Updated: Jun 18, 2021
Are you quick to dismiss compliments from others?
You rush through the positive feedback only to dwell on the negative?
Do you downplay your contribution instead of saying “thank you”?
Do you only focus on your areas of weakness?
After conducting 360- degree feedback assessments for an organization, I was again reminded that while each leader had specific areas of strength, where they were adding value, I noticed many were under scoring themselves on those strengths. Their boss, peers, direct reports, and stakeholders scored them higher on specific skillsets than their own self-scores.
What contributes to this gap?
We call these hidden strengths. Sometimes the leader is overly modest, other times they are not self- aware enough to see those strengths and own them. Also, they may not understand that skill or competency and what it means. For example, to be good at creating a vision and inspiring their team to help execute that vision may be something they may not realize they are great at. Until they know what skills go into inspiring their team, they may not recognize that they do this quite well.
What does it mean to Own your strengths?
1. You are clear on the value you bring to the team and organization
2. You are aware of and understand your uniqueness
3. Knowing where you excel, allows you to target how to take it to the next level
4. You have self- awareness, which makes us more open to learning, experimenting, taking risks
5. You will feel confident
Benefits of ownership- Get in your zone
When tapping into strengths, it feels energizing and engaging. Your values will be aligned and congruent with your actions, and you will be able to contribute more. So, volunteer to do things in your wheelhouse, what you are great at. That way you can produce even better results.
Where to start
1. Ask others what your strengths are and actively listen.
2. Volunteer for a project that aligns with your strengths.
3. Realize humans are wired to notice what is wrong and what the flaws are. Rather than looking for the wrinkles in the mirror, appreciate your smile.
4. Expect it to take a bit of extra effort in the beginning to see the strengths.
5. Ask your people what their top strengths are and give your inputs.
6. Create an accomplishments list and show it to your manager. Be sure to categorize it by your strengths.
Contact me at firstname.lastname@example.org if you want help with strategies to improve your leadership, and learn how to get along better with those you work with.
Onpoint Leadership now also delivers consulting on all aspects of business.