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Written By Guest Author -  Evie Arnold - Gallup Certified Global Coach, ICF ACC, Positive Intelligence Coach - www.linkedin.com/in/evie-arnold-coach

     We’re in the era of the purposeful professional.  

Employees no longer want to work just for a paycheck, they want to feel that their time and talent are contributing to something that matters. Purpose isn’t just a lofty ideal; it’s now a performance driver. People who feel connected to their strengths and values are more engaged, more resilient, and more likely to stay.  CliftonStrengths® offers one of the most evidence-based, scalable tools to help people live fuller, more purpose-driven lives at work and beyond.

           The Deficit Trap: Why Traditional Development Falls Short

Most development conversations still focus on fixing what's wrong: ironing out weaknesses, “rounding out” skill sets, or focusing narrowly on competencies. While there’s logic in addressing performance gaps, it’s rarely energising - and it can leave individuals feeling unseen or misaligned.

This deficit-first approach is part of the reason many employees feel disengaged. According to Gallup’s global data, only 23% of employees are engaged at work. If we're constantly trying to “correct” people into a version of themselves that fits the job spec but not their natural talents, we're missing the point.

                      CliftonStrengths®: A Practical, Purpose-Building Tool

CliftonStrengths® flips the script. Rather than asking, “What’s wrong and how do we fix it?”, it asks, “What’s right with you, and how can we maximise it?”

By identifying an individual’s top talent themes - natural patterns of thinking, feeling, and behaving – CliftonStrengths® creates a language for self-awareness, intentionality, and direction. In other words, it helps people build lives and careers that make sense for who they are at their core.

And that’s the sweet spot where purpose lives: the alignment of who we are with how we contribute.

Purpose Isn’t Just a Personal Goal - It’s an Organisational Asset

When individuals work in a way that reflects their strengths, the ripple effects are tangible. They are more likely to:

• Seek out meaningful work
• Build authentic relationships
• Recover faster from setbacks
• Feel fulfilled and motivated in their roles

For HR and talent professionals, the benefits are organisational: better retention, improved team performance, stronger culture, and more human-centred leadership pipelines.

In fact, Gallup research shows that people who use their strengths every day are 6x more likely to be engaged at work and 3x more likely to report an excellent quality of life overall.

Practical Applications for HR and Talent Strategy

So how do you operationalise this in your organisation? Here are four practical ways:

1. Start with Recruitment
   Use strength based language in interviews to explore natural talent - not just experience. Ask what energises candidates and when they’ve felt most “in flow.” You’ll hire for potential, not just pedigree.
2. Make Onboarding Personal
   Introduce CliftonStrengths® in the first 90 days. Help new hires identify their top themes and reflect on how they’ll apply those strengths in their role. It’s a shortcut to culture integration and personal ownership.
3. Build Purpose into Development Plans
   Encourage managers to co-create development plans that are strengths-based. Instead of performance reviews that feel generic or punitive, shift the focus to: “Which of your strengths are you not using yet?” and “Where do you want to grow?”
4. Develop Strengths-Led Teams and Leaders
   Roll out strengths-based team coaching or leadership development. When teams understand each other’s talents, they collaborate more effectively - and leaders stop managing everyone the same way.

Is This Just Another Personality Test?

A fair question. Skeptics may ask whether CliftonStrengths® is just another feel-good tool that lacks rigour.

The truth is: it’s grounded in decades of research. Developed by Donald Clifton and backed by Gallup, the assessment is based on over 50 years of empirical data, and used by more than 35 million people globally. This isn’t a "nice-to-have", it’s a scalable, measurable tool that integrates with business strategy.

That said, strengths-based work is not a magic bullet. It won’t fix toxic cultures or poor leadership. And it requires skill to use well - especially in conversations that touch on motivation, mindset, and fulfilment.

Strengths as a Bridge to Purpose

At its best, CliftonStrengths® does more than boost workplace engagement. It helps people reconnect with what makes them feel alive, capable, and confident.

For organisations, this means more motivated people in the right roles. For individuals, it means waking up with a sense of direction - not just for their career, but for their life.

Curious about how to bring CliftonStrengths® into your recruitment, onboarding, or leadership strategy?
Let’s talk. Evie helps organisations use strengths to drive performance and purpose.

Order directly here: CliftonStrengths® or give us a call on  01793 686512 (option 3)

www.e2acoaching.org