“I’ve had feedback that I need to work on my X” is often the first thing an executive coaching client tells me following a 360 Feedback assessment. If you are not familiar with such feedback diagnostics, a 360 Feedback assessment is the result of anonymous feedback from a leader’s direct reports, line manager, peers, suppliers, customers etc. Both quantitative and qualitative data is provided in the results including written comments about strengths and areas to improve.
Clients will look at the areas to improve first. This is due to how the brain is wired: to look for potential threats first and feedback is definitely considered a threat to the brain. The very word “feedback” has shown to trigger an activation of the limbic system in research by X (X, year). Not surprisingly in order to help my client focus on the positive, I will encourage them to highlight what skills and traits has been valued and praised first instead.
One of the many aspects of coaching that I love is helping my clients to recognise and identify their many strengths. It is not uncommon for them to not fully recognise what they excel at and what comes naturally to them. Often they are not embracing what they are good at and instead, are trying to fix supposed flaws and weaknesses.
At Brighter Thinking, we focus on enhancing strengths: I am not here to fix someone and don’t take on coaching work with organisations – or spouses – if that is their request.
How to identify / discover your strengths
1. Think and reflect
Think about what comes easy to you and what you are naturally good at. Others may struggle, but you find doing it effortless.
Tune in to what you love doing. What gets you in flow state (or the zone) where you are so absorbed and immersed in the activity that time stands still. Usually these are tasks where there is an enjoyable balance of challenge and skill, resulting in peak performance.
Reflect on past successes. This is always recommended because we easily forget our accomplishments however, there are useful clues. Determine what skills and qualities you made use of to attain those objectives.
2. Ask others for feedback
What have others said that you are really good at? Ask for feedback if you do not have any recent answers. This can be gained via an informal chat, sending an email to managers and colleagues and a WhatsApp to friends and family. What are the themes?
Alternatively, you can use an aforementioned 360 Feedback assessment to seek feedback anonymously. Employers will usually pay for this as part of leadership development initiatives. Or if you are self-employed, you can implement this yourself for a small investment (e.g. under £150 / $200 Euro 200).
The challenge is deciding which validated tool to use. Plus, ensure that you solicit feedback from a wide variety of people who interact with you the most. You will also receive comments for improvement from the raters so be open to this, as highlighted above.
3. Take a strengths psychometric tool
I regularly recommend the following validated tools to my executive and business coaching clients (I do not get paid for recommending them):
CliftonStrengths® (formerly StrengthsFinder) – either buy the book that includes the code to access the online assessment or different versions are available to buy online, depending on whether you want to know your top 5 or full 34 strengths. Without exception, clients (and me) have found the results illuminating and useful. It often provides you with the vocabulary to describe strengths that you would not have described as such.
VIA Character Strengths – this FREE online character strengths survey originated from Positive Psychology and is a good start to your exploration. Or see if it backs up your answers from other strengths assessments…
Incorporate / own your strengths
Like the previous Brighter Thinking Tip last month on discovering your values, reflect on how many of your strengths you are incorporating and enjoying in your life. As a result, you may decide that you are not currently utilising lots of your strengths at work, or at home and that changes are required.
This does not have to mean leaving work or ditching a personal interest. However, this could be necessary, especially if you have been trying to shoehorn yourself to deploy non-strengths every day. Or someone else wants you to do a role that is not a natural fit for you. A quick and easy win is to apply your strengths to existing activities and tasks. Get creative!
Using your strengths will positively impact your motivation, wellbeing, confidence and job satisfaction leading to long-term success and improved relationships. You know this already because you feel it! Work with your brain and not against it!
Contact me to share your learning and insights from focusing on your strengths, to benefit from some non-judgemental help and/or accountability.
Remember, you get what you focus on.