Why fixing weaknesses is killing your leadership
How to unlock your team's potential by focusing on what they do best
Many leadership strategies focus on fixing employees' weaknesses, which can be okay at times. However, strengths-based leadership focuses on a different approach.
In today's article, we're going to see what this approach is and why it will maximize your employee's productivity.
Understanding the power of strengths-based leadership
Definition
A management philosophy that focuses on identifying and improving on natural talents and capabilities within teams.
In simple words - focus on what's strong, rather than what's weak.
It works on positive psychology and personal growth over 'deficit-based' approaches.
Characteristics
Identifies and strengthens individual strengths to improve performance
Encourages collaboration and team synergy by balancing complementary strengths
Builds a positive, engaging workplace culture that improves employee well-being
Why traditional leadership approaches often fail
Many conventional leadership strategies emphasize identifying and correcting weaknesses rather than optimizing strengths.
It's true that skill development is important, but forcing people to work in areas where they lack natural ability can lead to:
Lower engagement – Employees feel discouraged when they focus on weaknesses.
Decreased performance – People struggle in roles that don't suit their strengths.
Higher turnover – Frustration with job roles leads to disengagement and resignations.
According to Gallup, employees who use their strengths daily are six times more engaged at work and three times more likely to report a high quality of life.
Clearly, a strengths-focused approach leads to better motivation, productivity, and workplace satisfaction.
Before you start, you need trust
Before you can lead successfully, your team must respect and trust you.
Gallup’s research found that the most effective leaders consistently show four key leadership qualities that command respect:
Caring – People are more engaged when they feel their leaders genuinely care about them.
Honesty – Transparency builds trust. Trust improves team's engagement and efficiency.
Steadiness – Consistency and stability create a secure work environment.
Optimism – A positive vision for the future keeps employees motivated.
How to categorize people's strengths
Gallup categorizes leadership strengths into four core types.
The key to strengths-based leadership is not trying to master all of them yourself but building a balanced team where each person’s strengths complement the others.
1. Executing: The "Get It Done" Strength
People with executing strengths are action-oriented. They will get things done.
Key traits: Discipline, responsibility, efficiency, reliability.
Example: Wendy Kopp, founder of Teach for America, exemplifies executing strength. She saw a need for better education, took responsibility, and worked persistently to make it happen.
💡 How to apply it:
As a leader: Show your team that you're willing to take action, not just delegate.
With team members: Give executors the autonomy to take ownership of important tasks.
2. Influencing: The "Lead from the Front" Strength
Influencers know how to persuade, inspire, and energize others.
They’re the people who naturally take charge in meetings and can rally others toward a shared vision.
Key traits: Confidence, persuasion, charisma, motivation.
Example: Simon Cooper, former president of Ritz-Carlton, capitalized on his team’s exceptional service and expanded the company into new markets.
💡 How to apply it:
As a leader: Use your confidence to inspire but also focus on building long-term trust.
With team members: Put influencers in customer-facing roles or leadership positions.
3. Relationship-Building: The "Glue that holds the team together" Strength
Relationship builders create strong, connected teams by building trust, collaboration, and emotional intelligence.
Key traits: Empathy, trust-worthy, inclusivity, team cohesion.
✅ Example: Mervyn Davies, former CEO of Standard Chartered, earned his team’s trust by being transparent, empowering employees, and listening to their concerns.
💡 How to apply it:
As a leader: Build deep, trusting relationships with your team by listening and valuing their contributions.
With team members: Encourage relationship-builders to mentor and connect team members.
4. Strategic Thinking: The "Visionary planner" Strength
Strategic thinkers are big-picture problem solvers. They analyze information, ask the right questions, and develop long-term plans to improve performance.
Key traits: Critical thinking, innovation, problem-solving, curiosity.
✅ Example: Brad Anderson, former CEO of Best Buy, used strategic thinking to transform the company’s sales model based on customer feedback.
💡 How to apply it:
As a leader: Encourage innovation and make time for long-term planning.
With team members: Give strategic thinkers research-based tasks and opportunities to present new ideas.
Final thoughts
The best leaders don’t try to be good at everything.
they focus on their strengths and surround themselves with people who balance their weaknesses.
Identify your top strengths and focus on maximizing them.
Build a well-rounded team with diverse strengths.
Encourage team members to work in areas where they naturally excel.
By applying strengths-based leadership, you’ll multiply engagement, increase productivity, and create a workplace where people feel valued and motivated.
This article was written with WriteRoom