People with strong Consistency talents are at their best when they are establishing stability through predictability.

Consistency®

A theme in the Executing domain of CliftonStrengths

People exceptionally talented in the Consistency theme are keenly aware of the need to treat people the same. They crave stable routines and clear rules and procedures that everyone can follow.

 

Full Theme Description

Balance is important to you. You are keenly aware of the need to treat people the same, no matter what their station in life, so you do not want to see the scales tipped too far in any one person's favour. In your view this leads to selfishness and individualism. It leads to a world where some people gain an unfair advantage because of their connections or their background or their greasing of the wheels.

This is truly offensive to you. You see yourself as a guardian against it. In direct contrast to this world of special favours, you believe that people function best in a consistent environment where the rules are clear and are applied to everyone equally. This is an environment where people know what is expected. It is predictable and evenhanded. It is fair. Here each person has an even chance to show his or her worth.

 

This Theme’s Power and Edge

People with strong Consistency talents can easily and quickly make judgments that are fair to everyone involved. As a result, others have confidence in them and see them as trustworthy. They can develop policies and procedures that help teams and organisations maintain their integrity while accomplishing their mission.

 

How People with Strong Consistency Talents Describe Themselves

  • "I am more interested in group needs than individual wants."

  • "I need standard operating procedures."

  • "I love repeating things in exactly the same way."

  • "I hate unnecessary customisation."

  • "I bring rules and policies that promote cultural predictability."

 

Theme Contrast

Consistency “Treating people similarly promotes fairness.”
Individualization “Treating people differently promotes fairness.”
Consistency “I like merry-go-rounds.”
Adaptability “I like roller coasters.”
 

Consistency Helps and Hinders

Helps

  • Others see you as predictable, and this is a positive observation. Your team knows where they stand with you and that everyone will receive a fair shake.

  • You set clear expectations — for yourself, your team as a whole and each team member. Standards are uniformly defined, and metrics are clear.

  • In the midst of the complexity and rapid change that is ever-present in today's work environment, your Consistency talents bring clarity and understanding to multi-faceted situations. Your ability to help others see what isn't changing can help a team navigate the waters of uncertainty.

  • You give credit where credit is due, which helps your team members recognise their accomplishments and also know that you value the contributions they make.

Hinders

  • Your natural tendency to treat people the same can sometimes fail to recognise and celebrate the uniqueness of each individual.

  • Sometimes those with strong internal Consistency talents can be seen as rigid or inflexible. Be careful that your "the rules apply to everybody" perspective doesn't keep you from considering legitimate exceptions and extenuating circumstances.

  • Sometimes those with Consistency can come across as self-righteous, contending that their rules-based view of the world is the only way to view reality.

  • You may tend to place undue emphasis on the way work gets done rather than focusing on the outcome — overvaluing process over results.

 

If Consistency is a Dominant Theme for You, Take Action to Maximise Your Potential

  • Make a list of consistent guidelines that you can live by. These rules might be based on certain values you have or policies that you consider “non-negotiable” in your organization.

  • Get clear about your list of rules. The more certain you are about the rules, the more comfortable you will be with individuality within these boundaries.

  • Find opportunities or roles that need you to help make the situation fairer and more balanced. You can be a leader at work or in your community by supporting people in learning how to show their true potential.

  • Develop a reputation for pinpointing those who really deserve the credit. Ensure that others always give respect to those who truly performed the work. You can become known as your organisation’s conscience.

  • Partner with someone with strong Maximizer or Individualization talents to remind you when it’s appropriate to accommodate individual differences.

  • Stay focused on performance. Occasionally, the Consistency theme might lead you to overemphasise how someone gets work done and ignore what they accomplish.

 

Potential Blind Spots to Watch Out for

  • You are so committed to treating each person the same that you might forget that no two people are alike. Remember that different things motivate different people, and everyone has their own way of thinking and relating to others.

  • You may see yourself as a guardian of what is right and a champion against special treatment. Realize that others may reject you for assuming that responsibility and will want to bend the rules for the greater good.

 

If Consistency Is a Lesser Theme for You

If you lack the intensity and measure of Consistency talents, it does not mean that you mistreat others. It may mean that you need to be careful as you consider what constitutes equitable treatment. You might need to balance your definition or standard of fairness against others’.

  • At times, you may need to resist the impulse to make exceptions because of individual circumstances. Learn the values and policies that your organization adheres to the most. Think about the values that you cherish the most. Continue to clarify them so that you have a clear sense of what is non-negotiable to you.

  • Clearly communicate your guiding principles and intentions when working with others. You might tend to minimize the importance of rules and routines in shaping your actions and decisions. While this may work fine for you, others could see it as instability or uncertainty.

  • When you question the need for enforcement of a rule or policy, solicit others’ opinions to help you determine whether the guidelines help accomplish a goal or provide meaningful direction before you react.

 
 

Source: Gallup®

 
 

“I have a dream that one day this nation will rise up and live out the true meaning of its creed, ‘We hold these truths to be self-evident, that all men are created equal.’”

— Dr. Martin Luther King Jr., minister and civil rights leader