Beyond the Fads: How CliftonStrengths
Made Me a Better Leader—and Coach

In corporate America, leadership fads come and go. Over my 29 years in management, I’ve
seen countless “next big things” arrive with a splash and disappear just as quickly. But 23
years ago, a regional director named Susan Schultz introduced me to something different
CliftonStrengths. With a degree in Psychology and a passion for development, I sensed
immediately that this wasn’t a passing trend. It wasn’t about labels or one-size-fits-
all models. It was about uncovering the natural talents already within us—and using them
to lead, grow, and thrive.

What Made CliftonStrengths Different for Me
Early in my leadership journey, I was hungry for a tool that could make feedback feel both
objective and deeply personal. CliftonStrengths did that. It gave my teams a common
language for talent, a non-threatening way to talk about blind spots, and a practical path to
growth. Instead of forcing people into the same development plan, I coached each person
based on what they naturally did best—and where those talents sometimes got in the way.

How I Used It With My Teams

1. I made CliftonStrengths the foundation for feedback, one-on-ones, and performance
conversations. Here’s what changed in practice:

2. We stopped treating feedback as criticism and started treating it as clarity—grounded
in a person’s talent profile.

3. I tailored development plans instead of defaulting to a one-size-fits-all template.
When gathering 360° input, I asked peers for examples through the lens of that person’s
top themes, so the feedback was actionable and specific.

4. Team meetings began to highlight complementary strengths, not just role
assignments—reducing friction and rework.

Today, 90% of Fortune 500 companies have used CliftonStrengths as part of onboarding
and, in some cases, people development. My question is: how many of them currently
have Certified Clifton Strengths coaches for their staff? Was this a nice-to-have addition
to the onboarding process? Do most companies recognize the impact that Clifton

Strengths has? on retention and employee engagement when it truly becomes a part of
their culture?