"Honored" List - CliftonStrengths Clues To A Good Culture Fit

CliftonStrengths - Situations And Cultures That Feel Aligned With You, At Your Natural Best

Achiever - Being given the freedom to control the pace of your work; opportunity to see things through to the end

Activator - Opportunity to move fast and get things started as often as possible; not getting bogged down red tape and slow decision making; instigating action because the team is stuck

Adaptability - Urgent pressures to address; every day different from the last; being given the challenge of managing change that involves the buy-in of other people; making people feel seen and heard during changes that are difficult for people to adopt

Analytical - Time to think deeply; being surrounded in a bath of data and facts — the more the better

Arranger - Dynamic environment; initiating and managing change; freedom to orchestrate the moving parts; opportunity to be the conductor

Belief - Deeper meaning to tasks and relationships; being given something worth believing in; seeing that their work is important

Command - Being asked to challenge assumptions; being called upon to fix or manage out-of-control situations; freedom to disagree (in all org chart directions — up, down, & lateral); being asked to drive something; bringing an out-of-control situation back to a calm, clear state

Communication - Being asked for collaboration, and being used as a sounding board; being engaged in storytelling; freedom to express yourself; talking things out with other people; being relied on to engage with peers or customers when a situation needs an infusion of energy

Competition - Frequent opportunities to win or to help other people win; observing successful people to learn new winning strategies; being around other high performers; a scorecard to know where they stand on the leaderboard at any given time; opportunity to work with other highly competitive people because they will invigorate each other

Connectedness - Being in community with others; acknowledgment of the bigger purpose — everyone's part of something bigger than each person; freedom to establish a broad network at the office; helping people see things about other teams or departments that weren't seen before

Consistency - Standard operating procedures or established processes being followed; people being treated fairly and equally

Context - Uncovering and applying what got us here; background information about company decisions; examining past behaviors to predict future actions

Deliberative - Time to think and research; a conscientious approach

Developer - Optimism about people; being put in a position to nurture potential in others

Discipline - Being offered or allowed to create structure and process; organized thoughts and physical spaces

Empathy - Freedom to laugh or cry or vent; time to feel and soak in experiences

Focus - Purposeful blocks of time; clear priorities for big initiatives; a clear intent for meetings

Futuristic - Talking about the unforeseen and what is possible; time to dream and vividly visualize the future

Harmony - Sharing and seeking common ground; facilitating group performance by helping people see where they're on the same page

Ideation - Being offered a blank canvas so there are no constraints on the thinking or options; creative thinking time

Individualization - Seeing a glimmer of potential and nurturing it to find out what it can become; individual expectations that are relevant to each person

Includer - A room for everyone's perspective; new people being assimilated into the team — both new hires and people you occasionally collaborate with

Input - Archived resources to use; time to investigate and share the results of research with those who will value it

Intellection - Time to be alone to think; being asked to explore theory and perform research before executing

Learner - New experiences; being invited into projects that involve cutting edge technology and thinking

Maximizer - Making good stuff even better; high ROI projects with meaningful impact; resources to ensure quality work; focus on what can be; opportunity to help people, projects, or products reach their full potential

Positivity - Generous, genuine, and regular recognition for all; a fun-loving work environment that doesn't have to be serious all the time

Relator - Willingness to grow your relationship depth; transparency and 1:1 interaction time — not merely team level interactions

Responsibility - Being allowed to earn full ownership of outcomes; respect and trust that matches the dependability and results you bring to the team

Restorative - Being given problems to solve — the stickier the better; being asked to creatively troubleshoot issues that have been handled with a status quo solution too for long

Self-Assurance - Being allowed to be fully self-sufficient on the job; being put in situations where you feel freedom and can control the process

Significance - Being appreciated for your impact; being given the chance to show up at your best

Strategic - Fast action down a new path without roadblocks; being allowed to make mid-course corrections if you discover a better route along the way

Woo - A solid inflow of friends, connections, and networking — work and personal relationships will likely blur; greeting new colleagues and customers to help them feel comfortable and welcome

Look For A Good Culture Fit In Your Everyday Meetings

You know those moments when you vibe really well with a teammate or a new customer? It's possible that they're "honoring" your StrengthsFinder talent themes - and it feels good! We call this the "honored" category because you feel understood by this person or you feel at home in this situation.

Often, talents feel "honored" or deeply understood by people who share similar values and preferences to yours. It's also possible to honor someone else's values and talents by being aware of what puts them at their best. You can do this for teammates and they can do it for you. It's not something we talk about all the time at work, yet it's values alignment.

It's a basic human need to feel seen, heard, and appreciated. The better you can define the things that feel like the ideal environment for you, the more easily you can get what you need at work to feel alive and energized. When you have a team culture fit like that, you have no problem with the oh-so-desired authenticity we hear everyone talking about. It sounds a bit cliched, but it helps you live your best life.

As you can see from the list, these also reflect needs that people have at work. Pick 3-5 that you need in order to operate at your highest and best performance. Then consider how your natural talents can help you seek those out.

If your team has done CliftonStrengths training together, you can skip to the bottom to see what situations and cultures might make a great fit for you. As you can tell, you don't need to find a new workplace to find people or teams that honor your talents. They're all right there if you look for them.

1x1 interaction time

Ability to be self-sufficient

Ability to show up at my best

Appreciative audience


Background info for decisions

Being part of something bigger than me

Blank canvas

Challenging assumptions

Clear priorities

Collaboration, sounding boards


Creative thinking time

Creatively troubleshooting

Cutting edge tech & thinking

Data & facts

Deeper meaning

Dynamic environment

Earning full ownership

Every day different from the last

Facilitating group performance


Feeling & soaking in experiences

Fixing out-of-control situations

Freedom & control

Friends, connections, networking

Fun-loving work environment

Generous recognition for all

Getting to nurture potential

Greeting new colleagues & customers

High ROI projects

Individual expectations

Initiating & managing change

Instigating action when the team is stuck

Knowing what got us here

Making good stuff better

Mid-course correction

New experiences

Observing successful people

Opportunities to get things done

Opportunities to win

Optimism about people

Organized thoughts & spaces

Problems to solve

Promise keeping

Purposeful blocks of time

Removing roadblocks

Respect & trust


Room for everyone

Sharing common ground

Social depth & transparency

Solitary thinking time

Standard operating procedures


Structure & process

Taking chances on people

Talking about the unforseen

Theory & research before executing

Time to dream

Time to investigate & share

Time to think

Urgent pressures to address

Using archives