Not a workshop. A strengths-based team development relationship.
CliftonStrengths is the instrument. What your team builds with it is something a one-day session was never designed to deliver.
Entry points into a partnership, not self-contained programs.
The team workshop is Stage 1 of a four-stage leader development arc — itself nested inside a three-path institutional model that builds comprehensive leader development, internal coaching capacity, and a lasting coaching culture simultaneously. What follows are the most common ways SPARC partnerships begin. Every institution is different. We spend time in discovery and customization to build what will work — financially and programmatically. The scope is always determined in conversation.
Strengths Discovery
From $4,750
Gallup assessment access included. Scope varies by team size and integration of existing assessment data.
The entry engagement. A full or half-day facilitated session for a leadership team — designed around your institution, your team's history, and what you are actually trying to develop. For teams at director level and above.
Director level means different things in different institutions. If you are uncertain who should be in the room, that is exactly the kind of question we work through together before we begin.
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Pre-session discovery conversation with team leader
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CliftonStrengths assessment — Top 5 or Full 34, determined in scoping
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Full or half-day team session — virtual or in-person
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Collective talent profile with facilitated interpretation
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Follow-on session options available
Multi-assessment synthesis available — if your team holds prior DiSC, MBTI, Hogan, or other results, we bring them into the engagement.
Strengths in Practice
From $7,250
Gallup assessment access included. Scope varies by team size, session format, and integration of existing assessment data.
The senior leadership engagement. Designed for provost cabinets, executive teams, and foundation leadership — where the work is higher-touch, custom-built from discovery, and positioned closer to the individual leader development pipeline.
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Extended pre-session consultation with team leader — custom design
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CliftonStrengths Full 34 — standard at this tier
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Full-day team session — virtual or in-person
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Collective talent profile with deep facilitated interpretation
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Multi-assessment synthesis — standard at this tier
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Extended engagement and follow-on options
Multi-assessment synthesis is standard at this tier — existing DiSC, Hogan, MBTI, Enneagram, 360, or LCP data are integrated as a matter of course.
Strengths at Scale
Scope by conversation.
Multi-team, multi-session, and organizational rollout engagements are scoped entirely in partnership. No standard package applies.
For institutions ready to deploy strengths-based development across multiple teams, divisions, or the full organization — moving from an isolated workshop into a sustained, culture-building engagement aligned with SPARC's Transformational Performance Model.
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Multi-team strengths discovery across departments or divisions
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Integration with individual leader development — LCP-360 coaching
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Internal coaching capacity building via AoEC programs
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Coaching culture development — sustained, organization-wide
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Fully customized — financially and programmatically
All existing assessment data is integrated as standard practice across every institutional engagement.
Gallup assessment access is included in all engagements. Assessment depth — Top 5 or Full 34 — is determined in scoping and reflected in your engagement investment.
Your team's prior assessment data is an asset. We treat it that way.
Most providers ask institutions to start over — because their model is built around a single instrument and a transaction. SPARC's model is built around a coaching relationship. That distinction changes everything about what we can do with the data your team already holds.
Multi-assessment synthesis is not an add-on service or a premium feature. It is standard practice in every SPARC engagement — a coaching competency our founders carry that most competitors in the strengths market neither offer nor claim. Many teams arrive with DiSC profiles from three years ago, Hogan results that were never revisited, or MBTI data from before the last leadership transition. None of it is set aside.
The result is a richer, more layered picture of how your team leads together — one that honors the investment your institution has already made in its own development.
Prior knowledge is not wasted here. It is brought into the conversation — and usually, that is where the most interesting discoveries happen.
The instrument set is variable and client-determined. If your team holds results not listed here, bring them — the synthesis approach is not instrument-specific.
Synthesis across assessment frameworks is a skill carried by the coach — not a product license, not a software platform. It requires the ability to hold multiple frameworks simultaneously and find what each reveals that the others cannot.
Institutions invest significantly in their own development. A partner who ignores prior work — or asks you to start over — is not respecting that investment. SPARC's model begins with what you already know, not with what we need to sell you.
Most CliftonStrengths boutiques hold Gallup certification and nothing else. SPARC's founders hold Gallup certification alongside ICF PCC credentialing, doctoral-level training, and the coaching practice to use all of it together. That combination is uncommon.
Multi-assessment synthesis is available in Tier 1 and standard in Tiers 2 and 3. At the executive team level and above, it is built into the design of every engagement — not an optional upgrade. If your team holds prior assessment data and you are considering a Tier 1 engagement, tell us in our first conversation. It shapes how we design the session.
Strengths Discovery — Tier 1
AvailableStrengths in Practice — Tier 2
StandardStrengths at Scale — Tier 3
StandardFor organizations ready to go deeper — the workshop is where we begin, not where we stop.
For leader development to take hold at scale and be genuinely transformational for an institution, three things have to happen simultaneously. The packages above are the most common entry point into the first path. What follows is the fuller picture — not a sales pitch, but an honest account of what sustained institutional engagement with SPARC looks like.
Comprehensive Leader Development
Begins with collective strengths discovery and moves through a four-stage arc — team development, individual leader development via LCP-360, team-based LCP facilitation, and "leader as coach" training that builds coaching capacity within direct reports. The packages above are Stage 1 of this arc.
Internal Coaching Capacity
If Path 1 is the architecture, ongoing access to high-quality executive coaching is the fuel. SPARC helps institutions build their own internal coaching capacity — through AoEC coach training programs — so development does not depend on SPARC's continued presence.
Coaching Culture
The sustainability context. Building on the initial strengths-based work, this path establishes coaching as a standard operating system for all leaders — creating a leadership culture across the organization that outlasts any single program or engagement.
We build partnerships with client institutions, not programs for them. The three paths above are a template — not a prescription. Some institutions begin with one team and build from there. Others arrive ready for something larger. Every engagement starts with a conversation.
The full architecture — including the four-stage development arc, SPARC's Transformational Performance Model, and the institutional maturity progression that the three paths build toward — is described on the Executive Leader Development hub page. If you are thinking about what a sustained partnership could look like for your institution, that is the right place to start.
Explore the Full Architecture →The next step is a conversation — not a package selection.
No engagement is scoped from a webpage. We spend time learning your institution, your team's history, and what you are actually trying to build before we propose anything. The pricing and tiers above give you a picture of how most partnerships begin. What yours looks like is a conversation away.
If something in this resonates, let's talk. This will be a conversation, not a discovery call.
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University President, Provost, Dean, or Vice Provost commissioning leadership team development
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Foundation or Nonprofit Executive Director investing in senior leadership capacity
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Chief Human Resources Officer or Chief People Officer building a coaching culture at institutional scale
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Any institutional leader whose team has done the assessment — and wants to do the work