Being a strong leader is something that a lot of us aspire to, whether we’re serving in a position of leadership or not – whatever our role in our firms, the way we work, collaborate, and engage with others has a big impact on them. Knowing your strengths, and leveraging them, can help you create great teams within your firm, and as collaboration is key to success, this is a skill we certainly want to pursue.
A few years ago, I had the opportunity to take a strengths assessment test called StrengthsFinder, which provided me with five themes, and what stood out within each of those themes (more on my results later). In the follow up to taking this assessment, I learned that we’re all inclined to want to focus on areas of weakness and how to improve them. 61% of people believe that we grow most in areas of greatest weakness [statistics and themes are from a session with Alycia Sutor, of then Akina Corporation, now GrowthPlay].
That’s why we address weaknesses in performance reviews, and ask people to change or strengthen those areas. Even when we’re looking critically at our own performances, we’re looking for feedback on areas where we can do better, what our liabilities are, and how we can improve or mitigate them.