If you’ve had your head in the sand this past week, you may have missed Mattel’s latest Barbie release: Autistic Barbie. Over the years, Mattel has expanded Barbie’s world to show she can do anything and be anything. But with every (many) evolution, controversy follows. Maybe that’s the point? Disruptive inclusion. Remember these…
The Dark Side of Input When collecting becomes clutter (and learning becomes avoidance) Your innate talents are things you do that are effortless. An intrinsic part of who you are and have always been. They are so much a part of you that you…
Your Harmony blindspots can lead you to frustration, stress and deep unhappiness. Here we explore how to nurture this talent and translate its power to work for you and your team
From the dark side of Harmony to the Jedi: When keeping the peace comes at a cost
In the CliftonStrengths framework, Harmony is often seen as the great unifier—the one who brings people together, smooths over conflict, and creates a sense of calm. It’s a strength that values consensus, seeks common ground, and helps teams move forward without friction. My Harmony-high friends are pragmatic and even keeled, an ever-generous source of support for challenges I face.
But what if that calm is just the surface?
In this edition of my Dark side of CliftonStrengths series, we’re diving into the blind spots of Harmony—the hidden patterns that can derail collaboration, stifle innovation, and leave the Harmony-holder emotionally drained. We’ll also explore how to reclaim Harmony’s Jedi side: the wise, grounded facilitator who can hold space for difference without fear.
What happens when Harmony becomes a liability for its host? When it goes to the darkside?
The truth is, many, many Harmony-high people dislike conflict. For more depth on conflict read the Katalytik Whitepaper on Conflict and Communication and access our insights on how you can interact more effectively with some CliftonStrengths when you understand their drivers and style. A useful reference on blindspots can be found here.
As a CliftonStrengths coach, working with high-performing engineering teams, I’ve seen how Harmony—when left unchecked—can lead to stress, stagnation, and silence. We’ll also look at powerful strength pairings and take a deeper dive into one that can help Harmony shine without losing its soul.
Harmony’s desire to avoid conflict can sometimes mean avoiding necessary tension. In engineering teams, where innovation often comes from debate and divergent thinking, Harmony can unintentionally suppress creativity. The need to keep everyone happy might lead to:
This can result in a team that’s outwardly calm but inwardly frustrated. Decisions may be made too quickly, without exploring all options. Individuals may feel unheard if their dissenting views are brushed aside in the name of peace. In fact it can become toxic. It’s at this point I introduce people to the Radical Candour book by Kim Scott, and her Radical Candour podcast. Time for another blog! Or book a call or enquire about a workshop 😊
Here I explore four common blindspots caused by Harmony and strategies to shift from the dark to the Jedi side. See if you recognise this in yourself or a friend or colleague.
What it looks like:
Harmony-high means you are likely to thrive on agreement. But when disagreement arises, the instinct is often to smooth it over or steer the conversation away from tension. This can lead to:
Have you ever been heard to deflect a question or challenge with “I’m thinking about it?” or “Stop pushing me”?
This can feel deeply distressing internally, while on the surface seem like you aren’t interested. The internal stress of unresolved tension can result in:
This stress is often invisible to others. Harmony means you wear a mask of calm, whether you like it or not, while internally wrestling with the discomfort of discord. Over time, this can erode confidence and lead to disengagement. To the point you might just silently walk away.
The cost:
Important issues go unresolved. Team members may feel unheard or resentful. Innovation suffers when dissenting voices are silenced.
Strategy to shift:
🛠️ Reframe conflict as a tool, not a threat.
Teach yourself that your Harmony can see conflict as a pathway to clarity, not chaos. Use structured dialogue techniques to explore differences safely. Stay curious, try: “Help me understand your perspective.”
What it looks like:
Your Harmony drives you to seek alignment. But in complex environments—like engineering teams—consensus isn’t always possible or even desirable.
The cost:
Strategy to shift:
🛠️ Prioritise clarity over comfort.
Use your Harmony to slow down decision-making. Use tools like “disagree and commit” to allow space for dissent while still moving forward. Remind yourself:
Alignment doesn’t require agreement on everything. And encourage others to use their Strengths to align in a way that is meaningful to them
What it looks like:
People high in Harmony often become the unofficial peacekeeper. They absorb tension, mediate disputes, and carry the emotional weight of the group. This can have a high cost for you.
The cost:
Strategy to shift:
🛠️ Set boundaries around emotional labour.
Ask yourself: “Is this mine to hold?”
Encourage shared responsibility for team dynamics. Use reflective practices to help them process emotional residue and recharge.
What it looks like:
In the pursuit of peace, Harmony may downplay their own opinions or defer to others to avoid rocking the boat.
The cost:
Strategy to shift:
🛠️ Practice assertive empathy.
Develop language that honours both others’ values and their voice:
“I see where you’re coming from, and I’d like to offer another perspective…”
Role-play scenarios where they can speak up without fear of conflict.
Strengths That Partner Well with Harmony
Here are some CliftonStrengths that can help Harmony thrive without tipping into avoidance:
Let’s take a closer look at how Responsibility—a theme rooted in dependability and follow-through—can reinforce and elevate Harmony. Practicing these skills will help you stay in “Jedi mode”. Or find a partner or coach to explore ways to help Harmony find and manage healthy approaches to conflict. And don’t forget you can use the Gallup AI in the ACCESS App on your phones to help you explore ideas. So find your complementary partner and book a time to talk.
Harmony Challenge | How Responsibility Helps | Coaching Insight |
Avoiding conflict at the expense of clarity | Responsibility ensures commitments are honoured, even when tough conversations are needed | “What promise do you need to uphold, even if it’s uncomfortable?” |
Struggling to speak up in group tension | Responsibility brings a sense of duty to address issues for the greater good | “Who is counting on you to raise this concern?” |
Prioritizing peace over progress | Responsibility keeps the team accountable to goals and standards | “What outcome are you responsible for driving?” |
Feeling drained by constant mediation | Responsibility helps set boundaries and clarify roles | “What’s your role here—and what’s not?” |
When CliftonStrength Harmony is self-aware and well-supported, it becomes a powerful force for inclusion, trust, and progress. The Jedi version of Harmony:
This is Harmony at its best—not avoiding conflict, but transforming it.
Harmony is a beautiful strength—but like all CliftonStrengths, it has a shadow side. Taking care to notice when it is serving you and others and when it isn’t is a priority. When Harmony becomes a barrier to truth, progress, or authenticity, it’s time to recalibrate. By pairing it with complementary strengths, reaching out to thought partners, a coach, or even AI, and reframing its role in conflict, your Harmony can evolve from a frustrated peacekeeper to a transformational force in teams and leadership.
If you or your team are navigating the tension between collaboration and candour, let’s talk. Harmony doesn’t have to mean silence—it can mean strategic, inclusive, and courageous dialogue.
FInd out more about how Focus can be a powerful leadership attribute.
Vision with Balance: Managing the Blind Spots of the Futuristic Theme
The Futuristic theme in CliftonStrengths is a powerful source of vision, inspiration, and forward-thinking. People high in Futuristic are energized by what could be. They imagine detailed possibilities and are often the ones who see the future before others do. But like all strengths, Futuristic has blind spots that can limit its effectiveness if not managed with intention.
In this post, we’ll explore:
People with strong Futuristic talents are inspired by the future and what it could become. They:
Futuristic is a strategic and visionary strength. It’s especially valuable in leadership, innovation, entrepreneurship, and change management. However, when overused or unbalanced, it can lead to disconnection, impatience, or lack of follow-through. For more depth read the Katalytik Whitepaper on Conflict and Communication and access our insights to how you can interact more effectively with some CliftonStrengths when you understand their drivers and style. A useful reference on blindspots can be found here
Here are the most common blind spots associated with Futuristic, along with examples of how they might manifest:
Blind Spot: People with Futuristic may become so focused on the future that they neglect current realities or responsibilities.
Example: A leader is constantly talking about where the company will be in five years but struggles to address today’s operational issues.
Impact: This can frustrate team members who need present-day clarity and support.
Blind Spot: Futuristic individuals may become frustrated with people who are content with the present or resistant to change.
Example: A team member expresses satisfaction with current processes, and the person with Futuristic dismisses them as lacking ambition.
Impact: This can create tension and reduce psychological safety.
Blind Spot: The vividness of their future vision can overwhelm or confuse others who need more concrete steps.
Example: A manager shares a bold 10-year vision but provides no roadmap, leaving the team unsure of what to do next.
Impact: This can lead to disengagement or lack of execution.
Blind Spot: Futuristic may overlook the importance of short-term goals and milestones that build momentum.
Example: A project is stalled because the person with Futuristic is focused on the end result and not the immediate next steps.
Impact: This can delay progress and reduce motivation.
Strengths That Complement Futuristic
Pairing Futuristic with other CliftonStrengths themes can help balance its intensity and broaden its impact. Here are some powerful partnerships:
Detailed Example: Partnering Futuristic with Activator
Let’s take a closer look at how Activator—a theme that thrives on action and momentum—can balance and enhance Futuristic.
Futuristic Challenge | How Activator Helps | Coaching Insight |
Stuck in vision mode without action | Activator pushes for immediate steps and quick wins | “What’s the first action you can take today?” |
Overwhelming others with long-term ideas | Activator helps break vision into bite-sized actions | “How can we test this idea quickly?” |
Frustration with slow progress | Activator brings urgency and energy to move forward | “What can we launch now to build momentum?” |
Neglecting short-term wins | Activator celebrates early progress and keeps things moving | “What milestone can we hit this week?” |
Why this partnership works:
Futuristic sees the destination. Activator starts the journey. Together, they create a dynamic duo that inspires vision and drives action—turning dreams into reality.
Futuristic is a strength that shapes the future. It brings hope, innovation, and long-term thinking. But to be truly effective, it must be grounded in the present, translated into action, and shared with others in a way that inspires and includes.
Your challenge is to::
By pairing Futuristic with strengths like Activator, Strategic, or Communication, you can lead with both imagination and impact—creating futures that are not only envisioned, but realized.
FInd out more about how Focus can be a powerful leadership attribute.
The Focus theme is a powerhouse of clarity and determination. People with Focus know where they’re going. They set a direction, follow through, and make the necessary adjustments to stay on track. They prioritize, then act. It’s this ability to cut through the noise that makes Focus so valuable in achieving results.
But, like every strength, Focus has a darker side. What fuels progress in one moment can narrow perspective in the next. Left unchecked, Focus can slip into tunnel vision, impatience, or even rigidity.
In this post, we’ll explore the most common blind spots of the Focus theme, strategies for managing them, and how to pair Focus with other strengths to create balance and impact. read the Katalytik Whitepaper on Conflict and Communication and access our insights to how you can interact more effectively with some CliftonStrengths when you understand their drivers and style. A useful reference on blindspots can be found here
1. Tunnel Vision
Blind Spot: Focus can become so intense that it excludes other perspectives, ideas, or opportunities.
Example: A team member suggests a new approach, but the person with Focus dismisses it because it doesn’t align with their current goal.
Impact: Limits innovation and risks alienating collaborators.
2. Impatience with Distractions
Blind Spot: People with Focus may grow frustrated with interruptions, side conversations, or brainstorming sessions that feel off-topic.
Example: During a meeting, they tune out as soon as discussion veers from the agenda.
Impact: Reduces team cohesion and can overlook valuable insights.
3. Neglecting Relationships
Blind Spot: The drive to achieve can overshadow empathy or relational awareness.
Example: A colleague is struggling personally, but the person with Focus doesn’t notice because they’re locked into their task list.
Impact: Missed opportunities for connection and support.
4. Overcommitment to a Single Goal
Blind Spot: Focus may cause someone to persist with a goal long after it’s lost relevance.
Example: A project is failing, but they push forward because it was the original objective.
Impact: Wasted time, resources, and energy.
To help Focus serve rather than limit, here are some practical coaching strategies:
Schedule Time for Reflection
Build in regular check-ins to evaluate whether your goals are still aligned with bigger priorities.
Coaching Tip: Ask, “Is this still the most important thing to focus on right now?”
Practice Active Listening
Stay open to others’ ideas—even when they don’t fit the current agenda.
Coaching Tip: Ask, “What might I learn if I listen a little longer?”
Balance Task with Relationship
Intentionally invest in team dynamics and relational awareness.
Coaching Tip: Ask, “Who needs my attention today beyond the task list?”
Use Focus as a Filter, Not a Wall
Prioritize without blocking out new information.
Coaching Tip: Ask, “What’s one new idea I can explore without losing momentum?”
Create a ‘Pause and Pivot’ Protocol
Establish a system for recognizing when goals need adjusting or abandoning.
Coaching Tip: Ask, “What signs tell me it’s time to pivot?”
Pairing Focus with other themes brings breadth and balance:
Connectedness: Adds perspective and purpose.
Empathy: Keeps people, not just tasks, in view.
Ideation: Introduces creativity and fresh thinking.
Adaptability: Brings flexibility when priorities shift.
Strategic: Provides agility to consider multiple paths.
Together, Focus and Connectedness create purposeful momentum—driving forward with both precision and meaning.
Why not craft your own table like the one below for Connectedness for other themes?
Focus Challenge | How Connectedness Helps | Coaching Insight |
Tunnel vision on a single goal | Connectedness reminds Focus of the broader mission and long-term impact | “How does this goal serve the greater good or team vision?” |
Impatience with distractions | Connectedness reframes interruptions as opportunities for connection or insight | “What might this moment be trying to teach me?” |
Neglecting relationships | Connectedness emphasizes the importance of people and shared purpose | “Who is affected by this goal, and how can I support them?” |
Overcommitment to a failing goal | Connectedness helps Focus see when a goal no longer serves the whole | “Is this still aligned with our shared values and outcomes?” |
Why this partnership works:
Focus brings drive and clarity. Connectedness brings meaning and perspective. Together, they create purposeful momentum—moving forward with intention, awareness, and impact.
Focus is a strength that drives results. It brings clarity, discipline, and execution. But when left unchecked, it can become isolating, rigid, or short-sighted. The key is to manage Focus with emotional intelligence, strategic awareness, and relational depth.
As a coach, your role is to help clients:
By pairing Focus with strengths like Connectedness, Empathy, or Strategic, your clients can lead with both precision and purpose—creating outcomes that are not only successful, but meaningful.
FInd out more about how Focus can be a powerful leadership attribute.
The Empathy theme in CliftonStrengths is a deeply human talent. People high in Empathy intuitively sense the emotions of others and often feel what others are feeling. They bring warmth, compassion, and emotional intelligence to teams and relationships. But like all strengths, Empathy has its blind spots—areas where its intensity can become a liability if not managed with awareness.
In this post, we explore:
Empathy is about emotional attunement. People with strong Empathy talents:
Empathy is a powerful relational strength. It fosters connection, loyalty, and psychological safety. But when overused or unbalanced, it can lead to emotional overload, blurred boundaries, or difficulty making objective decisions. Leaving you feel drained and miserable.
Let’s explore the most common blind spots associated with Empathy and how they might manifest in real-world scenarios:
Blind spot: Constantly tuning into others’ emotions can lead to emotional exhaustion or burnout.
Example: A team member is struggling, and the person with Empathy feels responsible for their emotional well-being—absorbing their stress and carrying it as their own.
Impact: This can lead to compassion fatigue and reduced personal resilience.
Blind spot: Empathy can blur the line between caring and over-caring. People may struggle to say “no” or detach from others’ emotional needs.
Example: A colleague frequently vents to the person with Empathy, who listens endlessly—even when it disrupts their own work or well-being.
Impact: This can lead to resentment, burnout, or being taken for granted.
Blind spot: Empathy may lead to avoiding difficult conversations to prevent hurting others’ feelings.
Example: A manager with Empathy avoids giving constructive feedback because they don’t want to upset the employee.
Impact: This can hinder growth, accountability, and team performance.
Blind Spot: Empathy can cause people to lose objectivity, making decisions based on others’ feelings rather than facts or strategy.
Example: A leader delays a necessary organizational change because they’re too focused on how it might make people feel.
Impact: This can stall progress and lead to indecision.
Awareness is the first step. Here are practical strategies to help you manage the Empathy theme more effectively:
Learn to differentiate between sensing emotions and absorbing them. Try practices like journaling, mindfulness, or visualizing emotional “filters.”
Coaching Tip: “What emotions are yours, and what emotions belong to others?”
Set time limits for emotional support conversations and to schedule recovery time after emotionally intense interactions.
Coaching Tip: Ask, “How can you care without carrying?”
Reframe conflict as a form of care. Empathy can be a powerful tool for delivering feedback with compassion.
Coaching Tip: Ask, “How can you use your empathy to make this conversation safe and honest?”
Pair your emotional insights with objective information when making decisions.
Coaching Tip: Ask, “What do the facts say, alongside what you feel?”
Empathy requires emotional energy. Build routines that replenish you —whether through solitude, nature, creativity, or physical activity.
Coaching Tip: Ask, “What fills your emotional tank?”
Pairing Empathy with other CliftonStrengths themes can help balance its intensity and broaden its impact. Here are some powerful partnerships:
Why it works: Discipline brings structure and boundaries. It helps Empathy create emotional routines and avoid burnout.
Coaching Insight: Encourage clients to use Discipline to schedule emotional check-ins, set limits on availability, and create recovery time after intense interactions.
Why it works: Analytical helps Empathy step back and evaluate situations with logic and data.
Coaching Insight: Use Analytical to challenge assumptions and ensure decisions aren’t based solely on emotion.
Why it works: Command brings courage and clarity in tough conversations. It helps Empathy speak truth with strength.
Coaching Insight: Pair with Command to deliver feedback or lead through emotionally charged situations.
Why it works: Deliberative adds caution and risk-awareness. It helps Empathy slow down and consider consequences.
Coaching Insight: Use Deliberative to assess when emotional involvement might cloud judgment.
Why it works: Self-Assurance brings inner confidence. It helps Empathy trust their instincts without being overwhelmed by others’ emotions.
Coaching Insight: Encourage Self-Assurance to help Empathy stand firm in emotionally complex situations.
Let’s take a closer look at how Discipline—a theme focused on structure, order, and consistency—can be a powerful ally for Empathy:
Empathy Challenge | How Discipline Helps |
Emotional exhaustion | Creates routines for emotional recovery and self-care |
Blurred boundaries | Sets clear limits on time and energy given to others |
Avoiding conflict | Structures difficult conversations with preparation and clarity |
Over-identification | Grounds emotional insights in consistent decision-making frameworks |
Who is your Discipline partner?
Empathy is often misunderstood as “soft” or “emotional,” but in reality, it’s a strategic strength. It builds trust, fosters loyalty, and creates emotionally intelligent cultures. When managed well, Empathy becomes a superpower—not a burden.
Your challenge is to:
By pairing Empathy with strengths like Discipline, Analytical, or Command, you can lead with both heart and clarity—creating environments where people feel seen, supported, and empowered
The Discipline theme in CliftonStrengths is a powerful force for structure, order, and consistency. Individuals high in Discipline thrive in environments where routines are established, deadlines are respected, and chaos is minimized. If you have this high in your profile people will find you bring clarity to confusion and create systems that help others succeed.
However, like all strengths, Discipline comes with potential blindspots that can hinder personal growth and team dynamics if left unchecked.
In this post, we explore:
Here are some of the most common blindspots associated with Discipline, along with examples of how they might show up in real-life scenarios:
Blindspot: A strong preference for structure can lead to inflexibility. Change, ambiguity, or spontaneity may feel threatening or disruptive.
Example: A team member suggests a new, more agile workflow. The person with Discipline resists, preferring the current system—even if it’s outdated—because it’s familiar and proven.
Impact: This can stifle innovation and frustrate more adaptive team members.
2. Over-Control and Micromanagement
Blindspot: Discipline can lead to a desire to control every detail, which may come across as micromanaging or distrustful of others’ abilities.
Example: A manager with Discipline insists on reviewing every step of a project, slowing down progress and disempowering team members.
Impact: This can erode trust and reduce team morale.
Blindspot: People with Discipline may struggle to empathize with those who are more spontaneous or less structured.
Impact: This can lead to misunderstandings and strained relationships.
Blind Spot: The need for order can lead to overplanning or perfectionism, delaying action or causing stress when things don’t go as expected.
Example: A project is delayed because the person with Discipline is still refining the plan, waiting for the “perfect” conditions.
Impact: Opportunities may be missed, and momentum can be lost.
Blind Spot: The need for order can lead to overplanning or perfectionism, delaying action or causing stress when things don’t go as expected.
Example: A project is delayed because the person with Discipline is still refining the plan, waiting for the “perfect” conditions.
Impact: Opportunities may be missed, and momentum can be lost.
Awareness is the first step. A useful reference on blindspots can be found here . Here are actionable strategies to help you manage your Discipline theme more effectively:
Try adding “planned flexibility” into your routines. For example, schedule buffer time for unexpected changes or designate certain days for creative brainstorming without structure. Let your friends know you have scheduled a planned free Friday and to surprise you!
Ask yourself, “Where in your schedule can you allow for spontaneity or experimentation?
Aim to recognize when your need for control is limiting others. Try to delegate tasks and trust others to deliver results—even if the process looks different.
Pose reflective questions to yourself, “What’s the worst that could happen if you let someone else take the lead on this?”
People with Discipline often respond better to change when it’s framed as an improvement to the current system. So try to see change as a way to enhance, not disrupt, your structure.
Ask yourself, “How could this change make my system(s) even more efficient?
Your mission must be to focus on progress over perfection. Aim to set realistic milestones and celebrate small wins along the way. Enjoy the journey.
Ask yourself, “What’s one thing I have accomplished this week that moved me forward, even if it wasn’t perfect?”
Take time with colleagues or your coach to understand and appreciate diverse strengths. This can reduce your frustration and improve collaboration.
Ask yourself, “What strengths do my teammates or colleagues bring that complement my structure?”
Pairing Discipline with other CliftonStrengths themes can help balance its intensity and broaden its impact. Here are some powerful partnerships examples:
Why it works: Adaptability brings comfort with change and the ability to go with the flow. It helps soften Discipline’s rigidity.
Find someone to partner with who is high in Adaptability when navigating change or uncertainty.
Why it works: Ideation introduces creativity and innovation. It challenges the status quo and brings fresh perspectives to structured systems.
Consider brainstorming sessions with Ideation partners to explore new ways of doing things before locking in a plan.
Why it works: Empathy helps Discipline understand and connect with others’ emotions and work styles, reducing judgment and increasing collaboration.
Consider pairing with Empathy to improve team dynamics and communication
Why it works: Strategic helps Discipline see the bigger picture and pivot when necessary. It prevents overplanning and encourages agility.
Use Strategic partners to evaluate whether the current plan is still the best path forward.
Why it works: Activator brings energy and a bias for action. It helps Discipline move from planning to execution more quickly.
Identify Activator partnerships when momentum is needed, especially if Discipline is stuck in planning mode.
Discipline is a powerful theme that brings order, reliability, and excellence to any team or project. But like all strengths, it must be managed with self-awareness and intentionality. By recognizing its blindspots and partnering with complementary strengths, you can transform Discipline from a rigid rulebook into a dynamic framework for success. Ensure to:
With the right strategies and support, Discipline becomes not just a strength, but a superpower.
We found that engineers don’t access support services for wellbeing or mental health until they are in crisis (Jo-Anne Tait, 2024). We also know that men don’t ask for help and suffer in silence. A double whammy for engineering.
Curious, we wanted to understand why. While reviewing services on offer and chatting with those who train and educate engineers, the mists cleared, revealing a multi-faceted problem.
Our mission: to help engineers hack their wellbeing.
The problem:
The people skills and opportunties to practice them are core to UKSPEC.
As future managers and leaders, being adept at hacking your own wellbeing, and supporting your team to do so, is, I would like to think an essential professional credential.
At Katalytik we’ve been working with engineering doctoral researchers for over 10 years and noticed common patterns of stress and frustration. We observed the same challenges and pressures in early-career researchers and in high-performing teams in R&D environments and manufacturing.
Imagine our surprise when we realised the tools we use to improve communication that rest on a solid bedrock of self-awareness could be applied to a process to hack your wellbeing.
We use a common language of CliftonStrengths. But it also works with other positive psychology tools.
The Gallup Net Thriving Index asks participants to rate their overall wellbeing from 0 – 10. Where 10 is living your best life. The indicators of these states is summarised:
Respondents who rated their elements of wellbeing from 1-3 were more likely to report:
Respondents who rated their elements of wellbeing from 4-6 were more likely to report:
Respondents who rated their elements of wellbeing from 7-10 were more likely to report:
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Gallup’s research names five universal elements of wellbeing:
Oftentimes, when experiencing stress, we think of it as all-encompassing (“I’m SO stressed!”). Drilling down into which area(s) of wellbeing are impacted (and which ones are not!) helps pinpoint where the stress actually lies. This will help you target ways to manage the stress more effectively, while also reminding you of areas you may be thriving in.
The CliftonStrengths® Developer theme is characterized by a deep commitment to helping others grow and develop..A junior rugby coach sees the potential and contribution of every player on the pitch, from the most talented and coordinated to the one who tries hardest.
Individuals with this strength are adept at recognizing and nurturing potential in others, making them invaluable assets in any team or organization. However, like all strengths, the Developer theme comes with its own set of challenges that can hinder effectiveness if not managed properly. This article explores the Developer theme, its potential pitfalls, and strategies to harness its power effectively.
ClifotnStrength Developer theme drives your passion for growth and improvement in others. It makes you naturally inclined to invest in others, offering support, encouragement, and guidance. You find joy in seeing others succeed. Your power as a mentor or coach energises your teams. Developer strength thrives in environments that prioritize continuous learning and development.
To explore more how to manage your interactions with other CliftonStrengths, read the Katalytik Whitepaper on Conflict and Communication and access our insights to how you can interact more effectively with some CliftonStrengths when you understand their drivers and style. A useful reference on blindspots can be found here
While the Developer theme has many strengths, it also presents challenges that can lead to its “dark side”. Common challenges are:
To ensure that the Developer theme remains a strength for you rather than a hindrance, it’s important to recognize the challenges it can present so you have strategies in your toolkit to manage them. Here are some measures to consider, make efforts to notice if these are an issue for you, talk to your peers, family, manager or team:
Knowing your darker side means you can identify potential great partners. These individuals can help mitigate your Developer theme going to the ‘darkside’ and ensure your value to the team is greatest. Hhere are some examples:
Achiever describes a constant need for accomplishment. Being so goal-oriented and highly productive. Helps with:
Partnering with Command helps by bringing a more decisive approach and a confidence to take charge and give direction. Their confidence and assertive approach is infectious and helps with:
Strengths of Focus: Those with the Focus theme are adept at setting goals and maintaining concentration on tasks It helps with:
Developer theme is just brilliant at nurturing others, to see the value and potential in anyone. You are a powerful asset in any team or organization. By recognizing and addressing the potential challenges, individuals with this strength can ensure that their supportive approach enhances rather than hinders their effectiveness. Implementing strategies to balance investment in others with self-care, encouraging independence, aligning development with performance metrics, and setting clear boundaries can help keep the Developer theme on the right track. Partnering with individuals who possess complementary CliftonStrengths® can further enhance the effectiveness of the Developer theme, fostering a balanced and productive team environment.
The main thing is to notice how this theme can help you, or if you fail to notice it, divert your focus to be less than useful and hence hinder your impact.
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