As leadership coaches, our aim is to help leaders grow in ways that feel authentic and sustainable. One effective approach is to focus on what energises them – their strengths. This is where StrengthscopeLeader™ comes in: a strengths-based 360° tool that gives leaders insight into how they show up and how others experience their leadership.
Why a Strengths-Based Approach Matters
Traditional assessments often concentrate on gaps or shortcomings. Strengthscope® takes a different view by identifying the qualities that give leaders energy and drive. These aren’t just skills – they’re motivational forces that, when used well, lead to higher engagement, resilience, confidence, and success. For coaches, this means helping leaders lean into what makes them unique, rather than shaping them into a one-size-fits-all model.
What StrengthscopeLeader™ Adds
Building on the core Strengthscope® profile, StrengthscopeLeader™ incorporates feedback from colleagues, direct reports, and stakeholders across four leadership habits:
- Sharing Vision – Setting a clear, shared vision of success for the organisation.
- Sparking Engagement – Empowering, inspiring and developing people.
- Skilfully Executing – Setting stretching performance expectations, reviewing progress and holding people to account to ensure delivery of planned outcomes.
- Sustaining Progress – Recognising achievement and encouraging continuous improvement and experimentation.
It also gathers confidence ratings on delivering four key leadership outcomes:
- Purpose – A clearly understood vision and goals that contribute to the organisation’s strategy.
- Passion – A positive, highly motivating work environment where people feel valued, developed and able to do their best work.
- Process – Straightforward, well-communicated processes that create value for the organisation.
- Performance – Strong, consistent results against planned goals.
This 360° perspective helps leaders see not only their strengths but how those strengths play out in real-world contexts.
Practical Ways Coaches Can Use StrengthscopeLeader™
1. Start with Strengths Awareness
Help leaders interpret their Strengthscope® profile. Explore which strengths energise them most and how these show up in their leadership style.
Example: If a leader’s top strength is Strategic Mindedness, explore how they use it when setting team priorities. Ask: “Where does this strength help you most? Where might it be underused?”
2. Discuss Performance Risks
Every strength has a tipping point. For example, decisiveness can become impulsiveness under stress. Use coaching conversations to identify triggers and strategies for balance when strengths might be in overdrive or an energy drainer.
Example: A leader with Empathy may overuse it by avoiding tough decisions to spare feelings. Use coaching to identify triggers (e.g., high-stress situations) and develop strategies, such as setting clear decision-making criteria.
3. Shape a Leadership Brand
Guide leaders to articulate their values, strengths, and the impact they want to have. This “brand” becomes a touchstone for decisions and communication.
Example: Work through questions such as: “What do you want people to say about your leadership?” Then help them craft a brand statement like: ‘I lead with clarity and compassion, creating space for others to thrive.’
4. Leverage Leadership Habits Feedback
Use multi-source feedback to uncover gaps or alignment between intention and impact. Co-create development goals that align with the leader’s strengths and aspirations.
Example: If a leader believes they “spark engagement” but feedback shows low team morale, explore behaviours that could shift this, such as holding regular check-ins or recognising contributions publicly.
5. Coach for Habit Formation
Translate the four leadership habits into daily behaviours. For instance, “Sparking Engagement” might mean practising active listening or delegating based on team strengths.
Example: For Sparking Engagement, set a goal like: “In every team meeting, ask one strengths-based question to encourage participation.” Track progress over time.
6. Enable Strengths Conversations with Teams
Encourage leaders to share insights with their teams and recognise others’ strengths. This builds trust, psychological safety, and collective performance.
Example: Suggest a team exercise where everyone identifies one strength they bring to the group. The leader can then delegate tasks based on these strengths, boosting collaboration and trust.
The Ripple Effect
When leaders understand and intentionally apply their strengths, the benefits extend beyond the individual. Teams become more energised, and organisations foster cultures rooted in authenticity and resilience. For coaches, StrengthscopeLeader™ offers a structured yet flexible framework for deep, transformational work.
Schedule a discovery call with our team.
