Why use a strengths-based approach to leadership development?

Everyone learns at a young age that the way to improve themselves is to fix their weaknesses. When leaders receive a 360-degree feedback report, they tend to ignore the data on their strong points in favor of an in-depth analysis of their shortcomings.

A major discovery from our research was that great strength in a relatively small number of competencies catapults a person into the top tier of their organization.

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