CliftonStrengths® is an assessment developed by Gallup that helps you understand your natural patterns of thinking, feeling, and behaving—your talents—and how those talents can become strengths when you intentionally develop and use them.

The goal isn’t to put you in a box or tell you who you are. It’s to give you a better understanding of what naturally comes to you and how you can use it more intentionally.

Sort of—but not really. 

CliftonStrengths® is focused on what you naturally do well rather than trying to categorize you into a personality type.

And unlike an assessment you take once and forget about, the real value comes from understanding your results and learning how to apply them in your everyday life and work.

That’s actually a pretty common reaction.

Sometimes we see a strength on our report and think, “That doesn’t sound like me at all.”

That’s where the conversation gets interesting. We can look at how that talent shows up, what it looks like when you’re using it well, and what it might look like when it’s overused.

You don’t have to love every word on your report for it to teach you something about yourself.

Both.

I work one-on-one with individuals who want to better understand themselves and use their strengths more intentionally. I also work with teams and organizations that want to improve communication, leadership, collaboration, and workplace culture.

The approach changes depending on what you need. The goal is always the same: understand people better and figure out what to do with that understanding.

We talk. A lot.

Your assessment results give us a starting point, but the conversation is about you—your experiences, relationships, work, challenges, goals, and the ways your strengths show up in real life.

We don’t just read your report together and call it a day. We connect the dots between your strengths and what’s actually happening in your life and work.

Absolutely.

One of the most powerful things about CliftonStrengths® is giving a team a shared language for understanding differences.

Instead of “Why do they do it that way?” we can start asking, “What are they bringing to the table that I might be missing?”

That’s where teams can start turning differences from sources of frustration into sources of strength.

I work with businesses, nonprofits, churches, teams, and leaders who want to better understand and develop their people.

If people are involved, there’s probably an opportunity to understand them better. 

No.

CliftonStrengths® is an important part of what I do, but it’s a tool—not the entire toolbox.

My work also includes leadership development, team development, communication, networking, sales, and conversations around employee attraction and retention.

My goal isn’t to force every situation into a CliftonStrengths® solution. It’s to understand what you’re trying to accomplish and figure out what will actually help.

That’s what the first conversation is for.

Tell me what’s going on, what you’re hoping to accomplish, or where you’re stuck. We’ll figure out together what makes the most sense.

Seriously.

You don’t need to be convinced before we have a conversation. I’ll ask questions, listen to what you’re trying to accomplish, and be honest about whether I think CliftonStrengths® or another approach makes sense for you.

They can be part of the solution.

People don’t stay at organizations simply because they took a strengths assessment. But understanding what people need to feel valued, how they naturally contribute, how they communicate, and what allows them to do their best work can have a meaningful impact on the employee experience.

Strengths are one piece of a much bigger conversation about culture, leadership, communication, and creating a workplace where people want to stay.