When we talk about leadership, we often start with what’s broken: ​
Close the gap.
Address the weakness.
Correct the problem.
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And while there’s a time and place for that, if all you ever do is fix, you miss what’s quietly working.
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Worse, you risk building a culture where everyone is bracing for critique instead of stepping into their strength.
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Here’s what I’ve seen—again and again: ​
Teams don’t need constant correction.
They need reinforcement of their strengths.
They thrive on amplification of what's working.

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Think about the best teammates you’ve ever worked with. ​
Chances are:

• They weren’t perfect.
• They didn’t need “fixing.”
• But someone noticed what they brought to the table - and made sure others saw it too.

Maybe they…

• Asked the one question that changed the direction of a meeting.
• Diffused tension with quiet calm.
• Took initiative without needing credit.
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That kind of leadership rarely makes the weekly update.
But it’s often what holds everything together.
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And here’s the hard truth: If you’re not intentionally spotting those strengths, you’re probably missing them.
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Here’s what I practice—and what I coach leaders to do:

1. Catch strengths in real time ​
   Don’t save your praise for performance reviews—call out what’s working in the moment. When someone shifts the tone of a meeting with a well-timed insight or brings clarity to chaos through thoughtful preparation, say so. These moments might seem small, but naming them reinforces the behaviors that keep teams moving forward.
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2. Link strengths to outcomes ​
   It’s not just about saying, “You’re good at this.”
   It's: “You helped secure that renewal because the client trusted you.”
   Strength + Impact = Confidence.
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3. Take those wins into rooms they’re not in ​
   Advocate for their strengths when they’re not in the room.
   Name their strengths in front of others.
   Model loyalty and belief in your team - especially when it counts.

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