Science based on character strength development

The missing metric & blind spot in people development today

Divided team

Unified teams do great things [1]

And divided teams fragment into silos. The solution? Beyond mere personality, leadership character grounds the climate in positive attributes that inspire people to rise above self-focused motives in service of a unified purpose and vision.

Leap frog

Exponentially better performance

Character strengths are related to several dimensions of job performance, including: task performance, job dedication, interpersonal facilitation, and organizational support.[2] The most talented contributors stay because they thrive in a culture that supports performance.

Higher roa

Higher ROA

CEOs who displayed character strengths had an average return on assets almost five times larger than CEOs with weak character.[3] Such leaders shape a healthy climate where people are willing to voluntarily contribute extra discretionary effort in service of the mission.

Group hug

Positive work experiences

The most talented people want to have positive experiences where they grow by associating with other talented people. The utilization of character strengths at work leads to more positive experiences (e.g. job satisfaction and engagement) at work.[4]

Connection stress

Lower stress & conflict

Character strengths are related to positive personality traits, coping strategies and decreased stress.[5] Stress and conflict can be productive in moderation, but negative if too extreme or overused.


Higher engagement

Engagement occurs when team members are inspired by a vision that enables them to rise above their own interests in service of a compelling vision. People who utilize their character strengths at work are more engaged, perform better, and are more satisfied with their job.[6]

Obvious solution

Increased life-satisfaction

Character strengths are contagious and spread throughout culture and contribute to well-being. Extreme behaviors trigger stress while behaviors based in good character stimulate positive feelings, promoting a sense of well-being and increased life-satisfaction.[7]

Higher engagement

Spurs creativity & innovation

The Tilt 365 framework led to the creation of a 360-feedback assessment that measures the character strengths that predict a leader's positive influence. Achieving balance on Tilt’s four core sets of leadership strengths predicted team-level climate for creativity and innovation. [8][9]

Team well being

Playfulness & team well-being

Character strengths are also associated with playfulness, which relates to positive psychological functioning and contributes to overall well-being in individuals and teams.[10]

Observer lab coat

Reliable & valid assessments

The True Tilt Profile and the Tilt 365 Positive Influence Predictor have passed rigorous validation procedures and shown satisfactory psychometric properties.[11][12] No other suite of people development tools are linked to a validated framework for whole-person identity development. Inquire below for white papers.


[1] Mathieu, J. E., Kukenberger, M. R., D’Innocenzo, L., & Reilly, G. (2015). Modeling reciprocal team cohesion–performance relationships, as impacted by shared leadership and members’ competence. Journal Of Applied Psychology , 100, 713-734. doi:10.1037/a0038898

[2] Harzer, C., & Ruch, W. (2014). The role of character strengths for task performance, job dedication, interpersonal facilitation, and organizational support. Human Performance, 27, 183-205. doi:10.1080/08959285.2014.913592

[3] Kiel, F. (2015). Return on character: The real reason leaders and their companies win. Boston, MA: Harvard Business Review Press.

[4] Harzer, C., & Ruch, W. (2013). The application of signature character strengths and positive experiences at work. Journal of Happiness Studies, 14, 965-983. doi:10.1007/s10902-012-9364-0

[5] Harzer, C., & Ruch, W. (2015). The relationships of character strengths with coping, work-related stress, and job satisfaction. Frontiers in Psychology, 6, 165. doi:10.3389/fpsyg.2015.00165

[6] Lavy, S., & Littman-Ovadia, H. (2016). My better self: Using strengths at work and work productivity, organizational citizenship behavior, and satisfaction. Journal of Career Development, 1-15. doi:10.1177/0894845316634056

[7] Park, N., Pererson, C., & Seligman, M. (2004). Strengths of character and well-being. Journal of Social and Clinical Psychology, 23, 603-619. doi:10.1521/jscp.23.5.603.50748

[8] Boney, P. Craig, S. B., & Toaddy, S. (2008). Leadership for innovation: balanced, conscious and inspired leadership that creates a climate for innovation Journal of Career Development, 1-15. doi:10.1177/0894845316634056

[9] Peterson, C., & Seligman, M. E. P. (2004). Character strengths and virtues: A handbook and classification. Washington, DC: American Psychological Association.

[10] Proyer, R. T. & Ruch, W. (2011). The virtuousness of adult playfulness: the relation of playfulness with strengths of character. Psychology of Well-Being: Theory, Research and Practice, 1:4. doi:10.1186/2211-1522-1-4

[11] Young, A. & Boney, P. (2016). Evaluation of the true tilt profile. [White Paper]

[12] Young, A. & Boney, P. (2016). Tilt 365: Reliability and validity. [White Paper]