VIA Survey vs. Strengths Finder: A Deep Dive into Two Leading Strengths Assessments
Choosing the right strengths assessment is crucial for effective personal and professional development. Two prominent assessments dominate the field: the VIA Survey of Character Strengths (often called the "VIA Survey") and Strengths Finder, offered by Personality-Quizzes. While both aim to identify and leverage individual strengths, they differ significantly in their theoretical underpinnings, methodologies, and intended applications. This article provides a rigorous, research-backed comparison of the VIA Survey and Strengths Finder, examining their core principles, strengths, limitations, and practical uses, enabling you to make an informed decision about which assessment best suits your needs.
Discover Your Personal Strengths
Choose the assessment that best fits your goals
VIA Character Strengths
- Free comprehensive assessment
- 24 universal character strengths
- Perfect for personal growth
Strengths Finder
- Free talent assessment
- 34 professional themes
- Ideal for career development
Understanding the VIA Survey of Character Strengths: A Foundation in Virtue
The VIA Survey of Character Strengths was developed by Drs. Martin Seligman and Christopher Peterson as a free, self-report questionnaire that measures 24 character strengths. It emerged from the field of positive psychology, a branch of psychology that focuses on understanding and promoting human flourishing, well-being, and optimal functioning (Seligman & Csikszentmihalyi, 2000). Unlike traditional psychology, which often focuses on pathology and dysfunction, positive psychology seeks to identify and cultivate the factors that contribute to a fulfilling and meaningful life.
Key Features of the VIA Survey:
Focus: Identifies and measures 24 universally valued character strengths, categorized under six core virtues: Wisdom, Courage, Humanity, Justice, Temperance, and Transcendence (Peterson & Seligman, 2004). The emphasis is on moral and virtuous characteristics that contribute to individual and societal well-being.
Methodology: A self-report questionnaire where individuals rate their agreement with statements related to each character strength using a Likert-type scale (e.g., "Very much like me" to "Very much unlike me"). The items are designed to assess the manifestation of these strengths in everyday life (Peterson & Seligman, 2004).
Output: A ranked list of all 24 character strengths, from the most prominent ("signature strengths") to the least prominent. The report provides descriptions of each strength and suggestions for how to cultivate them.
Cost: Free. The full report is $19 USD.
Theoretical Foundation: Positive psychology; a focus on identifying and cultivating universal human virtues and character strengths that contribute to well-being and flourishing (Seligman & Csikszentmihalyi, 2000).
Emphasis: Moral and virtuous characteristics that are considered universally desirable across cultures.
Number of Strengths: 24
The 24 VIA Character Strengths:
The VIA Classification identifies 24 character strengths, organized under six broad virtues (Peterson & Seligman, 2004):
Character Strengths and Virtues
Creativity
Thinking of novel and productive ways to conceptualize and do things.
Curiosity
Taking an interest in ongoing experience for its own sake; finding subjects and topics fascinating.
Judgment
Thinking things through and examining them from all sides; not jumping to conclusions.
Love of Learning
Mastering new skills, topics, and bodies of knowledge, whether on one's own or formally.
Perspective
Being able to provide wise counsel to others; having ways of looking at the world that make sense to oneself and to other people.
Bravery
Not shrinking from threat, challenge, difficulty, or pain; speaking up for what is right even if there is opposition.
Perseverance
Finishing what one starts; persisting in a course of action in spite of obstacles.
Honesty
Speaking the truth but more broadly presenting oneself in a genuine way and acting in a sincere way.
Zest
Approaching life with excitement and energy; not doing things halfway or halfheartedly.
Love
Valuing close relations with others, in particular those in which sharing and caring are reciprocated.
Kindness
Doing favors and good deeds for others; helping them; taking care of them.
Social Intelligence
Being aware of the motives/feelings of other people and oneself.
Teamwork
Working well as a member of a group or team; being loyal to the group.
Fairness
Treating all people the same according to notions of fairness and justice; not letting personal feelings bias decisions about others.
Leadership
Encouraging a group of which one is a member to get things done and at the same time maintain good relations within the group.
Forgiveness
Forgiving those who have done wrong; accepting others' shortcomings.
Humility
Letting one's accomplishments speak for themselves; not regarding oneself as more special than one is.
Prudence
Being careful about one's choices; not taking undue risks; not saying or doing things that might later be regretted.
Self-Regulation
Regulating what one feels and does; being disciplined; controlling one's appetites and emotions.
Appreciation of Beauty & Excellence
Noticing and appreciating beauty, excellence, and/or skilled performance in various domains of life.
Gratitude
Being aware of and thankful for the good things that happen; taking time to express thanks.
Hope
Expecting the best in the future and working to achieve it; believing that a good future is something that can be brought about.
Humor
Liking to laugh and tease; bringing smiles to other people; seeing the light side.
Spirituality
Having coherent beliefs about the higher purpose and meaning of the universe.
Applications of the VIA Survey:
Personal Development: Identifying and cultivating your signature strengths can lead to increased well-being, life satisfaction, and a sense of meaning and purpose (Park, Peterson, & Seligman, 2004). Studies show that using your signature strengths in new ways can significantly increase happiness and decrease depressive symptoms (Seligman et al., 2005).
Education: Educators can integrate the VIA Survey into classrooms to help students recognize and develop their strengths, fostering greater engagement and motivation (Quinlan et al., 2015).
Coaching and Counseling: Therapists and coaches utilize the VIA Survey to help clients build on their strengths to overcome challenges, promoting resilience and personal growth (Linley & Harrington, 2006).
Positive Psychology Interventions: The VIA Survey serves as a foundation for well-being interventions that encourage individuals to apply their strengths in everyday life to boost happiness and overall life satisfaction.
Research Supporting the VIA Survey:
The VIA Classification and Survey have been extensively researched, demonstrating validity and reliability across diverse populations and cultures (Park & Peterson, 2006; McGrath, 2014). Studies highlight that:
The VIA Survey has good internal consistency and test-retest reliability.
The 24 character strengths are largely universal across cultures.
Strengths are positively associated with life satisfaction, work engagement, and even physical health.
Understanding Strengths Finder: Identifying and Developing Talents
Strengths Finder is a talent assessment designed to identify an individual's top talent themes. Based on the work of Donald O. Clifton, it emphasizes focusing on and developing natural talents rather than fixing weaknesses (Rath, 2007). Clifton's philosophy centers on identifying what people naturally do well and leveraging those abilities for personal and professional success.
Key Features of StrengthsFinder:
Focus: Identifies an individual's top talent themes (typically the top 5, with full reports revealing all 34). Talents are defined as "naturally recurring patterns of thought, feeling, or behavior that can be productively applied" (Rath, 2007, p. 2).
Methodology: Individuals select the statement that best describes them, revealing their underlying preferences and tendencies.
Output: A personalized report outlining your top strength themes and providing insights on how to develop them into strengths. The detailed report offer deeper insights, including rankings of all 34 strengths.
Cost: Free results preview, $19 USD for the full report.
Theoretical Foundation: Rooted in positive psychology and strengths-based development, StrengthsFinder focuses on maximizing potential through the cultivation of natural talents (Buckingham & Clifton, 2001).
Emphasis: Practical application of talents and abilities, particularly in professional and workplace settings.
Number of Strengths: 34
The 34 StrengthsFinder Themes:
Strengths Finder categorizes its 34 talent themes into four domains (Rath, 2007):
Strengths Finder Key Themes
Applications of StrengthsFinder:
Workplace Performance: Organizations use StrengthsFinder to improve employee engagement, productivity, and team performance by aligning individuals' roles and responsibilities with their talents (Asplund et al., 2007). Companies that invest in strengths-based development often report significant improvements in employee performance and retention.
Team Building: Understanding team members' strengths fosters better collaboration and communication. By knowing who excels in which areas, teams can distribute tasks more effectively and leverage each member's unique contributions.
Leadership Development: StrengthsFinder helps leaders identify and develop their own leadership strengths, as well as those of their team members. This allows for a more tailored and effective leadership approach.
Career Development: Individuals can use StrengthsFinder results to make more informed career choices and identify roles where they are likely to thrive, leading to greater job satisfaction and career success.
Research Supporting Strengths Finder:
While the initial research on Strengths Finder was primarily conducted internally by Gallup, subsequent studies have provided further support for the strengths-based approach:
Increased Engagement and Productivity: Employees who use their strengths at work are more engaged, productive, and less likely to leave their jobs (Buckingham & Clifton, 2001; Rath & Conchie, 2008).
Improved Well-being: Focusing on strengths has been linked to increased well-being, positive emotions, and life satisfaction (Harter et al., 2009).
Team Performance: Teams that focus on strengths perform better than those that focus on weaknesses (Asplund et al., 2007).
However, some academics have raised concerns about the psychometric properties of StrengthsFinder, particularly regarding its forced-choice format and proprietary nature. Despite these critiques, the strengths-based approach it promotes—focusing on what people do well—has substantial support in the broader field of positive psychology.
Key Differences: VIA Survey vs. StrengthsFinder
While both assessments aim to identify and develop strengths, there are key differences that are summarized below:
VIA Survey vs StrengthsFinder Comparison
VIA Survey
Character strengths (moral virtues)
StrengthsFinder
Talents (natural patterns of thought, feeling, or behavior)
VIA Survey
Positive psychology; universal virtues
StrengthsFinder
Positive psychology; strengths-based development
VIA Survey
Moral and virtuous characteristics. Development of all strengths is encouraged.
StrengthsFinder
Talents and abilities, especially in the workplace context. Focus is on top strengths.
VIA Survey
24 character strengths
StrengthsFinder
34 talent themes
VIA Survey
Self-report questionnaire; rating agreement with statements
StrengthsFinder
Self-report questionnaire; rating agreement with statements
VIA Survey
Ranked list of all 24 character strengths
StrengthsFinder
Personalized report with top talent themes
VIA Survey
Free preview results, paid full report
StrengthsFinder
Free preview results, paid full report
VIA Survey
Personal development, well-being, education, coaching, character education
StrengthsFinder
Workplace performance, team building, leadership development, career development, talent management
Character vs. Talent: The VIA Survey focuses on character strengths, which are considered morally valued traits (e.g., kindness, fairness, honesty). These are seen as virtues that contribute to individual and societal well-being. StrengthsFinder, on the other hand, focuses on talents, which are defined as naturally recurring patterns of thought, feeling, and behaving (e.g., achieving, relating, strategizing). These talents are not inherently moral but can be applied productively in various contexts.
Scope: The VIA Survey has a broader scope, encompassing strengths relevant to various life domains (personal, social, professional, civic). StrengthsFinder is more specifically focused on workplace applications, although the insights can be applied more broadly.
Universality vs. Individuality: The VIA Survey emphasizes universal virtues, suggesting that all 24 character strengths are valuable and worth developing in everyone. It provides a framework for cultivating a well-rounded character. StrengthsFinder emphasizes individual uniqueness, focusing on developing an individual's top talent themes. The philosophy is that individuals achieve the greatest success by leveraging their natural talents, rather than trying to become proficient in all areas.
Measurement: The VIA Survey uses a Likert-type scale where individuals rate their agreement with statements. StrengthsFinder uses a forced-choice format, where individuals must choose between two statements, even if neither perfectly describes them. This format is designed to reveal underlying preferences and minimize social desirability bias.
Cost: Both are free, with a paid report option.
Emphasis on Development: While both advocate for strengths development, the approach differs. VIA encourages the cultivation of all character strengths, with a focus on the "signature strengths." StrengthsFinder advocates for a more laser-focused approach, concentrating primarily on the top talent themes, where the greatest potential for growth and excellence lies.
Choosing the Right Assessment: Which is Best for You?
The best assessment for you depends on your goals and context. Here are some guiding questions:
What is your primary goal? Are you seeking overall personal growth and well-being, or are you primarily focused on improving your performance at work?
What is your budget? The VIA Survey is free, while StrengthsFinder requires a purchase.
What kind of report are you looking for? The VIA Survey provides a ranked list of all 24 character strengths. StrengthsFinder offers a more detailed, personalized report focusing on your top talent themes.
What is your context The VIA Survey is great for overall life, whereas StrengthsFinder is often used more for workplace applications.
Choose the VIA Survey if:
You're primarily interested in personal development, increasing your overall well-being, and cultivating virtuous character traits.
You want a free and accessible assessment that provides a broad overview of your character strengths.
You want to explore a wide range of strengths relevant to various aspects of your life (personal, social, professional).
You want to work on developing all your strengths, to some degree.
Choose Strengths Finder if:
You're primarily focused on improving workplace performance, career development, and team dynamics.
You want a detailed, personalized report with actionable strategies tailored to your top talent themes.
You're working within an organizational context that already uses or is considering using the Strengths Finder framework.
You prefer a focused approach, concentrating your development efforts on your top talents for maximum impact.
You're on a team, take the test and share your results with your team.
Can you use both? Absolutely! The VIA Survey and Strengths Finder can be complementary tools. The VIA Survey can provide a broad foundation of character strengths, while Strengths Finder can offer more specific insights into your natural talents and how to apply them in a professional context. Using both assessments can provide a more holistic understanding of your strengths profile.
Unlock your team's full potential! Learn how the VIA Survey and Strengths Finder can be used together to foster better communication, collaboration, and overall team performance. Discover how understanding individual strengths creates a stronger, more cohesive team.
Conclusion: Leveraging Strengths for Growth and Fulfillment
Both the VIA Survey of Character Strengths and Strengths Finder offer valuable insights into individual strengths. By understanding their differences and choosing the assessment (or combination of assessments) that best aligns with your goals, you can embark on a journey of self-discovery and development, leading to greater well-being, improved relationships, enhanced performance, and a more fulfilling life. Whether you're seeking personal growth, professional advancement, or stronger team dynamics, leveraging your strengths is a powerful strategy for achieving your full potential. Remember to use these assessments as starting points for ongoing growth and development, not as definitive labels.
References:
Asplund, J., Lopez, S. J., Hodges, T., & Harter, J. (2007). The Clifton StrengthsFinder 2.0 technical report: Development and validation. Gallup Press.
Buckingham, M., & Clifton, D. O. (2001). Now, discover your strengths. The Free Press.
Harter, J. K., Schmidt, F. L., & Keyes, C. L. M. (2009). Wellbeing in the workplace and its relationship to business outcomes: A review of the Gallup studies. In C. L. M. Keyes & J. Haidt (Eds.), Flourishing: Positive psychology and the life well-lived (pp. 205-224). American Psychological Association.
Linley, P. A., & Harrington, S. (2006). Strengths coaching: A potential-guided approach to coaching psychology. International Coaching Psychology Review, 1(1), 37-46.
McGrath, R. E. (2014). Scale- and item-level factor analyses of the VIA Inventory of Strengths. Assessment, 21(1), 4-14.
Park, N., & Peterson, C. (2006). Moral competence and character strengths among adolescents: The development and validation of the Values in Action Inventory of Strengths for Youth. Journal of Adolescence, 29(6), 891-909.
Park, N., Peterson, C., & Seligman, M. E. P. (2004). Strengths of character and well-being. Journal of Social and Clinical Psychology, 23(5), 603-619.
Peterson, C., & Seligman, M. E. P. (2004). Character strengths and virtues: A handbook and classification. Oxford University Press.
Rath, T. (2007). StrengthsFinder 2.0. Gallup Press.
Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55(1), 5-14.
Seligman, M. E. P., Steen, T. A., Park, N., & Peterson, C. (2005). Positive psychology progress: Empirical validation of interventions. American Psychologist, 60(5), 410-421.
Quinlan, D., Swain, N., & Vella-Brodrick, D. A. (2015). How is a strengths-based approach implemented in schools?: A qualitative study. The Journal of Positive Psychology, 10, 1-13
Discover Your Personal Strengths
Choose the assessment that best fits your goals
VIA Character Strengths
- Free comprehensive assessment
- 24 universal character strengths
- Perfect for personal growth
Strengths Finder
- Free talent assessment
- 34 professional themes
- Ideal for career development
