What are some common pitfalls of ignoring or overusing your strengths?

Blind spots: Relying too heavily on one strength can create blind spots for other skills or perspectives. For example, someone who excels at independent work might overlook the importance of collaboration and teamwork. Neglecting weaknesses: Focusing solely on strengths can lead to neglecting areas that need improvement. This can create vulnerabilities and limit your overall development. Ineffectiveness: Overusing a strength in the wrong context can be counterproductive. Imagine using a powerful hammer to crack an egg – the delicate task requires a different tool. Interpersonal challenges: Overplaying your strengths can come across as arrogance or dominance, hindering your relationships with colleagues or team members.

Strengths can be identified simply in two approaches: Thru a major model of your biggest strength (of many), or through smaller analytical steps that identify your separate strengths (visible in your successful behavior and work output). They can also be identified by using instruments (CliftonStrengths). One other way may help: A 1990 HBR piece by C.K. Prahalad and Gary Hamel developed the idea of "core competence" in organizations. This same idea can help define your own competencies. These are the measurable skills and leadership focused resources that help you get the work done in your organization.

In leadership, attention and energy are some of the most important resources we work with in our service to others. A strengths based approach helps to focus time, work, and team around each person’s most natural and energizing contribution. In my experience, strengths-based leadership teams are far more effective, efficient, and emotionally intelligent.

I've worked with a lot of new managers who wonder if they're "cut out for leadership" because they aren't authoritative in nature. They have a misguided sense of what leadership is because they've had to work for tyrannical or command-oriented people in the past. I help them understand that leading with authenticity is the most important way to build trust and loyalty. Whether you are a person who relies on empathy, humor, collaboration, creativity, or something else, your leadership style should flow from your strengths. There is no one style of leadership that everyone needs to conform to, and knowing what you're best at and what comes most naturally will help you find the style for you.

Strengths based leadership gives you something to build around as a leader, and as a team, every single day. Clarity increases, which makes delegating and prioritizing so much easier. A workforce that is aligned to strengths makes for a much stronger and therefore resilient organization.

Particularly in times of high stress, transition, or confusion, a person may over-rely on what makes them a great leader. For example, one time my team faced a sudden customer service catastrophe. I am by nature a calm, deliberate person--good to have around in a crisis! In this case, however, my calm reaction was misread as uncaring detachment. I actually cared very much and was focused on getting to the best solution, but rather than putting the team in a problem-solving mindset, my apparent lack of caring made them all even more anxious and reactive, leading to team panic and some bad decisions that actually made the situation worse.