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Learn how CliftonStrengths relate to times of disruption and examples of what different strengths might need and bring during difficult times.
"Strong themes, stronger teams": Learn how your team can own its Achiever talents and become stronger, resulting in improved performance, organic growth and better wellbeing.
Learn the definition of Achiever and how to use it to succeed. Get a detailed description of this theme made popular in StrengthsFinder 2.0.
The CliftonStrengths themes at the top of your profile are the most powerful and give you the greatest chance for success. Join us as we discuss Achiever.
Learn more about intrapersonal theme dynamics -- how your themes influence one another -- from Dean Jones.
Discover the connection, or the disconnect, between your Top 5 CliftonStrengths and your current role, and what to do if the two don't seem to match.
Gain insight into the CliftonStrengths talent theme of Achiever: how to invest in it, if it's one of your dominant talents, and how to develop it in others.
Learn about your Achiever talents -- how they can help and hinder you, and how you can use them most effectively in this 2018 edition of Mastery Monday.
Learn the value of Achiever for you as a leader or coach, and how through stability, compassion, hope and trust you can grow this theme into greatness.
Learn what Achiever looks like when you use theme dynamics, and how it combines with and complements your other talent themes.
Learn how themes form the core of CliftonStrengths and how to understand and appreciate your own -- and others' -- strengths, as we focus on Achiever.
Almost daily, companies are cutting workers, and morale and productivity are suffering as a result. In this environment, a strengths-based approach is vital because it creates hope, opens the doors to untapped potential, and brings out the best in people and in companies.
Many of us buy into the myth that talent and motivation are totally separate things. A strengths-based approach, however, debunks this. Simply put, your talents are your motivations; they're usually inseparable. A strengths expert explains.
Some people excel in the art of time management, while others are never able to keep up. Whatever the case, we all could stand to improve in this area, and our odds of doing that are better if we make the most of our innate talents.
How a focused and determined new manager of an underperforming hotel tightened expectations, showed the staff their potential, and turned the property's finances around.
Bestselling author and Internet visionary Bruce Judson has some straightforward advice for entrepreneurs, as well as enterprising managers and employees within larger companies: Leverage breakthroughs in technology. And, most importantly, do what you do best.
Corporate managers routinely subject employees to performance reviews that emphasize people's "areas for improvement," not their talents. The problem with this approach is that by focusing on weaknesses, organizations fail to capitalize on their employees' strengths. It's time to view your people differently.
Dietitians at St. Mary's/Duluth Clinic Health System were at a crossroads. Their team didn't have enough people and felt ignored. Their workspace was "dismal." A few were quietly threatening to resign. Here's how one manager attacked this problem and raised employee engagement from average to extraordinary -- in just a year.
Positioning employees so they can do what they do best isn't just good for them -- it's good for business. For Stryker Instruments, repositioning just one employee so he could use his talents more effectively saved the surgical equipment maker $1 million in electronic component sourcing.
The best sales managers know how to provide their star performers with just the right rewards to feed that drive for success. In fact, finding the perfect "fit" between motivation and rewards may be the key to focusing great sales reps toward even greater achievements -- or sending them into a slump. Here are some strategies to motivate your sales stars.