So, you’ve landed your first management role. That’s very exciting, congratulations! Does it suddenly feel like you need to become a completely different person?
I thought so. That’s imposter syndrome talking, and you’re certainly not alone. In fact, research from Asana found that 62 percent of knowledge workers worldwide experience imposter syndrome at some point in their careers.
This should come as no surprise to anyone. Why? Because Gallup reports that only 44 percent of managers globally receive management training.
Well, if your organization isn’t going to teach you how to be a great manager, I will! And here’s your first lesson — You don’t need to become someone else to be a great leader.
That’s right. There’s no single personality type or management style that guarantees success in a leadership role, and it’s because of this that I’m such a big fan of Gallup’s CliftonStrengths framework. It helps us understand what we’re naturally good at so we can build a leadership style around who we actually are, rather than who we think we’re supposed to be.
Here’s what you need to know about using your natural strengths to become a more confident, authentic and effective leader, without pretending to be someone you’re not.
What does leading with your strengths actually mean?
Gallup’s CliftonStrengths framework identifies 34 talent themes that influence how we naturally think, feel and behave. Some of us are brilliant at building relationships, others are natural problem-solvers, and almost all of us thrive on making decisions and getting things done.
The beauty of the strengthsfinders framework is that it recognizes there’s no single way to be a great leader and we all bring different talents to the table. Understanding yours can help you figure out how to lead in a way that feels authentic.
That said, leading with your strengths doesn’t mean only doing what comes naturally. Great managers still need to develop new skills (especially soft skills!) and recognize when their natural tendencies might be getting in the way.
Comparison is the thief of… good leadership
One of the biggest traps I see new managers fall into is comparing themselves to other leaders. Some people will compare their own leadership styles to their old boss who always seemed to have the right answer, or to a senior manager with the gumption to command a room and not look nervous.
It’s easy to look at the natural archetype of a leader and assume you need to be more like that person to succeed. The fun part about CliftonStrengths, though, is that their strengths aren’t your strengths and that’s perfectly okay!
Empathy, for example, is as much a leadership skill as assertiveness, the same way listening is as valuable as talking. Neither approach is inherently better than the other, it just means you have a different set of strengths to work with… but they’re strengths all the same!
Three ways to start leading with your strengths
Actually using your strengths to become a better manager is an entirely different beast to just understanding them.
So, with that said, here are three practical ways to lean into who you are so you can better lead your team.
1. Get curious about what comes naturally
Think about the situations at work where you feel most confident and capable. Are you the person everyone turns to for advice? Do you love solving complicated problems? Are you great at bringing people together?
These are all clues about where your natural talents lie. The trick is to start recognizing how those talents show up in your everyday work and how you can use them to support your team. For example, if you’re naturally great at building relationships, you might find that regular one-on-ones are where you do some of your best work as a manager.
Action item
Review your CliftonStrengths results, identify one natural talent you already use at work and find a way to apply it more intentionally when managing your team.
2. Pay attention to your blind spots
Every strength has a potential downside. If you’re naturally empathetic, you might avoid difficult conversations. If you’re an Achiever though, you might struggle to delegate because you’d rather get things done yourself.
The problem isn’t the strength itself but what happens when you rely on it too heavily or use it in the wrong situation. As a new leader, it’s important to recognize when your natural tendencies are helping your team and when they might be holding people back.
Action item
Identify one strength you tend to overuse and ask a trusted colleague how it might be affecting your team.
3. Adapt your approach without abandoning who you are
Your team won’t always need the same things from you. Some employees will look for encouragement, others will require clarity, and sometimes you’ll need to have that uncomfortable conversation.
Being authentic in your leadership means learning how to adapt your style when the situation calls for something different. Compassionate leaders can hold people accountable in the same way that decisive people can make space for other peoples’ opinions.
Action item
Before your next one-on-one with a team member, ask yourself what that person needs from you and how you can use your natural strengths to deliver it.
The best leadership style is one that’s actually yours
Understanding what makes you different (and leaning into who this person is) is one of the most valuable things you can do as a new leader.
You were promoted or hired into this position for a reason, and learning how to use your natural strengths effectively — while also keeping an eye on your blind spots — is what will help you grow and succeed as a leader.
So, instead of worrying about who you think you’re supposed to be, focus on becoming the best version of you already are!
To learn more about building confidence and leading with your natural strengths, explore our New Manager Training program today.
Frequently asked questions
Do you want to learn more about using CliftonStrengths to become a better manager? Here are answers to some common questions about strengths-based leadership.
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CliftonStrengths is a Gallup assessment that identifies your natural talents across 34 themes, helping managers understand their leadership strengths, recognize blind spots and develop a more authentic management style.
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CliftonStrengths helps new managers identify what they naturally do well, build confidence in their leadership abilities and understand how to use their talents to support their teams.
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Absolutely! Great leadership isn’t about being the loudest or most assertive person in the room. Skills like empathy, listening and relationship-building are equally valuable when managing people.
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Common leadership blind spots include avoiding difficult conversations, struggling to delegate, taking on too much responsibility or relying too heavily on your preferred management style.
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Start by understanding your natural strengths, recognizing where you need to grow and learning how to adapt your approach to different people and situations without compromising who you are.