Strengths-Based Leading

“What will happen when we think about what is right with people rather than fixating on what is wrong with them?” – Don Clifton

Years ago, the T&D team I was on reorganized, and I found myself moving to a newly formed team and role at corporate. While I saw opportunity in this change, I also mourned the loss of my business consulting role and team.

With some trepidation, I met my new manager, Phyllis. What was her vision for the new team? How might I fit in? Would this be a good move?

By the end of that first meeting, I felt reassured and was even excited about this change. Phyllis’ authenticity, ideas, and deep listening drew me in.  She asked two questions that helped me sum up how I work: “What do you love most about what you do?” and “What do you loathe about what you do?”

My answers were unfiltered and from the heart. I shared how I loved working on challenges with innovative solutions, seeing possibilities where others saw barriers. However, I was frustrated by slow decision-making and preferred action over analysis.

Phyllis asked for examples of each. Our conversation eventually led to discussing what type of role would be a good fit based on the team's needs.

Experiencing the Power of Strengths

I didn’t recognize it at the time, but Phyllis led by focusing on strengths. Her management approach helped me find my development edge. The more I focused on my strengths, the more I learned to navigate my weaknesses.

Phyllis encouraged me to use my talent for strategy to create our enterprise’s first management development curriculum for over 10,000 leaders. She also coached me on navigating my weaknesses around analysis, often partnering me with people who excelled in this skill.

She applied the same approach to the team. At the start of a new project, she had us share the talents that we bring to the project and what we needed from others to work well together.

Those eight years under Phyllis’ leadership were a time of growth and challenge. Her confidence in me inspired confidence in myself.

Practical Steps to Strengths-Based Leadership

Recently, I listened to a Gallup podcast that shared management techniques resulting in engaged people and highly productive teams:

• Coaching: Empower people to be competent and confident by listening, asking great questions, and helping them discover and own their actions.

• Meaningful Conversations: Share appreciation and recognition for work, help people create collaborative relationships, provide clear expectations, and reinforce what they are doing well.

• Job Shaping: Understand a person’s talents and strengths and help them play to their strengths most of the time to meet (and often surpass) performance expectations.

• Team Building: Focus on a common purpose, understand collective strengths and performance gaps, and collaborate to maximize the team’s talents.

Phyllis’ strengths-based leadership inspired me to achieve more than I ever dreamed. As a Gallup Certified Strengths Coach, I am energized to help others name and claim their natural power and potential.

By focusing on what is right with yourself and others, you too will inspire exceptional performance.