Alright, I admit it—my title was a bit clickbait, but before you click away, hear me out. Tools like StrengthsFinder are not dead, far from it. I’m a fan of tools like StrengthsFinder and others; they are tried and true tools for personal and professional development. However, I’m increasingly concerned that organizations have become too reliant on tools like StregthFinders, MBTI, DISC...as the sole methods for developing their professionals and leaders.
Here’s the issue: When I sit down with new executive clients, many of them treat their StrengthsFinder, DISC, Four Temperaments, and similar assessments as the ultimate guide to their leadership capabilities—almost as if these tools are the gospel of personal development. But here’s the thing: These assessments are primarily self-awareness tools, focused on identifying traits rather than the competencies required to be an effective leader. The problem with self-awareness as a standalone concept is that it often stops short of what truly matters: self-actualization.
I know plenty of poor leaders who are self-aware. Awareness alone isn't enough. Self-actualization is the critical next step—the ability to act upon that self-awareness in meaningful ways. Competency-based development is different because it equips leaders with the specific skills and behaviors that are proven predictors of success in their roles. It’s time to bring competency-based development back into the spotlight, ensuring our leaders are not just self-aware, but fully equipped to meet the complex demands of their positions.
The Competency Model approach and StrengthsFinder (now known as CliftonStrengths) are both tools used to enhance leadership and personal development, lets compare their focus, methodology, and application:
1. Focus:
- Competency Model Approach:This approach is designed to identify and develop a set of specific competencies (skills, behaviors, knowledge, and attitudes) that are necessary for success in a particular role or organizational context. Competencies are often aligned with the strategic goals of an organization and are used to evaluate and improve performance across various levels.
- StrengthsFinder (CliftonStrengths):StrengthsFinder focuses on identifying an individual's natural talents and strengths. The premise is that by understanding and leveraging these innate strengths, individuals can maximize their potential and improve their effectiveness. It is centered around personal development rather than aligning with specific organizational competencies.
2. Methodology:
- Competency Model Approach:Competencies are typically defined based on the specific needs of a role or organization. These might include leadership competencies like strategic thinking, decision-making, communication, and emotional intelligence. The approach often involves assessing current competencies, identifying gaps, and developing training or development plans to address those gaps.
- StrengthsFinder (CliftonStrengths):StrengthsFinder identifies and ranks an individual’s top strengths out of 34 potential talent themes through an assessment. It emphasizes building on what people naturally do well, rather than focusing on fixing weaknesses. The methodology encourages individuals to develop their careers and roles around their strengths.
3. Application:
- Competency Model Approach:This model is used widely in organizational settings to guide hiring, performance evaluation, leadership development, and succession planning. It’s tailored to the specific demands of a role or organization, ensuring that employees develop the competencies that are most valuable for their particular context.
- StrengthsFinder (CliftonStrengths):StrengthsFinder is often used for personal development, coaching, and team building. It helps individuals and teams understand their collective strengths and how to apply them in their work and personal lives. While it can be used in organizational settings, it’s more focused on personal growth and self-awareness.
4. Development Focus:
- Competency Model Approach:The competency model emphasizes a balanced development approach, where both strengths and weaknesses are addressed. It aims to ensure that individuals possess the full range of competencies necessary for their role, often requiring them to develop in areas where they may not naturally excel.
- StrengthsFinder (CliftonStrengths):StrengthsFinder encourages individuals to focus on what they naturally do best, rather than trying to improve areas of weakness. It operates on the belief that individuals will achieve greater success by amplifying their strengths rather than expending significant effort on mitigating weaknesses.
5. Outcome:
- Competency Model Approach:The outcome of a competency-based approach is a well-rounded leader or employee who meets the specific requirements of their role. It aims to close gaps in performance by developing key competencies, ensuring that individuals can meet or exceed organizational expectations.
- StrengthsFinder (CliftonStrengths):The outcome of StrengthsFinder is an individual who is more self-aware and capable of leveraging their strengths for greater effectiveness. It’s about optimizing personal and professional success by focusing on areas of natural talent.
Summary of Key Differences:
- The Competency Model is broader and more focused on a well-rounded set of skills, habits, and knowledge that are proven predictors of success in a role or organization. Its aim is to develop a wide range of specific skills and behaviors needed for a particular role or context.
- In contrast, StrengthsFinder is more individualized, focusing on identifying and leveraging personal strengths to maximize potential and effectiveness. This approach is more trait-based and tends to be more backward-looking rather than forward-looking in terms of development.
Do not misunderstand me—I’m not saying that strength or trait-based tools don’t matter. I simply feel that the pendulum has swung too far away from competency-based development, likely because it’s more difficult and challenging to implement. While both approaches are valuable, they serve different purposes. The Competency Model is ideal for organizations seeking to align individual capabilities that predict success in a specific role with strategic goals, while tools like StrengthsFinder are more about helping individuals discover and become aware of their inherent strengths.
