The CliftonStrengths assessment takes about thirty minutes and produces a report describing how somebody is built. For an individual that is interesting. For a team it is only the starting point, because a set of reports sitting in thirty inboxes changes nothing about how those thirty people work with each other.
Strengths School provides CliftonStrengths assessments to Singapore organisations together with the part that makes them useful: a facilitated debrief that turns individual results into a shared picture of the team, and a working session that applies it to what the team is actually trying to do.
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[Awaiting confirmed figures from the client: years operating, assessments delivered, and the exact Gallup certification wording to display]
What the CliftonStrengths assessment measures
CliftonStrengths is a Gallup assessment that identifies where a person's natural patterns of thinking, feeling and behaving lie, across 34 themes. Those themes group into four domains: executing, influencing, relationship building and strategic thinking.
Two things distinguish it from most instruments organisations encounter. It is not a personality type, so it does not sort people into categories and it does not put anyone in a box that predicts their behaviour. And it is deliberately asymmetric: it describes what a person does well rather than diagnosing what is wrong with them, which is a large part of why teams engage with the results instead of defending against them.
The full ranking of all 34 themes is where the practical value sits. The top five explain how somebody naturally operates. The bottom themes explain, often for the first time, why a particular kind of work has always felt like wading through mud. You can read more about the 34 CliftonStrengths themes and what each one means.
Why a report on its own changes nothing
This is the part organisations most often get wrong, and it is usually a budget decision rather than a considered one. Assessment codes are inexpensive and easy to buy. So a company buys them for a department, everybody takes the assessment, the reports are distributed, and there is a brief week of interest in which people compare their top five in the pantry.
Then nothing. No decision gets made differently. No work is reallocated. The two people who consistently frustrate each other still do, because neither has been given the language or the setting to understand why. The instrument was sound and the investment was wasted, because the report was treated as the deliverable rather than as the input.
What creates the change is the debrief. A facilitated session where the results are laid out across the team, the patterns are named, and the group works through what it means for the real tensions in the room.
Assessments for your team
- Assessment codes for every participant, covering the full 34 themes.
- Individual reports delivered to each person.
- A team grid mapping how the group is distributed across the 34 themes and the four domains, which is usually the moment something clicks for the team leader.
- A facilitated group debrief interpreting the grid against the team's situation.
- An application session working the findings onto live problems.
- Manager follow-up so the team leader can keep using it after we leave.
How it works, step by step
- You tell us the team, its size and what is not working.
- We confirm scope and issue assessment codes to participants.
- Participants complete the assessment online, roughly thirty minutes each.
- We build the team grid from the results before the session.
- We facilitate the debrief and application session with the team.
- The team leader receives a summary of what surfaced and what to carry forward.
Taking the assessment as an individual
If you are here for yourself rather than for a team, that is a legitimate reason to be here and it is worth doing. CliftonStrengths is genuinely useful at an individual level, particularly at a point of transition such as a promotion into management or a change of direction.
You can purchase the assessment directly from Gallup, and you do not need us to do it. Where we add something is the interpretation, because the gap between reading your top five and knowing what to do about them is wider than the report suggests.
It is also worth saying plainly that many of our organisational engagements begin with one person who took the assessment on their own, found it useful, and brought it to their team. If that is the direction this goes, team building workshops are the most common first step.
[Awaiting confirmed figures from the client: whether public or open-enrolment workshops are offered, which determines the route offered to individual visitors here]
Frequently asked questions
How much does the CliftonStrengths assessment cost?
Assessment codes are a per-person cost and are modest. The substantive cost in an organisational engagement is the facilitation, which depends on team size and session length. We quote the two separately so you can see what you are paying for.
What is the difference between CliftonStrengths and StrengthsFinder?
They are the same instrument. Gallup renamed StrengthsFinder to CliftonStrengths, after Don Clifton, who developed it. Older reports and books still use the previous name.
Do you get all 34 themes or only the top 5?
Both versions exist. The top 5 is the entry-level report; the full 34 shows the complete ranking. For team work we recommend the full 34, because the lower themes explain as much about how a team fits together as the top ones do.
How long does the assessment take?
About thirty minutes, completed online before the session. It is timed by design and is best done in one sitting without deliberating over answers.
Can we run assessments for a whole department?
Yes. Departments and multi-team groups are run with a combined grid plus breakout debriefs, so each team gets its own working session while leadership sees the whole picture.
What happens in a team debrief?
The team grid is presented, the patterns in it are named, and the group works through what they mean for how the team currently operates. It is a working session, not a presentation, and the output is decisions rather than insight.
Enquire About Team Assessments
Assessments underpin everything else we run: team building workshops, leadership programmes, and the wider corporate training practice. For the full picture, start at Strengths School.