Why Strengths-based Leadership?

As a leader, you don’t need to be competent in all areas - but your team does.
Strengths-based leadership is about focusing on your strengths, and delegating tasks that you’re not as good at to others who are more skilled or experienced. You can also use this approach to identify your team members’ strengths, and encourage them to use these in a way that benefits everyone.

Leaders are sometimes expected to excel at everything, and to have very few weaknesses. In reality, though, you’ll likely be an expert in a specific area only, despite your range of qualifications and experience, and this doesn’t guarantee that you’ll succeed elsewhere.

When you attempt to become an expert in all areas, you risk spreading yourself too thin and becoming ineffective. So it’s important to recognize your strengths and weaknesses
and delegate tasks that other could do better.

At Talents2Strengths we help you to gain a deep understanding about your leadership strengths, weaknesses and blind spots using your StrengthsFinder® full 34 talent themes as starting point.
We introduce you to the dynamics of a strengths-based organization and the most effective ways to communicate your vision, encourage positive behavior and manage cultural change.

Some of the benefits you can expect:

  • Improving consensus and delegation. Working with experts in areas where you are less experienced is a sign of strength, not weakness. You’re admitting where you need help, accepting other’s expertise, developing a more consensual leadership style, focusing on what you do best, and promoting effective delegation.
  • Improving engagement. Encouraging people to focus on their strengths increases team member enjoyment and engagement.
  • Effective hiring. You can use strengths-based leadership to develop your team. This approach encourages you to hire people based on their individual strengths, not because their skills and interest align with your own. So you are more likely to develop a diverse team, with a range of strengths, skill-sets, attitudes and cultural values.
  • Encouraging creativity. Using this approach means that you will likely be more confident in delegating and passing on responsibility to your team members, and less focused on making people “fit”, which can reduce creativity and innovation.

Get in touch for more information.

Very keen but still have questions? Find your answers in our