Effective leadership thrives on authenticity and the recognition of one’s innate strengths. Far from being an inherent trait, leadership is a skill honed through understanding and applying one’s unique abilities.

The common perception of a ‘natural-born leader’ often conjures images of a charismatic, influential individual who effortlessly captivates and motivates. However, this stereotype overlooks the essence of true leadership: the alignment of personal strengths with leadership objectives.

Leaders often fall into the trap of emulating styles that do not align with their inherent strengths, leading to diminished confidence, engagement and effectiveness.

A pivotal moment for many professionals is the transition from being an individual contributor to leading a team. This shift requires a reevaluation of one’s strengths, as the skills that once contributed to personal success might differ from those needed to lead others effectively. The key lies not in molding oneself into an unfamiliar persona, but rather in identifying and leveraging existing strengths to guide a team toward its objectives.

Leaders often fall into the trap of emulating styles that do not align with their inherent strengths, leading to diminished confidence, engagement and effectiveness. In fact, past research from the University of Illinois suggests that 30 percent of leadership is down to genetics, while 70 percent is learned as a result of life experiences.

Leadership is often mistakenly seen as an inherent strength. However, like any skill, it can be learned and developed. True strength lies in one’s natural thought processes, feelings and behaviors. Recognizing and aligning these innate strengths with leadership tasks is what differentiates one leader from another. This approach fosters a variety of leadership styles, each uniquely effective.

Contrasting Leadership Styles

A classic example of this from Strengths Based Leadership by Tom Rath and Barry Conchie is the contrasting leadership styles of historical figures Winston Churchill and Mahatma Gandhi.

Each leader utilized their unique strengths to meet their nation’s needs. Churchill was bold and brash. Gandhi was quiet and serene. This vast differentiation highlights that leadership is not about a one-size-fits-all approach but about understanding the specific requirements of the situation and applying one’s strengths accordingly. The United Kingdom needed Churchill for that time and situation. India needed Gandhi for that time and situation.

It is not about being well-rounded individually, but about creating a well-rounded team.

In my own experience, a compelling example of strength-based leadership is the case of a manager who transitioned to a strength-based approach after experiencing burnout and doubt in her leadership abilities. Her key strengths, such as taking responsibility and problem-solving, initially led to micromanagement.

However, by realigning her approach to leverage these strengths productively she transformed her leadership style, resulting in increased team empowerment, productivity and her own job satisfaction.

In an era where transitioning into leadership roles is common, understanding and utilizing personal strengths and those of team members is essential. It is not about being well-rounded individually, but about creating a well-rounded team.

Take Action

To start embracing strength-based leadership for yourself and your team, follow this three-step process:

Step One: Name It. The journey to effective leadership begins with the crucial step of recognizing your inherent talents. This involves introspection and understanding what others value in you.

Questions to ask yourself might include: What tasks do I find easy that others struggle with? What activities energize me?  What are the consistent praises or requests for help I receive from others?

These reflections help unearth your natural talents, which are often overlooked as they are seamlessly integrated into your daily life.

Step Two: Claim It. The challenge often lies in owning these discovered strengths. Why is it difficult for individuals to claim their strengths? One reason could be the human tendency to undervalue what comes easily to us. We often overlook our natural abilities because they don’t require the same effort as skills we must work hard to develop.

Societal norms sometimes discourage us from acknowledging our strengths, mistaking self-recognition for arrogance. However, acknowledging and embracing your strengths is not self-aggrandizement but a critical step in authentic leadership. It involves an honest appraisal of what you naturally bring to the table and recognizing that these attributes are valuable and unique.

Step Three: Aim It. With a clear understanding and acceptance of your strengths, the next step is to align them with your leadership objectives. This means setting goals that leverage your innate abilities. Consider what leadership outcomes you aspire to achieve and how your unique strengths can drive these objectives.

Do your natural talents lend themselves to inspiring and motivating others, strategic thinking or perhaps fostering collaborative environments? By setting strength-based goals, you channel your innate abilities toward effective leadership, ensuring that your approach is not only authentic but also aligned with the needs of your team and organization.

Why Now?

Effective leadership is not about adopting a particular style, but rather it is and always has been about understanding and harnessing one’s unique strengths. By focusing on these strengths, leaders can cultivate a genuine, effective leadership style that resonates with their team and aligns with their objectives.

As written in the South African Journal of Business Management, “Strengths-based leaders concentrate on the identification, deployment and development of their own and subordinates’ strengths, which in turn improve organizational effectiveness.”

Effective leadership is not about adopting a particular style, but rather it is and always has been about understanding and harnessing one’s unique strengths.

Now more than ever, the success of a company depends on leaders who understand their personal strengths to unite a diverse team where each member’s strengths complement the others. This leads to a dynamic, agile and effective work environment that can keep up with ever-changing demands.

I have personally witnessed this approach not only enhance individual leadership effectiveness, but also contribute to a more dynamic, empowered and successful team environment – and I know it can do the same for you.