Gallup Strengths Coaching FAQ
With over 30 years of experience coaching leaders, I’ve answered countless questions about Gallup Strengths Coaching—also known as CliftonStrengths. It’s one of the most powerful and transformative tools for uncovering potential.
Whether you’re considering strengths coaching, working through your assessment, or reflecting on what you learned, it’s natural to have questions. Below are the ones I’m asked most often—along with answers to help you unlock your best self.
1. What is Gallup Strengths coaching, and why is it different from other assessments?
Gallup Strengths coaching is based on the CliftonStrengths assessment. It identifies an individual’s top talent themes from a list of 34 strengths. Unlike personality tests that pin you into a box or focus on improving weaknesses, this approach focuses on natural and current strengths.
It’s not about making the individual more well-rounded. It’s about leaning into innate talents and becoming exceptional using the things that are already strong suits. Through coaching sessions, I help individuals learn to recognize their own unique combination of strengths that show up in their leadership style, communication, and decision-making—and learn how to leverage them for an even bigger impact.
2. What if I don’t like my Top 5 strengths?
This is a surprisingly common question, but it’s certainly valid. Sometimes people may wish they had different strengths, or maybe their perception of themselves may not match the results. Other times, their identified strengths don’t fit the mold of what they thought it took to be a good leader.
Here’s my take: every strength has immeasurable value when developed and applied well. The leaders I work with who feel most fulfilled don’t always have the “best” strengths. They’re the ones who have learned to honor and leverage what makes them unique. Part of our work together includes reframing how to see different talents and learn how they can be a competitive advantage, not a limitation.
3. My top strength is the same as my coworker’s, but we’re totally different. What happened?
Nuance is key. Even when two people share the same Top 5 or the same top strength, they are often expressed differently. The order of the strengths, the interplay between them, and personal experiences and values can lead to different applications of the same skill.
For example, two individuals whose top strength is Communication can be entirely different. One may have Empathy as their second strength, and the other may have Command. Those two expressions of Communication will appear very differently in practice. This is why cookie-cutter approaches to leadership development often fall short, and why personalized coaching helps you understand your unique perspective.
4. Should I focus on my top strengths or try to develop my bottom ones?
This is where strengths-based development fundamentally differs from traditional development approaches. Research from Gallup shows that the greatest growth, engagement, and performance by investing in top talent rather than trying to strengthen weaknesses. When managers focus on strengths, employees' chances of being actively disengaged drop to just 1 in 100, and organizations see 8-18% performance improvements across key business metrics.
That said, it is important to be aware of potential blind spots. If an individual has zero strengths in the Relationship Building domain and is leading a team, we'll talk about strategies to ensure the leader is truly connecting their team—not by becoming someone they’re not, but by using existing strengths in service of relationships or partnering with someone who naturally excels in that area. It's about managing around weaknesses, not obsessing over them.
5. I’m in a role that doesn’t seem to fit my strengths. What do I do?
Unfortunately, I hear this story often, but there is a way out. First, we’d explore whether the misalignment is real or just perceived. Sometimes, a simple reframing of how to approach the role rather than changing the role is the best way forward. Is it possible to reshape responsibilities to play more to their strengths? Are there other leaders on the team with strengths that fill the gaps?
If the misalignment is actually significant, we will work on two main things: finding small ways to use existing strengths within the role and clarifying what kind of role would be a better fit. Strengths coaching is about more than succeeding in a current role. Sometimes is about gaining the self-awareness and confidence to take a leap in a different direction.
6. Can Strengths Coaching affect other parts of my life?
Strengths are often in one’s DNA and show up everywhere. Strengths show up in parenting styles, hobbies, and decisions about personal growth and well-being. Many clients find that learning their strengths can transform not just their leadership role, but their entire approach to life.
For example, someone who is always signing up for workshops, classes, and seminars might realize they have a Learner strength. They’ll learn how to channel their curiosity productively, personally, and professionally. Someone who struggles to say no or maintain strong boundaries might learn they have a Responsibility strength. They can learn self-awareness in ways that help them far beyond the office.
7. What if my strengths don’t align with my organization’s values or culture?
This one can be tough. Some organizational cultures favor certain strengths over others. High-achievement, competitive cultures may celebrate Achiever and Competition strengths while undervaluing others like Harmony or Empathy.
Here’s how we work on it: find the intersection between authentic strengths and organizational needs. There is always a way to contribute positively to your team with authentic, true-to-oneself strengths, but sometimes it takes a bit more creativity and clear communication about what you bring to the table. Sometimes, it’s a sign for an honest conversation about whether it’s a good fit to remain in the organization.
8. What should I look for in a Gallup Strengths coach?
Be sure to find someone who is certified by Gallup. This certification ensures that they have been trained in the proper methodology and research. Beyond certification, look for a coach who asks the right questions, creates a safe space to dive deep, and has real-world leadership experience.
As a seasoned Gallups Strengths coach and one who has a wide array of certifications—like Emotional Intelligence, Conversational Intelligence, and Conflict Dynamics—I bring a holistic perspective to my coaching strategy. With my clients, we won’t just talk about talents and strengths. We talk about how strengths interact with emotional intelligence, communication style, team dynamics, and their role within their organization. This integrated approach is what creates long-lasting, ongoing evolution and transformation.
9. How do I get started?
If you’re interested in signing up for Gallup Strengths coaching, whether for yourself or your whole team, I’d love to connect. From starting off a strengths journey or diving deeper into what you already know, there’s always another level of growth to explore.
Everyone has strengths. Are you using them to their fullest potential? Together, we’ll find out.
