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What is Strengths Based Development?
The position can be summarized as:
- our talents are pretty much hard-wired so don’t expect too much change
- attempting to fix our weaknesses is hard work with limited returns
- it is our strengths that have the leverage to move us to exceptional levels of performance
Why is Strengths Based Development Flawed?
The position is problematic because:
- Why bother trying to get better? If it’s hard the best thing to do is … give up?
- It may be easier and more fun to work on strengths but it’s not always what’s best for you.
- More of a good thing isn’t always better. Even a strength can be problematic in some situations.
- This approach doesn’t reflect the reality of leadership.
It starts from the wrong place!
- The mistake is made when leaders start the process by analyzing their own strengths and weaknesses. This is the wrong place to begin!
- Rather we should start by analyzing the key competencies required of their current job or desired future role.
- Some of your weaknesses (or strengths) may be immaterial to the current role you have or the future role you want.
- Spending valuable development efforts on strengths (or weaknesses) could be a waste of time if they don’t directly apply to the job you have or the job you want.
What You Should Do Instead of Strengths Based Development
Analyze the Job
- What Knowledge, Skills and Abilities that are the keys to success in the job you have or better yet … the job you want.
- Rank them in terms of their relative impact on being successful in that role. (High, Medium Low or 5 point scale for example)
Analyze Yourself
- Rank your competence levels. Which are Strength areas and which are Stretch, on which would you say you are Competent.
- Rank the competencies in terms of the effort required or difficulty you would have in moving it up one level.
| KSA’s | Impact | Strength or Stretch | Effort | Action |
| 1. | High | Stretch | High | |
| 2. | High | Strength | Low | |
| 3. | High | Competent | Low | |
| 4. | High | Stretch | Medium | |
| 5. | Medium | Strength | Low | |
| 6. | Medium | Competent | Low | |
| 7. | Low | Stretch | High |
Elements of a Development Plan
Three Things to Remember about Strengths Based Development
- Position yourself for roles where your strengths will shine.
- Start with the Job, not your strengths and weaknesses.
- 70 – 20- 10
Watch the ‘3-Minute Crash Course’ about Strengths Based Development (CLICK THE ARROW TO START THE VIDEO):
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