One of the best ways to develop one's self is to discover and overcome things that hinder or constrain you from advancing. The Flipside (2007) gives you strategy for overcoming your greatest constraints.
The Strength’s Finder 2.0 has been
criticized for only focusing on a person’s strength and the Flippen Profile has
been criticize for focusing only on a person’s weakness referred to as
constraints. The commonality of both assessments is that they both acknowledge that a
strength or a weakness used to an extreme becomes the opposite. The
Flippen Profile (TM) identifies behaviors that constrain a person from fulfilling
their greatest potential.
The Flipside Profile
lists 10 of the most common constraints instead of the 12 identified by the online Flippen Profile: (1) over confidence, (2) low self-confidence, (3) overly
nurturing, (4) too demanding, (5) low nurturing, (6) low passion or drive, (7)
overly dominant, (8) resistant to change, (9) aggressive or angry, (10) low
self-control or impulsive. The book gives a description of each constraint,
suggestions for helping overcome the constraint, and suggested TrAction steps.
This is a very good and user friendly assessment for employees and coaches. Combining the
Strengths Finder and the Flipside profile allows the coach and client address
driving forces and restraining forces in a force field analysis coaching
approach.
Please add this valuable book to your personal development library.
The Strength’s Finder 2.0 has been
criticized for only focusing on a person’s strength and the Flippen Profile has
been criticize for focusing only on a person’s weakness referred to as
constraints. The commonality of both assessments is that they both acknowledge that a
strength or a weakness used to an extreme becomes the opposite. The
Flippen Profile (TM) identifies behaviors that constrain a person from fulfilling
their greatest potential.
According to the Flippen Group, the
Flippen Profile pinpoints behavioral characteristics and predicts future
behavioral preferences. They propose that the things which hold people
back—their constraints—are a more reliable predictor of success than their
skills or talent. For a person to become their best self requires identifying
things that are holding them back and then take steps to eliminate or reduce
them.
There are basically two Flippen
assessments. The first is the Flippen Profile. It is the full version that is
only available to companies for a high price. It is a 360-evaluation completed
online. Once purchased, a link is sent to the person being assessed and several
colleagues. After all have completed the assessment, the results are sent to
the client and the Flippen Group so that an expert from the Flippen Group can
follow up. To my knowledge, this profile is not available to the public.
The result of the assessment is a
summary of the scores of 12 behaviors: (1) urgency and intensity, (2) need to
nurture, (3) criticality, (4) self-confidence, (5) self-critical, (6) need for
encouragement, (7) dominance, (8) deference, (9) self-control, (10)
aggressiveness, (11) need for order, and (12) need for change. The Flippen
Profile also identifies strengths. For example, my score for “need for order”
was in the range making it a strength, but if it was too high or too low, it
would be a constraint. The Flippen Profile identifies a person’s three greatest
constraints and makes suggestions on how to improve them. They also provide
TrAction (sic) steps.
The second Flippen Profile comes from
his book “The Flipside” (available on amazon.com). The purpose of the Flipside Profile is the same as the
full Flippen version, but is available to the public and coaches. Instead of
the full 360 online assessment, the Flipside provides a symptom checklist of 10
common constraints to diagnose or identify the most problematic constraints. It
relies on self-evaluation and self-identification of potential constraints.
The Flipside Profile
lists 10 of the most common constraints instead of the 12 identified by the online Flippen Profile: (1) over confidence, (2) low self-confidence, (3) overly
nurturing, (4) too demanding, (5) low nurturing, (6) low passion or drive, (7)
overly dominant, (8) resistant to change, (9) aggressive or angry, (10) low
self-control or impulsive. The book gives a description of each constraint,
suggestions for helping overcome the constraint, and suggested TrAction steps.
This is a very good and user friendly assessment for employees and coaches. Combining the
Strengths Finder and the Flipside profile allows the coach and client address
driving forces and restraining forces in a force field analysis coaching
approach.
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