This week I’d like to focus on a strengths assessment and development tool, the Realise2 4M model . The model was developed by Dr Alex Linley and the team at Center for Applied Positive Psychology.
I briefly presented the REALISE2 4M model for you last week as an introduction and will this week explain it more in-depth. The model is shown below;
Firstly, the underlying definition of strengths is;
‘a pre-existing capacity for a particular way of behaving, thinking, or feeling that is authentic and energizing to the user, and enables optimal functioning, development and performance’ (Linley 2008, p. 9)
The Realise2 4M model shown above is based on the definition by Alex Linley and colleagues and represents four combinations of using realized and unrealized strengths, learned behaviors and weaknesses (marked by separate quadrants).
Moreover the model examines the benefits and consequences of developing and/or focusing on each quadrant in terms of individuals’ (i.e. employees’) energy, performance, and use. Each of the 4 quadrants are described briefly below from the point of view of an employee that is wishing to develop themselves at work.
The prescription of the model is that realized strength (top right hand corner) produce high energy, high performance, and should be used often. Hence the employee/individual should Marshall the particular realized strength.
According to the model, a learned behavior (quadrant 2) is associated with lower energy but higher performance. This is why the use of the learned behaviour should be Moderated.
A weakness (quadrant 3) is represented via its association to lower energy and performance. The use of our weaknesses should be Minimized. The acknowledgement of Realise 2 model that weaknesses exist and that they are a factor within all working or life contexts is a point of departure from other strengths models which exclude this component.
And lastly, an unrealized strength is one which is associated with the untapped potential of the individual and is characterized by high energy and performance however lower use. The model prescribes that these strengths should developed most and their use Maximised.
If any of you are wondering how to assess specifically which are your unrealized and realized strengths, learned behaviors, and weaknesses, please go to the Center for Applied Positive Psychology for this, and a lot more useful information.
As usual, any comments or questions are welcome….