What is the Leadership Clarity Assessment?

The Leadership Clarity Assessment is a structured diagnostic that combines Gallup's Q12 employee engagement survey with CliftonStrengths Full 34 assessments for your leadership team. It gives you a data-backed picture of how staff experience work across your organization and how your leaders' natural strengths can be leveraged to respond. The result is a shared understanding of engagement patterns, leadership strengths, and 3-5 focused priorities for moving forward.

What is Gallup's Q12 engagement survey?

Gallup's Q12 is a 12-question employee engagement survey backed by decades of research across millions of employees worldwide. It measures the core conditions that drive engagement — including clarity of expectations, recognition, development opportunities, and connection to mission. Bay Consulting uses the Q12 as part of the Leadership Clarity Assessment to give organizations a reliable, benchmarked view of how their staff currently experience work.

How much does the Leadership Clarity Assessment cost?

The Leadership Clarity Assessment ranges from $3,500 to $5,000 depending on team size (5-25 people). This includes all Gallup Q12 and CliftonStrengths assessment codes, expert analysis of both data sets, a 2-hour facilitated debrief session with your leadership team, a team engagement report with industry benchmarks, a team strengths grid, and a co-created one-page action roadmap. Timeline is approximately 4 weeks from kickoff to action roadmap.

How is this different from a regular employee survey?

Most employee surveys tell you what's wrong but not why or what to do about it. The Leadership Clarity Assessment pairs engagement data from your broader team with a deep understanding of your leaders' CliftonStrengths profiles. This combination lets your leadership team see not just where engagement is strong or at risk, but how their specific strengths can be used together to address what's surfacing. The facilitated debrief connects the dots between the two data sets in a way a survey report alone cannot.

How many people need to participate?

The assessment is designed for organizations with 5-25 people. The Q12 engagement survey typically goes to all staff or a specific team, while CliftonStrengths assessments go to selected leaders and managers — usually 3-8 people. During the initial consultation, we determine together which groups should complete each assessment based on your organization's structure and goals.

What do we get at the end of the Leadership Clarity Assessment?

You receive three deliverables: a team engagement report with industry benchmarks showing where engagement is strong and where it's at risk, a team strengths grid analyzing how your leaders' CliftonStrengths profiles connect and complement each other, and a co-created one-page action roadmap with 3-5 focused priorities. These are developed during a 2-hour facilitated session where your leadership team walks through findings together and builds the path forward.

What typically happens after the Leadership Clarity Assessment?

Most organizations use the assessment as a starting point for deeper work. Common next steps include a team CliftonStrengths workshop to build on strengths awareness across the broader team, Strategic Alignment work to address purpose-to-operations gaps the assessment surfaces, or Change Management support for specific transitions. During the debrief, we discuss what makes sense for your context — there's no pressure to commit to additional work.

Is the Leadership Clarity Assessment only for organizations with engagement problems?

No. While the assessment is valuable for organizations sensing uneven engagement, it's equally useful for leadership teams approaching a major transition, organizations that have grown quickly and need to recalibrate, teams forming after a reorganization, and leaders who simply want a structured way to understand how their team experiences work. The data provides a baseline whether things are going well or need attention.

Leadership Clarity Assessment for Teams

Combine Gallup’s Q12 engagement survey with CliftonStrengths 34 for your leaders to understand what’s really happening across your organization—and how your leadership team can respond.

When engagement feels uneven, it’s hard to know whether the problem is culture, structure, communication, or capacity.
This assessment brings together data from your broader team and deep insight into your leaders’ strengths so your leadership group can see what’s working, what’s not, and how to move forward together.

This is for your organization if…

You lead a small or mid‑sized, mission‑driven organization and know engagement isn’t where it could be.

You’re hearing mixed signals from staff—some motivated, some burned out, some quietly disengaged.

You have a core group of leaders or managers who want to take responsibility for culture and change, but aren’t sure where to start.

You want a structured way to see the full picture and use your leaders’ strengths to design better solutions.

What we assess

This isn’t a generic “leadership offsite.” It’s a structured assessment that looks at both how people experience work across your organization and how your leaders are wired to respond.

Engagement across your team (Q12)

We use Gallup’s Q12 engagement survey to understand how your staff or team currently experiences clarity, support, recognition, growth, and connection.

Strengths of your leaders (CliftonStrengths 34)

Selected leaders and managers complete CliftonStrengths 34 to reveal their full strengths profile. We look at how those strengths show up in decision‑making, communication, and how they support or unintentionally hinder engagement and change.

Expert Analysis + Facilitated Debrief

We analyze both data sets and identify patterns.

Then we spend 2 hours together — walking through findings, connecting dots, and mapping your path forward.

Deliverables

Team engagement report with industry benchmarks
Team strengths grid and analysis
One-page action roadmap (co-created in our session)

The Q12 engagement report results highlight patterns by team, role, or location and show where engagement is strong and where it’s at risk.

The team grid shows patterns and opportunities to explore.

The roadmap provides a way to move forward.

How the Leadership Clarity Assessment works

Step 1 – Design the assessment (you + Mish)
We identify which group will complete the Q12 (e.g., all staff or a specific team) and which leaders/managers will complete CliftonStrengths 34. You get a clear timeline and communication plan so everyone knows what to expect.

Step 2 – Gather data from staff and leaders
Staff complete the Q12 survey online. Leaders and managers complete their CliftonStrengths 34 assessments and a brief pre‑work reflection about how they see their role in engagement and culture.

Step 3 – Analyze and map the story
I synthesize Q12 results and leaders’ strengths into a simple, leader‑friendly picture: where engagement is strong, where it’s fragile, and how your current leadership strengths can be leveraged to respond.

Step 4 – Leadership clarity session (or series)
We meet with your leadership group to walk through the insights. Together, we connect engagement patterns with leadership strengths, name 3–5 key focus areas, and identify concrete ways leaders can work together to support the broader team.

Step 5 – Summary and next steps
You receive a concise summary (written or slide deck) capturing key insights, agreed‑upon priorities, and recommended next steps—whether that’s strengths‑based team development, Strategic Alignment work, or targeted Change Management support.

What your leadership team gains

A shared, data‑backed view of how staff are experiencing work (and where engagement is at risk).

A clear understanding of each leader’s strengths and how those strengths can be used together to address engagement and change.

3–5 focused priorities for improving engagement, culture, or alignment—specific to your organization.

A common language for talking about what’s working, what’s not, and how you’ll move forward.
Clarity on whether you need deeper CliftonStrengths work, Strategic Alignment support, or help guiding a specific change.

Most organizations who complete this assessment either deepen their work through a CliftonStrengths‑based team program, Strategic Alignment planning, or Change Management support. We’ll discuss what makes the most sense for your context during the debrief.

Investment

$1,500 – $2,500 depending on team size (5-25 people)

Includes all assessment codes, analysis, facilitated debrief, and deliverables.

Timeline: 4 weeks from kickoff to action roadmap.

Ready to get a clearer picture of engagement
in your organization?

Book a 30‑minute consultation to talk through your context, who you’d include in the Q12 and CliftonStrengths work, and whether this assessment is the right next step.

Book a Free 30‑Minute Consultation

Frequently Asked Questions

It's a structured diagnostic that combines Gallup's Q12 employee engagement survey with CliftonStrengths Full 34 assessments for your leadership team. You get a data-backed picture of how staff experience work across your organization and how your leaders' natural strengths can be leveraged to respond. The result is a shared understanding of engagement patterns, leadership strengths, and 3-5 focused priorities for moving forward.
Gallup's Q12 is a 12-question employee engagement survey backed by decades of research across millions of employees worldwide. It measures the core conditions that drive engagement — clarity of expectations, recognition, development opportunities, and connection to mission. We use the Q12 to give you a reliable, benchmarked view of how your staff currently experience work.
The Leadership Clarity Assessment ranges from $3,500 to $5,000 depending on team size (5-25 people). This includes all assessment codes, expert analysis, a 2-hour facilitated debrief with your leadership team, an engagement report with industry benchmarks, a team strengths grid, and a co-created one-page action roadmap. Timeline is approximately 4 weeks from kickoff to roadmap.
Most employee surveys tell you what's wrong but not why or what to do about it. This assessment pairs engagement data from your broader team with a deep understanding of your leaders' CliftonStrengths profiles. That combination lets your leadership team see not just where engagement is strong or at risk, but how their specific strengths can be used together to address what's surfacing. The facilitated debrief connects the dots in a way a survey report alone cannot.
The assessment is designed for organizations with 5-25 people. The Q12 survey typically goes to all staff or a specific team, while CliftonStrengths assessments go to selected leaders and managers — usually 3-8 people. During our initial consultation, we determine together who should complete each assessment based on your organization's structure and goals.
Three deliverables: a team engagement report with industry benchmarks, a team strengths grid analyzing how your leaders' profiles connect and complement each other, and a co-created one-page action roadmap with 3-5 focused priorities. These come together during a 2-hour facilitated session where your leadership team walks through findings and builds the path forward.
Most organizations use it as a starting point for deeper work. Common next steps include a team CliftonStrengths workshop, Strategic Alignment work to address purpose-to-operations gaps, or Change Management support for specific transitions. We discuss what makes sense during the debrief — there's no pressure to commit to additional work.
Not at all. While it's valuable for organizations sensing uneven engagement, it's equally useful for leadership teams approaching a major transition, organizations that have grown quickly, teams forming after a reorganization, and leaders who simply want a structured baseline of how their team experiences work.

How It Works

1. We talk. A 30-minute conversation to understand your team, your context, and whether this is the right fit.

2. We assess. I send the Q12 and CliftonStrengths assessments to your team. They complete them on their own time (~45 minutes total).

3. I analyze. I review the data, identify patterns, and prepare your team's engagement report and strengths grid.

4. We debrief. A 2-hour facilitated session where we walk through findings together and build your action roadmap.

5. You act. You leave with clarity about what's happening and a concrete path forward — whether that's a team workshop, individual coaching, or organizational changes.

Let's Start