Strength based coaching is a people-first approach that focuses on identifying and developing the natural strengths of individuals. It encourages employees to use what they are already good at and what energises them, rather than focusing only on fixing weaknesses. This method helps create a work environment where people feel more engaged, valued, and capable of growing.
Unlike traditional coaching, which often emphasises areas of improvement, strength based coaching begins with what is already working. It recognises that everyone has a unique combination of personality traits, talents, and preferences. These strengths can be used to support growth, both at work and in personal development.
In this guide, we’ll explore what strength based coaching is, how it works in organisations, the benefits it brings, and how to implement it effectively. We’ll also explain how the Facet5 personality model supports this approach.
What Is Strength Based Coaching?
Strength based coaching helps people understand their own personality and behaviours and encourages them to use their natural strengths more often. It doesn’t mean ignoring weaknesses – it means creating a more balanced and positive view of development. Instead of focusing on what’s wrong, this approach asks, “What’s right, and how can we use that more effectively?”
At its core, strength based coaching is about self-awareness. When people understand their personality and the way they naturally approach tasks and relationships, they are better equipped to manage challenges and take on opportunities. This awareness builds confidence and makes it easier to make intentional choices at work.
Coaches using this approach help individuals reflect on their strengths and apply them to everyday situations. For example, someone who naturally enjoys connecting with others might explore how to use that strength to lead a team or work better with clients. Over time, this builds both skill and confidence.
Why Strength Based Coaching Matters
The traditional view of development is often focused on finding and fixing problems. While this can be helpful, it may leave people feeling like they are always falling short. Strength based coaching flips this approach. It says that development doesn’t always mean starting from scratch – it can also mean growing from what is already strong.
When people work in ways that feel natural to them, they tend to be more energised and motivated. They are also more likely to stick with difficult tasks and bounce back from setbacks. This resilience grows when people feel they are using their strengths, rather than constantly trying to improve in areas that don’t come naturally.
This doesn’t mean ignoring development areas. Strength based coaching includes understanding where someone may need to stretch or build new skills. But instead of forcing people to spend all their time in areas that drain them, this approach looks for ways to build on their strengths – even when facing challenges.
How Strength Based Coaching Benefits Organisations
Organisations that use strength based coaching see many benefits across their teams and culture. One of the most noticeable is increased engagement. When people understand their strengths and are encouraged to use them at work, they often feel more connected to their role and the organisation.
Productivity also improves because employees are more confident in their abilities and are working in ways that suit them. Rather than struggling to fit a fixed model, they can approach their work in a way that makes sense for them.
Teams also benefit from greater awareness of each other’s strengths. When colleagues recognise the value that others bring, collaboration improves. It becomes easier to assign tasks based on who is best suited to them, rather than expecting everyone to do everything the same way.
A strength based culture supports better communication, empathy, and trust. It creates space for people to share what they do well and where they might need help, without fear of judgment.
Creating a Strength Based Coaching Culture
Building a strength based coaching culture takes time, intention, and consistency. It’s not about applying a one-time fix. Instead, it’s a shift in how development is seen and supported across an organisation.
The first step is helping people understand their own strengths. This may involve using a personality assessment or coaching conversations that explore behaviours, preferences, and motivations. Tools like Facet5 are helpful in this stage (more on that later).
Next, managers and leaders should be trained in strength based coaching. They need to know how to spot strengths in their teams, give positive feedback, and hold coaching conversations that focus on growth. Coaching isn’t just something for HR or external coaches – it’s something every leader can learn to do.
Strength based coaching should be part of regular check-ins, team meetings, and development planning. Rather than waiting for a performance review once a year, organisations should encourage frequent conversations that ask:
- What’s going well?
- What energises you right now?
- How can we help you use your strengths more often?
This doesn’t mean ignoring difficult topics. In fact, strength based coaching can help people have more open conversations about challenges. By starting from a position of understanding and confidence, people are more willing to talk about what’s not working – and explore ways to address it.
Finally, the organisation should model this approach at all levels. When leaders talk about their own strengths and show how they are using them, it becomes normal to have these conversations. It sets a tone of honesty, trust, and continuous learning.
Common Misunderstandings About Strength Based Coaching
Some people worry that focusing on strengths means ignoring weaknesses. But that’s not the case. Strength based coaching recognises that weaknesses exist, but it approaches them differently. Rather than trying to turn a weakness into a strength, it asks: “What strengths can we use to support this area?”
Another concern is that people might overuse their strengths. That can happen – but awareness is key. When individuals understand how their strengths show up and how they affect others, they can adjust their approach when needed. For example, someone who is highly determined might learn when to step back and invite others in, rather than pushing through at all costs.
Others believe that this approach won’t work in high-pressure environments. In fact, strength based coaching can help people handle stress better. When people are confident in their strengths and know how to apply them, they’re more likely to take informed risks and make sound decisions.
Supporting Flexibility Through Strengths
One of the powerful outcomes of strength based coaching is what’s called “conscious flexibility.” This means that individuals are aware of their default style – and are also able to stretch and adapt when needed.
For example, someone who prefers to work independently might learn how to collaborate more effectively when the situation requires it. Rather than forcing themselves into an unfamiliar approach all the time, they develop strategies to flex their style while staying grounded in their strengths.
This kind of flexibility builds resilience and supports better wellbeing. When people understand what energises and drains them, they can make more informed decisions about how to manage their time and energy.
It also improves relationships. Colleagues begin to appreciate that people bring different strengths to the table. Instead of seeing difference as a problem, they see it as something to value and learn from.
Measuring the Impact
If you’re introducing strength based coaching, it’s important to track how it’s working. You can do this by gathering feedback from employees, looking at engagement survey results, and tracking changes in performance and retention.
Other ways to measure impact include looking at team dynamics, communication patterns, and innovation. When people are confident and using their strengths, they are more likely to share ideas and try new things.
You may also notice a shift in the language used across the business. When strengths are part of daily conversation, they become part of the culture.
How Facet5 Supports a Strength Based Culture
Facet5 is a personality assessment tool designed to help people understand themselves and others better. It is built on solid psychological theory and provides insights into five key areas of personality: Will, Energy, Affection, Control, and Emotionality.
Using Facet5 in strength based coaching gives both the coach and the individual a clear starting point. It shows what comes naturally to someone and where they are most likely to feel confident and motivated. It also highlights areas where they may need support or be more prone to stress.
One of the most valuable parts of Facet5 is that it doesn’t label traits as good or bad. Instead, it presents personality as a spectrum and encourages reflection on how traits are used in different contexts. This aligns perfectly with the principles of strength based coaching.
Facet5 also supports team development by showing how different styles work together. It can help managers build balanced teams and understand where potential challenges may arise. With this insight, they can coach their teams more effectively and create a more inclusive, strengths-focused environment.
In addition, the Facet5 Key Qualities report provides a practical summary of an individual’s strengths. This report can be used in coaching sessions, development planning, and career conversations. It makes the concept of strengths visible and actionable, which helps embed the approach into daily work life.
By using Facet5, organisations can take a structured, evidence-based approach to building a strength based culture. It provides a shared language and a framework for development that is grounded in science and easy to apply.
Strength based coaching is not a trend or a temporary fix. It’s a meaningful way to support people at work. When individuals know what they do well and feel encouraged to use those strengths, they are more likely to grow, contribute, and thrive.
Organisations that take this approach seriously – by training leaders, embedding it into processes, and using tools like Facet5—can create cultures that are more resilient, connected, and effective.
Development doesn’t have to start with what’s missing. It can begin with what’s already strong.
Watch the Full Facet5 Live Session: Coaching for a Strengths based culture with Facet5
To hear more from Managing Director of Facet5 Global, Grant Gemmell, as he takes a deeper dive into building a strength based culture:
👉 Watch a recording of the Facet5 Live session, Coaching for a Strengths based culture with Facet5, now on Facet5Global.com
You’ll learn more about:
- How Facet5 supports strength based coaching in organisations
- How to create a language of strengths that can be used by teams and leaders
- Practical tips on creating a strengths based culture
Content for this blog post is taken from a recording of ‘Coaching for a strengths based culture’. Hosted by Managing Director of Facet5 Global, Grant Gemmell.
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About Grant Gemmell
Grant is the Managing Director at Facet5 Global. With a multi-faceted (no pun intended) career, Grant started following his passion for plants and growing with a degree in Botany and Plant sciences. Since then, he has worked and lived in over 7 countries and visited over 92. Working in a diverse range of industries and having the privilege of leading the amazing Facet5 team. Grant’s passion for developing potential sits at the heart of the Facet5 strategy.
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