Over the years, we’ve worked with countless people to discover what they naturally do best by using the CliftonStrengths Finder List, assessment, and themes.
As you can imagine, we’ve met a whole range of different personalities and so many different combinations of themes. What’s a CliftonStrengths Theme? The themes, which sort into four domains of CliftonStrengths, are a culmination of decades of research led by Don Clifton to study and categorize the talents of the world’s most successful people.
When our clients discover their top themes and the themes of their colleagues and employees, it brings them clarity and a new perspective. They start looking at themselves and their team in a whole new light and finally begin to understand why other people act the way they do.
As a result, clients often ask us whether their loved ones and friends can take the assessment, and the answer is yes. This process is so enlightening that many people who complete their CliftonStrength Finder wish other people would—after all, almost 27 million people have completed the assessment, and more than 90% of Fortune 500 companies have used CliftonStrengths to assess the talents of their employees.
Why should your organization utilize the CliftonStrength Finder List?
According to Gallup, data show that people who use their CliftonStrengths are six times more likely to be engaged at work, six times as likely to say they have the chance to do their best work every day, and three times more likely to have an excellent quality of life. Gallup found that strengths-based development leads to increased engagement, sales, performance and profits.
While we recommend that clients share CliftonStrengths with as many people as possible, the hard truth is not everyone will take the assessment. However, many people have found that when they spend more time getting familiar with all 34 themes, they start to notice trends in the people around them. Understanding the 34 CliftonStrengths Finder themes helps you learn which strengths those on your team might possess.
To help you decode and demystify the 34 strengths, we’ve put together this CliftonStrengths Finder List to help you study up.
The Complete CliftonStrengths Finder List
The 34 CliftonStrengths are organized into the four major domains, or categories, of strategic thinking, relationship building, influencing, and executing. The 177 questions in the CliftonStrengths Assessment measure a person’s thought processes and how they feel and behave and then categorizes those into the following categories:
“According to Gallup, research shows that employees who receive strengths-based development experience increased performance and lower attrition, in addition to higher levels of engagement. Plus, workgroups that receive strengths-based development post increased profit and sales while delivering higher customer engagement metrics.”
The four leadership domains of CliftonStrengths are the brain-focused Strategic Thinking and Executing domains and the more people-focused Relationship Building and Influencing categories.
According to Gallup, research shows that employees who receive strengths-based development experience increased performance and lower attrition, in addition to higher levels of engagement. Plus, workgroups that receive strengths-based development post increased profit and sales while delivering higher customer engagement metrics.
The four domains help people understand their strengths and how to use them to make impactful contributions in the workplace. The goal here is not to look for weaknesses or things to fix—the goal is to understand the domains and form partnerships with others who have different strengths, which builds stronger teams across an organization.
Relationship Building Domain
The relationship builders are the glue that holds a team together. These folks bring people together and strengthen a team, uniting and energizing them to achieve shared goals. Relationship builders understand that the power of a team comes from harnessing each person’s strengths while appreciating the strengths of others. They’re mentors, connectors, and empaths
Strategic Thinking Domain
The strategic thinking domain focuses on how people absorb information, think about, and analyze information and situations. Strategic thinking is the domain of the creative and innovative people who build the vision for the future and inspire innovations that can lead to high performance. Strategic thinkers understand how to absorb and analyze information and make decisions based on that data.
Influencers are very successful at selling ideas and persuading others to adopt their vision. They can help a team reach others and convince people to buy-in, which leads to goal achievement. Excellent communicators and those who enjoy making a real difference at an organization fall into this category. They know how to use words to communicate and then galvanize those words into actions.
Executors are the doers of any organization. High-performance organizations rely on people who have executing themes because they accomplish tasks and can make even the most pie-in-the-sky idea a reality. These folks work tirelessly to achieve team KPIs and goals. They’re energetic, enjoy structure, and develop clear rules and procedures that others can follow.
Questions About the CliftonStrength Finder List?
If this sounds good, but you’re not sure how to implement this type of program, schedule a Complimentary Discovery Call at billdippel.com/contact