Top 5 or 34 Gallup talents – which is better for you?
The question “Should I choose the top 5 or the full profile of 34 Gallup talents?” comes up regularly from people who are just starting to work with the CliftonStrengths approach.
Some are looking for a quick insight that will immediately translate into concrete actions. Others want a full diagnosis that will allow them to plan their development for years to come and consciously manage their career path.
In this article, I compare both options, show which one makes the most sense, and share two realistic work scenarios: starting with the Gallup top 5 test and a deeper path with the full profile of 34 Gallup talents.
If you want to refresh your memory on what Gallup talents are, how domains work, and see a list of all 34, check out my article “What are Gallup talents and how can you use them in practice? – discover your 34 Gallup talents.”
Table of contents
Top 5 or 34 Gallup talents – how do the reports differ?
There is only one Gallup talent test. What you get depends on the version of the report:
- Top 5 reveals your five strongest talents along with descriptions and inspiration for action.
- The full 34 profile shows the order of all your talents – from the strongest to the least natural.
Simply put, the Gallup Top 5 test answers the question “where can I start today?”, while the Gallup 34 talents report shows you the “map of the entire territory” – allowing you to plan your development in full context, identify supporting talents and those that may be holding you back.
As a coach for leaders, I know that a complete profile can shorten the path to change. It shows not only what we are best at, but also how to avoid the pitfalls of our own style of operation.
What exactly does the Gallup Top 5 test include?
The Top 5 is a good starting point – light, specific, and free of excess information. In the report, you will find:
- Descriptions of the five dominant talents,
- examples of strategies for strengthening them and the correlations between them,
- tips on how to use them in relationships and decisions,
- suggestions on which tasks to take on, what to delegate, and how to communicate your needs.
This is a great “starting point” – it reduces information chaos and allows you to focus on what will bring immediate results.
However, if you want to quickly understand how these talents work in a broader context, working with a coach on the full report opens up a whole new level of awareness.
What does the full Gallup 34 talents report provide?
The full report provides a comprehensive overview of your potential. It includes:
- The order of all talents – from dominant to the least used,
- the context of how talents support or conflict with each other,
- a map of risks – areas where difficulties or overload may arise,
- a basis for long-term planning of roles, partnerships, and competence development.
In coaching, a full profile allows you to immediately set priorities and tailor your work environment to your natural style of operation. It is not just a diagnosis, but a ready-made foundation for a strategy that works from day one.
Top 5 or 34 Gallup talents – how to choose the right test version?
There is no “better” or “worse” answer here – what matters is how well it fits your goal, budget, and pace of work.
Choose Top 5 if:
- You are just starting out and want quick results,
- you prefer to learn by doing, in small steps,
- you have a limited budget and plan to expand the report later.
Choose 34 talents if:
- You are planning major career changes or a promotion,
- you manage a team and need a complete picture,
- you want to shorten the learning curve and work in full context right away,
- you have an experienced person in your company, or you use the services of a certified Gallup Institute coach.
Two scenarios for working with Gallup talent test results
Scenario 1: Start with Gallup’s top 5 with a results discussion session
You take the test and participate in a results discussion session with a coach to better understand your talents and how they relate to each other.
Then, for 6–8 weeks, you observe when a given talent is activated, in which tasks you feel “flow,” and where resistance arises.
You introduce small, daily activities for a specific talent and make weekly summaries. After about 3 months, you see a better fit between tasks and less friction.
Scenario 2: In-depth work with 34 talents
You order a full report and plan a series of development sessions (usually 4–6). Together with your coach, you analyze your dominant (driving) talents, supporting talents, and those that may cause conflicts in your actions.
You set priorities, role alignment, and key partnerships within the team.
After a few weeks, you will be able to design a work environment that maximizes strengths and eliminates obstacles—immediately in the full context of all talents.
The most common concerns when choosing a Top 5 or 34 Gallup talents
Working with Gallup talent test results often raises doubts, especially when it is your first encounter with this tool. This is natural, because we are touching on an area that affects your professional identity and the way you operate on a daily basis. Moving on to the most common concerns I encounter in my daily work during initial consultations with people interested in the CliftonStrengths approach:
- “What if my Top 5 doesn’t fit my role?”
Just because your dominant talents don’t sound “like a job description” doesn’t mean you’re in the wrong place.
Talents do not define who you can be or what position you can hold – rather, they show how you will perform in a given role.
By knowing your profile, you can make better use of your natural ways of working and fill any gaps by selecting the right people for your team.
- “Does the Top 5 limit the picture?”
No, it doesn’t – it focuses your attention on what has the greatest impact on your daily activities.
I recommend this option if you want to start slowly, focus on the most important areas, and see if working with talents will be valuable to you before you decide on a full profile.
- “Aren’t Gallup’s 34 talents too many to start with?”
A full profile may seem extensive, but if you have the support of an experienced person or use the services of a certified CliftonStrengths coach, you will quickly identify what is key at the moment.
This way, even a large amount of information becomes an organized action plan rather than an overwhelming set of data.
Gallup test costs and the option to upgrade from the top 5 to the full 34 talent profile
Two versions of the CliftonStrengths test are available on the official Gallup platform:
- CliftonStrengths Top 5 costs $24.99.
- CliftonStrengths 34 – the full profile of all talents – is available for $59.99.
If you start with the Top 5 version and later decide to upgrade to the full profile, you can take advantage of the upgrade option. Then, you only need to pay an additional $49.99 to get access to the full 34 talents report.
Both versions of the test – Top 5 and the full 34 talents profile – can also be taken with a discussion of the results by clicking here.
Summary – choose the top 5 or the full profile of 34 Gallup talents?
The choice between the top 5 and 34 Gallup talents depends on your goal and where you are at the moment.
- The top 5 is a quick start, focusing on your strongest areas and building your talent language step by step. It’s ideal when you want to get started right away and gradually deepen your knowledge.
- The 34 strengths give you the full picture, a shorter path to strategy, and the opportunity to work on your full potential right away. This option is especially effective when you work with an experienced CliftonStrengths coach who can help you translate your results into specific decisions, priorities, and an action plan.
The most important thing is to get started. Every step—whether from the Top 5 or the 34—leads to greater self-awareness, better decisions, and more effective use of your strengths.