What are some strategies for identifying and leveraging clients' unique strengths and talents?

You can also use enneagram assessments. They identify up to 3 dominant personality styles, the natural strengths and areas of development within those styles. Furthermore the 5 lens enneagram assessment determines mastery of those styles at at the time of assessment and the factors that impact mastery.

Strengths assessment tools are a great way to understand a client's profile, for sure! But my favourite approach is to start or complement that with a traditional SWOT analysis. The way that I do this is by spending at least one or two sessions with her/him before this analysis so that I understand their profile and personality based on ALL that they do - not just their official role. Then, I ask my client to let me know what he/ she believes are their strengths and, 9 times out of 10 they only point out half of what they have to offer. This exercise allows us to identify their strengths at the same time that we boost her/ his confidence by me pointing out all of their value. This personal approach is the beauty of 1:1 coaching.

I enjoy using the VIA strengths assessment alongside DISC because together they provides a comprehensive view of an individual's personality. That is because DISC also has the added benefit of insights into how a person's strengths are perceived and can influence others. The VIA strengths assessment focuses on an individual's intrinsic qualities, helping me better understand their core values and virtues. Together, these assessments enable a more holistic understanding of a person's character, enhancing my ability to support their personal and professional development.

I prefer to explore situations where the client has already achieved success. These are the only times I would encourage the client to reflect on the past. For example, I like to ask them to think about a situation when they felt particularly confident or competent. What were they doing? What made them feel that way? What thoughts did they have about themselves, others, and the world? I also find it effective to inquire about other people's perspectives. For instance, what do friends and colleagues typically seek advice from you for?

Adding to our own observations, a 360-degree feedback loop from peers and managers helps avoid blind spots in coaching. Timeline-based coaching needs timely, actionable insights. The first three coaching wins are crucial to enhance your credibility as a coach and ease future communication and action with your client. They help the client near success, showcasing a smooth, holistic journey. For example, a missed perspective when the client assesses their strengths becomes clear when echoed by peers or clients. This feedback enriches the coaching dialogue, spotlighting the client's strengths and fostering a culture of self-reflection, fueling personal and professional growth.

In true coaching, clients find their own answers and coaches don’t set goals for clients. Mentors and consultants may do those type of things like suggesting to the client ways to showcase strengths. Career coaches sometimes skirt the line by helping with resumes or LinkedIn profile changes. Through questions, coaches help clients discover their strengths, work through issues that might come up if they make changes or as they confront obstacles. Coaches may occasionally make observations based on how the client responds to questions: These observations come from the coach’s use of intuition and strong listening skills. The coaching process may naturally lead the client to challenge their current limitations and stretch themselves.

I am a firm believer in the idea of a growth mindset, that's why I always try to phrase my questions in a way that forces my clients to either assess their current successes or think about challenging themselves in some areas so they can grow as professionals and individuals.