Shaw Strengths Matrix™

Our Focus

The Shaw Strengths Matrix™ (SSM™) is a next-generation, psychometrically validated framework that synthesises four leading psychological theories into a model of 12 core Character Strengths, aligned with the O*NET® occupational framework.

SSM™ invites organisations to discover the hidden strength-based behavioural dynamics that shape individual decisions, team dynamics and change responses at work, enabling leaders to more effectively guide performance and navigate change.

The Gap

Traditional personality tools focus on static traits and offer relatively limited insight into actual workplace behaviour. They typically offer:

• Limited clarity on the signature strengths of team members
• Limited guidance for leveraging diverse strengths within teams
• Lack shared language for reframing predictable patterns of resistance that surface under transformation pressure

The SSM™ Approach

The SSM™ provides solutions through the following tools: :

• 1. SSM™ Assessment & Report: supports leadership development by enabling leaders to identify Signature Strengths and allocate responsibilities aligned to strength-based work preferences.
• 2. SSM™ Team Dynamics Workshop: explores team Signature Strengths, fosters team collaboration, and builds high performing teams.
• 3. SSM™ Change Alignment Intervention: leverages Signature Strengths to map anticipated resistance and enable targeted reframing—enhancing stakeholder understanding and change readiness.

Key Benefits & Outcomes

• 1. Deep organisational insight: SSM™ integrates personality profiles, team dynamic analytics, and change response analytics to provide a comprehensive view of team capability and behaviour.
• 2. Alignment with established frameworks: SSM™ signature strengths map directly to ‘Work Styles’ and ‘Work Activities’ in the O*NET occupational capability model.
• 3. Stronger change engagement: complements the ADKAR Model change management framework by enhancing the ‘Desire’ phase through a signature strengths lens.
• 4. Drives organisational performance: enables strength-based work allocation, enhances team collaboration, and improves change readiness.

Caveats

• 1. Not a psychological diagnostic instrument.
• 2. Not designed to replace cognitive ability tests in recruitment selection decisions.
• 3. Not designed for benchmarking or comparative evaluation within performance review processes.