Should you focus on your strengths or improve your weaknesses?
I had the opportunity to ask a senior executive at a Women In Tech event recently whether one should focus on bolstering their strengths or improving their weaknesses. She told me you should always focus on improving your strengths.
I recently learned more about my strengths through a formal assessment called the Clifton Strengths assessment.
According to the Clifton Strengths assessment my strengths are—I like to solve problems (restorative), I like to ponder the future (futuristic), I like people (relator), I like to learn new things (learner) and I'm inquisitive about everything (input).
That's great! Now I know my strengths, should I focus on improving them like the executive I spoke to advised? Or should I look for obvious gaps and focus on those?
I've been pondering this for a couple of weeks. After doing some reading, this is where I landed.
Knowing your strengths is useful but it doesn't tell you if you're actually good at any of them. It also doesn't tell you how good your strengths are in relation to other people.
A persistent focus on strengths can blind you to the hard truths about yourself. Really smart and capable people can have glaring weak spots and counterproductive work habits. There may be aspects of your performance you could improve, but you risk never finding those weaker areas if you continually focus on what you're good at.
That's why it's important to get honest and constructive feedback. It can be difficult to get and is dependent on the work culture you're in, how open you are to coaching and how effective your boss is at providing it. Coaching can help improve weak areas as an avenue for professional growth and it has research evidence to support its effectiveness.
Instead of focusing on your strengths, a better way is to develop your self-awareness. Work hard, know yourself and know what you want to achieve. Let your goals dictate where you put your energy and focus, regardless of whether they're a strength or a weakness. Setting incremental goals and adapting to feedback is a growth mindset and a better path to achieving higher success.
- Stop Focusing On Your Strengths, by Tomas Chamorro-Premuzic. Tomas is an organizational psychologist and researches extensively on personality in the workplace.
- Managers as coaches puts the case for why managers should be coaches and practical advice on how to do it.
- How to get honest feedback in the workplace, because it's more than just asking your peers or employees. There are subtle non-verbals and other clues you can watch for.
- Why we're not very self-aware in the workplace, and how high self-awareness leads to better team performance.