Leveraging your Cliftonstrengths® Results for leadership in 3 steps

Something I often see in my work with leaders is this:
the very strengths that helped you get here can start to create friction once you’re leading at a higher level.

You’re relationship-oriented — and you delay a necessary conversation.
You’re decisive — and others feel shut down.
You’re driven — and your team feels the pace more than the purpose.

It’s rarely about competence.
More often, it’s about awareness.

Your CliftonStrengths® themes are patterns — of thinking, feeling, and behaving. When they’re unconscious, they can overfunction, but when they’re understood, they become powerful leadership tools.

Here’s the simple framework I use in coaching:

1. Name It

You take the CliftonStrengths® 34 assessment and begin to understand your dominant patterns. Not as labels, but as lenses. How you naturally see the word.

2. Claim It

This is where the real work happens.

Through coaching sessions, we explore:

• What you reliably bring as a leader

• What you need to do your best work

• Where your strengths may be overextended or creating blind spots

While this work can be challenging, it can be really rewarding.

3. Aim It

Finally, we get practical.

How do you direct your strengths toward what actually matters right now — your team’s trust, clearer delegation, better boundaries, more strategic focus?

Instead of trying to “round yourself out,” you learn to lead with more intention and range.

If you’re curious about using your strengths with more discernment — not just awareness — we can start with a complimentary chemistry call and see if this work feels aligned.