Why do you need this service?
The Gallup assessment helps organisations identify employees’ natural talents and turn an understanding of strengths into better collaboration, leadership development and deliberate team building.
Gallup assessment for organisations – CliftonStrengths in team practice
An assessment result has limited value unless it is discussed and used in daily work. We therefore combine individual profiles with feedback sessions, team workshops and conversations with leaders about applying different talents in communication, responsibility allocation and employee development.
The programme can form part of wider leadership development and HR processes. Official information about the method and talent profiles is available from Gallup CliftonStrengths.
We treat the Gallup assessment as the starting point for development. After diagnosis, we review team collaboration, communication, engagement and the use of individual strengths in everyday tasks.
What is our role?
- We diagnose your organization’s needs and define the goals of implementing the Gallup test.
- We select the appropriate scope of the assessment – Top 5 Talents or the full 34 CliftonStrengths profile.
- We coordinate the entire process, from internal communication to post-assessment activities.
- We provide certified psychologists to conduct individual feedback sessions with employees.
- We prepare reports and recommendations for both participants and managers.
- We organize team workshops to help apply strengths in daily communication and collaboration.
- We support leaders in managing teams based on talent distribution and strengths.
- We help integrate Gallup results into HR processes such as onboarding, feedback, development, and performance reviews.
- We offer ongoing support to sustain a strengths-based culture in the organization.
A handful of facts
0
% increase in employee engagement
0
% increase in customer satisfaction
0
% increase in work productivity
Implementation support
We provide support based on the Kata process, which allows us to adapt our activities to the specifics of your organization, taking into account the jointly set goals. The Kata process consists of four key elements that enable effective implementation of assumptions.
We operate according to PDCA
P
PLAN
- Diagnose the organization’s needs regarding employee and team development.
- Define the objectives of implementing the Gallup test (e.g., increasing self-awareness, improving collaboration, developing leadership).
- Choose the test scope: Top 5 Talents or the full 34 CliftonStrengths profile.
- Prepare internal communication for program participants (why we’re doing it, what the test provides, what the process looks like).
- Plan the schedule for test execution, individual consultations, and team workshops.
- Select teams/areas for pilot implementation.
- Establish cooperation with a certified psychologist who will conduct the tests and lead the feedback sessions.
D
DO
- Conduct the Gallup test (online) with selected employees.
- Hold individual sessions with a certified psychologist to discuss the test results and identify each participant’s development potential.
- Prepare and deliver talent reports to each participant along with personalized recommendations.
- Organize team workshops where participants learn how to apply their talents in practice and communication.
- Work with managers on how to lead based on strengths – analyze the distribution of talents within the team and discuss related challenges and opportunities.
- Integrate the test results into HR processes (e.g., development, feedback, annual evaluations).
C
CHECK
- Collect feedback from test participants (surveys, short interviews, feedback after psychologist sessions).
- Assess the impact of the implementation on:
- employee self-awareness and motivation,
- team communication,
- managerial effectiveness,
- retention and engagement.
- Analyze HR data (turnover, absenteeism, employee NPS) before and after implementation.
- Verify the extent to which talents are being utilized in operational activities.
A
ACT
- Expand the program to additional departments, teams, or locations.
- Conduct regular workshops and refresh sessions to deepen work on individual and team talents.
- Implement tools and routines that support using talents in daily work (e.g., team talent cards, weekly check-ins).
- Develop leaders toward strengths-based management – through mentoring sessions and coaching with a psychologist.
- Establish ongoing collaboration with a psychologist as a consultant for employee potential.
- Integrate Gallup results into onboarding and career development paths within the organization.
Want to learn more? Contact us!
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