Announcing the Talent Effectiveness Platform
Core Strengths® Launches First-of-its-Kind Talent Effectiveness Platform to Improve 'Relationship Intelligence' (RQ)
Vision
We envision a world where people have the power to make every relationship in their lives more positive and productive by learning when and how to use their core strengths.
Relationships can be complex. Managing them doesn’t have to be. Core Strengths is the only solution that develops coachable Relationship Intelligence in your people, so they can break through communication barriers, approach their differences differently, and actively shape the conversations that move businesses forward.
Since 1971 over three million people have taken the SDI assessment and learned how to flexibly approach relationships for greater mutual success. Today it’s easier than ever to reinforce the Relationship Intelligence they’ve gained through our coaching platform, a revolution in talent development that helps people reach their highest potential through relationships.
Leadership
Meet the experts behind Core Strengths
Core Strengths offers dynamic, compelling speakers skilled at weaving the themes of Leadership, Accountability and Strengths-based Teamwork into any Core Strengths event. They bring the latest research delivered with experience and knowledge to their speaking engagements, and each has worked with a diverse array of companies and audiences.
History
In 1971, Elias Porter introduced the SDI and Relationship Awareness Theory to the world. His theory focuses on personal strengths and their underlying motivations as the key to understanding people and improving relationships. The SDI is the practical application of the theory and was the first personality assessment to use colours. The SDI has been used on every continent and is available in over 25 languages.
The theory behind the SDI first began to take shape in the 1950s when Elias Porter was part of the team that introduced client-centered therapy and the human potential movement. Porter worked closely with Carl Rogers at the University of Chicago, where he began working with personality assessments and was a contributor to Rogers’ client-centered concepts Porter’s earliest assessments were based on Erich Fromm’s descriptions of non-productive personalities, which were an advancement of Sigmund Freud’s counseling concepts.
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