![]() Starting conversations is an effort for me versus I get a rush from starting up a conversation with a stranger I am a sensitive person versus I am a logical person ![]() I want everyone to like me versus I want everyone to adore me The 30-minute assessment includes 177 paired statements designed to measure and score talents, thinking patterns, feelings, and behavior. The assessment process involves the following three steps (modified from Gallup, n.d.a): 1. The strengths assessment they created, CliftonStrengths™ (formally the StrengthsFinder™) is a web-based tool that helps identify the strength makeup of leaders and how each team member can contribute to the overall group goals and successful outcomes (Rath & Conchie, 2009).ĬliftonStrengths™ is described on the Gallup website as crucial to becoming the best you. Gallup’s top scientists identified that these four domains consist of 34 themes that can help a good leader think about individual contributions to a team and identify the sort of people who should surround them. Individually and combined, these strength categories are valuable for looking at how a leader can contribute to a team and a form a “practical lens for looking at the composition of a team” (Rath & Conchie, 2009, p. Successful leaders must build teams around them with a set of complementing strengths, rather than specific knowledge or competencies, and then build upon them (Rath & Conchie, 2009).Ĭlifton and colleagues’ research identified four distinct domains of leadership strengths that high-performing teams possess: They identified that leaders striving to be competent at everything were the least effective overall.Įffective leadership means becoming aware of our own and our team’s strengths. Leaders may not have all the skills needed, but their teams do.įollowers often have specific requirements from their leaders.Ĭentral to their findings was the idea that “while our society encourages us to be well-rounded, this approach inadvertently breeds mediocrity” (Rath & Conchie, 2009, p. Surround themselves with and invest in a great team.They found that the most influential leaders do the following (Rath & Conchie, 2009):įocusing on and developing an individual’s strengths boosts engagement from 9% to an incredible 73% and leads to substantial gains for both employees and the organization. That was the question a team of experts led by Don Clifton set about answering using decades of data from Gallup polls, 20,000 interviews with leaders, one million work teams, and consultations with 10,000 followers worldwide (Rath & Conchie, 2009). Most of us will find ourselves leading at several points in our lives – in the workplace, on a sports field, in school, or even at home. ![]() What Is the CliftonStrengths™ Assessment?
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