Many organisations talk about wanting a “coaching culture.” You’ll hear it in strategy documents, leadership speeches, HR’s ‘big plan’ decks. But often, it ends up being workshops, performance reviews, or one off mentor pairings. The flame flickers, then dims. What makes the difference between a culture that sticks and one that drifts?
When Sophie first came to coaching, she was frustrated. She had clear goals: step into leadership, get her team working well together, deliver results. But after three months, she felt stuck. Her coach was encouraging her to “be more structured, plan tighter, keep control.” Sophie tried, but each attempt left her drained and less motivated.
Focusing on strengths is powerful for individuals, transformative for teams, and a multiplier for leaders. But the real opportunity comes when strengths move beyond the personal and become part of an organisation’s culture.
Leadership is often seen as a role full of responsibility and expectation: setting direction, making decisions, delivering results. But the leaders who truly stand out aren’t the ones trying to do everything themselves. They’re the ones who know their own strengths, lead authentically, and help others unlock their potential. That’s where a strengths-based approach to leadership and coaching makes all the difference.
When you think back to the best team you’ve ever been part of, what stands out? Chances are it wasn’t that everyone thought the same way or worked in the same style. More likely, it was you had a way of understanding each other, connecting beyond the work and that in a way each person’s strengths came together — balancing, complementing, and stretching one another to achieve something bigger than any individual could do alone. That is the power of team strengths.
We all have moments when we feel energised, focused, and at our very best. These moments are often powered by our strengths — the natural tendencies, talents, and preferences that shape how we think, feel, and act. Yet, for many people, their greatest strengths remain underexplored, unnoticed, or underutilised.
Over the last few weeks I have been having some really interesting conversations - they go along the lines of - “Do you really believe in personality? I mean… aren’t we all a bit of everything?”, through to "Isn't it a load of ##$%, I mean it's just making you money praying off gullible people" [harsh!]
Everyone seems to be talking about intergenerational teams right now. With Boomers delaying retirement, Gen Z entering the workforce, and everything in between, there’s no shortage of opinions on how to make it all work. But what if we’re looking at it the wrong way?
Learn how Facet5’s data-driven personality assessments can help you differentiate your coaching business with personalised strategies and sustained impact.
Discover how trait-based assessments like Facet5 enhance coaching with a shared, non-judgmental language that fosters self-awareness, minimises biases, and drives growth.
Measuring personality to realise potential
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