **** good ************* ****** *** **** ** ******** ******** ************* ***** they have * ***** ****** circle ***** ** difficult ** ******** ** *** ******** levelDeveloper *************** look ** *** talent ** ****** *** **** **** ******* ***** ************ I **** ** friends ** ****** ********* ***** is *** yet ***** ********* * ********* **** to work towards ***** **** **** *** **** ******* ***** life ***** I ****** ** **** ** ********* ******** and ********* examples *** ********** * **** an *********** role ** *** **** of others *** relish ***** ******* *** ** my *** ******* in this **** ** that ** **************** ** * developer’s talent ******** in ******* the ********* **** ****** I *** ** educate ****** and ******* **** ** ***** ***** goals * use my ******** skill to educate them ** ***** ******** ** also ** ********* talent ** ********* *** ideas **** *** organization ****** ****** **** ******** in the ************* environment ******** ****** are important to motivate ****** ** attain their full potential Teaching ***** ** ******** ** helping ****** ***** *** ***** **** they *** ****** ** ****** ****** ***** ********* teachers *** their *********** **** ******** *** ***** ********** ** ******* in *** ***** ** ****** Those with the ******** ****** **** **** to look ** ***** ********** before ******* others The teaching talent ***** **** guide ****** ** the direction **** they do *** *********************** * ****** * ********* ************ to *********** ******** in ******** ****** skills *** guidance ******* ******** ***************** * Yavuz M ********* * * ***** **** * (2016) ********** ** strategic *********** on *** knowledge and *********** ************* ** ******** ****** ***** Procedia-Social *** Behavioral Sciences 229 ***************** * & Balakrishnan * ****** Facets ** ****** ********** **** of employee and employer ******** ** ********* ************* Journal ** Business Forecasting *** Marketing Intelligence **** *********
