If you’re in leadership or the people side of things, you’ve likely heard about the importance of a strengths-based approach. It’s a concept that focuses on identifying what people do best and providing opportunities for them to excel in those areas. By nurturing natural talents, you not only help individuals grow but also develop stronger relationships and better performance across the board.

I experienced the power of this approach firsthand with Sue, my executive leader at the time. After facilitating a workshop for the first time, I was consumed by self-criticism—I felt my delivery was unstructured, and I was certain I’d missed the mark. Sue, a smoker with a calm demeanour, took a drag from her cigarette, paused, and said, “It wasn’t perfect, but your natural talent for collaboration really shone. You encouraged everyone’s contribution and created a lively atmosphere. This is just the beginning—you’ll improve.”

Her words weren’t an instant “aha,” but they had a lasting impact. Sue’s observation of my strengths immediately after that workshop and throughout our time together not only boosted my confidence but also deepened the trust between us. I realised that nurturing strengths isn’t just about personal growth—it’s the foundation for building authentic, supportive relationships. It cultivates a sense of confidence, connection, and progression that benefits both individuals and teams.

Research backs this up: Gallup found that people who use their strengths daily are six times more likely to be engaged at work. Similarly, Harvard Business Review notes that leaders who focus on strengths foster psychological safety, creating an environment of trust and open communication.

Here are a couple of practical ways to get started:

• Identify Strengths: Use tools like Clifton Strengths or DISC, or simply observe your team in action. Pay attention to what comes naturally to them, where they excel effortlessly, and what energises them. Often, strengths are evident in the areas where team members are most enthusiastic and committed.
• Provide Opportunities: Once you’ve identified strengths, encourage your team to take on roles or tasks where they can use these skills more often. This could mean assigning projects that play to their strengths or offering new challenges that help them refine these abilities. When people feel recognised for their talents, it builds their confidence and engagement.

Focusing on what people do well amplifies their talents, drives innovation, and boosts motivation. It also makes a significant difference in your own growth as a leader. By applying a strengths-based approach to yourself—understanding and nurturing your own strengths—you empower not only your personal growth but also your professional impact.

So, this week, I am wondering how you could create more opportunities for your team members to use their natural strengths.

I trust this has been helpful in some way, shape or form

Kylie