CliftonStrengths (StrengthsFinder) Test: Free Online Alternative
HIGH5 is an intuitive platform designed to help any person discover what they are great at and to apply this knowledge towards goals that are meaningful to you
It will take you less than 15 minutes to complete our positive psychology backed assessment
Your personalized results will give you an ‘aha’ moment displaying top 5 things you are particularly great at
Gain hands-on insights on what makes you unique and how to apply it for professional and personal success
This comparison is not exhaustive, but illustrative of key differences
HIGH5
CliftonStrengths
What it measures
Strengths
Talent themes
Assessment length
15min
45min
Assessment cost
Free
$24.99 USD
The most expensive report
$29 USD
$59.99 USD
Development insights
Blind spot insights
Career applications
Dedicated team report
Interpersonal reports
Interactive exercises
360-degree peer review
When we ask our clients why they choose HIGH5 over CliftonStrengths (formerly known as Gallup’s StrengthsFinder), they often mention the intuitive user experience, variety and depth of reports, and the interactive nature of the platform. Here are their favorite features:
Gain actionable insights into the strengths your peers value most, so you can focus on what you do best. This powerful tool not only boosts your confidence but also helps you strategically align your strengths with team goals, driving your success and advancing your career.
Compare your strengths with other people and discover shared and complementary qualities. These insights help you build stronger connections, leverage each other’s strengths, and achieve better results together. Elevate your partnerships and drive success with personalized, actionable feedback.
Get deep insights into the collective strengths of your team and how each member can collaborate more effectively. HIGH5 Team Report highlights key dynamics, uncovers complementary strengths, and provides actionable strategies to enhance teamwork. With a clear understanding of how to best work together, your team will achieve greater cohesion, productivity, and success.
In HIGH5, the strengths test is just the first step. The real positive change happens when you apply your results in practice. Our interactive platform offers a holistic answer to the “What’s next?” question.
Strengths Focused
Identifies strengths not talents or themes
Action Oriented
Designed to help you put your results into practice
Interpersonal Insights
Gives hands-on insights to work best with others
Team Strengths Analysis
Allows analyzing strengths of teams & organizations
Weekly Insights
Every week get fresh insights in your mailbox
Guided Exercises
Introspective activities that guide you to results
Easy Administration
Create a setup you need with multiple access rights
Blind Spots
Insights on how not to turn strengths into weaknesses
Clear & Intuitive
No need for someone to decode your results for you
Easily Scalable
Start by yourself and expand to entire company
Research-Backed
Based on the latest positive psychology research
Immediate Start
Complete self-service platform without waiting
Growth Tracking
Tracks how you progress in your personal development
360 Review
Get an external view on what you are great at
Strengths Academy
Continue to learn from hundreds of video courses
Cost Effective
Start free and upgrade anytime to what you need
Try the platform yourself or request a personalized demo tailored to your needs
What is the CliftonStrengths assessment (formerly StrengthsFinder Test)?
The CliftonStrengths assessment is an online talent assessment tool, offered by the Gallup Organization. The CliftonStrengths test is formerly known as the Clifton StrengthsFinder test.
The test is based on the research and findings of world-renowned psychologist Dr. Donald O. Clifton. Throughout the assessment, test takers will be asked a series of approximately 177 questions. The responses to these questions will correspond to different talents.
The CliftonStrengths test asks a wide variety of questions. You may be asked to recall your prior successes, how you interact in the workplace, how others respond to your interactions, and many other topics. These questions tie into how you use your strengths throughout your career and beyond.
The CliftonStrengths test assumes that you already have some work experience and are no longer a student. For a student-tailored test, consider taking CliftonStrengths for Students (formerly the StrengthsQuest).
The goal of taking the CliftonStrengths is to ultimately identify your talents and apply a strength-based approach to further development. The test results will provide you with an in-depth report and results on your abilities. Depending on the type of CliftonStrengths report you purchase, you can either see insights on only your top 5 strengths or the entire report with 34 themes measured by the StrengthsFinder test.
Millions across the globe already trust the CliftonStrengths assessment. Some prefer to take the individual assessment at home, but many are required to take the test by their manager.
In either case, acknowledging your strengths has tremendous and long-lasting benefits. In this respect, HIGH5 can help you identify your strengths, not your talents. It is, therefore, important to note that HIGH5 is not a substitution for CliftonStrengths, but an alternative way for you to find your strengths.
How does the CliftonStrengths test work?
The CliftonStrengths talent assessment works by asking the test taker a series of questions, where you will be asked to choose between two statements you agree most with.
It is a timed assessment, so dedicate sufficient time to complete all 177 questions in one go.
At the end of the test, based on your answers, you will be given a report that outlines your strongest talent themes.
Understanding CliftonStrengths Assessment
The CliftonStrengths assessment is a powerful tool that provides individuals with personalized reports and guides to help them chart their course to accomplish great things. The Signature Themes Report is designed to provide pinpoint accuracy and newfound self-awareness.
This report showcases your top 5 dominant CliftonStrengths talent themes, which can help you identify the areas where you are most naturally talented. It provides insight into how you naturally think, feel, and behave, giving you the tools to understand what makes you unique.
The CliftonStrengths 34 Report is for those who want to delve deeper into their strengths. This report lists all 34 CliftonStrengths divided into 4 strengths domains and shows how your unique talent themes manifest in different areas of your life.
This report can help you understand how to maximize your strengths and manage potential weaknesses. It can also help you map out a plan for developing your talent into strengths to reach your full potential.
What are the 34 CliftonStrengths Themes?
CliftonStrengths themes are 34 distinct talent themes that describe the most common ways people naturally think, feel, and behave at their best. These themes represent recurring patterns, things you do instinctively and consistently, often without conscious effort. The 34 CliftonStrengths themes (strengths) are as follows:
- Strategic Thinking: Analytical, Context, Futuristic, Ideation, Input, Intellection, Learner, Strategic
- Relationship Building: Adaptability, Connectedness, Developer, Empathy, Harmony, Includer, Individualization, Positivity, Relator
- Influencing: Activator, Command, Communication, Competitor, maximizer, Self-Assurance, Significance, Woo
- Executing: Achiever, Arranger, Belief, Consistency, Diliberative, Discipline, Focus, Responsibility, Restorative
In comparison, the HIGH5 strengths test consists of 100 questions, which you can complete at your own pace. The results contain a ranking of your strongest strengths with actionable insights on how to use them more effectively.
What’s the difference between CliftonStrengths Top 5 vs. CliftonStrengths 34?
In short, CliftonStrengths Top 5 answers “What are my strongest talents?” while CliftonStrengths 34 answers “How do all of my talents work together?”.
Top 5 – Signature Themes vs. 34 Theme Rankings
- CliftonStrengths Top 5 reveals your five dominant talent themes, often called Signature Themes – the talents you rely on most naturally.
- CliftonStrengths 34 provides a full ranking of all 34 themes, showing not only your strongest talents but also those you use less frequently.
Depth of insight
- Top 5 focuses on clarity and simplicity, helping you quickly understand and apply your core strengths.
- 34 offers a complete strengths profile, including how your talents interact and where you may experience blind spots.
What’s included
- Top 5: Personalized report with descriptions, action ideas, and development tips for your five themes.
- 34: Everything in Top 5, plus detailed insights for all 34 themes, theme dynamics, and advanced development guidance.
Best for
- Top 5: Individuals new to strengths or those who want a fast, practical overview.
- 34: Leaders, coaches, and professionals who want maximum self-awareness and long-term development value.
Cost
- Top 5 is the more affordable option.
- CliftonStrengths 34 costs more due to the expanded analysis and reporting.
CliftonStrengths Top 5 vs. 34: What should I choose?
Choose CliftonStrengths Top 5 if you want a clear, practical starting point. Choose CliftonStrengths 34 if you want the full picture. It ranks all 34 talent themes, showing not only where you’re strongest, but also which talents you use less often.
In short, the Top 5 is great for clarity and action, while 34 is best for depth and mastery.
For whom is the CliftonStrengths assessment?
CliftonStrengths test can benefit a large number of individuals. Already, millions of people across the world, with different backgrounds, jobs, values, and strengths have taken the assessment.
If you are someone who truly wants to use a strength-based approach to growth, or is curious about their own talents, the CliftonStrengths assessment is for you. Those that we’re recently unemployed or searching for a new job should especially consider taking this test.
At a time when your life may be confusing or even worrying, getting reassurance about your strengths is immensely powerful. Not only that, but CliftonStrengths can also help you select a career that best suits your abilities and maximizes your odds of reaching your full potential.
Even managers and stably employed individuals can find value in this strengths assessment. Anyone can use a strength-based approach to help improve productivity, efficiency, and achieve goals.
Managers can more effectively assign tasks if they know their employees talents. This is why many organizations trust Gallup and their CliftonStrengths test, formerly known as StrengthsFinder.
In comparison, because HIGH5 helps its test takers to identify their strengths, it presents similar benefits of the strengths-based approach to the similar audience.
What are the benefits of strengths-based development?
Strengths-based approach to leadership development offers significant benefits to both managers and employees alike. Knowing your strengths is key to using a strength-based approach. Without a solid understanding for your talents and strengths, your growth plans and goals may not be reached effectively. You may leave your potential untapped, too.
A strength-based approach can boost your confidence and allow you to stay productive, positive, and more successful in general at work. Taking Gallup’s talent assessment can be your first step to strength discovery and the beginning of your implementing the strength-based approach.
In this light, taking the HIGH5 strengths test also enables you to gain similar benefits of the strengths-based approach.
Some of the key benefits you gain from the strengths-based approach:
- Being self-aware, allows you to effectively communicate your abilities to interviewers and answer difficult questions such as “what is your greatest strength/weakness?” with relative ease
- Allows you to focus on the tasks you perform best, thus boosting your productivity
- Saving you time, money, and energy since you will be effectively managing your tasks based on your skills
- Becoming more engaged with your work and regaining passion for your career
- Reveals which careers, positions, and even tasks could best fit you, thus maximizing your individual and team performance while increasing profits
Applying Clifton's Strengths in real life
Understanding your strengths and utilizing them can increase confidence. It helps to improve the perception of oneself, leading to better mental health. By focusing on your strengths, you can also identify areas of improvement and work towards raising your confidence levels even further.
Knowing others’ strengths in a relationship can help reduce conflict, increase understanding, and improve communication. By identifying each other’s strengths, couples can work towards utilizing them to benefit the relationship.
Using Clifton strengths, HIGH5 or other strengths assessments is an excellent way to understand yourself and those around you better. By learning your strengths and how to apply them in real-life situations, you’ll achieve greater success both professionally and personally.
Understanding CliftonStrengths Assessment
Having certain themes as your top talents means you have the potential to excel in different situations, depending on what you need. For example, those with high Strategic Thinking and Executing talents can be great problem-solvers and leaders. In contrast, those with high Relationship Building and Influencing talents are better suited for managing people or working within teams.
Knowing your strengths and understanding how each works together, you can identify the best path to success in any situation. If you’re a manager, student, leader, or sales professional, you can access role-specific reports based on your dominant CliftonStrengths themes. These reports provide valuable insights into leveraging your strengths to succeed in your given role.
The reports help you understand how to navigate different situations, such as managing employees or selling to clients, based on your unique talents.
In comparison, HIGH5 classification contains 20 strengths, grouped across 4 strengths families: Doing, Thinking, Feeling and Motivating. As HIGH5 is not a direct substitute for CliftonStrengths, there is no one-to-one direct match between HIGH5 strengths and CliftonStrengths talent themes and their higher-level categories. As mentioned above, HIGH5 reports also contain actionable insights for diverse audiences that help them maximize their potential by using the strengths-based approach.
CliftonStrengths test for career planning
Understanding your strengths can help you make decisions about your job and career. Knowing what you are good at can help you decide what kind of job to do. It can also help you improve your position by focusing on your strengths.
For example, let’s say that your top talent theme is Ideaton. You can use this to decide what kind of job you should pursue that would best fit your strengths. You could consider creative roles such as graphic design, advertising, product development, or various other parts of the creative field.
On the other hand, if your talent theme is Adaptability, you could consider jobs requiring a lot of change and flexibility. For example, a customer service representative or an operations manager would be great options to explore.
By learning about yourself and understanding how your strengths can be applied in the workplace, you will be better equipped for success and more confident in your career choices. Clifton’s strengths can provide the clarity you need to make positive career decisions.
In comparison, HIGH5 reports contain a dedicated section that helps individuals to understand the most effective career applications of their strengths.
CliftonStrengths test for team building
The success of any team depends on teamwork and the ability of team members to collaborate effectively. However, not all members have the same skills and expertise. Using CliftonStrengths, teams can learn what each member is good at and leverage each other’s strengths to create a more productive and positive work environment.
The first step in the CliftonStrengths process is identifying your five dominant talent themes. These themes can be classified into one of four domains: Executing, Influencing, Relationship Building, and Strategic Thinking. Once identified, each team member should share their dominant themes. This helps to understand better each other’s capabilities and how they can be used to achieve team goals.
Once each team member’s talents is identified, team roles can be assigned based on their talents. For example, if one team member’s talents fall in the Executing domain, they can be set to complete tasks related to organization and execution. Similarly, if a team member’s talents fall in the Strategic Thinking domain, they can be assigned to look at the big picture and provide innovative ideas.
Understanding each other’s strengths also improves communication within the team. Members can use their strengths to communicate in a way that is most effective for them. For example, an Includer talent may prefer face-to-face interaction, while an Analytical talent may communicate through written reports or presentations. With CliftonStrengths, team members learn how to communicate in a way that resonates with each other best.
Conflicts are inevitable in any team. However, with CliftonStrengths, teams can use each other’s talents to resolve disputes. By focusing on individual talent themes, team members can approach conflicts in a way that brings out their best qualities and achieves the best possible outcome.
Finally, CliftonStrengths can be used to create a positive and supportive work environment. When team members feel valued for their strengths, they are more motivated to work towards attaining team goals. This positive and supportive environment leads to better outcomes and a sense of accomplishment for the entire team.
In comparison, HIGH5 provides a Team Strengths Report, which provides tailored actionable insights on how a team can work better together, based on the results of the strengths assessment of each team member.
How much does the CliftonStrengths assessment report cost?
There are two main versions of the CliftonStrengths assessment. In one version of the test, you get an end report which features five of your top strengths. This test features the same number of questions as the version detailed below, but it does not include your full strength list.
The 5 strengths version of CliftonStrengths will cost $24.99. The other version of CliftonStrengths offers results with a full perspective on your talents. For an extra $35 upgrade ($59.99 total), you get full access to your strengths ranking on all 34 of Gallup’s strength categories.
In comparison, HIGH5 strengths assessment itself with the basic reporting is free of charge, while an in-depth Full Strengths Report costs $29.99.
How long does it take to finish Gallup's CliftonStrengths online talent assessment?
In general, most people will finish the assessment in 45 minutes.
You do not have to retake the test after certain specific periods of time. However, anytime a major change occurs in your life, consider seeing if your strengths change. New experiences from having kids may help you gain authority, empathy, and other crucial skills. Getting a promotion may lead to strengthened leadership skills, abilities and better communication.
In comparison, it takes about 15-20 minutes to complete the HIGH5 strengths test.
How accurate is Gallup's strengths test?
The CliftonStrengths test, sometimes referred to as StrengthsFinder, is rigorous assessment. It is based on decades of research done by legendary psychologist Dr. Donald O. Clifton and his team.
Over 25 million people have trusted CliftonStrengths with their strength assessment services. Through such large numbers of data, Gallup has been able to improve and add precision to the test. The organization still has strengths researchers working on their behalf to this day.
CliftonStrengths is trusted by a staggering 90% of Fortune 500 companies, too, further adding to their positive reputation. The use of this strength assessment has been shown to increase profits, sales, and engagement while significantly decreasing attrition.
Nonetheless, if anyone wishes to be dishonest during the assessment, they can be. Many of the questions are subjective and rely on how well you agree on certain statements about yourself. However, the test is still a useful tool for both employees and employees alike.
In comparison, HIGH5 has been taken by over 3 million people and is based on the positive psychology research. Similarly, it does not prevent test takers from being dishonest during the assessment, which makes HIGH5, CliftonStrengths and other similar strengths assessments suboptimal for candidate screening and selection.
What is the difference between the CliftonStrengths and StrengthsFinder tests?
Gallup’s StrengthsFinder assessment is now called the CliftonStrengths Talent Assessment, is the same as the assessment included in book StrengthsFinder 2.0. The latter is a book which was written by Tom Rath, a popular psychology author, employee engagement expert, and a grandson of the renowned Donald O. Clifton.
There have been multiple different reiterations of the test since its inception. These versions only have slight differences from one another, though. Gallup’s renaming the assessment from StrengthsFinder to CliftonStrengths is more honorary than content based. It simply connects Gallup closer to the legacy of the renowned psychologist, Clifton, and paying homage to the work he did at Gallup.
HIGH5 is not associated either with CliftonStrengths or with StrengthsFinder and does not intend to replicate the results or the content of this assessments.
CliftonStrengths for Students
CliftonStrengths for Students (formerly known as the StrengthsQuest) uses Gallup’s strengths assessment specially tailored to students to help them develop and grow.
In comparison, the HIGH5 strengths test is taken by both adults and students.
CliftonStrengths for Leaders
CliftonStrengths for Leaders is a tailored strengths report focused on helping current and aspiring leaders understand how their natural talents show up in leadership contexts – whether they’re guiding teams, setting vision, or influencing outcomes. It translates your strengths into leadership-specific insights and practical advice you can use every day.
Difference Between CliftonStrengths for Leaders vs. CliftonStrengths 34
Unlike the CliftonStrengths 34 report, which simply ranks all 34 talent themes in order of intensity, the Leaders report specifically interprets your strengths through a leadership lens and gives targeted guidance on leading more effectively. The 34 report gives broader self-awareness, while the Leaders report focuses on applying your talents in leadership roles.
CliftonStrengths for Managers
CliftonStrengths for Managers is designed for people managing teams, projects, or processes. It helps managers see how their unique talents influence their managerial style, team dynamics, decision-making, and performance, and offers actionable ideas to improve how they manage.
Difference Between CliftonStrengths For Managers vs. CliftonStrengths 34
The Managers report goes beyond simply ranking your talents (as the 34 report does) to interpret your themes specifically in the context of management. It focuses on how your strengths help you manage others and where they might create challenges in managerial situations, with practical suggestions tailored to that role.
CliftonStrengths for Sales
CliftonStrengths for Sales is targeted at sales professionals and leaders, emphasizing how your innate strengths can drive success in selling, whether that’s building relationships, influencing customers, or executing sales strategies. It includes practical, role-specific advice for applying your strengths to everyday sales challenges.
Difference Between CliftonStrengths For Sales vs. CliftonStrengths 34
While the CliftonStrengths 34 report gives you a full ranking of your talent themes, the Sales report interprets those strengths specifically for sales roles. It provides actionable insights and examples of how your top talents contribute to success in selling, rather than broad self-awareness alone.
CliftonStrengths for Teams
CliftonStrengths for Teams helps groups understand the collective landscape of strengths across team members. It uncovers how individual talents work together, highlights team dynamics, and equips teams to improve collaboration, communication, and performance. Tools like team grids visually map strengths across the four domains (Executing, Influencing, Relationship Building, Strategic Thinking).
Difference Between CliftonStrengths For Teams vs. CliftonStrengths 34
The Teams tools interpret strengths at the group level, showing how individual CliftonStrengths themes interact across a team. In contrast, the 34 report focuses on an individual’s complete strengths profile. Teams reports help improve group cohesion and performance, while the 34 report deepens individual self-awareness.
StrengthsFinder 2.0 - book about strengths
There are a plethora of different strength-related books and how-to guides available on the web. Nonetheless, one of the most commonly bought and well-researched of such resources is the StrengthsFinder 2.0 book.
The StrengthsFinder book is the updated version of the Clifton Strengths program, developed by Don Clifton. The book is written by Tom Rath. It seeks to assist individuals in understanding their talents and growing talents into strengths. Gallup released the book StrengthsFinder 2.0 in 2007
When someone understands and embraces their strengths, they can more effectively plan out their careers. This book allows the reader to feel more confident in their skills and begin following a journey of self-growth.
Gallup’s unique program focuses on the strength-based approach; instead of having readers focus on fixing weaknesses, they learn to embrace their strengths.
This book is based on decades of research by world-renowned psychologist Donald O. Clifton, as well as data collected by Gallup to help readers further understand how strengths are discovered and how they can harness them.
As mentioned above, HIGH5 has no affiliation with the StrengthsFinder 2.0 book.
How to redeem a StrengthsFinder (CliftonStrengths) access code?
If you already have an access code, you don’t need to purchase the assessment again. You simply redeem the code. The StrengthsFinder 2.0 includes access codes to the CliftonStrengths assessment, which you can find inside the back packet. There will be the silver foil which you will need to scratch off with your nail or a coin to get your access codes.
In comparison, HIGH5 does not need any access codes as the assessment is free of charge. If you are given a long access code by your coach or your manager, you are probably on the wrong page.
Comparing CliftonStrengths to Other Workplace Assessments
There are many popular workplace assessments out there, but each takes a different approach to understanding people at work. Here’s how some well-known tools compare to CliftonStrengths:
DiSC: The DiSC assessment breaks behavior into four styles – dominance, influence, steadiness, and conscientiousness – to help people see how they interact with others and communicate on teams. CliftonStrengths goes beyond surface behavior and focuses on identifying your natural talent patterns and showing you how to use them.
Myers-Briggs Type Indicator (MBTI): MBTI sorts people into one of 16 personality types to build self-awareness. While it can be useful for understanding preferences, it can feel limiting because it places people into fixed boxes. CliftonStrengths doesn’t use personality types, instead, it highlights where your strongest talents lie and helps you develop them into strengths you can apply every day.
Enneagram: The Enneagram categorizes people into nine personality types based on core motivations and fears, and describes how each type behaves in stress and comfort. CliftonStrengths takes a different path — it doesn’t focus on fears or stress patterns, and doesn’t label people into rigid types. It’s purely strengths-based, designed to help you invest in what energizes you most.
In short, while traditional personality tests describe who you are, CliftonStrengths shows what you naturally do best and helps you build practical, real-world confidence and productivity based on your unique talents.
How often should I take the CliftonStrengths test?
While there may be some changes in your profile over time, taking the assessment too often can make it difficult to measure progress accurately. As mentioned above, only significant life events could potentially significantly affect your talent ranking.
Similarly, there is no need to retake the HIGH5 test within a short period of time as it is not a skill assessment.
Can I retake the assessment?
Yes, you can retake the CliftonStrengths assessment if you choose. That said, your results are designed to be stable over time because they reflect your natural talent patterns. Most people find that their themes remain consistent, which is why Gallup recommends focusing on developing your strengths rather than retesting repeatedly.
What are the rarest Clifton strengths?
According to CliftonStrengths’ post on Twitter, the 5 least common strengths are: Command, Self-Assurance, Significance, Discipline and Context.
What are the most common top 5 Clifton strengths?
According to CliftonStrengths’ post on Twitter, top 5 most common CliftonStrengths are Achiever, Responsibility, Learner, Relator and Strategic.
Can you take the CliftonStrengths for free?
No, the CliftonStrengths assessment is not available for free. You can take the HIGH5 strengths finding assessment for free.
How can I test my strengths for free?
The CliftonStrengths assessment is not available for free. An alternative is the HIGH5 strengths test which is free to take.
What does CliftonStrengths measure?
CliftonStrengths is an online talent assessment designed to reveal how you naturally think, feel, and behave. It helps you identify what you’re naturally good at and shows you how to focus on those talents, so you can turn your everyday potential into real, usable strengths at work and in life.
Will I be put in a box based on my Talent Themes?
No. CliftonStrengths doesn’t label you or place you into a fixed personality type. Instead, it highlights how your talents show up uniquely in you. Two people with the same Talent Themes can look very different in how they think, work, and lead. The goal is clarity and growth and not limitation.
Is CliftonStrengths the same as StrengthsFinder?
Yes, CliftonStrengths and StrengthsFinder are the same assessment.
Can your CliftonStrengths change?
In general, your CliftonStrengths results don’t significantly change over time.
CliftonStrengths is designed to measure your natural, stable talent patterns, the ways you instinctively think, feel, and behave. Because these patterns are deeply rooted, most people see very similar results if they retake the assessment, even years later.
That said, how your strengths show up can change. As you gain experience, take on new roles, or intentionally develop your talents, you may learn to use certain themes more skillfully or rely on them in different situations. Growth doesn’t mean your strengths change; it means you get better at applying them.
What CliftonStrengths do leaders have?
There isn’t a single set of CliftonStrengths that all leaders have, but effective leaders often share patterns in how their strengths show up. What matters most isn’t which themes you have, but how you use them to lead others.
Importantly, there’s no “best” leadership profile. A leader with strong Relationship Building themes may lead through connection and trust, while a leader high in Executing themes may lead through clarity and consistency.
How many questions does the CliftonStrengths assessment has?
The CliftonStrengths assessment consists of 177 questions.
What languages is the CliftonStrengths report available in?
The CliftonStrengths report is available in multiple languages, making it accessible to individuals and teams around the world. You can access the report in English, Japanese, Chinese, German, Spanish, Portuguese, Korean, Indonesian, Dutch, French, Thai, and Polish.
What is the difference between CliftonStrengths for Leaders and CliftonStrengths for Managers?
While both are based on the same CliftonStrengths results, the theme content and insights in each report are completely different.
CliftonStrengths for Leaders focuses on leading self and others through vision, influence, and direction. The insights are tailored to how talents show up in leadership responsibilities and strategic decision-making.
CliftonStrengths for Managers is centered on day-to-day people management, such as coaching, performance conversations, and building effective teams.
Although each report stands on its own, they complement each other well and are often used together in coaching or development conversations, especially for people who lead teams while also managing performance.
Is the CliftonStrengths test timed?
Yes, the CliftonStrengths test is timed. The assessment includes 177 paired statements, and you typically have about 20 seconds per question to respond. Most people complete the test in 30-45 minutes. The time limit is intentional. It encourages you to answer based on your first instinct rather than overthinking, which helps Gallup accurately measure your natural patterns of thinking, feeling, and behaving.
Disclaimer: HIGH5 does not intend to replicate or to substitute the Gallup CliftonStrengths (StrengthsFinder) test as both tests follow different methodologies, yet bring value in similar ways. Both tests help test takers be more aware of their own talents, strengths and personalities. HIGH5 does not dispute or diminish the value of the CliftonStrengths (StrengthsFinder) test and encourages test takers to go through both assessments. If you have any questions, please do not hesitate to reach us at hello(at)high5test.com
StrengthsFinder and the StrengthsFinder logo are trademarks of Gallup Corporation. All other trademarks not owned by HIGH5 Test that appear on this web site are the property of their respective owners, who may or may not be affiliated with HIGH5 Test.