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.

Why strengths matter for Leaders

Leaders are under constant pressure to adapt to shifting demands — from hybrid work models to diverse teams and rapidly changing markets. It can be tempting to focus on fixing weaknesses and filling the gaps, both in ourselves and in others. Yet research shows that leaders who coach through strengths are more effective at motivating, engaging, and retaining people.

Strengths give leaders a foundation of confidence and clarity. By understanding their natural style — whether it’s being decisive and driven, collaborative and supportive, or creative and visionary — leaders can focus on what they do best, while flexing when the context demands it.

Even more importantly, strengths-based leaders recognise that each member of their team brings something different. Their role isn’t to mould people into one way of working, but to help them discover and apply their own strengths.

Coaching through strengths

A strengths-based leader is also a coach. They ask questions that help people reflect, grow, and stretch. They provide feedback that connects challenges back to natural abilities. They notice when strengths might be overplayed and guide others to apply them more wisely.

When leaders coach through strengths, they:

• • Increase engagement — people feel valued for what they naturally bring.
  • Build resilience– strengths provide energy and focus even under pressure.
  • Encourage innovation– confidence from strengths creates space for new ideas.
  • Foster growth — development feels empowering, not punitive

<

According to the Centre for Creative Leadership, executives who received strengths-based coaching improved in communication, interpersonal skills, and overall leadership effectiveness.

The role of Facet5

Facet5 helps leaders understand their strengths in a detailed, practical way. By highlighting traits like determination, sociability, adaptability, or support, it reveals how leaders naturally lead — and where they might need to develop a more consciously flexible approach.

Facet5 also gives leaders a shared language to coach others. Rather than vague feedback, they can discuss real behaviours, preferences, and strengths in ways that resonate. It’s about moving from “fixing gaps” to unlocking potential.

Practical ways leaders can coach through strengths

If you want to begin building a strengths-based team, here are some practical steps:
1. Model self-awareness — share your own strengths openly and explain how you use them.
2. Ask strength-based questions — “When do you feel most energised?” or “Which parts of this project play to your natural abilities?”
3. Give feedback through strengths — link observations to what people do best, and guide them to flex where needed.
4. Stretch your team — assign tasks that challenge people to use strengths in new contexts.
5. Celebrate strengths in action — highlight real examples of how strengths helped achieve results.

Strengths as a multiplier
When leaders focus on strengths — their own and their people’s — they become multipliers. They build trust, unlock energy, and create teams that are more motivated, resilient, and effective.

Leadership isn’t about being perfect. It’s about being authentic, using your strengths wisely, and coaching others to do the same.

Ready to explore further? Get in touch to start your journey.