Transcript

Anybody who's coached people or managed people that only have their Top Five, you sort of realise you get to a certain point where it's almost like you hit a wall. And it's like behind the wall there's all these things that you know that live but it's sort of a mystery, it's like, I wonder why I am the way I am, you know. Or I wonder why he does the things that he does, or I wonder why that they approach this situation in a particular way. Usually the answers to those questions live beyond their Top Five and so it's just always a really interesting thing for people is when they actually have there all 34, it fills in the blanks. It provides a very clear picture of who you are, who you aren't, but who you are and what your contribution is. It gets much easier for people as they see that whole picture to then start to understand how they maximize their strengths. And you know it's an interesting thing it doesn't change at all that we want people to still focus on their most dominant themes. But it really does help people to have a much clearer picture so that as they start to work to develop their themes they know exactly what they're developing inside of and there's no mysteries, there's no guesswork.