Do tools make a difference?

Tools are fun to play with, but transformation goes deeper

Why I use CliftonStrengths® 

This has been a go-to tool for me for years in coaching and team workshops. And I love it. It’s a language I’m fluent and very comfortable with and I’m able to easily share it with others in a way that resonates with them (see previous blog: What is CliftonStrengths and how do I use it?). It’s data-driven, evidence-based, has a robust methodology, and I’ve seen the transformational impact this tool has (when it’s paired with coaching) on individual lives and team performance.

Some of my clients find aspects of the CliftonStrengths off-putting - it might be the tone, the language, or the user experience they face. Regardless of the fact that I trust the methodology, research and know the data is cross-cultural, it’s often not the perception that many people have out there. Some have said “it’s just too American for us” (it’s actually designed and methodologically proven to be cross-cultural and applicable to individuals regardless of race, gender, or nationality…but hey ho, you can’t convince everyone!).  

Some tools (or organisations that are behind ‘the tool’) are simply perceived the way they are because of everything else they’re associated with or it might just be the types of emails they send that land in people’s inboxes.

So, I’m curious to keep exploring and see how, or if, other tools can support the work I do with my clients. 

Time to try something new?

Recently, I’ve been experimenting with an alternative strengths-based tool called StrengthsScope®. It’s UK-based, widely used across Europe, and accredited by the British Psychological Society, which gives it a nice credibility tick. I’m enjoying the style of it so far. They offer a range of strengths-based assessments, including some that look useful for leaders and teams in workplace settings (e.g. 360 feedback surveys based on strengths).

(As a side note, I also do pro bono coaching with school leaders as part of Springboard Trust’s leadership programmes. Whilst specifically for school environments, Springboard use a strengths-based 360 feedback tool. It’s been a great resource to coach with, and theleaders I’ve worked with have found the insights really valuable.) 

I love the idea of offering other strengths-based assessments to clients - giving them the option of what they want to work with (if any!), including those designed specifically for leaders and teams in workplaces. So far, I’m enjoying StrengthScope and its more European-focus (and videos) might feel like a good fit for some of the clients I work with here in Aotearoa.

But…do I really need another tool?

My ICF training would say, “Antonia, you don’t need another tool”.

Yeah yeah, I know. 

It’s not the tool that creates change, it’s the person (or people). The conversations that happen. The insights. The growth in self-awareness. Appreciation. Not just of themselves but the diversity of others they work with. The journeying to a deeper level of thinking and unlocking new creative thinking. It takes courage for leaders to look inward, but I believe it helps them to focus outward much better. That’s where the transformation really happens.

But I think it’s rather fun to play with tools, don’t you?  I reckon they help kick-start the deeper conversations that are the ones we actually need to have…in a way that feels safe and inclusive, confronting yet encouraging at the same time.

That’s why I like tools. They are there to support us.

So why use tools at all?

Sometimes, tools help create a shared language between people. They give teams something tangible to reflect on. They make the invisible visible. CliftonStrengths profiles, for example, often offer a fast-track to growing our self-awareness. It’s a kind of mojo-boosting personal guide that brings clarity, structure and a way to learn how to harness our talents and bring out the best in ourselves (as well as manage the trickier bits!). It also gives us clues about how and who we need to partner with. 

And let’s be honest, many organisations feel more comfortable starting a professional development journey with a tool in hand. Something they can roll out, talk about, refer to or monitor progress over time.

Wondering how to find your strengths without a tool?

I often ask people: “What’s common sense to you that isn’t for others?”  I love how this one question can reveal hidden superpowers people might have. The things you do so naturally, you don’t even realise they’re strengths. When you start to name and harness those…that’s when real impact happens. 

My friend, Lisa Cummings has written a wonderful article on this very topic:  Wondering How To Find Your Strengths? Lisa suggests going on a personal ‘strengths scavenger hunt’, which I highly recommend. She suggests asking yourself 5 questions (these draw on the “5 Clues to Talent” that Gallup identify: Yearnings; Rapid Learning; Satisfaction; Timelessness; Glimpses of Excellence.  

There’s plenty more questions you can self-adminster to figure out where your strengths lie.  But personally, I love a good tool that helps you identify these things efficiently and effectively!

Are some strengths tools better than others?

Short answer - yes. I do shudder at some of the so-called strengths tools out there. The ones with no evidence base, no real methodology, no validity testing. Perhaps just a slick interface and vague feel-good language.

I’m not interested in fluffy. I want strengths tools that are grounded in solid research, tested frameworks, and real-world application. Tools that actually help people grow - not just give them a validation hit for five minutes, but help them to create lasting and meaningful insights.

There’s a lot out there. And with all the marketing noise, it can be hard to know what’s worth your time. My advice? Go with something that feels right for you, your team, your context. 

I’m still learning

This isn’t about picking sides with my strengths tools or ditching one approach for another. I’m not sure one tool is necessarily better than another. It’s about staying curious and open to trying different things out. Choosing what works best - for the people I support and the contexts they’re in.

I think it’s worth the investment in getting accredited in another tool. 

I’m someone who wants to learn new stuff, explore new ideas, and use tools that are grounded in relevant and up-to-date science. If they feel relevant, respectful, and empowering? Even better.

After years of investing a lot on Gallup’s CliftonStrengths assessment codes over the years, I feel like experimenting with something new to play within the strengths-based world of psychometrics (plus it feels good to spread my costs around some other non-USA-based organisations).

There’s room for more than one way to uncover what’s good in people. 

Let me know if you’re curious to find out more.