Lead from your strengths and build strengths-based teams

Maanda Tshifularo, CEO at Superlead and host of the Leadership books unpacked podcast on Cliff Central , shares ideas on what strengths are, what we get wrong about using them. In this episode, he picks up points from a book by Tom Rath and Barry Conchie called ‘Strengths-Based Leadership: Great Leaders, Teams, and Why People Follow.’

The ability to be a high impact leader requires both a robust understanding of self and the ability to leverage strengths of others. Understanding your strengths is an important part of being self-aware and taking control of your career.

When we think of being an effective leader there is a tendency to look back and refer to tried and trusted formulas and in that process, undermine our own strengths. Don Clifton who created the online assessment tool Clifton StrengthsFinder determined that great leaders have more in difference than in common. Effectively, differences are what makes you great.

Misconceptions of strengths based leadership

An enduring myth is that of the ‘All rounded leader’ which is based off the belief that as a great leader you must tick off all the strengths on a list of prescribed traits. How this plays out is that we have an unrealistic expectation of what as single person is capable of but also, we focus on the wrong factor. So, if you are a dreamer, there is a push to get your head out of the clouds, if you are an innovator you are urged to be more cautious, if you are introspective, you are pushed to be more extroverted. And in all these things we overlook each individual’s strengths.

We have been conditioned to fixate on weakness and in doing that we miss out on the opportunity to become the leaders we are meant to be.

Another false belief is that of a single great person around the table. Leadership is a team sport, no single person can know it all and really great leaders tend to appreciate other’s strengths, invest in them and build great teams.

Signs that you’re not using your strengths

Many times when people battle with procrastination, it is because there is a misalignment between the task at hand and their strengths. Most times, when you have to do something you are naturally inclined toward, you are more eager to do it. Because most people are in roles and jobs not linked to their strengths, they end up procrastinating.

In the long term, this shows up as underperforming and burnout because you are trying to work from your weaknesses. ?

To a very large extent people are unfulfilled because they are not able to use their strengths. Gallup’s research asserts that the great resignation is really more the great unfulfillment, a symptom of how people’s strengths?are underutilised and it signals a lot of pent up frustration.

Tapping into our inherent strengths

Strengths are your talent, skills and knowledge. They are the things you execute consistently with almost near perfect performance.

Some people are strategic, some are hard wired for empathy, while others are connectors. When looking to leverage your strengths, you need to figure out what yours are and build on it. Finding your strengths is an inside job, and when unearthing yours, it’s key to avoid the trap of admiring someone so much you end up imitating them at the expense of your own talents. ?

My advice is figure out what your strengths are,?by pay attention to when you are most productive and achieve the best results. When introspecting on your strengths, its important not to compare or judge your strengths. Often we struggle to or battle Impostor syndrome because of the focus on the wrong area.

I especially encourage leaders to learn their strengths, know their weaknesses and limitations and surround themselves with people who have complimentary skills and can work within their zone of strength. By embracing that, we can counter burnout culture and operate from a view that there is an abundance of capabilities and talents in the team, rather than a shortage of ingenuity and competence.

Using strengths in a team setting

It may feel counter-cultural, but go into a room anticipating that every individual has valuable strengths, and the mission is to bring those to the fore. This is a different approach to looking out for areas of weakness and trying to manage those.

Leaders need to find tools to assess and unearth different strengths, skills and talents in their team. The more you start to deliberately unpack people’s strength, they become visible and you can grow those into a dream team.

Strong teams attract talent because we all want to be in an environment where our talents are appreciated. Everyone contributing from their strengths results in a more powerful collective, and makes it a sought after team.

My strengths are learner, strategic advisor and activator. I am naturally drawn to deep inquiry and ?have found that over time, to achieve goals I have to delve into them with a mindset of curiosity and connecting the dots.

Advice for building a strong team

Great teams are where there is mutual respect for what everyone brings to the table. When there is a recognition of intellect, knowledge and ability, teams are able to push through conflict with a sense of appreciative enquiry.

Teams which appreciate strengths are able to endure conflict because they are able to focus on results with no competition and in-fighting for victory.

Unfortunately, many team members underestimate their strengths, undervalue themselves and don’t raise their voice when their input is most needed. As a leader, you are in a position to validate people’s strengths, which can uplift the organization’s vision?

Embracing diversity of talents and abilities is especially crucial now. Sometimes we hire people who sound, behave and have similar strengths and that why we don’t have strong teams. It starts with a leader who understands what they bring and who can take other people along to deliver elements across the dimensions needed as a team.

Actionable insights

·??????Have a sense of your own strengths as a first step, and knowing your weaknesses, and as advise comes through you can filter it appropriately.

·??????All strengths are created equal and not having one isn’t a disaster.

·??????Create mini opportunities to use your strengths daily.

·??????Change your mindset towards seeking strengths over weaknesses -both yours and others. Focus on what’s right with people vs fixating on their weaknesses.

·??????It’s important to realise that you won’t become great by focusing on fixing your weaknesses. You will be great by growing and nurturing your strengths.