My Great Discovery: Strength Revolution
 |
Description
Book Introduction
★★★★ Wall Street Journal Bestseller ★★★★
★★★★Long-term Amazon Bestseller in the US and Japan★★★★
★★★★A rush of orders from leading domestic companies★★★★
★★★★A bestseller in the self-development category in bookstores nationwide for approximately 25 years★★★★
People who dream of a better life by discovering their strengths
A must-read for managers who want to get the best performance from their individuals!
The talent hidden within me,
The secret to success that will change your life lies in your 'strengths'!
2025 Revised "My Great Discovery ★ Strength Revolution"
People who are not good at speaking enroll in speech academies, and people who lack presentation skills enroll in presentation academies.
We invest the most time and money in the things that yield the least results.
However, compensating for weaknesses is not a progressive process that moves forward, but rather a passive means of reducing damage or loss.
The secret to success lies in what you do best, your strengths.
The new book "The Great Discovery of Myself☆Strength Revolution" (revised edition, 2025), published by Cheonglim Publishing, started with Donald Clifton's simple question: "How would our lives change if we focused all the attention that was focused on improving our weaknesses on our strengths?"
Although it has been nearly 25 years since its publication, this book is still loved by many people around the world, to the point that it is still on the Amazon bestseller list in the US and Japan. In Korea, too, leading corporations have been flooding in with group orders for over 20 years for organizational management and employee self-development.
Few books in the self-help field have been so beloved for so long.
The revised edition of "My Great Discovery ★ Strength Revolution" published by Cheonglim Publishing in 2025 has returned even stronger thanks to the enthusiastic response from long-time readers, with a wonderful foreword by Gallup CFO Lee Taek-jin and expert review by Coaching Management Institute CEO Koh Hyun-sook.
★★★★Long-term Amazon Bestseller in the US and Japan★★★★
★★★★A rush of orders from leading domestic companies★★★★
★★★★A bestseller in the self-development category in bookstores nationwide for approximately 25 years★★★★
People who dream of a better life by discovering their strengths
A must-read for managers who want to get the best performance from their individuals!
The talent hidden within me,
The secret to success that will change your life lies in your 'strengths'!
2025 Revised "My Great Discovery ★ Strength Revolution"
People who are not good at speaking enroll in speech academies, and people who lack presentation skills enroll in presentation academies.
We invest the most time and money in the things that yield the least results.
However, compensating for weaknesses is not a progressive process that moves forward, but rather a passive means of reducing damage or loss.
The secret to success lies in what you do best, your strengths.
The new book "The Great Discovery of Myself☆Strength Revolution" (revised edition, 2025), published by Cheonglim Publishing, started with Donald Clifton's simple question: "How would our lives change if we focused all the attention that was focused on improving our weaknesses on our strengths?"
Although it has been nearly 25 years since its publication, this book is still loved by many people around the world, to the point that it is still on the Amazon bestseller list in the US and Japan. In Korea, too, leading corporations have been flooding in with group orders for over 20 years for organizational management and employee self-development.
Few books in the self-help field have been so beloved for so long.
The revised edition of "My Great Discovery ★ Strength Revolution" published by Cheonglim Publishing in 2025 has returned even stronger thanks to the enthusiastic response from long-time readers, with a wonderful foreword by Gallup CFO Lee Taek-jin and expert review by Coaching Management Institute CEO Koh Hyun-sook.
- You can preview some of the book's contents.
Preview
index
Introduction? The moment you discover your strengths, everything changes?
Discover your true potential and achieve greatness with the power of your writing.
?
Part 1: Why You Should Study Me
·Finding the potential within me
Our value is over $1 billion.
There is more than one way to become a good leader.
Clifton Strength Diagnostics, Website, and Development Guide
Part 2: What are my strengths?
·Development Developer®
·Individualization®
·Empathy®
·Consistency®
·Positivity®
·Futuristic®
·Ideation®
·Learning Learner®
·Restorative®
·Analytical®
·Sociability Woo®
·Achiever®
·Collect Input®
· Competition®
·Belief®
· Deliberative®
·Connectedness®
·Self-Assurance®
· Adaptability®
·Strategic®
·Best Friend Relator®
·Arranger®
·Significance®
·Command® Leadership
Intellection®
·Focus®
·Responsibility®
·System Discipline®
·Maximizer®
·Communication®
·Inclusion Includer®
·Behavior Activator®
·Harmony®
·Retrospective Context®
The History of Clifton Strength
Gallup? Introduction?
Coaching Management Institute? Introduction?
Organization? Culture? Change? Domestic? Strengths? Related? Programs? Guidance?
Discover your true potential and achieve greatness with the power of your writing.
?
Part 1: Why You Should Study Me
·Finding the potential within me
Our value is over $1 billion.
There is more than one way to become a good leader.
Clifton Strength Diagnostics, Website, and Development Guide
Part 2: What are my strengths?
·Development Developer®
·Individualization®
·Empathy®
·Consistency®
·Positivity®
·Futuristic®
·Ideation®
·Learning Learner®
·Restorative®
·Analytical®
·Sociability Woo®
·Achiever®
·Collect Input®
· Competition®
·Belief®
· Deliberative®
·Connectedness®
·Self-Assurance®
· Adaptability®
·Strategic®
·Best Friend Relator®
·Arranger®
·Significance®
·Command® Leadership
Intellection®
·Focus®
·Responsibility®
·System Discipline®
·Maximizer®
·Communication®
·Inclusion Includer®
·Behavior Activator®
·Harmony®
·Retrospective Context®
The History of Clifton Strength
Gallup? Introduction?
Coaching Management Institute? Introduction?
Organization? Culture? Change? Domestic? Strengths? Related? Programs? Guidance?
Detailed image
Into the book
The Strengths Assessment Tool incorporates data and analysis from Gallup's 50 years of research.
Dr. Donald Clifton (1924-2003), the creator of the strengths assessment tool, is one of the most famous psychologists in the history of psychology, and the tool for assessing strengths is named after him, 'Clifton Strengths'.
Clifton discovered that people's personal tendencies could be categorized into 34 themes.
And this was called innate talent.
According to him, each person has different innate talents, but they all fall into one of 34 themes, including achievement, competition, and strategy.
If we can identify and leverage our five strongest strengths, we can leverage them to make a significant difference in our work lives and in our lives as a whole.
--- p.22, from “Finding the Potential Within Me”
If you lead an organization, large or small, remember that clearly identifying your strengths can more than double the effectiveness of your team.
Simply knowing and being aware of your strengths can help you become a leader at the next level.
Furthermore, if you can understand your team members' strengths by diagnosing and discussing their strengths, you can take your leadership to the next level.
--- p.31, from “There is more than one way to become a good leader”
You are fascinated by the individual characteristics of each person due to the individualization theme.
You hate categorizing or generalizing people into any 'type'.
Because we don't want the distinct characteristics of each individual to be obscured.
You notice individuality and differences between individuals.
And instinctively, we observe what each individual's style is, what motivates them, how they think, and how they build interpersonal relationships.
And listen to people's stories about the unique experiences they have had in their lives.
--- p.46, from “Individualization”
You are someone who dreams of possible futures and cherishes these visions.
When the present situation is too difficult and people around you are too focused on the present, you cheer yourself up by envisioning a vision for the future.
Your vision can inspire others too.
In fact, people often expect you to talk about your vision for the future.
They want a blueprint that will give them hope and vitality.
You can give them this vision.
Practice.
Choose your words carefully and make sure they convey your vision as vividly as possible.
People will want to embrace the hope you bring.
--- p.72~73, from “Future-oriented”
Your endless desire for achievement may be difficult to explain logically and may lack a clear direction.
But one thing is certain: this desire will always be with you.
So, those of you with an achievement theme have to learn to live with that nagging feeling of dissatisfaction.
Even this tendency has its own good points.
This theme gives you the strength to work long hours without getting tired, and it also gives you the drive to start new things and take on new challenges.
And it becomes the driving force that motivates your team to work faster and increase productivity.
The achievement theme keeps you moving forward.
--- p.110, from "Achievement"
The strategy theme helps you find the best path out of the chaos.
This theme is not a skill that can be taught.
It's a unique way of thinking, a special perspective on the world as a whole.
This unique perspective allows you to discover patterns even in seemingly complex chaos.
Dr. Donald Clifton (1924-2003), the creator of the strengths assessment tool, is one of the most famous psychologists in the history of psychology, and the tool for assessing strengths is named after him, 'Clifton Strengths'.
Clifton discovered that people's personal tendencies could be categorized into 34 themes.
And this was called innate talent.
According to him, each person has different innate talents, but they all fall into one of 34 themes, including achievement, competition, and strategy.
If we can identify and leverage our five strongest strengths, we can leverage them to make a significant difference in our work lives and in our lives as a whole.
--- p.22, from “Finding the Potential Within Me”
If you lead an organization, large or small, remember that clearly identifying your strengths can more than double the effectiveness of your team.
Simply knowing and being aware of your strengths can help you become a leader at the next level.
Furthermore, if you can understand your team members' strengths by diagnosing and discussing their strengths, you can take your leadership to the next level.
--- p.31, from “There is more than one way to become a good leader”
You are fascinated by the individual characteristics of each person due to the individualization theme.
You hate categorizing or generalizing people into any 'type'.
Because we don't want the distinct characteristics of each individual to be obscured.
You notice individuality and differences between individuals.
And instinctively, we observe what each individual's style is, what motivates them, how they think, and how they build interpersonal relationships.
And listen to people's stories about the unique experiences they have had in their lives.
--- p.46, from “Individualization”
You are someone who dreams of possible futures and cherishes these visions.
When the present situation is too difficult and people around you are too focused on the present, you cheer yourself up by envisioning a vision for the future.
Your vision can inspire others too.
In fact, people often expect you to talk about your vision for the future.
They want a blueprint that will give them hope and vitality.
You can give them this vision.
Practice.
Choose your words carefully and make sure they convey your vision as vividly as possible.
People will want to embrace the hope you bring.
--- p.72~73, from “Future-oriented”
Your endless desire for achievement may be difficult to explain logically and may lack a clear direction.
But one thing is certain: this desire will always be with you.
So, those of you with an achievement theme have to learn to live with that nagging feeling of dissatisfaction.
Even this tendency has its own good points.
This theme gives you the strength to work long hours without getting tired, and it also gives you the drive to start new things and take on new challenges.
And it becomes the driving force that motivates your team to work faster and increase productivity.
The achievement theme keeps you moving forward.
--- p.110, from "Achievement"
The strategy theme helps you find the best path out of the chaos.
This theme is not a skill that can be taught.
It's a unique way of thinking, a special perspective on the world as a whole.
This unique perspective allows you to discover patterns even in seemingly complex chaos.
--- p.162, from "Strategy"
Publisher's Review
What you need to build your own strengths
Building strengths requires talent, knowledge, and skills, but of these three, talent is by far the most important.
Skills and knowledge can be acquired through learning and experience, but talent is innate, so finding and developing talent is the most productive way.
For example, a salesperson can learn how to explain the characteristics of a product (knowledge) and how to draw out a customer's potential needs (skill).
But you can't learn how to push customers in the most appropriate way at the most appropriate time (talent).
It is possible to build strengths without acquiring relevant knowledge or skills, but it is absolutely impossible to have strengths without talent.
For example, if you have a great talent for persuading others, you can increase your sales even if you lack some knowledge about the product.
Knowledge and skills can be acquired to a certain extent by taking on various tasks.
But if you lack talent, you won't be able to leverage your strengths to deliver flawless, consistent execution.
Therefore, to build true strengths, you must discover your greatest talents and refine them through knowledge and skills.
Clifton Strengths, a strengths-discovery program that's changing the world we live in.
So how can we discover our talents and develop them into strengths? This book contains a revolutionary program that helps readers discover their talents, develop them into strengths, and achieve consistent, near-perfect execution.
That is the core of this book, Clifton Strength.
After 40 years of interviewing 10 million people, Dr. Clifton classified human talent into 34 types.
These 34 are the most common talents found in people, and Gallup calls them "themes."
Our research revealed that these 34 themes, in various combinations, can describe almost all of the talents needed to achieve outstanding performance.
While developing this program, Gallup analyzed the strengths of the people who participated in the study to find out how those who practice Clifton Strengths can discover their top five strengths and perfect them.
Readers of this book are given an ID code that allows them to access a website developed by Gallup, identify their top five talents out of 34, and develop their strengths.
By discovering your greatest talent among the 34 through this website and understanding how individuals and organizations can effectively utilize their innate talents to achieve outstanding results through this book, you can transform your life and, by extension, the world we live in.
How to Use Clifton Strength
“Do I have the opportunity every day at work to do what I do best?”
When Gallup asked over 10 million people this question, only 30 percent said they were working to their strengths.
Most organizations take their employees' strengths for granted and focus all their efforts on minimizing their weaknesses.
Imagine a job where you can do what you do best every day.
Your workplace will be full of energy and your productivity will increase day by day.
A great company must not only recognize that each member is different, but also know how to leverage those differences to serve the organization's purpose.
Every organization must discover the innate talents of its members and place them in positions that match their individual talents.
We must also provide them with both material and spiritual support so that their talents can truly shine.
We must transform into an organization based on the strengths of each member by changing the standards and methods for hiring, evaluating, training, and promoting employees.
Clifton Strength will come in handy in implementing this.
How to Increase Productivity by Building on Your Personal Strengths
Let's assume the following situation:
The sales department has hired new employees.
The boss asked the manager what he liked about the employee.
“I like your people skills,” the manager replied.
What does this mean? It's commonly understood as "building good relationships with people."
But this expression doesn't tell us anything else.
For example, we may not know that one person is good at gaining trust from people they are close to, while another person is good at becoming close to people they just met.
Although they share the same talent for interpersonal relationships, their personalities are completely different.
No one would expect someone who is naturally gifted at gaining others' trust to play the same role as someone who simply makes a good first impression.
Moreover, this difference in talent leads to different ways of dealing with customers, so it is more efficient for the former to be in charge of managing regular customers, while the latter is in charge of generating new customers.
Clifton Strengths will help companies build organizations based on the strengths of each individual employee.
Everyone has unique talents, so companies will reap enormous benefits if they figure out how to discover and leverage their employees' strengths rather than trying to force them into a mold.
This book will be an essential resource for those who have yet to discover their strengths and are thus unable to achieve their desired results. It will also help corporate managers who wish to draw out the best from individuals discover their employees' strengths, place them in the right positions, and ensure that individual strengths complement each other rather than conflict with each other, thereby achieving the company's goals.
Regarding the task of transforming talents into strengths, this book provides very realistic and profound insights, and can be used with Clifton Strengths, which provides immediate feedback online. The late Koo Bon-hyung, the director of Koo Bon-hyung Change Management Research Institute, gave a rave review saying, “If you want to get the best performance from an individual, this is a must-read.”
Building strengths requires talent, knowledge, and skills, but of these three, talent is by far the most important.
Skills and knowledge can be acquired through learning and experience, but talent is innate, so finding and developing talent is the most productive way.
For example, a salesperson can learn how to explain the characteristics of a product (knowledge) and how to draw out a customer's potential needs (skill).
But you can't learn how to push customers in the most appropriate way at the most appropriate time (talent).
It is possible to build strengths without acquiring relevant knowledge or skills, but it is absolutely impossible to have strengths without talent.
For example, if you have a great talent for persuading others, you can increase your sales even if you lack some knowledge about the product.
Knowledge and skills can be acquired to a certain extent by taking on various tasks.
But if you lack talent, you won't be able to leverage your strengths to deliver flawless, consistent execution.
Therefore, to build true strengths, you must discover your greatest talents and refine them through knowledge and skills.
Clifton Strengths, a strengths-discovery program that's changing the world we live in.
So how can we discover our talents and develop them into strengths? This book contains a revolutionary program that helps readers discover their talents, develop them into strengths, and achieve consistent, near-perfect execution.
That is the core of this book, Clifton Strength.
After 40 years of interviewing 10 million people, Dr. Clifton classified human talent into 34 types.
These 34 are the most common talents found in people, and Gallup calls them "themes."
Our research revealed that these 34 themes, in various combinations, can describe almost all of the talents needed to achieve outstanding performance.
While developing this program, Gallup analyzed the strengths of the people who participated in the study to find out how those who practice Clifton Strengths can discover their top five strengths and perfect them.
Readers of this book are given an ID code that allows them to access a website developed by Gallup, identify their top five talents out of 34, and develop their strengths.
By discovering your greatest talent among the 34 through this website and understanding how individuals and organizations can effectively utilize their innate talents to achieve outstanding results through this book, you can transform your life and, by extension, the world we live in.
How to Use Clifton Strength
“Do I have the opportunity every day at work to do what I do best?”
When Gallup asked over 10 million people this question, only 30 percent said they were working to their strengths.
Most organizations take their employees' strengths for granted and focus all their efforts on minimizing their weaknesses.
Imagine a job where you can do what you do best every day.
Your workplace will be full of energy and your productivity will increase day by day.
A great company must not only recognize that each member is different, but also know how to leverage those differences to serve the organization's purpose.
Every organization must discover the innate talents of its members and place them in positions that match their individual talents.
We must also provide them with both material and spiritual support so that their talents can truly shine.
We must transform into an organization based on the strengths of each member by changing the standards and methods for hiring, evaluating, training, and promoting employees.
Clifton Strength will come in handy in implementing this.
How to Increase Productivity by Building on Your Personal Strengths
Let's assume the following situation:
The sales department has hired new employees.
The boss asked the manager what he liked about the employee.
“I like your people skills,” the manager replied.
What does this mean? It's commonly understood as "building good relationships with people."
But this expression doesn't tell us anything else.
For example, we may not know that one person is good at gaining trust from people they are close to, while another person is good at becoming close to people they just met.
Although they share the same talent for interpersonal relationships, their personalities are completely different.
No one would expect someone who is naturally gifted at gaining others' trust to play the same role as someone who simply makes a good first impression.
Moreover, this difference in talent leads to different ways of dealing with customers, so it is more efficient for the former to be in charge of managing regular customers, while the latter is in charge of generating new customers.
Clifton Strengths will help companies build organizations based on the strengths of each individual employee.
Everyone has unique talents, so companies will reap enormous benefits if they figure out how to discover and leverage their employees' strengths rather than trying to force them into a mold.
This book will be an essential resource for those who have yet to discover their strengths and are thus unable to achieve their desired results. It will also help corporate managers who wish to draw out the best from individuals discover their employees' strengths, place them in the right positions, and ensure that individual strengths complement each other rather than conflict with each other, thereby achieving the company's goals.
Regarding the task of transforming talents into strengths, this book provides very realistic and profound insights, and can be used with Clifton Strengths, which provides immediate feedback online. The late Koo Bon-hyung, the director of Koo Bon-hyung Change Management Research Institute, gave a rave review saying, “If you want to get the best performance from an individual, this is a must-read.”
GOODS SPECIFICS
- Date of issue: September 24, 2025
- Format: Hardcover book binding method guide
- Page count, weight, size: 260 pages | 152*224*20mm
- ISBN13: 9788935214860
- ISBN10: 8935214868
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