The Strengths Project Moves Forward

IQ Solutions
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IQ Solutions prides itself on being an organization that relies on the creativity, knowledge, experience, and ingenuity of its diverse work force. In so many ways, our principal value to our clients—and our greatest asset when pursuing new business opportunities—is the strengths that each employee brings to our collaborative work and identity. To that end, we wanted to capture the depth and breadth of talent within the company through one common lens and thus created the Strengths Project to identify the key talents we each bring to our work.


The Strengths Project, which is based on Gallup’s StrengthsFinder 2.0 assessment, allows individuals to discover their top 5 talents in 34 different themed areas. This assessment is a tool to help you identify your key talent areas, which can become strengths as you use and enhance those talents. It is not a personality test or an assessment of technical knowledge or skills. Rather, it is an assessment of what are considered innate traits that influence how we approach the way we work. Gallup has done considerable research and has established the impact of our innate traits on our daily work lives, how we relate to others, and how we achieve our goals. 

To date, more than 140 IQ Solutions employees have engaged in this fun and illuminating StrengthsFinder 2.0 assessment.

As we move through the process of promoting the assessment to all IQ Solutions employees, we are also making strides to become a strengths-based organization. This is an in-depth process that requires that we work toward infusing employee talents and strengths into all aspects of our corporate structure, including onboarding, talent management, and recruitment and hiring.

Through the Strengths Project, we will not only know our strengths, but also promote, build, and leverage them in ways that will bring notice to us as individuals and to our company. Knowing our strengths will allow us to effectively match strengths and talents with specific roles in the workplace.


As we move toward becoming a strengths-based organization, we will build the StrengthsFinder 2.0 assessment and the sharing of our identified strengths across the company into our culture. We have already started the process by introducing the assessment to new hires during the onboarding process—they get a copy of the StrengthsFinder 2.0 book on their first day—putting up posters describing all 34 talent themes around our office space, and coming soon…door tags depicting your top 5 strengths.

We are very excited about the future of the Strengths Project and the various ways individual employees and project teams are using the results of the assessment to plan and guide their contributions to their projects and teams.

More to come on this initiative soon.

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