Which CliftonStrengths Make Good Leaders?
If you’re in a position of leadership or are considering taking on additional responsibilities, you’ve probably found yourself asking, “Do I really have what it takes to lead well?” Or if you are considering hiring a new team member or giving someone a promotion, you likely wonder, “Do they have what it takes?” These are natural questions, and they deserve an answer.
The CliftonStrengths assessment is a tool that provides helpful language when these questions arise. It is based on over 50 years of research, has been taken by nearly 30 million people worldwide, and has been used by more than 90% of Fortune 500 companies. The assessment examines your naturally occurring patterns of thought, feeling, and behavior. Your results point to what you do well and can serve as a roadmap to success.
So, which CliftonStrengths themes make for the best leaders? It depends.
For a leader, success requires building strong relationships, clear and effective communication, creating accountability, inspiring others, navigating change, critical thinking, and developing people. Your CliftonStrengths results describe how you can do this best, not whether or not you are capable of doing a certain job. They help you understand your leadership style. They can also serve as a filter when you are deciding what opportunities to take.
You can use your talents to lead, no matter what they are. Instead of using the assessment to deem someone qualified or unqualified for a particular role, there are better questions to ask:
Will this leadership role give the person an opportunity to use their talents in a way that benefits themself, their team, and the organization?
When people use their natural talents, you’re more likely to see glimpses of excellence in their performance, and they are more likely to be excited about the work they’re doing. That’s good for them and everyone they work with.
Is there evidence that they have matured in their talents and are willing to continue that growth?
Our talents are neutral. They come with bright spots and blind spots. For example, If someone has Strategicã as a talent, they naturally spot patterns and issues and find alternative paths forward. It can be a great quality for a leader. However, if someone hasn’t matured in the way they use this talent, they may get stuck in “what if” mode instead of moving projects along. Maturing in Strategicã means learning to think on your feet, bring others into your thought process, and communicate about necessary changes. No matter what their talents, a leader will be more effective if they are committed to investing in themselves and developing their strengths.
Are they willing to learn from and collaborate with others?
People need one another. A leader who uses command and control tactics will miss out on valuable perspective from others and create an environment where people feel restricted. A team will perform better when each individual has a voice and is encouraged to use their talents.
You can lead no matter what your strengths are. The most important thing is that you lead in a way that is more YOU, and, that when you are in a position of leadership, you encourage others to use their natural talents as well.
Interested in getting started with the CliftonStrengths assessment for you or your team?