FAQs
Strengths-based Coaching

First, it is based on decades of ground-breaking research into high performing teams and leaders.  Second, Dr. Don Clifton at Gallup, the founder of strengths-based psychology, developed the assessment after studying more than 2 million people.  Finally, his data uncovered 34 themes of talent (that can be turned into strengths) that fall into 4 domains of leadership:  influencing, strategic, executing, and relationship building.

The most popular reports are the top five strengths and the 34 strengths, the latter which includes rank order for all 34 themes.  There are also role specific reports such as for organizational leaders, managers, and sales professions.  I most often have client take either the top five or complete 34.

Data shows that receiving strengths-based coaching had an up to 70% increase in performance, 23% higher engagement, and 73% lower attrition.  Furthermore, the data also shows a 29% increase in profits (if applicable) and 19% increase in sales (if applicable).  Although I cannot guarantee it, but these types of metrics often result in excellent performance reviews, promotions, and higher pay.  (Gallup, Inc. and International Coaching Federation data).

Gallup research has shown that individuals that routinely use their strengths are 6X more engaged at work.  Additionally, they are 6X more likely to strongly agree that they have the chance to do what they do best every day!

Gallup research, for instance, has shown that individuals that routinely use their strengths report 3X higher quality of life than those who do not.  Lilkewise, they are happier and healthier and are less likely to experience negative emotions such as worry, sadness and stress.  In fact, burnout is near zero when people are leveraging their strengths!

Gallup research has shown that individuals who receive strengths-based coaching are 2X more likely to have hope than those that only took the CliftonStrengths assessment.  Coaches help clients to harness strengths to enhance professional development and career transitions as well as improve leadership skills such as management effectiveness, team dynamics, conflict resolution, and team performance.  As a result, clients become more confident and are more likely to achieve their goals.

The conventional approach to development is to identify areas of improvement and develop an improvement plan.  However, the idea that fixing weaknesses leads to success is faulty logic.  Gallup defines a weakness as “anything that stands in the way of success.”  The full 34 report will elucidate which strengths are lesser themes for you.  As your strategic CliftonStrengths coach, I can help devise a plan that works for you to manage “weaknesses” so you can focus on doing what you do best.

Yes! Since supervisors account for 70% of the variance in team performance, you are the single most important factor for the team!  Yet, only 1 in 10 managers are naturally built to lead others. A coach can help you know how to get the best out of your team.  For example, 70% of team members that have a boss that focuses on the employee’s strengths report being engaged.  Engagement is the major driver for higher productivity, performance, job satisfaction, and wellbeing.  Likewise, group leaders who provide weekly strengths feedback have staff and trainees that are 3.6X more motivated to excel!

There are two ways in which CliftonStrenghts can increase team performance.  First, if the manager received strengths-based coaching from a CliftonStrengths coach the team had 12.5% greater productivity and 8.9% greater profitability than those whose manager did not. Second, the International Coaching Federation indicates that a professional coach working directly with a team can increase team performance as much as 50%.

Yes! Gallup found that students who strongly agreed that their university was committed to building the strengths of each student and that they had at least one university professor who made them excited about the future were 30 times more likely to be emotionally engaged.  Accordingly, student engagement correlates with academic success, higher wellbeing and positive post-graduate outcomes!