Now, Discover Your Strengths

By D. Clifton, M. Buckingham. 2001

555 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/271b0707c6d6948037ec6029e0047bb5543609bb

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Citations in the corpus

Positive Approach To Leadership (PAL) Implications for Today's Organizations (2001, background): “…on leadership, but, more directly relevant, from the long-time positive, strengths-based consulting practice of the Gallup Organization (see its recent best-selling book by Buckingham and Clifton (2001), Now, Discover Your Strengths) and the emerging academically-based positive psychology movement.”
Exploring the Relationships between Organizational Virtuousness and Performance (2004, background): “Customer retention is a product of customer satisfaction and loyalty, and a strong relationship exists between these factors and the subjective well-being of employees (Buckingham & Clifton, 2001; Johnson & Gustaffson, 2000).”
The need for and meaning of positive organizational behavior (2002, methodology): “The Gallup consulting practice is based on identifying and managing employee strengths (see the empirically based professional books by Gallup practice leaders Buckingham and Coffman (1999) and Buckingham and Clifton (2001)).”
DOES PERFORMANCE IMPROVE FOLLOWING MULTISOURCE FEEDBACK? A THEORETICAL MODEL, META‐ANALYSIS, AND REVIEW OF EMPIRICAL FINDINGS (2005, background): “They can encourage recipients who receive favorable feedback to set even more challenging goals (discrepancy production) that build on their strengths (e.g., Buckingham & Clifton, 2001).”
Effects of a Strengths Intervention on General and Work-Related Well-Being: The Mediating Role of Positive Affect (2017, background): “Most employees and leaders cannot readily identify their own strong points (Kaplan and Kaiser 2010; Buckingham and Clifton 2001), and report to not use their strengths very often when being at work (Buckingham 2007).”
How to fuel employees’ prosocial behavior in the hotel service encounter (2020, background): “Yet, people tend to excel by maximizing their strengths rather than concentrating on their weaknesses (Buckingham and Clifton, 2001), and thus, it is necessary to”
Strength Use in the Workplace: A Literature Review (2020, methodology): “Second, to the individual who holds them, strengths appear so natural as to seem self-evident (Buckingham and Clifton 2001).”