No — the assessment is included in both packages. You'll receive your access code at the start of our engagement, take the assessment on your own time (it takes about 45 minutes), and we'll do a full debrief in our first session together. If you've already taken it within the last few years, you can use your existing results and we'll apply the cost of the assessment toward a session instead.

Session 1 is your assessment debrief — we go through your full 34 results together, not just your top five, and begin building a picture of how your themes show up in your actual role. Sessions 2 through 4 go deeper on your most significant themes: how they drive your best work, how they show up under pressure, and how they interact with the people and systems around you. Sessions 5 and 6 are application sessions — we focus on specific situations you're navigating, decisions you're facing, or relationships you're trying to improve, and use your strengths as the lens. Premium package clients continue with check-in sessions over the following months to build the practice over time.

Coaching. I won't tell you what to do — I'll ask the questions that help you figure it out, using your CliftonStrengths results as the frame. The difference matters: consulting assumes I have the answer for your situation. Coaching assumes you do, and that my job is to help you access it more clearly and use it more deliberately. CliftonStrengths gives us a shared language. The coaching is where that language becomes useful.

It actually makes the coaching more valuable, not less. Most people take the assessment, read the report, feel seen for about ten minutes, and then put it down. The coaching is what turns the assessment into a practice — something you use in real decisions, real conversations, and real leadership moments. If you have results you already trust, we can skip the assessment and go straight into the deeper work.

Yes. Many clients have their employer cover CliftonStrengths coaching as professional or leadership development. I can invoice your organization directly and provide whatever documentation your HR or finance team needs. If your interest is less about your own development and more about your whole team, that's a different engagement — the Team Strengths Assessment — and worth a separate conversation.