Introduction
Imagine you’re scrolling through your LinkedIn feed, sipping your morning coffee, and you stumble upon terms like ‘strengths-leadership’ or ‘strengths coaching.’ You might think, “Another buzzword? How is this different from traditional coaching?”
Well, it’s like comparing a superhero with their alter ego. One taps into superpowers (yes, you have them!), while the other sticks to mundane routines.
So in this blog, we will compare strengths leadership vs traditional leadership. And we will be very detailed about everything. Feel free to skim to whichever question in the blog that interests you the most.
Why compare traditional and strengths leadership?
In the evolving landscape of leadership, understanding the differences between traditional and strengths-based approaches is crucial. Traditional coaching is generally one-size-fits-all. Strengths coaching, on the other hand, is like having a personalized roadmap to your superpowers. Choosing strengths coaching over traditional methods will lead to better outcomes in today’s dynamic work environment.
Fun Fact: People who focus on their strengths are three times more likely to report having an excellent quality of life. Intrigued yet?
The Manager’s Dilemma: Balancing Multiple Responsibilities
Let’s be honest. Managers wear many hats: leader, mentor, problem-solver, and the go-to person for putting out fires. They juggle business objectives while ensuring their team remains engaged and productive. Often, this balancing act extends into personal time, leading to burnout.
Scary Fact: According to a Gallup 2023 report, Australians and New Zealanders top the global stress levels at 47%. No wonder managers are the most burnt-out group in the workplace!
Leadership styles play a crucial role in shaping an organization’s culture, employee engagement & wellbeing, and overall success.
What Defines Traditional Leadership?
What are the core principles of traditional leadership?
Traditional leadership is all about hierarchy, clear authority, and a focus on uniformity and control. Think of it as a pyramid, with the leader at the top calling the shots. It works well in stable environments but doesn’t always tap into the full potential of the team.
The problem with traditional leadership is that it’s a one-size-fits-all leadership style.
What Defines Strengths Leadership?
What is the strengths-based coaching approach?
Strengths-based coaching, such as the methods used in Strengthsify Your Career, focuses on identifying and leveraging individual talents. This approach encourages leaders to build on what employees naturally do best, fostering a culture of engagement and productivity.
What are the advantages of a strengths-based approach?
A strengths-based approach is a game-changer for building successful teams. There is plenty of scientific evidence to back it up. Gallup reports that employees who focus on their strengths are 6x more likely to report feeling engaged at work. Workgroups that received strengths interventions saw an average increase of 10% to 19% in sales and 14% to 29% in profit.
The strengths-based approach enhances job satisfaction, increases engagement, and boosts performance. Leaders can create a more motivated and cohesive team dynamic by recognizing and utilizing each team member’s unique strengths.
Characteristics of Traditional Leaders
What traits are commonly found in traditional leaders?
Traditional leaders are decision-makers who value order and consistency.
They motivate teams by providing detailed instructions and specific goals.
They tend to manage what we call Dependent Teams or Independent Teams.
Here are the traits of a Dependant Team
- Collection of individuals who have their own roles and work under closer supervision of a manager.
- The manager is in charge of the agenda, priorities, and rules for the team.
- Each team member looks to the manager to provide, work assignments, solve problems, make decisions.
- Lack the collaboration & freedom needed to adapt, innovate & grow productively.
- Challenging to sustain high-performance levels.
- Task-oriented teams where individual growth, development, and engagement are often ignored.
Here are the traits of an Independent team:
- Collection of individuals who have their own roles – work on their own tasks with general direction from the manager.
- High-performance levels do not come easy for independent teams.
- Requires concerted efforts to improve & develop.
- When identifying areas for improvement they create an improvement plan that concentrate on minimizing or fixing weaknesses while maintaining each person’s level of strength.
- Restricts opportunities for greatness – approach relies on:
- Best in the role display the same behavior and achieve success in the same way
- If people fix their weaknesses, they will attain success
- Limited opportunities for team members to join forces to complement each other’s strengths.
What are the Characteristics of Strengths-Based Leaders?
What traits are commonly found in strengths-based leaders?
Strengths-based leaders align tasks with team members’ natural strengths. This helps employees to be far more enthusiastic about the work they do leading to better performance.
Strengths-based leaders are typically empathetic, supportive, and collaborative. They focus on personal development and team dynamics, recognizing and nurturing individual talents to achieve collective goals.
The team type they manage is what we call an Interdependent Team.
Here are the traits of an Interdependent Teams
- Rely on each other to get work done!
- Position team members so that each can do what he/she does best
- Focus on each person’s strengths and manage around his/her weaknesses
- Mindset – the team has lots of talent to draw on and leverage. Take advantage of their collective talents
- Share a common mission and purpose
- Aware of their unique talents and how they can help the team respond to or achieve performance challenges or goals
- Know how other team members can best contribute
Fun Fact: Did you know 69% of people say that being recognized as an individual was more motivating than being recognized as a team?
In strength-based leadership, the ‘boss’ is replaced by the ‘coach’. And they assign projects that leverage each person’s strengths, keeping things engaging and allowing them to shine. See this image to get more clarity.
A study found that on investing in strengths, performance increased by 1.6x when average performers invested in a skill. People who were already naturally talented at that skill increased their performance by 8x times.
Want to know how to build a strengths-based culture? Read our blog on how to foster a strength-based culture in 4 steps
What is the Key to Effective Coaching?
So what makes coaching effective?
Effective coaching relies on personalized guidance, ongoing feedback loops, and a steadfast commitment to nurturing growth and development. When comparing traditional coaching with strengths-based approaches, the distinction in effectiveness becomes clear.
Traditional coaching corrects weaknesses, while strengths-based coaching boosts strengths for sustainable growth and higher engagement. Research shows that strengths-based approaches lead to six times more employee engagement and improved productivity.
How Can Leaders Help Employees Achieve Their Goals?
How does traditional leadership & strengths leadership support employee goals?
Traditional leadership and strengths-based leadership both aim to support employee goals, but they take different approaches:
- Traditional Leadership: The Roadmap: Think of a traditional leader as a mapmaker, providing clear direction and goals ensuring everyone’s on the same page. This can be helpful for achieving specific objectives and maintaining order.
- Strengths-Based Leadership: The GPS: Strengths-based leaders are like GPS navigators, helping employees find the best route to their goals. They focus on individual strengths, equipping team members with the right tools and opportunities to use their talents. This fosters engagement and empowers people to excel in their unique ways.
Here’s the key difference: Traditional leadership ensures everyone is going in the right direction, while strengths-based leadership helps them get there in the most fulfilling and effective way.
How Can Leaders Foster Team Collaboration and Success?
Imagine a team where everyone feels like a superstar, not just because they’re good, but because they’re doing what they do best every day. That’s the power of strengths-based leadership!
Transforming Workplace Relationships.
How can traditional leadership improve relationships?
How can strengths leadership improve relationships?
Traditional leadership can improve relationships through clear communication, consistency, and accountability. However, it may lack the personal connection needed for deep trust and engagement.
Whereas, strengths leadership fosters strong workplace relationships by recognizing and valuing individual contributions, encouraging open dialogue, and creating a supportive environment. This approach builds trust and camaraderie.
Want to become a Strengths-based Leader? Read our blog on how Kintsugi Leadership can TRANSFORM your Workplace.
They’re about identifying and utilising the natural talents that each person brings to the table. Implementing a strengths-based approach can transform your organization. You can foster a culture of growth, innovation, and resilience.
By embracing a strengths-based leadership approach, you can create a work environment that motivates, engages, and empowers your team, ultimately propelling your organization toward long-term success.
How to Lead Winning Teams with Strengths-Based Coaching?
Strengths-based coaching is effective because it focuses on maximizing individual potential, fostering collaboration, and creating a positive work environment. Strengths-based cultures consistently outperform others. It’s staggering to know that More Than 90% of Fortune 500 Companies Have Used CliftonStrengths.
Why? Employees thrive when they can contribute to organisational outcomes by doing what they do best every day. For more insights read our blog on
How to Foster a Strength-Based Culture When Leading Teams.
How to Enhance Diversity and Inclusion with Strengths-Based Coaching?
Diversity and inclusion aren’t just buzzwords, they’re crucial for better problem-solving and innovation. Traditional leadership often addresses diversity and inclusion through policies and compliance measures. In contrast. strengths-based leadership goes a step further by recognising and valuing the unique strengths of each individual.
This approach not only supports diversity but actively enhances it by fostering an inclusive environment where everyone can thrive, leveraging their personal strengths to contribute meaningfully to the team and the organisation.
Conclusion
When it comes to leadership and coaching, a transformative shift is happening. The future of work is here, and today’s workers prioritize personal growth over mere job satisfaction. Unlike previous generations, they expect more from their workplaces, driven by constant communication and heightened awareness of what a great job can be.
This shift demands that managers evolve from bosses to coaches, providing purpose, focusing on development, and leading ongoing conversations that integrate life and work seamlessly. Becoming a high-performance manager means embracing the role of a great coach.
One of Gallup’s significant discoveries: the manager or team leader alone accounts for 70% of the variance in team engagement.
To navigate this new landscape effectively, where everyone thrives at work and in life, leaders must prioritize this shift. It’s time to stop paying lip service to the idea that people are the greatest asset and start acting on it.
Ready to transform your leadership approach? Contact us today to learn how we can support your journey towards becoming a strengths-based leader or organisation.
