Strengths-Based Feedback Is Usually a Lie

Let’s talk about strengths-based #feedback and why it often goes wrong.

Many organizations tout a strengths-based feedback model but miss the mark.

They start by praising strengths, which is great, but quickly shift to "opportunities for development," which usually means focusing on observed #weaknesses.

This approach leads employees to overlook their strengths and dwell on their flaws, feeling inadequate or like they don’t fit in, or that they aren’t good enough.

True strengths-based feedback does the opposite—it builds #belonging. It highlights strengths and offers ways to amplify them, making them a person's unique superpower.

If weaknesses don't hinder success, they should be set aside.

Adopting this approach means valuing individual uniqueness, nurturing superpowers, and creating a people #development #culture that drives genuine belonging in your organization.

We don't need everyone to excel at everything. We need them to be good enough at most things and exceptional in what makes them shine.