It’s not a personality test. You’re not placed in a box or given a label. Instead, you see the full range of qualities that energize you—and how to apply them across different roles or situations.
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It’s not a competency test.This isn’t about what you can do. It’s about what energizes you while you do it. Two people may be equally capable at leading a project—but one might feel drained by it, while the other comes alive.
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There are no categories or types. StrengthScope® profiles are uniquely individual. With 24 distinct strengths that combine in countless ways, the odds of someone else sharing your exact profile are 1 in 1.3 billion.
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The focus is on energy, not output. Because energy is a leading indicator of sustainable performance. And when teams know how to design work around people’s energizers, motivation becomes a built-in part of culture—not a management challenge.

Only strengths assessment with the British Psychological Society’s Registered Test Status – a global benchmark for psychometric rigor.
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High test-retest reliability – consistently measures strengths over time, even as roles and environments shift.
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High validity – accurately identifies the performance-related strengths that drive real outcomes at work.
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Built for the workplace – focuses on what energizes people to perform at their best, not just how they behave.
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Scientifically credible – meets strict standards for fairness, accuracy, and construct validity.
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Trusted data for coaching and development – enables measurable, sustainable growth with insights you can act on.
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The mission- To reveal the unique strengths of people across the world, enabling them to bring their most authentic and inspired selves to work, and to live, every day.

Fight, Flight, Freeze: Survival instincts may limit innovation and problem-solving.

Risks: Disconnection, decreased performance, increased stress.

When under stress, do you tend to withdraw, confront, or try to over-control?

Reactives: Feel deeply and respond emotionally.

Positives: Seek silver linings, may minimize challenges.

Competencies: Cut to logical problem-solving, but may overlook emotions.

Team Insight: Recognizing these patterns prevents misunderstandings and enables balanced responses.

Lower scores → reduced systemic thinking.

Leaders may feel overwhelmed and resort to compensatory strategies.

Tip: Pause for perspective — invite diverse viewpoints before finalizing decisions.

Cloverleaf Team Wheel: Reveals where your team leans — (i.eheavy in Critical Thinking vs. Execution.)

In transitions, redistribute responsibilities to cover potential blind spots.

Practice: Identify one strength you can lean on, and one you may need to borrow from a teammate.

Teams cycle through Forming → Storming → Norming → Performing.

Change often pushes teams backwards before progress resumes.

Leadership opportunity: Normalize productive conflict as part of resilience.

Encourage a “change-ready” mindset.

Example questions to keep teams aligned:

Use Cloverleaf’s Discover feature for reflective prompts.

Sample prompts:

Walk the Circle Exercise

Weekly Strength Check-In

From the Start – Share the Why

How do I typically respond when faced with change?

Which strengths do I underuse when I feel stressed?

How can my team create space for open, honest conversations during transition

What can we do to celebrate small wins while adapting?