Flip

7/2/2019

I was in Canada at a change leadership event aimed at paving the way for a new global initiative. My role was as organisation development consultant, invited to share psychological and cultural insights that could turn out to be significant as things moved forward. I was new to change management on such a large, complex, international scale and, at times, felt out of my depth, as did a number of my colleagues who were experienced experts in the field. We persevered and it was a useful event.

At the end I asked Ric Matthews, programme leader, to give me some feedback on how he had experienced both me and my contribution during those 2 weeks. I was new to the organisation and keen to learn. He looked at me directly and gave me a fairly succinct list of things he had seen and had experienced as my strengths, along with a similar-length list of things that he had seen as my weaknesses. I could recognise everything he described and thanked him for his honesty and clarity.

Ric ended by saying, ‘My advice is to focus on and build on your strengths, not to focus on and spend effort addressing your weaknesses. Your weaknesses may in fact turn out to be the flip sides of your strengths. In addressing your weaknesses, you may inadvertently undermine your strengths.’ This was my first introduction to an explicit strengths-based approach to leadership and change. It felt energising, inspiring and liberating. It has had a huge impact on my work and career since.

If you’re familiar with appreciative inquiry and-or solutions-focused coaching, you will notice resonances with a strengths-based approach. It’s about building on what is going well, shifting our attention from problems to solutions, moving our gaze from deficits to possibilities. It’s being aware of what we do well, using and developing it and releasing our full potential to become all we can be. How do you use this type of positive psychology in your work as leader, coach, OD or trainer?

65 Comments

Bernard Morris

7/2/2019 05:09:52 pm

A balanced approach is the only answer. SWOT Analysis has worked for years and some of the most successful entrepreneurs, I have ever met, swear by the process.
You can be happy if your Strength is, your engine is tuned up and raring to go. But if your Weakness is you have a wheel missing, your in trouble.

Nick Wright

7/2/2019 05:12:56 pm

Hi Bernard. What a great metaphor! :) I guess the shift towards strengths-based approaches is based on the idea that people and organisations have often spent so much time on the wheels - the deficits or hygiene factors, if you like - that missed the performance potential of a highly-tuned engine or a skilled and enthusiastic driver..?

22/2/2019 11:41:15 am

Nick, if only business organizations were that simple. Perhaps I have seen too many unexpected wheels falling off.

22/2/2019 11:41:27 am

Benjamin Hellmoldt

7/2/2019 05:39:24 pm

Great article, thank you!

7/2/2019 05:40:06 pm

Thank you for such positive feedback, Benjamin!

Frances White

7/2/2019 07:55:12 pm

Maybe it doesn't have to be strengths or weaknesses but just who you are and what you do, how you're thinking, what you notice?
The world has become fixated with good/bad, right/wrong, strength/weakness, powerful/powerless , the blamed/the blameless ...
I find that we inhabit all these spaces and more. True self-reflection and recognising all our emotional colours and nuances is such a great place to have the conversation xxxx

7/2/2019 07:57:44 pm

Thanks Frances. That's an interesting reframing. I think the 'Flip' idea suggests that, rather than being polarities, strengths and weaknesses may be two sides of the same coin; perhaps a bit like Yin and Yang in Chinese philosophy?

7/2/2019 09:07:18 pm

Yin and yang have very different meanings though... strength and weakness are such very common linguistic perjoratives. In my humble experience! They invite judgement in a way that shapes the narrative.

7/2/2019 09:08:27 pm

Hi Frances. That's an interesting reflection: 'They invite judgement in a way that shapes the narrative.' Definite food for thought..!

Mike Westwood

7/2/2019 07:59:16 pm

Nick
I hesitate to go along with "strengths" and "weaknesses" as separate and opposite. The world is full of dualistic constructs that lead to division: right/wrong, extravert/introvert, workers/managers, busy/idle, Brexit/Bremain and, worst of all, heaven/hell. Dualism is an obstacle to open communication and to cooperation.
To answer your question as to where to focus, energy spent on some "weaknesses" is wasted. If you are an enthusiastic starter don't put too much time on finding fault or becoming a finisher if you are hopeless at these - get someone else to do these.
Further, as for "weaknesses" - they are often "strengths" used at an inappropriate moment.

7/2/2019 08:02:23 pm

Hi Mike. Yes, the 'Flip' idea suggests that what we may regard as strengths and weaknesses may be flip sides of the same proverbial coin. That's different to dualistic thinking. I think what we regard as strengths and weaknesses is also contextual and cultural. I agree that we may waste time and energy trying to improve in areas that are nigh-impossible, or at least not worth the cost involved. That's one of the great benefits of strengths-based teamworking.

Abdelmoneim Ali

16/2/2019 04:34:52 pm

Hi Mike,
I believe we should differentiate between artificial and natural dualism. Artificial dualism is like the existence of traditional and modern sectors in third world countries where this type of dualism is basically attributed to the era of western colonialism. Contrary to that is natural dualism like what you have mentioned as right/wrong; worker/managers; hell/heaven; etc. where these are facts of life or dogmatic believes. As such both types should be addressed and dealt with in absolutely different ways. As the description of the two types of dualism implies, artificial dualism needs a problem solving approach and natural dualism needs innovative effort to improve and/or enhance the situation.

Bob Larcher

7/2/2019 08:03:34 pm

I tend to go along with Mike.
A weakness is often a strength used inapproriately.
Build on your strengths, be aware of your blind spots and embrace your weaknesess.

7/2/2019 08:08:50 pm

Hi Bob. Yes, a weakness can be a strength used inappropriately...and sometimes a strength taken to an extreme. You reminded me of Hogan psychological profiling. Are you familiar with it? https://www.hoganassessments.com/assessment/hogan-personality-inventory/ https://www.hogandarkside.com/

7/2/2019 09:43:15 pm

Thanks Nick, I'll take a look - I'm currently doing some "research" into the darkside.
Do you know the Saboteur Assessment: www.positiveintelligence.com/assessments/

7/2/2019 09:46:48 pm

Hi Bob. I haven't see the saboteur assessment before but it looks interesting and similar to Hogan's 'derailers'. Have you looked at Myers Briggs 'In the Grip' too? https://careerassessmentsite.com/assessments/mbti/2080-mbti-are-you-in-the-grip/

Dr. Sherri Yoder

7/2/2019 08:09:59 pm

Always Strengths..."Weaknesses" are non-talents, not deficits (everyone is not meant to be gifted in everything). If we're not gifted with a particular strength...we find the person in our lives we can partner with to share in their complimentary gifts!

7/2/2019 08:10:48 pm

Hi Sherri. Yes, a great illustration of the benefits of strengths-based team working!

Shalimar Abago

7/2/2019 09:22:06 pm

Great article Nick!Thanks for sharing😊

7/2/2019 09:22:57 pm

Hi Shalimar. Thanks for your positive feedback! :)

Ivan Petarnichki

7/2/2019 10:58:45 pm

Nick, I would second Mike Westwood. Here is what I would like to add to what he already wrote. Everything is dualistic. Nature always seeks and finds balance. So every time you try to build your "strengths" you build your "weaknesses" as well. Every weakness is strength and every strength is weakness. In every weakness there is strength and in every strength there is weakness. So instead of focusing on strengths and trying to build them and avoiding to focus on weaknesses, I would focus on accepting yourself as a whole, as a combination of strengths and weaknesses and use this acceptance to achieve peace of mind and life in harmony of mind, body and soul. In my coaching I focus on helping my clients grasp this concept of inevitable duality, balance and harmony and implement it in their lives. As every goal they have stems form a sense of lack of satisfaction. And this lack of satisfaction is usually unrecognized and subconscious. But removing this sense of dissatisfaction is the ultimate goal that underlines all their conscious goals. If someone is trying to build his/her strengths one is not satisfied with the level of his/her strengths. If someone is trying to avoid focusing on his/her weaknesses one is not satisfied with him/her self. Bottom line - I would advise a client not to focus on his/her strengths to the exclusion of his/her weaknesses, but to recognize his/her strengths and weaknesses and embrace both as indestructible parts of the whole of his/her personality and use each one of them to navigate easier his boat in the stormy waters of life.

7/2/2019 11:01:16 pm

Hi Ivan. That sounds very much like mindfulness or, in the therapeutic arena, acceptance commitment therapy? I'm interested. Do you have any examples you could share from experience to illustrate what the approach you describe here could look like in practice?

Ives Tay

8/2/2019 12:17:06 am

The (Carl) Jungian school of thought would be to focus on and develop one's weaknesses. Strengths are on auto-pilot; it can basically be left to its own devices. Playing up already strong strengths may backfire i.e. become excessive and not welcomed at all e.g. a person may be very good at talking but talking too much (and not listening) isn't good. The idea is to build up weaknesses to try balance it up with strengths e.g. if I am more of a listener rather than a talker, I must learn to speak up more and where it matters. The key word here is 'balance'. I tend to agree with this thinking and have been practiising it on myself - works great!

8/2/2019 12:28:07 am

Hi Ives. That's an interesting contrasting perspective. The idea of balancing strengths with weaknesses is, philosophically, quite different to a strengths-based approach. The corresponding risk with developing our weaknesses into relative strengths is that we could spend undue time and effort on things that are, realistically, beyond our capability to achieve?

9/2/2019 10:09:18 am

Hi Nick, the thinking is that our Weaknesses will never ever be Strengths but that does not mean we shelve them in a corner. We should at least try to bring it up to a point where it is no longer a weakness but a, perhaps, Average skill. If we just ignore our weaknesses, we will never improve ourselves and be better. Yes, it is not easy to develop a weakness but it certainly is possible with lots of research, observation, reflection, trial-and-error, practice and asking for help. For example, I am not into and not very good at networking but have developed this skill out of the need to survive after leaving a cushy salary-paying government job to that of an independent consultant (read 'freelancer').

9/2/2019 10:14:14 am

Thanks Ives. Yes, there can be good pragmatic reasons to address our weaknesses, e.g. if a job we desire calls for a basic level of competence in areas that aren't really our strengths. If we ignore our weaknesses completely, they may derail us. In my own career, especially in more recent years, I have tried to focus my efforts and my work on things I enjoy and do well - wherever possible. It means I can make my best contribution and it makes work feel life-giving.

Henry Kwok

8/2/2019 09:56:44 am

Concentrating on the strength is like pumping air into a punctured tire. there is chink in the armour that needs to be patched. How holistic is this approach?

8/2/2019 10:00:17 am

Hi Henry. I do like your metaphor! A strengths-based approach to dealing with the punctured tyre scenario would be to consider, for instance, what skills and resources a person already has that they could use to repair the tyre. If they don't have the necessary skills and resources, they can build on the strengths they do have and/or draw on the expertise of other people who do have those strengths.

9/2/2019 10:59:24 am

Nick. there is not end to my metaphors. if someone cannot deal with their own weaknesses, they can lean on others, with the same reasoning - if someone does not have the strengths or skills, they can lean on others as well. this is a clutch mentality, isnt it?
Life has to be about walking free of clutches. In Chinese philosophy we have something what we call self-reflection and self-cultivation. it seeing the yin-yang relationship between strengths and weaknesses.

9/2/2019 11:04:22 am

Hi Henry. 'Life has to be about walking free of crutches.' Hmmm...I'm not sure. In the past I think I would have agreed. My own experiences in the poorer countries in Asia have taught me the radical value of interdependence. You may find this short related piece interesting? http://www.nick-wright.com/blog/state-of-interdependence Let me know what you think!

Stella Goddard BA (Hons) Registered MBACP (Accred)

8/2/2019 01:40:23 pm

Interesting article Nick. I wonder how we define strengths and weaknesses? Perhaps this depends in what context?
In the past l focussed on what l thought were weaknesses. In learnt that my sense of 'l can't and l don't want to try' was borne out of a fear of failure. Now that l am more reflective my way of being is about recognising my strengths and being able to consider my growing edges with self compassion and excitement about learning something new.

8/2/2019 01:49:37 pm

Thanks Stella - and for such a personal response. I think, 'how do we define strengths and weaknesses' is a good question and I agree it is partly personal, partly contextual and partly cultural. On the whole, I consider my strengths as those things that (relatively-speaking) I am good at, I experience as life-giving and I find easy to learn. My weaknesses are the corresponding opposites. This has made my career decisions in later years far clearer and more rewarding - using and developing what I do well rather than exhausting myself with things I don't do well!

8/2/2019 02:05:20 pm

Thank you Nick for another thought provoking article. I agree mostly with your thoughts but for myself where historically l would hide and avoid what l thought l couldn't do l now see that l had a number of core beliefs which were untrue and blocked my personal and professional development for many years. Some of these thoughts were linked to my lack of education. My degree as a mature student broke many of those blockages and set me free to dare to soar.

8/2/2019 02:09:13 pm

Hi Stella. That's an interesting and useful dimension to the conversation - what beliefs and experiences may prevent us from seeing and using our strengths. I had a similar experience to your degree as a mature student. I had been coaching for many years but always felt a nagging doubt about how good I was...or wasn't. I did a postgraduate diploma in coaching psychology as a mature student. I gained a distinction grace and that convinced me I must be pretty good at it after all..! :) I love your evocative expression: 'It set me free to dare to soar.'

8/2/2019 08:21:33 pm

Nick - Thank you for sharing a personal example of self doubt and joy on achieving a Distinction.

You know l am realising more and more that all of us have so much more potential than perhaps we realise. If we stay teachable we will grow, develop and yes even soar.

We all have strengths and weaknesses
The question is how will we manage these. Where will our focus be. No easy answers but worth reflecting on in my view.

8/2/2019 08:23:38 pm

Hi Stella. You reminded me of insights in Gestalt and social constructionism, e.g. what we focus on becomes our 'reality'.

Kathrin

8/2/2019 08:21:35 pm

Wenn ich einer Person ihre Stärken erzähle, dann kann sie ihre Schwächen besser akzeptieren, weil sie weiß, dass sie auch vieles gut kann. Die Schwächen nicht zu sagen ist keine Hilfe, die Person weiter zu bringen. Wenn die Person ihre Stärken kennt, wird sie viel motivierter sein, an ihren Schwächen zu arbeiten.

8/2/2019 08:34:10 pm

Hi Kathrin. I think that what you said is so important to this discussion that I have translated it here so that others who don't know German can read it too: 'When I tell a person their strengths, they can better accept their weaknesses, because they know that they can do a lot well. If the person knows their strengths, they will be much more motivated to work on their weaknesses.'

Hallo Kathrin. Ich denke, du hast hier etwas sehr Wichtiges hervorgehoben: die psychologische und emotionale Motivation und Kraft, die durch die Berücksichtigung unserer Stärken gewonnen werden kann. Es ist, als ob das Erkennen unserer Stärken uns die Kraft geben kann, unsere Schwächen anzunehmen, zu verarbeiten oder einfach zu akzeptieren.

[Hi Kathrin. I think you have highlighted something very important here: the psychological and emotional motivation and strength that can be gained from paying attention to our strengths. It's as if recognising our strengths can give us the strength to face, deal with or simply accept our weaknesses.]

Brenda Kwan

8/2/2019 08:46:36 pm

All of us have both strengths and weaknesses. I try not to focus on one at the exclusion of the other. Focusing on weaknesses only can be de-motivating, especially if it's something we are especially weak on, which may in part be due to our genetics (which we have little control over), not to mention our past and our habits. I myself have tried to apply my strengths in order to work on a weakness. As an example, my self-promotion skills have tended to be on the low side. Nevertheless, I am still motivated to try and improve them. I don't expect to be excellent, but I do hope to be at least adequate. I am using my strength of love of learning to learn some self-promotion skills. I am also using my strength of persistence to get me through it. Working on a weakness takes actual effort and emotional energy. It's not easy, and it's less thrilling than using our strengths which come naturally to us and which we can enjoy using.

8/2/2019 08:52:57 pm

Hi Brenda. Thank you for sharing such great and personal examples of using your strengths to improve in areas where you are naturally weaker. You reminded me of an organisation I worked with where the leadership team would use RAG (red, amber, green) ratings to monitor organisational performance. At monthly meetings, they chose only to focus on red ratings because they believed they were most important to give attention to. The effect was, over time, to create widespread demoralisation in the leadership team. It's as if the red ratings became all-consuming and drained all sense of hope and energy. When they stepped back to focus on the green and amber ratings too, to celebrate the greens and look at how to draw on them to address the reds, they experienced a dramatic positive shift in energy, motivation, insight and vision.

12/2/2019 07:54:22 pm

NIck, thanks for sharing what happened with that leadership team who used RAG. How did the team come to their awareness of the negative effect of focusing only on the red? And how long did it take to realize that?

12/2/2019 08:07:51 pm

Hi Brenda. I had tried to raise the Director's (responsible for corporate performance reporting) awareness of the risk and to convince him to take a more holisitic approach. However, he was firmly convinced that focusing on red was the right thing to do; in my view partly because he was motivated psychologically and professionally by problem-solving.

The crunch came when the organisation faced some very difficult financial challenges. The leadership team met to discuss a way forward and, as it worked through the red RAG ratings, feelings of tension, frustration and despondency in the room were tangible. I intervened and suggested that (a) we leave the RAG ratings for a moment to step back from management detail and (b) have a conversation in the room instead about how it feels to be a leader in the organisation at that moment.

As we moved from RAG ratings to human dynamics, the shift in mood was quite incredible, as was the quality of the conversation that followed. The shift created positive energy that, in turn, enabled creative thinking, a radical change of perspective, renewed relationships and a whole range of innovative ideas for a way forward through the crisis.

16/2/2019 04:35:51 pm

Nick, thank you for sharing that process. I think human dynamics can easily get pushed aside in the name of problem-solving, yet it's quite important.

Sara Pearson MSc

9/2/2019 10:15:11 am

Hi Nick Tapping into people’s inner desires and strengths is a strategic approach in shaping a positive organisational culture as it promotes growth and success by enhancing motivation, positive thinking and engagement. If your heart is not into something you are less likely to work hard or care about it. Having said that, business outcomes and it’s guiding principles will still not be realised unless there is a good fit with people’s skills, abilities, values, beliefs and behaviours. There’s nothing wrong in trying to develop a weakness as long as it is something you are passionate about doing and is approached in a positive way (working with people who possess the desired skills) as this encourages self development, and as long as it does not hinder you and/or your teams performance. Sharing knowledge and skills with others encourages collaboration which will ultimately enhance team performance, continuous improvement, innovation and inclusivity.

9/2/2019 10:57:07 am

Hi Sara. Well said!

I worked with a leadership team recently that was struggling to find a way forward for the organisation. As team coach, I noticed that everyone in the team participated in leadership meetings with their metaphorical functional hat on. I depicted this on a flipchart in conventional structure-chart form, using only job titles. I asked what they noticed and they simply agreed the chart was accurate.

Next, I tore off the flipchart sheet, screwed it up and threw it into the waste paper basket. They looked shocked. I invited them to come forward, one at a time, and draw a simple image that represented themself on a blank sheet at the front: some gift or talent they could contribute to the team, irrespective of (and not confined to) functional role. They did so, now in more playful mood.

Next I turned to the team and moved them to a different part of the room: OK, functional hats off. Take a good look at the people around the room. What are you each brilliant at that, when combined together, you could draw on to address the challenge you are facing? It opened a conversation where people talked about their strengths and gave one another feedback on what they appreciated in each other - as people.

Finally, we returned to the task from that place. It was incredible to see the shift in energy, insight, imagination - and how a problem that had appeared so intractable now appeared possible after all. I think this experience resonates well with what you described - tapping into strengths promotes growth and success.

Sharman Jeffries PhD

10/2/2019 09:14:11 pm

“In addressing your weaknesses, you may inadvertently undermine your strengths.” Interesting - thanks for posting Nick.

10/2/2019 09:44:34 pm

Thanks Sharman. Yes, it got me thinking too. I hadn't really considered before that some of my weaknesses may be inextricably linked to some of my strengths. If I try to moderate some of my more 'extreme' weaknesses, I may discover that I have inadvertently moderated some of my more 'extreme' strengths too.

12/2/2019 07:51:34 pm

I know someone who calls his ADHD ‘ADHA’ I.e. an ASSET! Name is Dave Gilpin. Leads a church in Leeds I think. That description rejigging gave me pause for thought.

12/2/2019 07:52:57 pm

Hi Sharman. Intriguing. I wonder how Dave turns his apparent weakness into a strength..?

Neill Hahn

11/2/2019 08:06:11 pm

This subject is so often presented by clients that I have a simple proforma sheet to guide discussion. 3 columns, first marked "weaknesses", others not labeled. Client asked to write all their weaknesses they can think of, in 1st column & when tired of it add any strengths that pop up too. Next session, I relabel 3 columns "characteristics", "strength when", "weakness when". Then we discuss how each "weakness" (or strength) is just a human characteristic which can be a weakness or a strength depending on whether or not you take control of it in a given situation. A reframing exercise, which is generally entertaining & thought provoking for clients and for me.

11/2/2019 08:12:34 pm

Hi Neill. I really like your idea of 'strength when' and 'weakness when' because it can be used to contextualise characteristics rather than view them in absolute terms. What may be regarded as a strength in one situation or at one time may be viewed as a weakness in another situation or time...and vise versa. Winston Churchill comes to mind as one such example. The strengths and qualities he displayed were invaluable in war time yet considered by many to be inappropriate in peace time.

Heike Herma Thomsen M.A.

21/2/2019 12:31:30 pm

Hi Neill, I like this approach and have some questions about the individual steps when applying the exercise. In the first step you only label the colum weaknesses. Afterwards the fill in strengths in the second column and what do you do with the third column? Is is ‘characteristic’ drawn from the first 2 columns? Could you give me an example? I like the next exercise with the contextualising and reframing. Thanks a lot for your answer if you are willing to share.

21/2/2019 05:16:38 pm

Hi Heike, I usually let the client fill in the form at home, using only the first column labelled Weaknesses. When they return I cross that out and label the first column "Characteristics". I then label the 2nd column "Weakness when...." and the 3rd "Strength when... " This leads to a conversation exploring how each item we may see as a "weakness" is just a human characteristic and can under some circumstances be a weakness, but could also be a strength if we apply it under different circumstances - and the same applies to something we may call a strength; that too can be our undoing at times. The dependency is whether or not we control the characteristic. For example, I would put "I talk too fast" as a weakness in column 1. But considered as a characteristic, it could be a strength when I need to say something and only have a brief period to say it - provided I do it clearly, or it could be used by me as a source of entertainment. When I don't control it, it's a weakness that prevents clear communications. I hope that gives more clarity as to how you could use it.

21/2/2019 05:17:19 pm

Txs a lot!! I will definitely try it - I have my next workshop on competences coming up :0)

22/2/2019 11:38:14 am

Great! I would love to hear how it goes and if need be, what adjustments you do or you might suggest, from your use of it in a group setting.

Sophie Song Fei Fei

11/2/2019 08:29:16 pm

The law of attraction, building and releasing full potential on people's strength. Each individual is unique, embrace ourselves, accept ourselves, love ourselves and enabling our life in full blossom!

11/2/2019 08:30:21 pm

Hi Sophie. That' the true spirit of positive psychology! :)

Diana Rickman

12/2/2019 07:48:54 pm

Definitely on my weakneses. My strengths look after themselves it seems So I have a practice that gently supports my confidence, and quietens self doubt.

12/2/2019 07:49:42 pm

Hi Diana. That sounds intriguing! What is the practice that you follow? Do you have an example you could share here?

12/2/2019 08:14:27 pm

Yes I'd be happy to share. Very simple really and easy to do otherwise I wouldn't do it. The main thing though is to be aware of the things that I regard as a weakness and then be very accepting of it but firmly remind it that it's only part of who I am and it doesn't get to run the show.

12/2/2019 08:20:07 pm

Thanks Diana. That sounds quite a like a strengths-based approach. It doesn't mean ignoring our weaknesses altogether - it does however, mean not allowing ourselves to become preoccupied, and thereby debilitated, by them.

Incidentally, you reminded me of a great quotation I saw the other day concerning assumptions we sometimes make about people and situations when faced with not-knowing: “We should flirt with our hypotheses, but never marry them.”

Perhaps we could say the same for apparent weaknesses too..?

13/2/2019 07:48:05 am

Yes but I had to build the strength to do that first otherwise i just became overwhelmed with doubt and fear so for me its always about kindness to myself when I get that 'can't do this' feeling, and reminding myself its just fear, I'm not going to die and asking the question 'what's this feeling about' Love that quote by the way :)

13/2/2019 07:49:09 am

😀

Mike Normann

12/6/2020 02:26:36 pm

I think another huge "lesson" people can take from this post is simply the fact that you asked for feedback.
Far too often, people don't actually ask for feedback because they're worried about what they might hear. Those that truly want to improve or grow need that feedback - they WANT that feedback. They realize it's necessary to stimulate growth.
If you haven't already - it's a great topic to write about!

Flip

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