The Dummy's Guide To Running A CliftonStrengths (StrengthsFinder) Workshop Like A Pro
Let’s be honest.
Running a CliftonStrengths (StrengthsFinder) workshop is hard enough.
But running a FUN one?
That’s on a whole new level.
In this guide, we will show you exactly how to do just that.
Condensing over 10 years of CliftonStrengths / StrengthsFinder experience in one single chapter, StrengthsAsia has put together this ultimate guide that shows you how we think a FUN CliftonStrengths / StrengthsFinder workshop can look like.
Every secret ingredient, every little detail…we spared no expense so that you know just how serious we take our craft.
Let’s begin!
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ABOUT THE AUTHOR
Kim Pong
When I first started using StrengthsFinder back in 2009, 6 million people were already using it. Fast forward nine years later, more than 20 million people in the world are using StrengthsFinder today, and the number is growing exponentially. With that, the Gallup Organisation (who owns the tool) changed the name from StrengthsFinder 2.0 to CliftonStrengths.
The CliftonStrengths / StrengthsFinder is majorly being adopted by people globally today. People are resonating with what they found out about themselves. But what I really love is that now, people are also telling everyone they know about it.
I am not someone that loves to jump on the bandwagon. Instead, I love getting the bandwagons rolling. And for a fact, I was the first of 20 people in the world that got certified by The Gallup Organisation as a Gallup Certified Strengths Coach.
It led to me starting StrengthsAsia with the aim of helping organisations in Singapore and every other country in Asia build their teams, engage their leaders, develop strengths-based leadership and impact their companies and families
Today, StrengthsAsia is the go-to company in Singapore and the rest of Asia for strengths-based team engagements, leadership training, and workshops on anything that has to do with CliftonStrengths / StrengthsFinder. We have had numerous engagements in the space of teams, leadership, relationships, schools, educators, students, families, and even children.
We have run many strengths workshops for thousands of people all over Asia – Singapore, Hong Kong, China, Indonesia, Vietnam, Malaysia, India, Philippines, and Taiwan, just to name a few – and we know how to get people excited about their strengths, and acquire the capability and motivation in using their strengths every day.
In being able to do that, my team and I at StrengthsAsia have invested tremendous amounts of resources in terms of money, time, energy and learning curves! STEEP! And the more we do this, the more passionate and skillful we become about helping people realise their strengths. And we have been doing this for a long time.
Often, we find that there are so many organisations and people out there that have done their CliftonStrengths / StrengthsFinder assessments and do not know what are the next steps. They needed help in one way or another to use it for themselves, with their teams or with people they love.
And like I’ve mentioned, I love getting the bandwagon rolling.
So that’s why I am writing this guide – The Ultimate Guide to Running a Fun CliftonStrengths / StrengthsFinder Workshop. You can use this guide in your workshops with your organisations, leaders, teams, schools, families, and children.
Now, you do not need to spend a five-figure amount to be a Gallup Certified Strengths Coach before you can help others. This guide will help you create a fun workshop around CliftonStrengths / StrengthsFinder.
Running a well-conceived workshop is probably one of the best ways of helping people become more self-aware and aware of others. This is critical for people to understanding their Strengths profile. It is also critical in the adoption of strengths-based way of living, such as in relationship building, strategic thinking, influencing and executing for leaders and teams, and even in families.
This guide will give you a good head start on how to run a workshop with the results you get from your CliftonStrengths / StrengthsFinder assessment.
So let’s get started.
Choose a chapter to get started now.
Table of Contents
CHAPTER 1
WHY CliftonStrengths (Strengthsfinder)?
For many business owners, leaders and HR managers, using an assessment or psychometric tool is a pretty normal approach to better understanding their employees’ behavioral style, personalities and capabilities.
There are tons of tools out there in the market. There’s MBTI, DISC, Emergenetics, Enneagram, The Birkman Method, etc. The list goes on and on.
So why CliftonStrengths / StrengthsFinder? Do you need to do the CliftonStrengths / StrengthsFinder since your organisation has already done MBTI? Aren’t all these personality tools measuring the same thing? What’s the difference?
In this chapter, we’ll go through the different types of assessment tools available to you, including (what we believe is) the best tool out there – the Clifton StrengthsFinder assessment.
Let’s get started.
The Difference Between CliftonStrengths (StrengthsFinder)
(And Everything Else)
Those are perfectly normal and frequently asked questions that ALWAYS come up. So if you are thinking of using CliftonStrengths / StrengthsFinder with your organisation, family or community, you will need to know the answers to these questions.
I don’t blame people if they were to think that all the psychometric tools produce similar results. As many would say, by doing one assessment, you have done ALL the assessments!
Is this true? Well no, not really. In fact it couldn’t be further from the truth.
They are “same same” but they are definitely different.
Each psychometric tool has their own unique methodology and desired outcomes for individuals and teams.
For example:
Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C) [DISC] Test
DISC is a behavior assessment tool based on the DISC theory of psychologist William Moulton Marston. It focuses on four different personality traits which are Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C).
It describes what your personality traits are.
Myers–Briggs Type Indicator (MBTI)
The Myers–Briggs Type Indicator (MBTI) describes how people perceive the world around them and make decisions based on 16 personality types.
This is based on the conceptual theory proposed by Carl Jung, who had speculated that humans experience the world using four principal psychological functions – sensation, intuition, feeling, and thinking. And at any one time, one of these four functions is dominant for a person.
Illustration by Emily Zirimis
CliftonStrengths (StrengthsFinder) Assessment
Then we have the CliftonStrengths / StrengthsFinder assessment that helps you uncover your innate natural Talent Themes.
Your Talent Themes are your natural recurring patterns of thoughts, feelings, and behaviours. Essentially they are how you think, feel and behave.
The point that I am trying to make here is this:
Every tool has its unique edge.
CliftonStrengths (StrengthsFinder)
Copyright © 2000, 2018 Gallup, Inc. All rights reserved. Gallup®, CliftonStrengths® and each of the 34 CliftonStrengths theme names are trademarks of Gallup, Inc.
The CliftonStrengths / StrengthsFinder assessment niches down to how and what you should be focusing on in building your own unique STRENGTHS. It is your own unique approach to consistent recurring strengths-based behaviours.
Many assessments focus on describing WHAT you are like in various situations and environment. CliftonStrengths / StrengthsFinder focuses on HOW you do what you do when you are at your very best.
The ultimate goal of the CliftonStrengths / StrengthsFinder is this: By understanding who you are innately, you can build your own unique approach to consistently positively impact all areas of your work and personal life.
Quick Question
WHY Focus On Strengths?
Donald O Clifton created the CliftonStrengths / StrengthsFinder assessment. The Gallup Organisation, one of the world’s LEADING organisations in engagement research and consulting, owns the tool.
Now, why did such a HUGE firm back this test? What did they know?
It’s simple:
First of all, there are more than 40 years of research backing CliftonStrengths / StrengthsFinder. So that’s credibility. Over the last nine years, the user base of CliftonStrengths / StrengthsFinder has more than doubled. And that is not stopping anytime soon. The numbers are exploding.
Secondly, in the white paper by Donald O. Clifton and James K. Harter, they discovered that our talents are our greatest opportunities for success.
When our dominant Talent Themes are productively applied (For e.g. your Top 5 CliftonStrengths / StrengthsFinder), and refined with skills and knowledge, they become our ability to provide consistent, near-perfect performance in any given activity. And these abilities are our Strengths.
In other words,
You, your employees, your leaders, your team members, your family, really just ANYBODY, are MORE likely to succeed when you intentionally and productively apply your talents (what you are naturally good in) to the things you want to accomplish.
This is HUGE.
Why?
Because it is about having the ability to consistently have high satisfaction and productivity. In other words, everything you do, you can do it with higher emotional commitment, greater impact and be happy at the same time.
People Who Use Their Strengths Are Happier Individuals
What Donald O. Clifton and James K. Harter found out was that “individuals gain more when they build on their talents rather than when they make comparable efforts to improve their areas of weaknesses”.
What this means is that if you’re looking to create a happier, more emotionally engaged and committed workplace, helping your people know their Talent Themes through the CliftonStrengths / StrengthsFinder assessment and knowing how to use their strengths is the way to go!
Think about it.
When your team members know their strengths and have the opportunity and ability to help each other create an environment on how they can practice and build on what they’re good at, they naturally become happier, more engaged and more able to deliver high-performance work.
On the other hand, when teams that are told to “work on their weaknesses” as most conventional bosses and team managers do, Gallup’s research showed that there is a 22% chance of active disengagement. But when they focus on developing their strengths, the chance of active disengagement is only 1%.
People Who Focus On Their Strengths Overcome Weaknesses Better
The research by the forefathers of strengths development, namely Martin Seligman and Donald O Clifton, shows that the greatest area of development for anyone of us is not in our weaknesses. It is in our strengths.
This is not to say that we ignore our weaknesses. That would be reckless, stupid and distorting the emphasis of focusing on our strengths. We never ignore our weaknesses!
But we MANAGE our weaknesses through our strengths.
Peter Drucker, another great believer of focusing on our Strengths, said that great teams and organisations focus on developing strengths, and in the process, make their weaknesses irrelevant.
Companies With Engaged
Individuals Are Better Than Others
The Gallup research showed that your people are 6X more likely to be actively engaged than others when you focus on developing strengths. They are also 3X more likely to have a higher quality of life compared to those who do not invest in strengths.
Imagine you are the boss or the CEO.
You have employees, all of whom greet you every morning when you go to work.
You step into the building one day, and the entire building is EMPTY.
There’s no one there; not your staff, not your janitors, not even your security guards.
How would you feel?
Chances are, you’d feel pretty lost. That’s how it feels like working with disengaged people. They are in your company but they are not present.
It’s no secret that the most important thing to a company’s growth is not the product or the service it provides. The most important thing, the most important resource for a company’s growth and success, is always its PEOPLE.
Gallup made this observation in their white paper on “Investing In Strengths” :
“Organisations are more than the sum of the individuals that compose them, but the most basic, and perhaps the most important, form of strengths investment lies with the individual. When more individuals within organisations have their talents identified, understood, and integrated into their lives, their organisation has greater potential [for success].”
In other words, every single person on your team NEEDS to identify their talents and discover their strengths as soon as possible.
When your team recognises the strengths of each other, they are so much more likely to work in greater alignment and unity. And you get a company where culture isn’t forced on making individuals the same but magnifying their differences and drawing that diverse tapestry of strengths together to create an undeniably strong and unstoppable team.
Your people who know their strengths is the key differentiator between you and your competitors.
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The Pub Story (And Why You Should Care About Strengths)
If you’re new to CliftonStrengths / Strengthsfinder, you might not have heard of the Pub Story before… So allow me to share it with you.
Back when these two researchers were working on the CliftonStrengths / StrengthsFinder white paper, they chanced upon a brewery that was facing an immense decline in sales in the 1980s.
That particular brewery was facing a DECLINE in sales, and at that point in time, it was managing about 7,200 pubs.
Now for that chain of pubs, traditionally, the trick that has worked fairly well so far is to refurbish the old pubs whose sales are stagnating or are falling.
And on a logical front, it does make sense, doesn’t it? When people, or even yourself, are “bored” or “tired”, refresh the concept!
In other words, focus on those pubs that are not doing well.
But if you are quick to catch the flaw; this also meant that the pubs that were already doing well wouldn’t get their premises revamped. Don’t fix those that are doing well. Fix only those that are not doing well.
As the saying goes: “If it ain’t broke, don’t fix it!” Kind of makes sense here, doesn’t it?
Well, long story short: To test a theory out, the researchers managed to convince the brewery to revamp BOTH their well-performing pubs, as well as those facing declining sales.
The results?
The higher performing pubs that got revamped, got EVEN BIGGER results and growth than the pubs that were stagnating or facing a decline in sales in the first place.
When all things like location, competition, and other factors were taken into consideration, it became clear to the researchers that at the bottom of it all, it was the talents of the individuals working in the pubs that drove the pubs’ profitability. It is not just the pubs. It is the people.
And this is the secret sauce.
The more you invest in things that are already working well, the more you invest in people at their very best, the higher the exponential growth you will see in the improved performance!
Contrast that to the traditional business thinking:
“You have to work on your weaknesses.”
“You have to improve on where you’re lacking”.
We live in a world that is obsessed with weaknesses. We are always focused on developing our weaknesses and ignoring our strengths. And yet the research consistently shows us that it is in developing our strengths that our weaknesses can be ignored.
The secret to getting better results is to focus on developing your strengths and not just about fixing weaknesses or failures. The pub story tells us fixing weaknesses (refurbishing the non-performing pubs) will only give you incremental growth. But it is investing in strengths (refurbishing the pubs that are doing well) that will give you exponential growth.
So, putting this back in the context of what we do every day, the secret to great teams and families isn’t necessarily finding your flaws and working on them. It is important not to ignore them. It is about finding your STRENGTHS and working on them instead.
People Who Have The Opportunity To Use Their
Strengths Are Engaged Individuals
For a moment, just think about a few simple “what ifs”.
What if you had the chance to do your best at work every day?
What if you had every resource you need to do your best every day?
What if you had the opportunity to grow the way you desired?
What would make you more emotionally committed to your team and the work you do? What could happen that would allow you to do your very best work every day? What if everything you need and desire for you to be at your optimal best is present and available?
If they are present and available, it will change everything in our workplace. Employees will not just turn up for work. They will be turning up to do the work they love to do. They will be engaged employees.
Engaged employees do 2 things for organisations to help them exist: (1) increase revenues and (2) lower costs.
Now, who wouldn’t want that?
And what’s this got to do with the CliftonStrengths / Strengthsfinder?
Well, everything!
Knowing what your Talent Themes are lets you know how you can work, plan, relate and influence at your very best. Knowing your Talent Themes is key to knowing the secret ingredients required in bringing out the best in yourself, the people you lead and the people you work with.
In the white paper, Gallup found out that when you give people ample opportunities to approach things the way that they uniquely do best (using their strengths), business just shoots up.
They realised that when people are given the chance to explore a certain subject, task or job the way they do best, it led to greater work efficiency, workforce retention, and of course, increased profits for the business.
The learning point here is simple:
When you invest in the Strengths of your team members and give them the environment and liberty to practice using those Strengths, your company has a 44% higher success rate in customer loyalty and employee retention, and 38% higher productivity rate.
CHAPTER 2
Taking The CliftonStrengths (StrengthsFinder) Test
So you’re pretty much sold on the CliftonStrengths/StrengthsFinder test.
You’re not the first. As I’ve mentioned in the first Chapter, there are over 20 million people in the world just like you.
But, what if you’re taking the test for the first time?
What do you look out for?
What resources do you have at your disposal?
In this chapter, we answer all the above – and more.
When You Are Doing The CliftonStrengths (StrengthsFinder) Assessment
One of the first things you need to do before you can actually hold a workshop using the CliftonStrengths / StrengthsFinder is to understand the mechanics of the online assessment. This is important so that you can help your participants understand how the assessment works.
And this is where the Gallup Strengths Center comes in. The Gallup Strengths Center is the go-to website for all things regarding the CliftonStrengths / StrengthsFinder assessment. It is also where your participants will be taking the CliftonStrengths / StrengthsFinder assessment.
The CliftonStrengths / StrengthsFinder assessment has a total 177 questions. You only have 20 seconds to answer each question. The idea is to not overthink but to answer them instinctively. It takes between 30 to 45 minutes to complete the assessment.
You would have to go HERE, purchase a code, create an account if you don’t already have one, or log in and go complete the assessment.
Participants would be responding to the questions based on how intensely they relate to the answers. The more they relate to the answers, the more likely they are inclined towards certain specific traits or talent themes.
For intellectual property protection reasons, we are obviously not allowed to reprint the questions here. But you could expect questions that are a little something like this:
“You treat all people the same OR
You treat all people differently”
And you will have to choose from a range of Strongly Agree to Neutral to Strongly Disagree. And my suggestion here is to answer the questions like no one else is in the room. Don’t try to be politically correct or rationalise your answers too much. You should answer right from the gut. If you feel intensely a certain way, go for it even if you feel that others may not approve.
This is an assessment that is trying to help you articulate how you innately and naturally think, feel and respond to people and things around you. So be real!
Upon completing the assessment you will get the following:
01
02
03
An introduction to what CliftonStrengths/StrengthsFinder is
Results for your first five of Gallup’s 34 CliftonStrengths themes
An understanding of your Top 5 CliftonStrengths and suggestions/methods for applying your Top 5 CliftonStrengths to every part of your life
You also get the following reports:
SIGNATURE THEMES REPORT
This report lists and describes your Top 5 CliftonStrengths so you can identify your dominant talents.
STRENGTHS INSIGHT REPORT
An in-depth analysis of your Top 5 CliftonStrengths. They are unique to your specific combination of CliftonStrengths, and this report describes who you are at your very best and gives you details about your strongest CliftonStrengths and what makes you unique.
ADDITIONAL TOOLS AND RESOURCES
These let you get deeper into strengths-based development with introductory videos and other supporting resources.
If your participants encounter any technical issue, you can always refer to this website for all Technical FAQs of the CliftonStrengths / StrengthsFinder assessment.
As we had mentioned, the Gallup Strengths Center also hosts different CliftonStrengths / StrengthsFinder resources, both FREE and PAID, that you can download to get started when preparing for your CliftonStrengths / StrengthsFinder workshop.
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3 Major Resources Of
CliftonStrengths (StrengthsFinder)
The CliftonStrengths / StrengthsFinder assessment focuses exclusively on helping people realise and discover their innate Talent Themes – the way they uniquely think, feel and behave.
It gives your team members a thorough breakdown of how they can put their Talent Themes into practice at the workplace, and eventually hone them into Strengths.
When you use the CliftonStrengths / StrengthsFinder assessment, you don’t just get the results of what your Top 5 or 34 Talent themes are, you are actually are getting a whole lot more. In this section, I am listing down 3 major resources available to you when you use the CliftonStrengths / StrengthsFinder assessment.
1. CliftonStrengths (Strengthsfinder) and the 34 Talent Themes
If you are going to be running a workshop using the CliftonStrengths / Strengthsfinder assessment, you must fully understand and get yourself acquainted with all 34 CliftonStrengths / StrengthsFinder Talent Themes.
You can find the description of all the 34 different Talent Themes on Gallup Strengths Center.
Another great resource to help you fully understand all 34 Talent Themes is the Gallup Theme Thursday videos. Theme Thursday is a Gallup Webcast series that dives deep into the CliftonStrengths / StrengthsFinder Themes, one theme at a time. Gallup experts and a panel of guests discuss how each theme impacts them and how each theme manifests itself in life.
The focus of the videos is not only to help you understand the themes, but also to help you help others direct it towards application and performance.
You can check out the videos here.
And if you like, you can check out my video HERE. I was the first guy Gallup worked with when they rolled out Gallup’s Called To Coach in Asia.
2. The Gallup Resource Page
Another place that you can consider getting resources from is from the Gallup Resource page.
This is a free resource that you can use to read up more about Gallup’s latest happenings in the area of CliftonStrengths / StrengthsFinder, articles on Strengths Engagements and sometimes they even offer events that you can sign up for.
I just love their tagline: never stop learning!
3. CliftonStrengths Learning Products
Another place that you can consider obtaining more information or materials for your CliftonStrengths / StrengthsFinder workshop is the Clifton Learning Products.
This is not a free resource.
You can look through different CliftonStrengths / StrengthsFinder products and items for different purposes, and add any to your current stash of information that you feel might be helpful in your workshops.
I have gone through ALL the products and came to one simple conclusion: If you really want to buy anything on top and above of all the wonderful FREE resources out there, get the CliftonStrengths Theme Insights Cards.
The theme insight cards are powerful cheat sheets that summarize each talent theme so that you can get a quick comprehensive overview of all 34 Talent Themes.
CHAPTER 3
Running A Workshop With
CliftonStrengths (StrengthsFinder)
The CliftonStrengths / StrengthsFinder has been used by more than 20 million people from the ages of 15 years old onwards. It has been used by people from all walks of life – from corporations right down to the private individuals.
The audience that would be interested in workshops using the CliftonStrengths / StrengthsFinder tool is therefore rather wide.
Since 2010, StrengthsAsia has been engaging people from all walks of life. We have been fortunate enough to work with thousands of people to help them learn about their strengths, and how to apply them at work, in families, in schools, and with their loved ones.
So here are some groups of people, your audience, that you can run workshops for based on the CliftonStrengths / StrengthsFinder tool:
Individuals
These are the people who are keen and interested to find out more about themselves even if their companies or organisations are not.
If you know who these people are, I would strongly recommend that you start with them. Eager learners make the job a whole lot easier.
Help these individuals realise and see how they think, feel and behave through their Talent Themes. Help them see how they are distinctively different from everyone else around them. Help them use their unique talents in building relationships, planning, influencing and getting things done.
The probability of finding someone with their same Top 5 Talent Themes is 1 in 33,000,000, and the probability of someone with the same 34 Talent Themes is 1 in 259,000,000,000,000,000,000,000,000,000,000,000,000. Just stop for a moment and count the zeroes.
Teams
Knowing each others’ Talent Themes and the unique strengths that each member brings is a fundamental premise to team building, team bonding, and team engagement.
Help everyone learn about themselves and each other’s Talent Themes. Help them understand what would make them better at work every day. Help them build teams from the inside out.
Teams that truly understand their own individual and each other’s Talent Themes learn quickly how to work with people who don’t understand them. They help each other distinguish jobs that don’t fit and enable everyone to focus on how members can contribute, rather than how they cannot.
It sets teams up to help each other do what they do best, and puts them in a position to do that every single day.
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Leaders
Leaders who know their strengths will lead with their strengths, and will focus on the strengths of their team members as well.
Leaders lead, and they lead people. So, it has to be about their people who will in turn help leaders develop their leadership strengths.
According to Gallup’s research, followers have four needs that every leader must meet. If you meet them, people will follow you.
The needs of followers are Trust, Compassion, Stability, and Hope. Help these leaders learn how they can use their own unique Talent Themes to build trust, show compassion, create stability and inspire hope in their people.
Help leaders to understand that they are here to learn how to lead even better. Help leaders to learn how they can help people become bigger, better versions of themselves, instead of becoming “mini-me” versions of their leaders.
These leaders have taken the CliftonStrengths / StrengthsFinder assessment to learn how they can lead through their strengths, and to the strengths of their people. Help them craft and create their own unique leadership style through their Talent Themes.
Showing them how to find their own unique Talent Themes and strengths will help them better understand and appreciate the needs of their followers, and in turn, help themselves build great teams.
Teachers
Being a teacher is probably one of the hardest jobs in the world.
But when teachers know their Talent Themes and strengths, they will know how to captivate students through their own unique teaching styles. They may be teaching the same syllabus as the other teachers, but it is in their unique HOW that will set them apart from the rest.
Teachers who know their strengths focus on building the strengths of their students rather than being fixated on their weaknesses. Strengths-aware teachers are able to appreciate and understand the differences and needs of every child in their class. And I think because they are able to get through to their students better, they are likely to be more patient with the kids too.
So help teachers distinguish their unique edge that their Talent Themes give them, and help them find the teaching approach that makes them not just good, but great teachers.
Students
These young people are very much mouldable in this window period of their lives. It is perhaps one of the best times to introduce strengths to them. HELP THEM BREAKAWAY from the conventional focus on fixing weaknesses to build strengths. Teach them how to focus on their Talent Themes to build strengths instead.
Students have a longer runway for growth as compared to adults and this will give them greater enduring focus on using their Talent Themes to build strengths-based capabilities and performances.
Do also note that the assessment tools for Students are different from the adults as follows:
CliftonStrengths (StrengthsFinder) for Students assessment (formerly StrengthsQuest)
The CliftonStrengths / StrengthsFinder for Student assessment is for students aged 15 to 21 years old. The assessment and report are the same as the CliftonStrengths / StrengthsFinder assessment for adults. The key difference is that there are additional resources and tools on the CliftonStrengths / StrengthsFinder for Students portal which are catered to student life. It gives good examples of how each different talent theme could help a student in their studies, build relationships, focus in class, etc.
StrengthsExplorer assessment
The StrengthsExplorer assessment is for students aged 10 to 14 years old. It is a simplified version of the CliftonStrengths / StrengthsFinder assessment. Instead of the full 34 Talent Themes, there are only 10 Talent Themes. The 10 StrengthsExplorer Talent Themes are:
Achieving – They are energetic, love achieving goals and have a sense of accomplishment.
Caring – People are important to them and they love helping people.
Competing – They see life as a game, loves to win and strive to be in first place.
Confidence – They take on challenges and have a strong sense of self-confidence.
Dependability – They keep their promise and thrive on trust and being seen as responsible.
Discoverer – They are thinkers and learners and love asking “why” and “how”.
Future Thinker – They love to dream about the future and love exploring possibilities.
Organizer – They enjoy planning, coordinating and making things happen.
Presence – They love an audience, tell stories and taking the lead.
Relating – They love friendships and widen the circle of friends for themselves and others.
Instead of Top 5, students will get their Top 3 StrengthsExplorer Talent Themes upon completing the assessment.
There are also parents’ and educators’ guides available on the website. You can use these resources to help parents and teachers understand their kids’ results and how they can help the kids understand themselves better and be more confident of their strengths.
