Post-assessment Toolkit
Exercises, prompts, and guides for turning your results into action.
templateHow to find a thought partner who fills the gaps in how you think
The higher you rise, the fewer people tend to think against you. Read how your own mind reliably runs, write the spec of the thinker whose defaults counter yours, and leave holding it plus one person in your orbit to approach.
getting sharper
guideHow to surround yourself with the people who bring out your best
Your best work fires brighter around some people than others. Pull three moments when you were at your best, see who was in the room, and leave with one move to bring those people closer this week.
getting sharper
templateHow to decide what to delegate and what to keep
Your plate is full and you're delegating by gut. Tag this week's work by which of your Systems it runs on, and walk away holding a keep list and a hand-off list.
getting sharper
guideHow to take on something you've never done before, by leaning on how you already operate
You're carrying a mandate you've never run and bracing to learn it all from scratch. Map its real demands against the Systems you already run, and leave with a plan for your first thirty days that puts beginner-effort only where it's genuinely earned.
getting sharper
templateHow to coach a leader to build a team that completes them
A leader you coach keeps hiring in their own image, so one kind of miss keeps recurring. Audit the leader's Systems against the team's, name the kind of work nobody covers, and leave with one criterion for the next person they add.
team coaching
guideHow to help a senior client weighing a big move choose from their Superpower
A senior client is at a real fork and the pros-and-cons list keeps ending in a tie. Hold each option against the one place their Superpower either compounds or goes quiet, and leave with a direction and one reversible first step.
transition coaching
guideHow to help a senior client who's outgrown their role find the next challenge
A senior client is good at the job and quietly restless. Read their Systems as an engine built for a bigger problem, and name their next challenge, not a bigger title.
executive coaching
guideHow to move a senior client forward using their Superpower
A senior client who's good has quietly stopped growing and reaches to fix a weakness. Read the plateau as an under-used Superpower instead, and leave with one deploy experiment to run in the next two weeks, in the seat they already hold.
executive coaching
templateHow to debrief a Superpower profile so a senior client hears real insight
A skeptical senior reads a rare-strength profile as flattery, and praise slides off. Here is a debrief that makes them prove each named strength against a real moment, so what they keep is insight, not something you handed them.
client debrief
templateHow to set up a big meeting so each person leads from their Superpower
You have a big meeting coming and it always runs on rank or volume. Take one real meeting, hand each job to the person whose Superpower is built for it, and leave with a role map you run the meeting on.
team retreat
activityHow to run a Superpower icebreaker so a new team reads each other fast
You just put a team of strangers together and want them reading each other fast. Run a 20-minute guess-the-card game off everyone's Team Trading Card, and a new team learns who brings what on day one instead of over a slow quarter.
team bonding
templateHow to run a team debrief where everyone reads their Superpowers together
Everyone read their own Superpower profile and the team never pooled it. Run a 45-minute debrief where each person shares one Superpower and one System, and build a single map of who brings what: the overlaps, the complements, and the gaps.
team debrief
guideHow to grow a senior high-performer who's already good, using their Superpower
Your strongest senior person is already excellent and 'great job' might be all you have left. Read their Superpower, point it at a bigger problem, and leave holding one stretch plus the backing that keeps their rarest capability from being ground down.
performance review
templateHow to choose between two strong senior offers when both look good on paper
Two senior offers, both strong on paper, and the list won't separate them. Score each on whether your rarest capability would compound or go quiet, and leave holding a decision and one question to ask each employer.
job search
guideHow to lead with your Superpower when you're going for the bigger role
You're up for the bigger role and about to pitch all of it. Map your Superpower and Systems onto what the seat demands, and leave holding your case: the one or two demands where you're the differentiator, plus the one honest gap to close.
going for a promotion
activityHow to find your next gear when you're doing well and ready for more
You're good at the job and ready for more than it's asking. Audit last month for where your Superpower fired and where it sat idle, and leave with one change that feeds the capability your seat is starving.
feeling stuck
activityStyle differences on your team feel like a values fight
Two people on your team keep grating on each other and it reads as a clash of values. Build one shared task around each person's real working style, and watch the difference turn from friction into the reason the team wins.
team bonding
guideA quiet, agreeable person is being read as coasting
You've quietly filed a steady, agreeable person as low-drive. Read their real working style in their own results, then run the one private ask a room-reader needs to surface the strong view they have been holding back.
better 1 1s
guideYour fastest person keeps getting ahead of the plan and it reads as reckless
Your quickest mover keeps outrunning the plan and it looks like recklessness. Confirm their working style, then build the container that turns that speed into your best asset instead of a risk.
better 1 1s
question bankYou want your 1-1s to go deeper than status updates
Your weekly 1-1s have slid into task recaps, and you walk away with one rotating question, pulled from each person's own results, that turns the same slot back into real development.
better 1 1s
templateSomeone got their results and wants to talk it through with you, not in front of the room
A report has their results and wants to process them one to one. Hand them the pen: a 30-minute run-sheet that ends with the three strengths they claimed and one thing they want you to manage differently.
better 1 1s
guideYou want to give your team room without losing the thread
You suspect the team has quietly organized itself around how you work and stopped surfacing things. Name one of your defaults from your own results, ask where it helps and where it costs, and walk away with one change you've said out loud.
better 1 1s
guideYour team is remote and you want to stay close to how everyone's doing
You lost the hallway signals and swing between hovering and going quiet. Read one person's working style to set the contact they actually need, then leave with a contact line and one outcome to agree at your next one-on-one.
better 1 1s
guideYou asked for something, it didn't happen, and you need to follow up
You asked for something, it didn't happen, and now it needs a nudge. Set the expectation up front in the person's own working style, so the check-in is built in and the follow-up stops feeling like a confrontation.
performance review
guideYou're new to the role and want to feel solid in it
You're new to managing and the confidence hasn't caught up yet. Read your own results to turn 'am I even good at this?' into a specific read of your strengths, and leave with one concrete move for this week.
better 1 1s
guideYou're doing two jobs at once, and leading both
You're doing your old job and the managing on top of it. Sort your week with your own results into what to protect and what to hand off, and leave with one over-functioning habit named and paused.
resource planning
guideThe people who report to you now were your peers last month
You're managing the people who used to be your peers, and holding any line with them feels impossible. Read each person's working style, script the 'things are changing' talk in their language, and leave with an ordered list of who to have it with first.
employee onboarding
guideYou want to lead the work, not just do it
You keep jumping in and doing the work yourself because letting go feels like losing the thing you were good at. Read your own results to find where the pull to do it yourself runs hottest, and hand off one piece of it this week for real.
better 1 1s
guideYou're choosing what a new hire does first, and the first month sets the tone for the year
A new hire's first project sets how everyone reads them for a year. Match it to their results, so the first thing they do is the thing they're built to do.
employee onboarding
guideYou got promoted on Friday and you're supposed to manage on Monday
You were made a manager days ago and no one told you what the job now is. Read your own results to see how the job changed, and leave with the one-line reframe that stops you competing at a job you no longer have.
employee onboarding
templateYou want a team retreat that changes how you work after
Your offsites bond the team but fade by Wednesday. Read your team's working styles together, name the pairings that most need it, and leave with one specific commitment each that holds back at the desk.
team retreat
activityTwo people on your team keep clashing and it's quietly taxing everyone
Two of your people keep clashing and the whole team feels it; put both their working styles side by side, turn a personality clash into a named difference, and leave with one concrete change each of them will make.
team bonding
activityYou want to give your team a shared language for how they work
Your team keeps mis-reading how to work with each other, and it costs you. Run a thirty-minute card exchange off everyone's results: each person shares how their card says to work with them, the team says out loud where it had been getting it wrong, and you leave with every person's how-to-work-with-me out in the open and one change each to make.
team bonding
guideA good person wants to grow and the only script anyone has is "promote or they leave"
One of your best wants to grow and you're stuck between a promotion that may not fit and losing them. Build a growth map from their own results and find the scope that develops them without moving them off what they're great at.
better 1 1s
guideSomeone's in the right team but the wrong-shaped role, and you'd rather reshape than lose them
A good person is stalling in a role that no longer fits how they're built, and you're close to concluding they should move on. Map the role against their work types and leave with a redesign you can hold: what to add, what to hand off, and to whom.
better 1 1s
activityYou're standing up a new project team and want it built to succeed, not just staffed by who's around
You're standing up a new project team. Lay out each person's working style, build the mix so the styles complement instead of collide, check the group covers the work, and leave with a roster you designed instead of inherited.
resource planning
guideYour team keeps hitting the same wall and no single person explains it
Your team keeps failing the same way and no one person is the cause. Chart everyone's working styles and work types on one page, find the shared gap you can only see in aggregate, and leave with one move to staff against it.
resource planning
guideYou're handing out the next block of work and defaulting to whoever's free
You keep handing work to whoever has room, and it can quietly stack against what people are built for. Match the next block to each person's work types and walk away with a delegation you can defend.
resource planning
guideA new hire is landing in a team that already has its rhythm
A new hire is joining a team that already has its rhythm. Read their working style against your team's before day one, name the likely fit and the likely friction, and brief both sides so week one starts on a shared read, not a slow guess.
employee onboarding
guideYou're setting someone's goals and you want them to actually get done
The goals you set on business need alone keep sliding down the list. Read one person's work types and top strengths, then reframe the same target as work they are built to do.
performance review
guideReview season, and you're about to score someone whose struggle might be the role
You're at review time with someone whose numbers slipped, and you can't tell if it's them or a role that stopped fitting them. Pull fit apart from performance with their own results, rate what they controlled, and put the fix where it belongs.
performance review
guideA strong performer has plateaued and "you're doing great" isn't developing them
Your most reliable person has quietly stopped growing, and praise isn't moving them. Read past the strength everyone already sees to the edge beside it, and bring one real stretch to their next one-to-one.
performance review
guideSomeone's output dropped and the easy story is that they're slacking
A good person's output has fallen and you're about to act on it. Rule out the fit problem that looks exactly like low performance first, then run a two-week swap that tells you which one it is.
performance review
guideThe debrief landed and the shared language is already fading
You ran a good debrief and the shared language is fading two weeks on. Find where it's fading in your team's styles, wire the fix into things you already do, and leave with one line to use this week.
team debrief
templateYour team has never actually talked about how it works
The same friction keeps getting pinned on people instead of on how they work. Run a 45-minute first debrief off each person's working style and walk out with one working agreement the team made itself.
team debrief
guideYou have a real blind spot to name, and you want it to land
You have real feedback to raise and you're bracing for them to get defensive. Use their own results to name the blind spot as the shadow of a strength they own, then leave with one small guard you both agreed to.
better 1 1s
guideA good person says they feel stuck and the talk keeps circling the to-do list
One of your strong people feels stuck and the talk keeps looping their tasks. Read their work types and blind spots to move the conversation to the fit underneath, and leave with one change to try.
better 1 1s
guideA reliable person has gone flat
Your most dependable person has quietly gone flat. Read their working style, find where the finish lines went missing, and leave holding one real piece of work to hand back.
better 1 1s
templateYour first 1-1 with a new hire, and you want to know who they are fast
A new hire starts soon and you'd rather not learn how they work by trial and error over a quarter. Run a 30-minute first 1-1 off their results and walk out with their first month shaped to their strengths and a read on how the two of you work best.
employee onboarding
activityDesigning a project team by work type
Group projects stall on a gap no one saw coming, so students staff a fictional venture by work type, name the blind spot they couldn't see, and leave with one move for their own next team.
classroom teaching
activityRunning the "different styles, same goal" activity
Your class hears that different working styles complement each other but re-ranks anyway. Pair them on a real budget crisis, each committing before they compare, and complementarity becomes undeniable.
student bonding
guideHow to get authentic responses from the assessment in a classroom setting
You're about to have a class take the assessment, and you want the real student in the answers, not the polished one. Here's the opener, the plain framing, and the three ready answers that make honesty the easy thing to give.
student debrief
question bankReaching for the next question at the right depth
A leveled bank of open questions for the debrief and the advising slot, so you can reach for the right question at the right depth cold, whether the student can barely name a strength or is ready to talk about a twenty-year legacy.
student debrief
guideHelping a first-gen student find their way
A first-generation student is building a path with no map to inherit and no one at home to ask for one. Put their own strengths and aligned work areas on the table, turn the abstract into real fields and a first step, and make room for the guilt instead of talking past it.
student career direction
guideHelping a student build the confidence to apply and interview
A capable student starts applications and never finishes, or freezes before an interview. Name the fear-avoidance loop, weigh the catastrophe against the strengths already in their report, and shrink the next step until it's too small to refuse.
student job search
guideHelping a capable student trust what they bring
A capable student is quietly sure their wins were luck and everyone else has it together. Use their own results to ground the story in one real moment they can't wave off, and reframe a blind spot as the shadow of a strength.
student debrief
guideHelping a student discover what they're good at
A capable student goes blank when you ask what they're good at. Use their strengths results to help them choose three and tie each to a real moment, so they leave holding language they didn't have.
student debrief
guideHelping a student explore what they want
A student sits down and asks you to pick for them. Put their own work areas and work type on the table, turn the blank into an exploration of the kind of work that fits, and coach the deciding so they leave with a first probe, not a prescribed major.
student career direction
guideHelping a student find fit within their major and path
A student reads their results against their major like a verdict, or scans their work areas for a job title and finds none. Steer within the field off their own work type, aligned areas, and working style, so 'nothing matches' turns into a real shortlist of directions inside the major.
student career direction
guideCoaching a student through "tell me about yourself"
A student goes blank, or recites their whole resume, the moment you ask them to introduce themselves. Open their report to a strength they would never have claimed, build one true opener from its own words, and practice it aloud once so they leave holding a ready line.
student job search
guideTurning a student's strengths into application lines
A student's applications all read like a list of duties. Start from the ranked strengths in their own report, match each to a real experience, say it in their field's word, and they leave with first-person lines that sound like this student.
student job search
activityRunning the storytelling workshop
Your students have real strengths, but their practice answers sound like a job description. Run the storytelling workshop off their own results, so each one leaves holding three sixty-second stories that show a strength instead of claiming it.
student job search
guideThe graduating-senior "what now" appointment
A senior months from graduating is sure four years counted for nothing and every option is starting over; read their strengths as the thread that always carried, build it out to real work areas, and leave with a first step that reads as the next chapter, not a reset.
advising appointment
guideThe first-gen navigation appointment
A first-generation student is building a path from scratch, carrying guilt about opportunities their family didn't have. Draw one through-line from their own strengths to real fields and internships, so the next step reads as the next chapter of who they already are, not starting from zero.
advising appointment
guideCoaching a student to go for the opportunity they want
A capable student keeps no-showing, or shows up and cannot make themselves hit submit. Name the fear-and-avoidance loop, weigh it against the strengths already in their report, and leave the slot with one line they can say out loud and one step too small to refuse.
advising appointment
guideCoaching a capable student to trust what they bring
A capable student came to pick classes but privately believes their wins were luck. Ground that story against their own strengths, so they leave holding evidence they can't wave off.
advising appointment
guideThe "I don't know what I'm good at" appointment
A student sits down for their advising slot and can't name a single strength. Slide the degree audit aside, open their strengths results, help them choose three and tie each to a real moment, so they leave with words they didn't walk in with.
advising appointment
templateStructuring the 30-minute appointment so it isn't just schedule-building
A 30-minute advising slot keeps drifting into degree-audit logistics. Here is a repeatable spine that puts the student's own results on the table and closes on one real next step.
advising appointment
activityCoaching a client to set a goal that survives a real week
A client leaves inspired and the goal is gone by Wednesday; hold the wish against the real obstacle, cue the next step to a moment that already happens, and leave with one if-then line they will actually use.
career coaching
activityCoaching a client to close the gap between what they want and what they do
A client keeps setting the same goal and never moving it. Map the hidden commitment pulling the other way, then design one small experiment that loosens its grip.
career coaching
guideCoaching a client who feels stuck
A client says they're stuck and keeps reaching for a fix that never moves them. Find the layer that's actually jammed, then leave with one small move made there, not on the surface.
career coaching
activityCoaching a client to find where they come alive
A client wants more of the work that lights them up but can't point to it. Have them log where their energy actually goes for three weeks, read the pattern against their five types of work, and leave with one type to steer toward and a first move.
career coaching
guideHelping a client go deeper on a result that surprised them
A line in your client's results catches them off guard and they're curious about it. Treat the surprise as the most useful line in the report, check it against one recent moment, and let them see for themselves whether it fits.
client debrief
templateCoaching a client to see the progress they've made
A client months in can't feel that anything has changed, the quiet reason people drift away. Pull their first results back out as a fixed baseline and build a page, in their own words, that shows how far they've come.
career coaching
guideCoaching a client on what's blocking follow-through
A client missed the between-session step again, and it's not the first time. First tell a hidden commitment from plain avoidance by asking, then use their blind spots to name the snag and rebuild the ask small, cued, and observable, so the miss stops repeating and your own doubt eases.
career coaching
guideCoaching a client through a blind spot
A client can't see the pattern that's costing them. Frame the blind spot as the shadow of a strength they already own, and walk them to it themselves, so they leave with one small change.
client debrief
guideDebriefing a neurodivergent client
A client who already knows they are neurodivergent came out of past coaching feeling like the problem. Run the debrief on their terms, strengths and energy first, and leave with one scaffold built around how they are actually wired.
client debrief
activityCoaching a client through recurring friction with one person
A client keeps hitting the same wall with one person. Overlay both results, make their side of the pattern concrete for that one relationship, and leave with a single move for the next interaction.
team coaching
activityCoaching a leader through their reactions under pressure
Under pressure, a leader's best intentions get overrun by the same reaction every time. Meet the part driving it with curiosity instead of force, tie it to the strength it overshoots, and leave with one move for the next high-stakes moment.
executive coaching
activityCoaching a leader through a high-stakes decision
A leader is about to commit to a major bet and their own confidence is hiding the risks. Assume it already failed, read the story against how they decide, and leave with the top failure modes named and a guard against each.
executive coaching
guideCoaching a leader on the culture their own style is quietly setting
A leader can't see that their own working style became the team's unwritten rules, so trace one rule back to it, name what it quietly costs, and leave with one change to run next week.
executive coaching
guideCoaching a leader who reads team friction as personalities, not wiring
A leader you coach keeps blaming team clashes on difficult people. Reframe one recurring clash as the predictable meeting of two working styles, and leave with a specific change to how those two work together.
executive coaching
activityCoaching a client to split the team's work by how people are wired
A leader you coach splits the team's work by job title, so people work against the grain; map the team by working style and energy, then leave with one re-assignment they'll make this week.
team coaching
activityCoaching a client through a style clash on their team
Your client keeps grating with one person and calls it a character flaw. Name both working styles, read the pairing, and leave with one move that meets the other person where they are.
team coaching
activityFacilitating a team debrief
A team keeps talking about what it does and never how it works together. Map each person's working style, name the frictions that keep repeating, and the team leaves with a shared picture and one change each.
team coaching
guideCoaching a client through the weakness question
Your client freezes or over-confesses on the weakness question. Build one honest answer from their own report, so a real blind spot reads as self-awareness and fit, not a flaw to hide.
interview coaching
guideWalking a client through the assessment at the right pace
A first debrief holds more than one session can, and dumping it all lands nothing. Sequence the report so a single insight truly lands, and stop there instead of when the page ends.
client debrief
activityCoaching a client into the interview room grounded
A client walks in prepared and freezes anyway, undone by the catastrophe they run before the room. Catch that prediction, weigh it against the real strengths already in their report, and leave with one true sentence they carry in.
interview coaching
guideCoaching a client to answer "tell me about yourself"
A client freezes or rambles on the interview opener. Turn one of their own strengths into a positioning line, grounded in a real moment and said in their own voice, so they walk in holding a decided read of themselves instead of a chronology.
interview coaching
activityCoaching a client to prove a strength with a story
A client can name their strengths but goes blank when the room asks them to prove one. Turn their top three into specific stories, told in their own voice, so the evidence is ready before the question comes.
interview coaching
activityCoaching a client through a role redesign
A client is sure the role is a dead end and the only question is grit it out or quit. Read the work that energizes them against the job as it is built now, redraw its shape, and leave with one small experiment to run before any exit.
career coaching
activityCoaching a client weighing a big leap
A client can name the move they want, but fear holds them at the edge. Make the fear specific, count what staying really costs, and leave with one small first step.
transition coaching
activityCoaching a client toward their next chapter
A client wants change but can picture only the path they're already on. Draft three genuinely different five-year lives, sharpen them against their results, and leave with one small prototype to run this week.
transition coaching
guideCoaching a client through a career-transition conversation
A client is moving on and every option feels like starting from zero. Name what actually carries, put it in their own words, and leave with role criteria that make the next step read as the next chapter, not a reset.
transition coaching
guideHelping a client make an insight stick between sessions
A client leaves a session lit up, and by the next week nothing is different. Draw one small action from the strength or cost their report surfaced, cue it to a routine they already have, and give them one line to check on Friday.
career coaching
activityCoaching a client through a harsh inner critic
A capable client stalls because their own inner voice turns on them the second they try. Answer that critic the way they would answer a friend, ground it in their real strengths, and leave with one line they can use when it fires again.
career coaching
activityCoaching a client to name what actually matters to them
A client weighs several good options and can't choose because nothing pulls harder than the rest. Force a real ranking of what matters, read it against their own results, and leave with one committed move on the value that ranks first.
career coaching
activityBuild a story that proves each of your strengths
Named out loud, your strengths can sound like empty claims. Build a short, true story behind each of your top strengths, so the proof is ready before an interviewer asks.
interviewing
guideHow to answer "tell me about yourself" in your own words
You freeze at 'tell me about yourself' from the cringe of bragging, not a blank. Name one real strength from your results with one honest edge, and leave holding an answer that sounds true instead of a pitch.
interviewing
guideHow to start a second act, whatever your age
You keep picturing a second act and wonder whether the years behind you count for it or against it. Read your top strengths (and your Systems, if you have your profile) for the rare capabilities that carry into any field, then watch one of them work somewhere your old job never reached.
job search
guideHow to tell whether to leave the role or reshape it
You're sure the only fix is to quit. Run one reshape against your real week first, and it tells you whether the fix is a different place or a different shape.
job search
guideHow to read a job posting for real fit, not the title or the salary
A posting looks close, but close is often how a mismatch starts; score it against your own work types and strengths and leave with a fit verdict and the one question to ask before you say yes.
job search
activityName your work non-negotiables
You keep landing in roles that look fine and quietly cost you something you need. Build a short filter from your work types and the roles that drained you, then run every option through it before the salary decides for you.
feeling stuck
guideHow to find your next chapter as AI reshapes your field
The work you trained for is thinning under you, and you can't tell where to aim next. Read your strengths for the edge that doesn't automate, aim it at the work area where it stays scarce, and leave holding one direction and a first search already out the door.
job search
activityPut your strengths into CV, LinkedIn, and interview words
Your strengths ring true until you write them down, and then they go generic or read like a brag. Pull each one from your results and turn it into a resume line, a LinkedIn line, and a sentence you can say out loud, so you leave holding the words.
interviewing
guideRedesign your week around the work that energizes you
You would stay if the work looked a little different. Read your work types against your real week, then make one trade that gives your best work more room.
feeling stuck
guideHow to map which hours energize you and which drain you
Some weeks leave you flat by Monday and you can't say why. Lay your week against your report and name the exact hours that energize you and which drain you, so the feeling becomes a shape you can see.
feeling stuck
guideHow to design a second act that lasts after burnout
You are rebuilding after a stretch that ran you empty, and you do not want the next thing to end the same way. Find what actually drained the last chapter, then build the next one on the work that gives you energy.
feeling stuck
guideHow to figure out what's next after a layoff
You were just laid off and the plan went with the badge; build your shortlist from your results, not the nearest title, so the next move aims at your shape instead of just filling the hole.
job search
guideHow to turn being good at many things into a real strength
You pick things up fast and wonder if that means no real depth. Open your own strengths, read the rare ones and how they spread, and walk away with one line that names your range for what it is: a shape no one-lane specialist carries.
reading your results
guideHow to stay anchored in your own path, not the room
The feed makes it look like everyone else has it figured out. Read the rarest thing in your own results and trade the borrowed timeline for one that is actually yours.
feeling stuck
guideHow to find the part of you that isn't the job
When you can't picture who you'd be without the role, read the strengths that were true before any job and walk away holding one line for the part of you the title never granted.
feeling stuck
guideHow to stay steady through rejection in a job search
After a long run of rejections, the silence can start to feel personal. Put one next to your own strengths and leave with the reason it isn't: the screen that said no never saw the shape your results show.
job search
guideHow to find your direction from how you're wired
You have a good-enough life and a gut sense that this isn't the one, and hunting for a passion came up empty. Read your work types and top strengths as the pattern you already carry, and leave holding a direction you can name in a single line.
feeling stuck
activityA pattern that may have quietly shaped your life, and where it could lead
Your Anti-Patterns name two tendencies that may have quietly shaped your path. Read both, sit with the one you recognize, and reflect on its pull, what it can cost over time, and the one thing you would tell yourself.
feeling stuck
guideHow to name the value you know you have but can't put into words
You keep getting told you're valuable but can't put it into words. Read the rare combination your Superpower profile found, and leave holding one plain line for the thing only you reliably do.
personal branding
guideHow to choose when it's money and security on one side and the people and work you love on the other
A life-changing offer on one side, the people and work you love on the other, and the list won't settle it. Read both against your own work types, name the thing you can't get back on each, and choose the cost you can carry with clear eyes.
feeling stuck
guideHow to position yourself for one specific opportunity
You have one specific opening and a pitch that could belong to anyone. Match your top strengths and aligned work areas to what this exact role needs, and leave with the one line that leads on the overlap.
personal branding
guideHow to show people how to work with you from the start
You keep hitting the same friction with new managers and teammates before anyone's done anything wrong. Share the one-page card your results already made, add one line in your own words, and swap a future clash for plain difference.
personal branding
guideHow to answer "so, what do you do?" in words that fit you now
The title stopped matching the work a while ago, so 'what do you do?' can either shrink you or go vague. Draw one plain line from your own results, and leave holding the sentence you'll actually say.
personal branding
guideHow to land in one line when you meet someone new
You meet someone new, lead with your job title, and watch it vanish from the room. Read your rarest strength and turn it into one plain line you can say out loud, so people remember the specific thing you do instead of the category.
introducing yourself
guideHow to move a decision that isn't yours to make
You can see what a decision you don't own is about to miss, but not how to move it. Use where your attention lands and what you do well to build the one line that moves it.
going for a promotion
guideHow to make the case for your promotion with evidence
You put yourself forward once and it went to someone else; build three proofs from your own strengths and the work area you're aiming at, so the next case rests on evidence instead of hope.
going for a promotion
guideHow to name the contribution that doesn't show up on paper
You keep things running so smoothly the work disappears, and the credit with it. Draw one plain line from your own strengths, and leave holding the sentence you'll say the next time it happens.
going for a promotion
guideHow to answer the weakness question with a real, grounded answer
The interviewer asks for your weakness and every honest answer feels like handing them a reason to pass. Read your blind spots as the flip side of real strengths, and leave holding one true line you can say without flinching.
interviewing
question bankThe "I have no idea what I want" appointment: open questions that don't prescribe a major
A student drops in with no idea what they want, and the clock pushes you to hand them a major. Read their top type of work and their aligned work areas off their results, let those route the open questions, and lead with the move that beats them all: when you hear 'I don't know,' dig for the concern underneath.
advising appointment
activityRunning the class debrief after everyone gets their results
Your class has opened their results and the debrief is yours to run. Hand out the worksheet before you say a word, so students work their own results and leave holding language for their own strengths, not a lecture about them.
student debrief
guideYou have a hard thing to say and you need it to actually land
You've got a hard message to deliver and you want it to land. Read your own delivery style, then read how they take hard news, and re-cast the same true thing so it lands as something they can use, not an attack they defend against.
performance review
guideSomeone stalls on work everyone else would just start
One person hangs back on work the others just start, and it is reading as low drive. Confirm their working style in their results, then rewrite your next handoff so your most careful thinker does their best work.
better 1 1s
question bankCoaching questions to pull in the moment
The mid-session moment when you feel the pull to give advice, or the client goes quiet. A leveled What and How bank keyed to their report, plus the one move that beats them all: wait out the 'I don't know.'
client debrief
templateRunning a client's first debrief
Your client just got their results and every reaction is in the room. Here is a 30-minute debrief that starts from what they feel, not your read, and ends on the one line they most want to be true.
client debrief
guideHow to weigh an offer when the pay is loud and the fit is unclear
A big offer number can decide before you've read whether the work fits. Score your real week against your work types, read the new role against it, and make the call with the quiet side in view, not just the loud one.
job search
guideHow to tell whether your role fits you, using your work types
You've made it on paper and something still feels off. Read your work types against your real week and find out whether it's the role you can reshape or a mismatch you can't.
feeling stuck
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