A 4-6 week program for CEOs and their teams to align roles, reduce friction and put individual strengths to work, using Gallup CliftonStrengths 34.
Your team has potential you can't fully see
We turn it into a clear map for management decisions
You've hired excellent leaders, yet getting them to work as one is still a struggle
You know who is good at what, but roles rarely make full use of those strengths
The same tasks energize some people and exhaust others – and roles stay the same
Leaders lose time and energy to friction where they could be amplifying each other
Engagement slips, and ownership of results becomes hard to pin down
The problem isn't your people's competence – it's the fragile way they work together
Your team needs:
Market shift: Managing processes and KPIs alone is no longer enough. The quality of teamwork is becoming a competitive advantage. Alongside financial analytics and task tools, leaders need a way to see and manage the potential of their people.
You track finances, sales and processes. How clearly can you see your team as a system: who is playing to their strengths, who is overloaded, which roles are missing and where the handover from strategy to action breaks down?
Methodology based on
Gallup CliftonStrengths 34
Strengths assessment (34 themes, 4 domains, team map)
Franklin Covey
Mission, values, principles of effectiveness
One shared direction
Define your team’s mission, values and main goal.
Without Clarity, a team's priorities drift apart
Strengths in action
Map strengths, roles and working relationships in the Team Grid.
Without Collaboration, a team loses speed and quality of execution.
higher employee engagement
higher business profits
lower staff turnover
A step-by-step process that turns team insights
into clear roles, priorities and management system
We identify your business goals, team's context, and current points of tension
We define the leader’s mission, values and North Star
Each team member takes strengths assessment from Gallup
We identify in the team's mission, values, North Star and key priorities
We help each person see their strengths, working style and potential contribution in the context of the shared mission
We work through the Team Grid, roles, interaction patterns, blind spots and sources of synergy
We turn insights into clear agreements, roles, a shared language and a common team map
Printed report of team’s results and recommendations for leader
After the program, the CEO has a management map to base decisions on – about roles, accountability, priorities and business growth
See where your team is strongest, who is overloaded, which roles lack ownership and what slows decisions, so you know where to act
Your team agrees on a shared direction: where you are heading, what success looks like and which decisions move the business closer to that goal. Keep everyone focused on the priorities that move you forward
Based on Gallup CliftonStrengths 34, we build a map of the team's management potential – the Talent Intelligence Map: differences in working style, decision-making speed, accountability and communication
Clarify who sets direction, who drives delivery and where your team needs additional support. You gain a practical basis for assigning roles and making responsibility clear.
We uncover the systemic causes of conflict and lost speed: differences in how people approach work, decision-making, accountability and collaboration. This lets you stop putting everything down to "personalities"
Receive a report on each team member and a specific plan for the next 60-90 days: the decisions to make, priorities to focus on and roles to clarify, with a clear basis for action.
You receive a detailed map of your team, a set of management decisions to implement over the next 60-90 days, and a shared foundation for action: clear goals, a better understanding of each other’s strengths and practical ways to work together.
Sergey Krasnov
Co-founder
Neskuchnye Finansy
I can say this goes well beyond a box-ticking exercise or a feel-good experience. It is a very practical tool that I use every day. The guide was especially valuable: it has become my everyday reference for each employee. Now, before a one-to-one meeting, I simply go back through the profiles ICNgrow prepared for my people. It has taken the way I work with people and help them collaborate to a new level. Overall, I am very pleased with how the whole process went.
Alexander Afanasyev
Co-founder
Neskuchnye Finansy
The most valuable thing for me is a structured understanding of the team. Everything I used to sense intuitively finally has a clear framework. The key discovery is that we are all different, and that is our strength. I now understand how to communicate with each person, what language to use and why different approaches work for different people. I have also stopped comparing myself to others. This programme helps you understand people, assign roles more effectively, unlock the team’s potential and move towards shared goals. To me, this mutual understanding is the foundation of a strong team.
Olga Oreshnikova
CEO
Forbes Congress
“This was a very different experience from our previous training. It gave me a practical tool as CEO: within a month, we reassigned responsibilities and filled two roles that had been left uncovered for years.”
Olga Mladentseva
Founder
Laboratoriya Publichnosti PR agency
After the programme, I gained real clarity as a leader about why we do what we do. Understanding the strengths of every team member was particularly valuable. The very next day, I began reviewing responsibilities, seeing new ways for people to work together and noticing what we could reassign, strengthen or change. This information really got me thinking: I began to see far more opportunities to develop the team and build on the potential of the people around me.
Anna Guseva
Head of PR
Laboratoriya Publichnosti
This is a must-have for any team. When we used to work with someone very different, we would trip over each other and wonder what was wrong, why we were so different and why things were not working. Now I understand that the other person has different strengths, which we can combine to become stronger together. We can hand tasks to whoever does them better, more confidently and with greater ease. Our team has found its way forward, and we will build on it together. Everyone feels heard and aligned.
Dmitrij Mecajev
ICNgrow founder, creator of the 2C System and Gallup-certified coach. He combines team development, business and technology with hands-on entrepreneurial experience. His approach brings together strengths-based practice, leadership, team dynamics and real-world business experience – helping teams build a clear, high-performing way of working.
Entrepreneur and methodology creator
25 years
Entrepreneur, adviser, practitioner
Gallup
Gallup Certified Strengths Coach
2C System
Turned the Gallup assessment into a management tool for CEOs
ICNgrow turns individual strengths into a practical map of how your team works together. You see what each person contributes, where roles need clarity and which management decisions to make. The focus is on team performance and development, without ranking your people.
You take part in 3-4 sessions over 4-6 weeks. We handle the analysis and work with your team between sessions, keeping the programme compatible with your operational priorities.
Yes. Strong teams can gain more from the talent they already have. We help accomplished people align their roles and priorities so their individual strengths work better together.
No. The programme develops people through their strengths, with no rankings, labels or psychological diagnoses. Each person gains a clearer view of their natural talents and how to use them in the team.
The programme gives you and HR a shared team map and a common language for hiring, development and role allocation. It strengthens the work HR already does and helps you make people decisions together with greater clarity.
Your team completes assessments on Gallup’s official platform. We discuss results constructively and use them to support team development. We agree with you on how data will be handled before the programme starts.
Your team’s Talent Intelligence Map, an agreed mission and North Star, plus written management decisions for the next 60-90 days that you can act on.
A 30-minute conversation to explore what is holding your team back and whether ICNgrow is the right fit for your business goals.
