Strengths Coaching for Leaders

Clare Novak and Paul Allen, Chief Strengths Evangelist, Gallup, presenters at 360 Live Media event

Imagine leading your people to achieve near-perfect performance consistently. We can help you leverage engagement to increase productivity and achieve bottom line results.  Documented results of implementing strengths-based leadership in an organization  include—7.8% greater productivity from individuals and 8.9% greater profitability from teams who receive strengths feedback. (Data from Gallup)

Executive Strengths Coaching -- Six 90-120 minute sessions

Note: Sessions should be 3-4 weeks apart to allow for applying knowledge, individual development and implementing action plans

Session 1:

  • Establish coaching objectives and process
  • Share the bottom-line business benefits
  • StrengthsFinder® assessment results and what they mean
  • Name It, Claim It, Aim It development process
  • Set action items for session 2

Session 2:

  • Identifying talents in action
  • Moving from talent to strength which defined as “consistent near-perfect performance”
  • Discuss implementing this approach to leading the organization
  • Identifying people in the organization with complementary talents
  • Follow up on action items from session 2. What worked? How well?

Session 3

  • Assess implementation of action items
  • Assess progress of partnering and leveraging others in the organization  
  • Develop plan for strengths-based organizational leadership

During the first three sessions, CEO and consultant will identify personal and organizational goals. Those goals and ad hoc issues will drive the agenda for sessions 4-6.


Team Coaching

What could make more sense than developing others to become a better leader? “Strengths-based development is unique in that it builds on ones’ areas of greatest potential rather than seeking to shore up weaknesses.”* The leaders’ and employees’ areas of greatest potential are their natural talents. Focusing natural talents to produce consistent near-perfect performance is the goal.


This package is two 90 minute Leader sessions and three two- hour Team sessions

Session 1 Leader:

  • Establish coaching and organizational objectives
  • StrengthsFinder® assessment results and what they mean
  • Name It, Claim It, Aim It development process
  • Set action items for session 2

Session 2 Leader:

  • Identifying talents in action
  • Moving from talent to strength--“consistent near-perfect performance”
  • Discuss implementing strengths approach to leading the organization
  • Review profiles of the leadership team
  • Develop individual plans for leverage the talents of each team member
  • Follow up on action items from session 2. What worked? How well?

Session 3 Leader and Team

  • CEO or Top Manager shares business benefits of this approach and reasons for committing to the approach
  • Team and individual StrengthsFinder® assessment results and what they mean
  • Naming and Claiming individual and team strengths
  • Identifying the team’s profile
  • Personal action items 

Session 4 Leader and Team

  • Follow up on action items
  • Depth information on leveraging interactions
  • Aiming individuals and teams
  • Team partnership plans
  • Action plan

Session 5 Leader and Team

  • Session 4 Action Plan follow up
  • Assess progress of partnerships
  • Business benefits of strengths conversations with employees
  • Identify actions for using a strengths approach to engage employees
  • Plan to integrate strengths conversations into performance management

Clare Novak, Certified Coach