Gallup StrengthsFinder Strengths in the Workplace 2 — Questions and Answers
Question 1: As defined in the CliftonStrengths framework, what is a 'strength'?
- Any task a person can complete successfully
- Near-perfect performance in a given activity on a consistent basis (Correct answer)
- A skill acquired through deliberate practice over time
- A natural preference for certain types of activities
Correct answer: Near-perfect performance in a given activity on a consistent basis
In the CliftonStrengths framework, a strength is defined as the ability to consistently provide near-perfect performance in a specific activity.
Question 2: According to Gallup, what is the most common management mistake in traditional workplaces?
- Over-relying on annual performance reviews
- Focusing too heavily on developing employee strengths
- Spending more time fixing weaknesses than developing what employees do well (Correct answer)
- Neglecting team-building and collaboration activities
Correct answer: Spending more time fixing weaknesses than developing what employees do well
Gallup research identifies the fixation on fixing weaknesses rather than cultivating strengths as the most pervasive management error.
Question 3: How many total CliftonStrengths themes are included in the full assessment?
- 24 themes
- 28 themes
- 34 themes (Correct answer)
- 40 themes
Correct answer: 34 themes
The full CliftonStrengths assessment measures 34 distinct talent themes organized across four domains.
Question 4: What does Gallup research show about employees who know and use their strengths compared to those who do not?
- They are 3 times more likely to report an excellent quality of life (Correct answer)
- They earn 15% more on average in annual compensation
- They are promoted twice as frequently as their peers
- They take significantly fewer sick days per year
Correct answer: They are 3 times more likely to report an excellent quality of life
Gallup research shows that people who use their strengths are 3 times more likely to report having an excellent quality of life.
Question 5: In workplace team settings, what is the recommended approach for applying CliftonStrengths?
- Ensure every team member shares the same top 5 strengths for cohesion
- Focus development exclusively on the team leader's strength profile
- Build teams where members' diverse strengths complement and fill each other's gaps (Correct answer)
- Prioritize hiring only candidates with Executing domain themes
Correct answer: Build teams where members' diverse strengths complement and fill each other's gaps
Gallup recommends building teams with complementary strengths so that the collective talent covers all four domains effectively.
Question 6: What term does Gallup use specifically for employees who are not only disengaged but are actively working against the organization's interests?
- Disengaged
- Actively disengaged (Correct answer)
- Misaligned
- Strength-deficient
Correct answer: Actively disengaged
Gallup classifies the most disengaged employees as 'actively disengaged,' meaning they are undermining what their engaged coworkers accomplish.
Question 7: What is the recommended strengths-based practice during the onboarding of new employees?
- Wait until the 90-day review to introduce strengths concepts
- Share CliftonStrengths results early and discuss how to apply them to the role (Correct answer)
- Have managers guess new employees' strengths from behavioral interviews
- Focus exclusively on technical role training before any strengths conversation
Correct answer: Share CliftonStrengths results early and discuss how to apply them to the role
Gallup recommends introducing CliftonStrengths early in the onboarding process so employees can immediately connect their natural talents to their new role.
Gallup StrengthsFinder Strengths in the Workplace 2
As defined in the CliftonStrengths framework, what is a 'strength'?