Strengths-Based Coaching: CliftonStrengths, VIA & Questions for Coaches
Strengths-based coaching starts from what the client already does well and asks how to apply more of it, rather than diagnosing and fixing weaknesses. Assessments help, but the coaching move is the same with or without them: name the strength, claim it, aim it at the goal.
Origin: Rooted in positive psychology (Seligman, Peterson) and Gallup's strengths research (Clifton); operationalised through assessments such as CliftonStrengths and the VIA Character Strengths survey.
Strengths-Based at a glance — CliftonStrengths / VIA approach
- 1Name: Identify strengths — from an assessment, from stories of success, or from what energises the client.
- 2Claim: Help the client own the strength and see its impact — many discount what comes easily.
- 3Aim: Apply the strength deliberately to the current goal or challenge.
- 4Manage weaknesses: Neutralise, not fix: partner, delegate, or design around them.
The Strengths-Based moves, with questions
Name
Identify strengths — from an assessment, from stories of success, or from what energises the client.
- “When were you last completely absorbed in work? What were you doing?”
- “What do people come to you for?”
- “Which of your top strengths do you recognise most in that story?”
Claim
Help the client own the strength and see its impact — many discount what comes easily.
- “What does it cost others to do what comes easily to you?”
- “How does that strength show up on a good day — and when overused?”
- “What would it mean to take that seriously?”
Aim
Apply the strength deliberately to the current goal or challenge.
- “How could that strength help with the challenge you brought?”
- “What would using it more intentionally look like this week?”
- “Which strength could partner with it?”
Manage weaknesses
Neutralise, not fix: partner, delegate, or design around them.
- “Who has the strength you lack, and how could you work together?”
- “What would 'good enough' look like here?”
- “Which weakness actually matters for your goal — and which doesn't?”
When to use Strengths-Based — and when not to
Use it when
- • Clients who are capable but self-critical or burnt out
- • Career decisions and role design
- • Teams — mapping complementary strengths
Set it aside when
- • A weakness is genuinely blocking the goal and must be addressed, not designed around
- • Using the assessment as a label the client hides behind ('I'm not a Strategic')
Example: Strengths-Based in a coaching conversation
Strengths-Based model FAQ
What is strengths-based coaching?+
An approach that identifies what the client already does well and helps them apply it more deliberately, managing weaknesses rather than trying to fix them.
CliftonStrengths vs VIA: which should coaches use?+
CliftonStrengths (34 talent themes) is workplace-oriented and widely used in organisations; VIA (24 character strengths) is free and rooted in positive psychology. Either works; the coaching moves — name, claim, aim — are the same.
Does strengths-based coaching ignore weaknesses?+
No. It addresses weaknesses that genuinely block the goal, but by partnering, delegating or designing around them rather than making them the whole focus.
Related models and guides
- Positive Psychology coaching model — PERMA model coaching
- Appreciative Inquiry coaching model — Discover, Dream, Design, Destiny
- SOAR coaching model — Strengths, Opportunities, Aspirations, Results
- All coaching models compared
- The 8 ICF Core Competencies
- Coaching questions library
Moves and questions are a map for the coach, not a script for the client — ICF assesses the competencies, not the model.
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