Last week, we discussed blind spots and the purpose they serve in creating awareness of potential overuse of our talents, which influences our thoughts, actions, and how others perceive us.

As I anticipated, I received several insightful responses seeking more information not only about the assessment, but also inquiries about what bringing CliftonStrengths to an organization might entail. Whether you’re interested in CliftonStrengths for yourself, your team, your senior leadership team, or your entire organization, I hope the information below addresses those inquiries. If it does, great; let’s get started today! If it doesn’t, great; please ask me more questions! 

Q. We’ve done other assessments like DISC, Enneagram, Typefinder, Predictive Index, etc., and we’ve done team building, communication, and change management workshops…what’s the difference here, and what’s the outcome we could expect from a CliftonStrengths Workshop?

A. The leadership work you’ve done probably feels like expensive guesswork. Sending everyone to the same workshop. The same “be more strategic” training. The same “improve your communication” session. Some people implement and improve. Most people don’t. These sessions feel promising when you schedule them, but the principles don’t stick for the long haul.  

Your naturally strategic thinkers don’t need another planning framework; they need to understand why their approach confuses their relationship-focused coworkers. Your Harmony leaders aren’t “conflict-avoidant”; they’re wired to find common ground, which is actually brilliant when used intentionally.

CliftonStrengths gives your leaders three things they desperately need:

  1. Self-awareness: Understanding why they lead the way they do (and why it works)
  2. Team clarity: Seeing how their strengths complement or clash with others
  3. Common language: Being able to safely discuss differences without judgment

Q. What does a CliftonStrengths Workshop Actually Deliver?

A. VALUE. AND A LOT OF IT.

  1. Leaders discover their Top 10 strengths and their blind spots. The “feedback” they keep getting? It suddenly makes sense. The reason why they like certain areas of their job and dislike others? They understand why, and they learn how to address it. The nuance needed to stop overplaying their Strengths is critical to advancing their careers. 
  2. The team maps their collective Strengths. They see where they’re strong and where they have pockets of opportunity. They see why certain projects flow, and others feel impossible. Why some partnerships click, and others create friction. Why that one meeting goes sideways, while others feel smoother. Who they need on the team to fill any Strengths gaps.
  3. They build a playbook. Who should lead what? Who needs support where? How to leverage differences instead of fighting them. How to take advantage of the complement of one another’s Strengths. Real strategies to implement immediately, not theory for another day.

Teams stop working around each other and start working with each other.

Q. What’s our next move? Do you have suggestions for implementation?

A. Schedule a workshop. Today (even if it is Friday! 😉).

  1. You can start at the top. Model strengths-based leadership, then cascade it throughout the organization.
  2. You can start with one team. Get momentum going and move to the next team.
  3. You can start with select leaders, managers, or team members.
  4. Start with a half-day workshop.
  5. Watch what happens when your leaders finally understand themselves, each other, and how to collaborate without unnecessary friction.

What’s the cost of another Quarter where your leaders are guessing instead of knowing? Too high, in my opinion. 

[Schedule Your Workshop Today]