Have you ever described someone as “a natural”? It’s the ultimate compliment - acknowledging an innate talent or effortless ability. In many cases, recognizing and nurturing these natural strengths can lead to remarkable results, as individuals thrive when given opportunities to excel in areas where they’re naturally gifted. But in the workplace, relying solely on natural strengths can feel limiting, even reductive. Should we focus on what people already excel at, or encourage them to grow and develop in areas beyond their comfort zone?
As leaders, this question sits at the core of two influential development philosophies: the strengths-based approach, which celebrates and harnesses natural talent, and the growth mindset, which challenges the notion of limits, promoting growth through effort and learning. Both perspectives offer valuable insights, but understanding their differences is crucial to applying them effectively and unlocking potential in individuals and teams.
The Strengths-Based Approach: Playing to Your Natural Talents
The strengths-based approach operates on a simple yet profound principle: individuals excel when they focus on their innate talents. By identifying and leveraging these strengths, leaders can help their teams perform at their best.
This philosophy isn’t about limiting growth. Instead, it’s about strategically channeling energy into areas where people naturally shine. Think of it as a spotlight on what makes someone unique - what they’re “naturally” good at.
For example, imagine a leader who excels in strategic thinking but struggles with detailed project management. Instead of forcing this leader into tasks that require meticulous attention to detail, a strengths-based approach would align them with initiatives that demand big-picture planning. It’s not about avoiding growth opportunities but amplifying what already works.
Growth Mindset: Breaking through Barriers
The growth mindset, a concept popularized by psychologist Carol Dweck, emphasizes that abilities are not fixed. With effort, learning, and resilience, anyone can improve.
This philosophy encourages embracing challenges, seeing failure as a stepping stone to success, and cultivating an appetite for continuous development. Leaders who foster a growth mindset create environments where individuals feel safe to take risks, innovate, and expand their skills.
Take the same strategic thinker mentioned earlier. A growth mindset approach might encourage them to step outside their comfort zone and learn project management. With the right support - mentors, resources, and feedback - they could acquire new skills, broadening their capabilities.
The Key Distinction: Depth vs. Breadth
At their core, the strengths-based approach focuses on depth: building expertise in what someone already does well. The growth mindset, by contrast, emphasizes breadth: encouraging individuals to push boundaries and expand into new areas.
Neither approach is inherently better; it depends on the context.
When to use strengths, when to foster growth
Understanding when to use a strengths-based approach versus fostering a growth mindset depends on the context and the outcomes you want to achieve. Both philosophies can serve as complementary tools in a leader’s development arsenal.
Maximizing performance: Strengths-based strategies are particularly effective when you need quick wins or when tasks align closely with someone’s natural abilities. By leveraging what individuals already excel at, you not only boost productivity but also reinforce their confidence and engagement. Focusing on areas of competence triggers intrinsic motivation, as people derive satisfaction from doing what they’re naturally good at.
Building resilience and adaptability: Growth mindset principles are invaluable during periods of change, uncertainty, or challenge. Encouraging individuals to embrace learning opportunities and tackle unfamiliar territory helps build resilience and agility. According to research in positive psychology, reframing setbacks as opportunities for growth fosters a sense of agency and reduces the fear of failure. This is particularly important in organizations navigating complex, fast-changing environments.
Integrating both Philosophies
Effective leadership isn’t about choosing one approach over the other - it’s about blending the two strategically to unlock potential and future-proof your team.
Onboarding and role alignment: When a new team member joins, start by identifying their strengths. Tools like psychometric assessments or strengths inventories can help pinpoint areas where they are naturally talented. Assigning them tasks that play to these strengths allows them to make an immediate, impactful contribution.
Encouraging growth over time: As individuals settle into their roles, introduce growth-oriented challenges. For example, you might rotate responsibilities to expose them to new areas of the business or offer mentoring to support skill diversification. This helps avoid stagnation and keeps team members engaged in their professional development.
Promoting self-awareness: Behavioral psychology emphasizes the importance of self-awareness in driving performance and growth. Encourage team members to reflect on their strengths and areas for improvement through regular feedback loops, appraisals, or coaching sessions. Our Orbital Mapping Exercise will help illuminate the strength and value of the people in your orbit.
The Strategic Move for Leaders
Leadership isn’t just about helping individuals thrive in their current roles - it’s about preparing them for the future. Combining the strengths-based approach with a growth mindset creates a powerful synergy of confidence and adaptability.
For example:
By leaning into natural strengths, you create a sense of stability and competence.
By challenging the notion of a “ceiling,” you cultivate a culture of innovation and learning.
Ultimately, every strength has a growth story waiting to be written. By recognizing and nurturing what makes each individual unique, while simultaneously challenging them to explore new frontiers, leaders create teams that are not only high-performing but also future-ready.
Final Thoughts
“She’s a natural” may sound like the ultimate compliment, but it’s just the beginning. The real power lies in nurturing both the innate and the potential - because great leaders know it’s not just about where someone starts, but how far they can go.
Beth Hood is the Founder and CEO of Verosa Leadership, a bespoke leadership development consultancy. With over 15 years at the top levels of UK Government Security and Intelligence, Beth honed expertise in leadership, influence, and performance psychology while managing high-stakes national and international projects. A Chartered Institute of Personnel Development (CIPD) trainer, ILM Fellow, and certified coach, Beth specializes in helping organizations unlock potential through tailored leadership programs. She is skilled in creating value-based cultures, fixing dysfunctional teams, and nurturing high-performing leaders. Known for her dynamic, engaging approach, Beth combines behavioral science with practical strategies, empowering individuals and teams to thrive.
