CliftonStrengths: The Framework That Reveals How Leaders Think, Execute, and Succeed
Most hiring decisions focus on experience, skills, and personality. But what if you could understand something deeper—the way a leader naturally thinks, solves problems, builds momentum, and drives outcomes?
That’s the power of CliftonStrengths, a research-backed framework from Gallup that identifies a person’s top talent themes. These themes describe the mental wiring that determines how someone performs at their best.
As a Fractional CMO, CliftonStrengths has been one of the most accurate mirrors for how I lead. It explains why I think the way I do, how I make decisions, and why certain environments amplify my impact.
(Hint: three of my Top 5 strengths fall into the Strategic Thinking domain, which is why clarity, insights, and connection of patterns are second nature to me.)
But beyond personal insight, this tool is incredibly valuable for CEOs hiring executives—especially CMOs.
Below is a simple breakdown of the CliftonStrengths framework, infused with real examples from my own strengths to help illustrate how it works in practice.
The 4 Domains of CliftonStrengths — and What They Reveal About a Leader
CliftonStrengths organizes its 34 strengths into four domains. Each domain answers a different question about how a person contributes to a team.
1. Strategic Thinking — “How does this leader make decisions?”
This domain is about clarity, insights, future-thinking, and pattern recognition.
Common themes include:
Strategic, Learner, Input, Analytical, Ideation, Futuristic.
⭐ 3 of my Top 5 strengths fall here: Strategic, Learner, Input.
What this looks like in practice:
Seeing patterns others miss
Synthesizing large amounts of information quickly
Making decisions that consider long-term impact
Turning chaos into clarity
Bringing fresh, informed perspectives to the table
For CEOs, a strategic-thinking CMO provides the stability of informed direction—not reactive marketing decisions.
Ideal CEO match:
Visionary founders who need a clarity-filter.
Teams overwhelmed by information but lacking alignment.
Businesses entering a growth or transition stage.
2. Executing — “How does this leader turn ideas into results?”
This domain reflects discipline, follow-through, and pushing projects to completion.
Common themes include:
Achiever, Activator, Responsibility, Focus, Discipline.
⭐ 2 of my Top 5 strengths fall here: Achiever and Activator.
What this looks like in practice:
Bringing ideas to life quickly
Setting a strong pace and momentum for teams
Moving initiatives from planning to action
Holding a high personal standard for execution
Where strategy identifies the path, execution creates movement.
Ideal CEO match:
Companies with big ideas but slow progress.
Founders who value initiative and self-starters.
Teams that need pace, clarity, and accountability.
3. Influencing — “How does this leader move people toward action?”
This domain covers persuasion, communication, charisma, and the ability to rally others.
Common themes include:
Communication, Maximizer, Woo, Self-Assurance, Significance.
⭐ None of my Top 5 live in this domain—
but as a CMO, I’ve built strong influencing skills through experience.
This distinction is important: strengths are natural tendencies; skills can be learned.
What this means in practice:
My influencing power comes through strategic clarity and confidence—not hype.
CEOs who value substance over theatrics tend to thrive with this style.
4. Relationship Building — “How does this leader create trust and cohesion?”
This domain focuses on emotional intelligence and connecting people.
Common themes include:
Empathy, Relator, Harmony, Developer, Includer.
⭐ Again, none of my Top 5 live here.
But my empathy shows up in how I understand founder psychology, team dynamics, and customer behavior.
What this means in practice:
I bridge marketing, operations, and leadership because I understand how people think—not just how numbers behave.
Ideal CEO match:
Founders who want a CMO who gets the emotional weight of decision-making.
Teams who thrive with clarity, kindness, and steady leadership.
How CliftonStrengths Helps You Choose the Right CMO
When you evaluate a CMO through this framework, you’re not just choosing someone with the right skills—you’re choosing someone with the right wiring for your stage, your culture, and your leadership style.
Here’s how to use it:
1. Look for strengths that align with your business stage.
Early stage → Activators, Achievers, Strategists
Scaling → Analysts, Arrangers, Maximizers
Brand building → Communicators, Futurists
People-heavy orgs → Relators, Developers, Empaths
2. Choose someone whose strengths complement—not duplicate—yours.
If you’re visionary: choose strategic + execution strengths.
If you’re analytical: choose creative + influencing strengths.
If you’re operational: choose strategic/innovative strengths.
3. Ask how their strengths show up in real work.
A candidate who knows their strengths can articulate:
how they think,
how they lead,
how they collaborate,
how they solve problems,
and what environments they excel in.
Self-awareness is often the number one predictor of executive success.
Why CliftonStrengths Has Been Transformational in My Work
Understanding my strengths (Input, Learner, Strategic, Achiever, Activator) helped me:
Lean into the work I’m naturally exceptional at
Build company-wide systems that reflect my thinking style
Identify which CEOs I’m most aligned with
Communicate clearly with teams about how I work
Lead with both logic and empathy
Most importantly, it helps CEOs understand what they get when they hire me—not a generic CMO, but a strategic thinker with the horsepower to execute.
Want to explore working together?
Let’s see if my strengths align with your vision, your team, and your growth stage. Contact Me!
The above is part of a 3 part series on CliftonStrengths and working with me. Read more here:
Not All CMOs Are the Same: Why Your Perfect CMO Depends on Their Unique Aptitude and Experience
How to Get the Most Out of a Strengths-Driven CMO: A Guide for Founders & CEOs