Would you be able to describe your strengths if I asked you?
The answer to this question may prove challenging for many people. It turns out that two-thirds of us are unaware of our own strengths. This is not surprising, however. We tend to focus more on what we lack rather than what we have in abundance and what makes us unique.
That is also true in the workplace. The focus of performance management systems is often on addressing perceived flaws rather than elevating and celebrating strengths. Working on weaknesses is important, but should not come at the expense of strengths. Lack of proper leverage of our strengths can be detrimental to high performance, thereby preventing individuals, teams and companies from reaching their full potential. And there is evidence to support this.
So, how do you go about finding your strengths or those of your team if you don’t know what they are? Moreover, how can you consistently leverage your strengths in your role as employee, manager, or leader?
Compelling Arguments For Focusing On Strengths At Work
Several studies have linked employee strengths to positive workplace performance.
For instance, Gallup’s research on employee strengths and weaknesses has found that people who have a chance to play to their strengths every day are six times as likely to be engaged in their jobs.
Also, research by the Chartered Institute of Personnel and Development (CIPD) demonstrates the positive effects of a strengths-based approach on management employee interactions, which in turn benefits learning, and performance. Moreover, an emphasis on strengths signals a positive management style, which could reduce the second most common workplace stressor. In conjunction with Gallup’s findings, this suggests that we are less likely to experience burnout at work when we focus on our strengths.
This information makes intuitive sense.
We are more motivated when we use our strengths. We also tend to perform better when our strengths are acknowledged and nurtured.
Even so, focusing on strengths might not come naturally to everyone. Thus, their strengths are often unused, hidden in their blind spots.
4 Reasons Your Workplace Strengths Are In Your Blind Spot
Social Norms Get In The Way
Showing off one’s accomplishments and strengths at work is common in some cultures. As a matter of fact, it is expected.
Nevertheless, boasting about achievements and strengths may be perceived as arrogant or pompous in other cultures. For some people, expressing their strengths doesn’t feel natural because it contradicts their cultural norms. As a result, instead of highlighting their strengths, they downplay them.
Lack Of Self-Awareness
One of the major reasons strengths go untapped is a lack of self-awareness. It may be because we lack the vocabulary to describe and articulate our strengths or because many of us do not appreciate what we have to offer. To us, they are ordinary and nothing special. The tendency is to assume that other people are as good or even better than us.
The One-Size-Fits-All Approach
In performance management, organisations often follow a one-size-fits-all approach, with the emphasis on job descriptions rather than individual capabilities.
Take, for instance, two people doing the same job: an internal hire and an external hire. They both bring valuable but different experiences on the table. When both employees are given the same development plan simply because their roles are similar, it limits their opportunity to maximise their strengths.
Lack of Time
Organisations today operate in a constant fast-paced environment, juggling numerous initiatives, meeting deadlines quickly, and leaving little time for reflection or real growth-oriented activities. It is therefore possible that individuals’ strengths go unnoticed by themselves or their leaders, or only come to light accidentally or through first-hand experience.
4 Ways To Discover Your Strengths In The Workplace
Make Use Of Strengths Assessments
Using a strengths assessment is a simple yet powerful and effective way for bringing workplace strengths quickly into the spotlight. It consists largely of a questionnaire that employs a solid methodology and provides users with insights into their strengths.
But that’s not all. It not only provides a vocabulary to discuss strengths in coaching conversations and performance evaluations, but it also gives users a way to recognise their own and others’ strengths.
Several strengths assessments are available, including Gallup’s CliftonStrengths and the VIA Survey of Character Strengths. My personal favourite is Belbin which, among other things, helps users understand how others perceive their behaviours. Belbin can also be used effectively in a team setting.
Ask For Feedback
A lot of people are afraid of getting feedback. If it’s negative, what should I do? How should I respond and how will I feel about it? There is no doubt that all of these concerns are valid, but feedback is what drives performance and growth.
When we ask for feedback, we often focus on the things that didn’t go well and what could be improved. Asking questions such as “What went well?” and “What am I good at?” can help you learn a lot about your strengths.
So next time you speak with a colleague, your manager or your clients, ask them these questions and pay attention to what they say. Listen to the compliments you receive. See what they reveal about you. For example, your ability to handle challenging customer service situations is more than just a testament to your people skills. It shows that you have strong problem-solving skills.
Using Your Past Experiences And Challenges As A Guide
Exploring times in your past when you overcame challenges can be a powerful way to self-identify strengths. When you consider past experiences, focus on the most challenging events or periods. Ask yourself how you overcame them, and what traits you exhibited that stand out to you now.
Once you identify your strengths, affirm them. In what ways can you leverage and nurture them?
Here’s a helpful exercise that might get you started – writing your strengths-based life story.
Use The Power Of Questions
When you are trying to identify strengths, asking the right questions is essential.
Try asking yourself:
- What is it that people most need your help with?
- What are your natural talents and abilities?
- What are the things others admire about you?
If your answers refer to things you enjoy doing in your free time, consider how they might be applied to the workplace
If you are not able to clearly name your strengths, maybe a colleague, manager, mentor or coach can help you. Here is a simple exercise you can use in a 121 conversation or a team session:
- Share a success story with others and explain what made it possible;
- Encourage them to ask you questions that will help clarify and identify the strengths that contributed to your success;
- Together, explore ways to nurture these strengths. What conditions would make this possible?
Final Thoughts
Our focus is often on our shortcomings and what we cannot do well. Our brains are wired to look out for the negative, and as a result we neglect or downplay our positive qualities.
Our strengths may not always be evident to us, but they exist nonetheless. Knowing them and using them consistently will lead to a more productive, innovative, and inspiring workplace for everyone, increasing well-being, resilience, and success (both individual and organisational).
About the author
Olga Valadon is the Founder and Director of Change Aligned. She is a strategist, leadership mentor and corporate empathy expert with three decades of experience in global corporates. Her company specialises in culture design and leadership development. Olga is on the Board of the University of Cambridge Primary school, advisor to Equal Employer®, and associate management lecturer at BPP University.
