Positive psychology emphasizes building personal strengths rather than only fixing weaknesses. Strengths are enduring qualities that help individuals perform at their best, contribute positively to others, and lead fulfilling lives.

1. The Value of Strength

a) Definition of Strength

A psychological strength is a trait or capacity that is morally valued, contributes to well-being, and can be developed through experience and effort.

Key features include:

  • Authenticity – aligned with one’s true self

  • Energy – using a strength feels energizing, not draining

  • Performance – strengths help achieve goals effectively

b) Importance of Strengths in Positive Psychology

  • Promotes Well-being: Strengths use is directly linked with increased happiness, resilience, and life satisfaction.

  • Boosts Engagement: When people use their strengths at work or in study, they feel more engaged and perform better.

  • Improves Relationships: Strengths such as kindness, fairness, and empathy foster better interpersonal connections.

  • Supports Personal Growth: Strengths encourage goal-setting and continuous development, even in the face of adversity.

  • Foundation of Positive Psychology: Seligman and Peterson emphasized that identifying and using strengths is essential to achieving well-being.

  • Buffer Against Mental Illness: Strength-based interventions reduce symptoms of depression, anxiety, and stress.

  • Enhances Life Satisfaction: Research shows that individuals who use their strengths daily report higher happiness.

c) Examples of Psychological Strengths

  • Perseverance: Continuing efforts despite challenges (e.g., a student studying hard despite repeated failures).

  • Kindness: Helping others without expecting rewards.

  • Curiosity: A strong desire to learn or explore new things.

d) Benefits of Focusing on Strengths

  • Builds a positive self-image.

  • Encourages proactive coping.

  • Enhances emotional intelligence.

  • Contributes to intrinsic motivation.

Examples in Action

  • A teacher using creativity to make learning engaging.

  • A nurse using empathy to comfort patients.

  • An athlete applying perseverance to return from injury.

  • A manager using fairness and leadership to build team trust.


2. The Un-DSM and the VIA Classification of Strengths and Virtues

The Un-DSM (the "positive" counterpart of the DSM used in clinical psychology) is not a diagnostic manual but a conceptual tool proposed by Martin Seligman and Christopher Peterson. It focuses on classifying human strengths instead of mental disorders, leading to the creation of the VIA Classification of Strengths and Virtues.

a) Purpose and Philosophy

  • Traditional psychology focused on what's wrong (DSM); the Un-DSM focuses on what's right.

  • The goal is to promote psychological well-being by cultivating virtues and strengths that lead to a fulfilling life.

  • It supports a strength-based rather than deficit-based model of human development.

b) VIA Classification Framework

The VIA (Values in Action) project categorized 24 strengths under 6 core virtues, considered universal across cultures and time.

Six Core Virtues and Their Strengths

  1. Wisdom and Knowledge

    • Creativity (originality)

    • Curiosity (interest in the world)

    • Judgment (critical thinking)

    • Love of Learning

    • Perspective (wisdom)

  2. Courage

    • Bravery

    • Perseverance

    • Honesty

    • Zest (vitality)

  3. Humanity

    • Love

    • Kindness

    • Social intelligence

  4. Justice

    • Teamwork

    • Fairness

    • Leadership

  5. Temperance

    • Forgiveness

    • Humility

    • Prudence

    • Self-regulation

  6. Transcendence

    • Appreciation of beauty and excellence

    • Gratitude

    • Hope

    • Humor

    • Spirituality

Why the VIA Model Matters

  • Universal Relevance: Based on cultural, religious, and philosophical traditions globally.

  • Self-Awareness Tool: Helps individuals identify and work on their core strengths.

  • Foundation for Interventions: Used in coaching, therapy, education, and leadership development.

Example Applications

  • A student with high love of learning thrives in research-based activities.

  • A leader high in fairness promotes justice within teams.

  • A therapist with empathy and social intelligence connects better with clients.


Gallup’s StrengthsFinder (Now CliftonStrengths)

Gallup’s StrengthsFinder, now known as CliftonStrengths, was developed by Donald Clifton to help individuals discover and maximize their natural talents. Unlike the VIA model which categorizes virtues, StrengthsFinder focuses on work-related performance and personal effectiveness.

a) Concept and Objective

  • Based on the belief that talent multiplied by investment leads to strength.

  • Focuses on what’s right with people, encouraging them to develop what they naturally do best.

  • Used for personal growth, team development, education, and organizational leadership.

Key Features of the StrengthsFinder Model

  • Identifies 34 talent themes, such as Achiever, Communication, Empathy, Strategic, etc.

  • Each individual gets a Top 5 strengths report after completing the assessment.

  • These themes fall under four broad domains:

    1. Executing – How people get things done (e.g., Discipline, Achiever)

  • Examples: Achiever, Discipline, Focus, Responsibility

  • Individuals in this domain are known for getting things done efficiently.

    • 2. Influencing – How people influence others (e.g., Command, Communication)

  • Examples: Communication, Command, Activator, Maximizer

  • These people are good at motivating others and leading change.

    • 3. Relationship Building – How people build strong relationships (e.g., Empathy, Harmony)

  • Examples: Empathy, Harmony, Adaptability, Developer

  • Their strength lies in nurturing trust and collaboration in teams.

    • 4. Strategic Thinking – How people make decisions and create strategies (e.g., Learner, Intellection)

  • Examples: Learner, Strategic, Analytical, Futuristic

  • These individuals generate ideas, analyze trends, and see future possibilities.

Why It Matters

  • Increases Engagement: People who use their strengths daily are more engaged and productive.

  • Improves Team Dynamics: Helps teams understand each other’s contributions.

  • Boosts Self-Esteem: Promotes a positive view of self, rather than fixing weaknesses.

  • Career Guidance: Helps individuals align their career choices with their natural strengths.

Example Applications

  • A teacher with Communication and Input strengths becomes an effective storyteller and content creator.

  • A manager with Strategic and Maximizer strengths can improve processes and help others reach their potential.

  • A healthcare worker with Empathy and Responsibility provides compassionate, reliable care.


4. CAPP’s Realise2 / Strengths Profile – A Detailed Note

📌 Introduction

Developed by the Centre for Applied Positive Psychology (CAPP), the Realise2 model—now known as Strengths Profile—is a dynamic, science-based framework to assess how people use their strengths. It goes beyond identifying strengths by also measuring energy, performance, and use, offering a holistic view of personal potential.

📘 Core Philosophy

  • Not all strengths are used equally; some give energy, while others drain it.

  • Recognizing both used and unused strengths provides a realistic map for personal and professional growth.

  • Encourages individuals to balance strengths, manage weaknesses, and avoid overuse of dominant traits.

🔍 Four Quadrants of Strengths Profile

1. Realized Strengths

  • Definition: Things you perform well, use often, and enjoy using.

  • Purpose: These are your most authentic and energizing traits.

  • Example: A person high in Empathy regularly supports team members emotionally and finds meaning in doing so.

2. Unrealized Strengths

  • Definition: Talents you perform well and enjoy, but don’t use often.

  • Purpose: Unlocking these leads to greater satisfaction and potential.

  • Example: Someone may have Creativity but rarely gets the opportunity to use it at work.

3. Learned Behaviors

  • Definition: Abilities you’ve acquired through practice but that don’t energize you.

  • Purpose: Useful for performance but can lead to burnout if overused.

  • Example: A teacher may be good at Time Management but finds it mentally draining.

4. Weaknesses

  • Definition: Traits you don’t enjoy, don’t perform well in, and rarely use.

  • Purpose: Awareness helps manage or minimize impact through delegation or training.

  • Example: Someone weak in Detail Orientation may struggle with data entry.

🌟 Applications in Positive Psychology

  • Personal Development: Helps individuals discover strengths they aren’t yet using.

  • Energy Management: Encourages balance between what people enjoy and what they must do.

  • Team Dynamics: Facilitates complementary team building by aligning members’ strengths.

  • Career Guidance: Supports decisions aligned with energizing skills and authentic values.






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