Explore Gallup's research.
Strong themes, stronger teams": Learn how your team can own its Learner talents and become stronger, resulting in improved performance, organic growth and better wellbeing.
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 Learner.
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 Futuristic.
Learn the definition of Learner and how to use it to succeed. Get a detailed description of this theme made popular in StrengthsFinder 2.0.
Kids especially talented in the Discoverer theme are thinkers and learners; they love information. Find out how you can affirm and challenge them.
Learn about your Learner talents -- how they can help and hinder you, and how you can use them most effectively in this 2018 edition of Mastery Monday.
Find out the value of Learner for you as a leader or coach, and how through stability, compassion, hope and trust you can grow this theme into greatness.
Discover what Learner 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 Learner.
In a business world in which clients have many choices and products aren't often sharply differentiated, customers demand strategic thinking, emotional connections, and critical information. Providing that mix demands all of a sales rep's talents.
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.
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.
How do we motivate the associates on our team, when promotional opportunities or money are not necessarily within our grasp to deliver? This remains one of the most common questions from managers. How can a strengths-based approach help us stimulate and inspire our team members to produce their best work?