When leaders are focusing on helping their team members grow, many unintentionally start in the wrong place: weaknesses. We spend so much time correcting what’s “not working” that we overlook the fastest path to performance and fulfillment.
At tagLeaders, we take a different approach. Strengths-based development is about unlocking what people naturally do well and using those strengths as the fuel for growth, confidence, and impact.
One of the core tools we leverage is the CliftonStrengths assessment, a research-backed way to identify a person’s top talents. We use CliftonStrengths to guide meaningful coaching conversations, uncover what energizes people, and help leaders shape roles, responsibilities, and development plans that actually stick. When leaders understand their team’s strengths through a shared language, everything (from delegation to decision-making) gets clearer.
When leaders highlight strengths, people stop feeling like problems to fix and start seeing themselves as contributors with unique value. They take ownership. They show up with more confidence. And they engage in deeper conversations about how they can make a bigger impact.
This approach doesn’t ignore weaknesses. It simply flips the script: instead of starting with gaps, we start with what naturally works. From there, development becomes more intuitive and sustainable.
Here are three strength-driven practices leaders can use right away:
- Spot what’s strong (not just what’s wrong): Look for moments when people are energized and in flow. Those moments reveal strengths in action.
- Align strengths to real work: Delegate and design work so people spend more time using their best abilities.
- Coach through strengths: Ask: Which of your strengths can help you move forward? It creates momentum instead of defensiveness.
If you want to explore how CliftonStrengths and strengths-based development can support your leaders or teams, reach out. We’d love to help you bring this approach into your organization.
