CliftonStrengths

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Analytics and Advice | Discover Your CliftonStrengths | Empower Leaders, Organizations and Societies

09/03/2026

A strengths-based campus requires more than students knowing their CliftonStrengths.

Gallup research identified three core themes in the most successful strengths-based programs: at least five conversations about strengths, an in-depth conversation about real-life application and strengths-based mentorship.

Students who talk about their strengths with a variety of people are more likely to feel confident, resilient and prepared for life after graduation. Those conversations can also help students explore bigger questions about how they work with others, how they navigate challenges and what their future could look like.

Discover the strategies behind successful strengths-based programming: https://on.gallup.com/3SC6wBx

09/02/2026

What happens when you understand not only your own strengths but the strengths of the people around you?

For Remy Ejel, Executive Vice President of Nestlé S.A. and CEO of Zone Asia, Oceania and Africa, his top CliftonStrengths themes show up in how he leads: Relator in the relationships he builds, Includer in his commitment to hearing different perspectives, and Responsibility and Arranger in how he turns commitments into action.

But the impact goes beyond understanding his own strengths. Across his team, the common language of CliftonStrengths helps people better understand how they approach challenges, what they collectively contribute and how they can move forward together.

In the latest Leading With Strengths interview, Gallup CEO Jon Clifton explores how greater self-awareness has helped Ejel develop his strengths, better understand the people around him and build a stronger team. https://on.gallup.com/4xLIYsG

08/26/2026

CliftonStrengths is backed by decades of research into human talent, development and performance.

Beginning with Don Clifton’s pioneering study of what is right with people, this body of work has grown through continued Gallup research into the 34 talent themes, the reliability of the assessment, the stability of individual results over time and the outcomes associated with strengths-based development.

That research helps answer some of the most frequently asked questions about CliftonStrengths: Is the assessment reliable? Can results change over time? Should people retake the assessment?

Swipe for answers to frequently asked questions, then explore more of the science and research behind CliftonStrengths: https://on.gallup.com/3UU9emo

08/20/2026

When people experience burnout, coping strategies become more instinctive than intentional.

Gallup research reveals that people naturally gravitate toward approaches aligned with their dominant strengths. But the strategies that come most naturally are not always the ones associated with the greatest recovery.

Scroll to explore recovery strategies based on specific theme domains. Looking for more personalized content? Subscribe to the CliftonStrengths Insights newsletter. https://on.gallup.com/4fWc170

08/19/2026

Gallup research found that when it comes to a team’s engagement and performance, awareness of the team’s collective strengths matters more than the specific mix of those strengths.

CliftonStrengths gives teams a shared language. When team members can describe their strengths precisely, they communicate more clearly about what they need and what they bring, reducing friction and strengthening coordination.

Great teamwork starts with the individual, grows through powerful partnerships and scales when the team focuses its collective strengths on shared goals. When individuals understand their own strengths, teams can build on that foundation to improve performance.

Discover how to apply strengths for better teamwork. https://on.gallup.com/4wl8ynd

08/17/2026

What does every great team have in common? Gallup finds three shared qualities: trust and communication, appreciation and teamwork, and acceptance and forgiveness.

Teams build these qualities through conversations about what people bring, what they need and how they work best. CliftonStrengths gives teams a common language for those conversations and helps strengthen their relationships. And strong workplace relationships are closely tied to engagement: Employees who have a best friend at work are seven times more likely to be engaged.

Explore how to create engaged, productive teams with strengths: https://on.gallup.com/4geb6O7

08/13/2026

What if children learned to recognize what they naturally do best from an early age?

For decades, ’s strengths-based approach has helped people understand and develop their unique talents. Now, a new story brings that idea to young learners.

Run Rabbit Run: A Tale of Hops, Flops and Finding Your Strengths follows Rabbit as she discovers that success doesn’t come from trying to be like everyone else. It starts with recognizing what you already do well.

Created for Pre-K through third grade, the book gives educators a simple way to begin conversations about strengths, belonging and potential in the classroom.

Learn more about Run Rabbit Run and the accompanying Educator’s Guide: https://on.gallup.com/4x85EmU

08/12/2026

When Harry Williams became CEO of the Thurgood Marshall College Fund, the board asked him a direct question: Could he double the organization's revenue within five years? He said yes, without knowing exactly how.

Williams draws that confidence from his Self-Assurance and Achiever themes. His drive to pursue big goals is paired with the conviction to commit before every detail is solved. Five years later, the organization had surpassed the goal.

Leading with strengths means knowing which strengths help you move forward when the path isn’t fully clear.

Listen to the full conversation with Harry Williams: https://on.gallup.com/4xmtCuB

08/05/2026

Is your response to burnout effective, or is it instinctive?

Employees with dominant Relationship Building themes tend to respond to burnout by thinking about how their coworkers would feel in the same situation. But Gallup data show that this response is associated with a 35% increase in burnout symptoms, not a decrease. These employees experience a 43% reduction in burnout symptoms when they reflect instead on how they have approached similar situations before.

The same principle applies across all four CliftonStrengths domains. People with dominant themes in the Executing, Influencing and Strategic Thinking domains also turn to coping strategies that align with their natural patterns of thinking, feeling and behaving. While those instinctive responses do help reduce burnout, other strategies are more effective than the default.

Learn how to manage burnout based on your dominant strengths: https://on.gallup.com/4xqILv3

08/03/2026

Leaders who create the conditions for employees to contribute what they do best generate higher engagement than those who simply ask for greater commitment.

Gallup research finds that employees who use their CliftonStrengths are six times more likely to be engaged. They also report greater confidence, more energy and higher overall wellbeing. Those outcomes don't happen because people simply know their strengths. They happen when leaders intentionally align individual talents with meaningful work, clear expectations and shared objectives.

Learn more about effective leadership: https://on.gallup.com/44TSspu

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