There's a lot of interest in Strengths-based development at the moment.
This article from Canada called Pumping Up Your Strengths is a good summary of the reasons why recognising and building leaders' strong points can be a valuable and positive activity.
I would like to add a couple of points:
- First, that this approach will be very successful for individuals and their organisations provided they are already in the right job, in other words, where their strengths match the requirements of the job, are a key part of their performance measures, and are appropriate for the team they lead.
- Second, and here is where I disagree with the article, it's critical for the individual, his/her manager and the organisation to understand the person's weaknesses as well - otherwise how are they going to ensure that the person is in the right job, that they are able to meet the demands of their role, and that they are being given the right opportunities to develop their talents and career?
I'm all for positivity and playing to strengths, but let's not throw the baby out with the bath water!