Don't Let Strengths Become Setbacks

Posted on January 16, 2020 by Michael Alston, One of Thousands of Retirement Coaches on Noomii.

Consider the characteristics of the following three leaders:
a) Mary, a director of volunteer services, is a warm and giving team player.

b) Jack, a sales manager, asserts his independence and self-reliance to
produce outstanding sales results.

c) Donna, a nursing coordinator, is a passionate advocate for her profession.
It appears that any of these individuals would be a valuable contributor to the
team, but the same strengths that support their successes can also act
against them and turn into a professional liability.

For instance:
a) Mary’s desire to help becomes intrusive when she involves herself in other
people’s work without being asked.

b) Jack disregards teamwork and often will follow his own agenda, instead of
seeking input and fostering collaboration among his colleagues.

c) Donna is narrowly focused on her own profession and alienates colleagues
from other functional areas, such as finance and human resources.

We can see from these examples that over-exercised strengths can decrease
performance effectiveness. But addressing these situations constructively in
the workplace is delicate. On one hand, leaders need to be able to build, grow
and flex their strengths to achieve personal satisfaction and professional
success. On the other hand, they also need to discern when over-exercising
their strengths will decelerate their professional momentum and impede their
overall success.

How can talent managers effectively support leaders in changing their
approach while still maintaining confidence in their own strengths? A few
simple coaching techniques can help strike the right balance:

1. Focus on how the strength has contributed to the leader’s success.
Ask the leader to describe the strength. When does he or she normally exert
it? How has it contributed to his or her success? In which situations does the
strength have the most positive impact? How do others react to this strength?
What are the outcomes after flexing the strength? After assessing the leader’s
perspectives, consider sharing your own observations of when the strength
was demonstrated appropriately and effectively.

2. Focus on when the strength has detracted from the leader’s success.
Ask the leader to describe a time when exerting the strength did not produce
the intended results. What was the circumstance? Who was involved? What
was his or her response? What was the ultimate outcome? After engaging the
leader in dialogue, talent managers can consider sharing their own
observations of when the strength was demonstrated without achieving
intended or desirable results.

3. Identify the cues that emerge when the strength becomes a liability or
when the break-even point is reached.
Ask the leader to compare the successful and unsuccessful scenarios. How
did the circumstances or environments differ? How did the individuals involved
in each circumstance respond differently? What other cues were present to
reflect whether the strength was exercised effectively or not?

4. Ask the leader how he or she will become more aware of the breakeven point in future situations.
How will the leader modify his or her approach when cues arise indicating that
the strength is becoming a liability? What feedback or other information will
the leader need to ensure he or she is flexing strengths to support successful
outcomes? Who will provide this feedback and when?
Taking a thoughtful, strategic approach to this coaching interaction is critical
because leaders who have exerted strengths and subsequently reaped
intrinsic or external rewards in the past initially might not be receptive to this
constructive feedback. They may defend their approach, blame others for
being jealous of or threatened by the demonstrated strengths, or excuse their
behavior by explaining that others are misinterpreting intentions.
Regardless of the excuses, effective leadership requires constant reputation
management. If over-exercised strengths are damaging productivity,
effectiveness or working relationships with others, then it’s time to consider a
modified approach. A well-planned coaching interaction can support
behavioral change through mutual dialogue, empathy, a blend of positive and
constructive feedback, accountability and commitment toward improvement.

By Anthony M. Gigliotti | Talent Management
[About the Author: Anthony M. Gigliotti is an HR professional with more than
15 years of experience primarily within the health care industry, and has
served as guest lecturer at several universities, including Carnegie Mellon
University and the University of Pittsburgh.]