In a recent Harvard Business Review article, Tomas Chamorro-Premuzic, PhD, highlighted the downfalls of strengths-based coaching.
Here are five reasons why strengths-based coaching isn’t as useful as it seems, according to Dr. Chamorro-Premuzic.
1. Scientific evidence doesn’t prove it works. “Despite popular belief, the strengths-based approach to management is not grounded in science,” Dr. Chamorro-Premuzic wrote. The strengths-based style focuses on lower amounts of negative feedback and building off existing strengths. But evidence proves negative feedback actually improves performance, and leaders improve by developing new strengths.
2. It can cause people to have a false sense of their skills. The strengths-based method helps people identify their strengths, some of which they may not know exist. But it doesn’t compare each individual’s skills to a normative group. “[Non-normative feedback] equates to telling everybody that they are great in their own way. It conveys the illusion of ability even to those who lack it,” wrote Dr. Chamorro-Premuzic.
3. It causes time and resources to be wasted. Companies and organizations want to succeed, and one of the best ways to do so is by using resources on top performers. But strengths-based coaching emphasizes that resources should be used on all employees, regardless of their skill level. According to Dr. Chamorro-Premuzic, this method can “lead to resources being wasted on C and D players.”
4. Certain strengths become overused and unhelpful. When specific strengths are utilized time and time again, they become toxic. Overused strengths can become weaknesses and be termed as part of the “too much of a good thing” effect. In fact, many leaders are harmed in the long run because they don’t realize what their toxic behaviors are.
5. It is overly positive. The strengths-based approach to coaching is optimistic and exceedingly hopeful. “Reality is not so sunny,” wrote Dr. Chamorro-Premuzic. Highlighting the usefulness of each individual’s strengths is important, but it shouldn’t be done in excess. Disregarding weaknesses and flaws will only cause damage in the end. Instead, leaders should work to find a balance between both emphasizing strengths and emphasizing weaknesses.
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