Discover who you are. Approximately.
Strengthsfluence™ identifies your top 5 Influence Themes from a pool of 34, and tells you exactly who you are in a way that is impossible to dispute, because the themes are scientifically designed to apply to almost everyone.
Results are unique to you in the sense that the wording changes slightly. The underlying message that you are talented and special applies universally.
A rigorous framework for confirming what you already believe about yourself.
Strengthsfluence™ is built on the principle that everyone has unique talents, and that those talents can be identified through a carefully designed assessment of 177 questions, each of which you must answer within twenty seconds before your brain has time to be honest.
Developed over many years in an office by people with relevant qualifications, our model groups human behaviour into 34 Influence Themes across four domains. Once you know your top five, everything you have ever done will suddenly make sense in retrospect.
Organisations use Strengthsfluence™ to build self-aware teams, reduce conflict, and give HR something to put on the away-day agenda. Individuals use it to explain their personality to colleagues in a way that makes their quirks sound like competitive advantages.
Every theme is a strength. That is not a coincidence.
The 34 Strengthsfluence™ themes were developed by identifying the most common human behaviours, giving each one an impressive-sounding name, and grouping them into four domains that are colour-coded for workshop purposes.
Your top five themes represent your dominant modes of talent. Your bottom five represent themes you may wish to manage around, partner on, or simply pretend are someone else's responsibility in a team setting.
Achievery™
An innate drive to get things done. You have a great deal of stamina and work hard. Every day you must achieve something to feel satisfied, even if that thing is writing a to-do list.
Arrangementalism™
You enjoy organising and are flexible. You are able to configure things for maximum productivity. You have opinions about folder structures and are not afraid to act on them.
Deliberativeness™
You take great care in making decisions. You anticipate obstacles. Others may call this indecisiveness. They are wrong and you have a theme that confirms this.
Disciplitude™
Your world needs to be ordered. Routines, structures, and plans make you feel in control. Your colleagues describe you as "organised" and occasionally "a lot."
Focality™
You can take a direction and follow through. Nothing is going to divert you from your goal. This is a strength in context and mildly alarming in social situations.
Responsiveness™
You react to the needs of the moment. You thrive in dynamic situations. Your calendar is the most honest document in your life and it does not reflect a plan.
Restorationism™
You love to solve problems. You are energised when fixing what is broken. You may have noticed that "things being fine" makes you subtly uncomfortable.
Significance-Adjacent™
You want to be very significant in the eyes of others. You want to be heard. You want your contributions recognised. This is a strength when properly channelled.
Activationism™
You can make things happen by turning thoughts into actions. You are impatient with those who need more time. This is described diplomatically in your report as "urgency."
Command™
You have presence. You take charge. You are not afraid of confrontation. Your 360 feedback occasionally uses the phrase "could listen more" but you tend to skim that section.
Communicativity™
You find it easy to put thoughts into words. You are a gifted storyteller. You have been told you talk a lot in meetings. This is the same thing, presented more favourably.
Competitiveness™
You measure progress against others. You want to win. You track things other people do not think to track. Leaderboards were invented for you.
Maximisationism™
Excellence is your standard. Good enough is not. You spend disproportionate time on things that are already fine. This is reframed here as a commitment to quality.
Self-Assuredness™
You have confidence in your own judgement. You are not easily persuaded by others. Your onboarding experience at every new organisation takes longer than HR expects.
Significance™
You want to be known. You want to stand out. You want your work to be recognised as exceptional. Significantce-Adjacent was for people who want this but have more decorum.
Woo™
Winning Others Over. You love the challenge of meeting new people and getting them to like you. You remember first names. You thrive at networking events. You are exhausting to introverts.
Adaptability™
You live in the moment. You are flexible. You do not have a five-year plan and you are at peace with this in a way that unsettles your manager during appraisals.
Connectives™
You believe everything happens for a reason. You see links between things others consider unrelated. You enjoy talking about this at length at dinner.
Developerism™
You see the potential in others. You invest your time helping people grow. You give feedback nobody asked for and experience this as generosity.
Empathitude™
You can sense the feelings of those around you. You feel what others feel. You are the person colleagues call when they are upset. This costs you more than it costs them.
Harmony™
You look for consensus. You do not enjoy conflict. You will agree with a position you disagree with in order to move a meeting along. This is a strength.
Inclusivism™
You are accepting of others. You want to include people. You notice when someone is left out. You will invite them into the conversation even when they were avoiding it intentionally.
Individualisationism™
You see what makes each person unique. You tailor your approach. Your personalised email open rates are exceptional and you consider this a personality trait.
Positivity™
You are enthusiastic. You celebrate others. You bring energy to groups. At least one person in every team you have ever been in has found this irritating before nine in the morning.
Relatability™
You enjoy close relationships with people. You are a loyal friend. You keep the same friends for decades. New people find you friendly but sense there is already a queue.
Analyticism™
You search for reasons and causes. You think about factors that might affect a situation. You ask questions in meetings that make people wish they had read the pre-read.
Contextualisation™
You look back to understand the present. You respect history. You begin explanations from first principles at a frequency your colleagues describe as "thorough."
Futurosity™
You are inspired by the future. You love to peer over the horizon. You find the present moment adequate but slightly disappointing given everything it could become.
Ideation™
You are fascinated by ideas. You love to find connections between disparate things. You produce more concepts than can be feasibly acted upon. You have made peace with this.
Input™
You have a need to collect and archive information. You keep bookmarks you have not opened since 2019. You describe this as "research" and "staying informed."
Intellection™
You like to think. You enjoy musing and reflection. You sometimes sit quietly in meetings and people assume you are engaged when you are actually just thinking about something else entirely.
Learnability™
You love to learn. You are energised by the journey from ignorance to competence. You have seventeen unfinished online courses and consider all of them formative.
Strategicity™
You see patterns where others see complexity. You quickly weigh alternatives and spot relevant paths. This is listed as a strength. Your colleagues call it "always having an opinion."
Visionance™
You are captivated by the future. You paint vivid pictures of what could be and use them to inspire others. The practical details are handled by people with different themes.
Every person leads from one of four domains. You will relate to all of them.
The 34 themes are organised into four domains, each of which sounds indispensable. Teams are most effective when all four domains are represented, which is useful because most teams of four or more people will automatically tick all boxes.
Executing
Executing people make things happen. They take ideas and turn them into action. Without Executing themes, strategies remain as slides in a shared drive folder called "Strategy 2024 FINAL v3."
Influencing
Influencing people help a team reach a broader audience. They know how to take charge, speak up, and sell ideas. They are usually the loudest person in the room and have made this work for them.
Relationship Building
Relationship Builders are the glue of high-performing teams. Without them, a team is a collection of individuals achieving things in parallel and not really speaking. Which is technically fine but scores badly on culture surveys.
Strategic Thinking
Strategic Thinkers absorb and analyse information and help the team make better decisions. They are essential for long-term planning and for making meetings longer by asking good questions at the end.
Four steps to discovering your pre-existing personality.
The Strengthsfluence™ assessment process has been refined over years of development into a smooth, efficient journey from not knowing your themes to knowing your themes and then telling people about them.
Take the Assessment
177 paired statements. Twenty seconds each. You must choose quickly, which research suggests increases accuracy and also prevents overthinking, which would ruin the results.
Receive Your Themes
Your top five Influence Themes are revealed in a personalised report of 30-plus pages. Each theme description will feel both surprising and completely obvious. This is by design.
Understand Your Profile
Explore what your themes mean individually and in combination. Read the descriptions and notice how accurately they describe the version of yourself you prefer to present professionally.
Tell Everyone
Share your themes with your team. Put them in your email signature. Mention them unprompted in performance reviews. Reference them when explaining why a task is not naturally aligned with how you work best.
Genuinely changed how people explain themselves to colleagues.
I always knew I was a big-picture thinker and that detail work drained me. Strengthsfluence™ confirmed this and gave me a vocabulary for it. I now use the phrase "not in my top five" in most conversations about tasks I do not want to do.
Our team away day used Strengthsfluence™ as the central framework. We spent four hours discovering that the person who always makes things happen has Achievery in their top five. The person who asks lots of questions has Analyticism. We found this transformative.
I have Harmony in my top five, which explains why I avoid conflict. I now tell my manager this is a strength and not an avoidance strategy, and he nods in a way I choose to interpret as agreement.
Choose the level of self-knowledge you can afford.
All Strengthsfluence™ assessments reveal your top five themes. Higher tiers reveal additional themes you will find incrementally less surprising, plus coaching and a certificate to frame.
Discover your top five Influence Themes. Receive your full Strengthsfluence™ report and access to the online theme explorer for 12 months.
- Top 5 Themes Report (30 pages)
- Online Theme Explorer access
- Action Planning Guide
- Themes 6 through 34
- Certified coaching session
- Certificate of Themes
Everything in Themes, plus your full 34-theme ranking so you can understand both your strengths and the themes you might want to stop expecting from yourself.
- Full 34-Theme Ranking
- Top 5 Report plus extended insight
- Theme Pairing Guide
- One 45-minute coaching session
- LinkedIn Badge (optional)
- Certificate of Themes
Includes individual assessments for the whole team, a team profile showing domain distribution, and a half-day facilitated workshop that will generate at least three Post-it notes per person.
- Assessments for all participants
- Team Domain Report
- Half-day facilitated workshop
- Team Strengths Wall Chart (A1)
- Follow-up action planning session
- Certificate of Themes for all
Things people ask before taking the assessment.
Can my themes change over time?
Technically yes, but in practice we suggest retaking the assessment no more than once every ten years. Themes are considered stable, and a different result is more likely to reflect the passage of time than personal growth, which is a distinction we find useful to maintain.
What if I do not recognise my themes?
Read the description again. The descriptions are written to be broadly applicable, and with a second reading most people find the resonance they were looking for. If you still do not recognise your themes after a third reading, please contact support and we will explain which parts of the description apply to you.
Are there any bad themes?
No. Every theme is a strength. Some themes are simply more context-dependent than others. Command, for example, is listed as a strength in leadership environments and as "a development area" in collaborative settings, which covers most situations and allows us to maintain the no-bad-themes position.
Why must I answer each question in 20 seconds?
Research demonstrates that instinctive responses are more accurate indicators of natural talent than considered ones. This is also convenient because considered responses tend to be more socially desirable rather than honest, which would give everyone Empathitude and Positivity in their top five and make the results less interesting.
Can I use my themes to explain why I have not done something?
This is an advanced application of the framework, but yes. Strengthsfluence™ is built on the principle that people perform best when working to their natural talents. If a task consistently falls outside your top five, this is relevant information for your manager, framed constructively.
What is the difference between Significance and Significiance-Adjacent?
Significance is the full theme. Significiance-Adjacent applies to individuals who have the same drive to be recognised and valued but express it with more professional restraint. Both appear in the same percentile range. The naming distinction was a practical decision taken during the 2019 theme audit.
You already know who you are. Let us name it for you.
Take the Strengthsfluence™ assessment and receive a 30-page report that confirms what you have always suspected about yourself, expressed in proprietary vocabulary.