Focusing on your people’s strengths unlocks high performing teams

Imagine you’ve just joined a complex project. The team is under pressure and deadlines are tight. As the project team lead, you scan the room (or virtual meeting) and start assessing how to get the best out of your team.

Do you focus on fixing their weaknesses? Or do you leverage their strengths, aligning responsibilities to what they do best?

If you instinctively chose the second option, you’re on the right track. Yet, many project team leads and sponsors fall into the trap of “fixing” their teams rather than amplifying what’s already working.

A strengths-based approach to project leadership isn’t just a feel-good strategy – it’s a proven method for driving engagement, productivity, and project success.

Research consistently shows that people perform better when they can use their strengths daily.

• A Gallup study found that teams who focus on strengths every day are 12.5% more productive and 6 times more engaged than those who don’t.
• Another Gallup survey revealed that employees who use their strengths are 57% less likely to leave their job – a critical insight into high turnover and talent shortages.
• A 2018 study published in the Journal of Positive Psychology found that strength-based leadership increases collaboration and innovation, leading to higher-performing teams.

In contrast, when leaders focus too much on weaknesses, team members can feel disengaged, unmotivated, and even undervalued. Instead of unlocking their potential, you create an environment where they doubt their abilities.

This doesn’t mean we ignore weaknesses. Awareness of them is important, especially in managing team dynamics but the goal is to prevent these from becoming barriers rather than making them the focus of development.

The Impact of Strengths-Based Project Teams

Better Team Engagement and Motivation

When people work in roles that align with their strengths, they are naturally more energised and engaged. They wake up excited about the work they do because they feel competent and valued. This engagement has a ripple effect, lifting team morale and reducing the risk of burnout.

Imagine you have a team member who is a natural problem-solver, but instead of tapping into that strength, you ask them to focus on improving their administrative skills. They’ll likely feel drained and uninspired. But if you give them complex challenges to solve, they thrive, and their energy is contagious.

Increased Productivity and Efficiency

Assigning people work based on their strengths means they complete tasks faster, with fewer mistakes, and with greater confidence. When a team is built this way, efficiency skyrockets.

Take a project team struggling with tight deadlines. If tasks are assigned based on strengths – rather than simply on availability – you’ll notice a significant boost in speed and quality.

Stronger Team Dynamics and Collaboration

In project teams, relationships matter. A strengths-based approach fosters mutual respect and appreciation. Instead of resenting a teammate’s weaknesses, the team sees them for what they bring to the table.

Picture a scenario where a project sponsor values strategic vision but struggles with day-to-day execution. Instead of trying to “fix” their operational weaknesses, they’re paired with a project manager whose strength is in structured delivery. The result? A complementary partnership that drives success.

Higher Innovation and Problem Solving Capabilities

Teams that operate in their strengths are more innovative. Why? Because they’re not bogged down by trying to fix their weaknesses, they’re energised by the work they do best.

A strengths-based approach encourages team members to contribute ideas from a position of confidence, leading to creative solutions and better decision-making.

How to Implement a Strengths-Based Approach in Project Teams

1.Identify and Map Strengths Early

Don’t wait until a project is in crisis to figure out what your team members are best at.

• Use strengths assessments to understand what each team member naturally excels at.
• Have conversations with your team about what energises them versus what drains them.
• Observe their work styles in meetings, problem-solving, and day-to-day execution.

Once you have this insight, map their strengths to project roles and responsibilities.

2.Align Roles and Responsibilities to Strengths

Where possible, design roles around strengths rather than trying to force-fit individuals into rigid job descriptions.

• If someone is a natural communicator, let them take the lead in stakeholder engagement.
• If another team member is highly analytical, involve them in risk assessment and data-driven decision-making.
• If someone thrives in fast-paced problem-solving, place them in roles where agility is key.

This ensures people aren’t just competent in their roles but truly thrive in them.

3.Create a Strengths-Based Culture

A strengths-based approach isn’t just about individual assignments, it’s about how your project culture (team vibe) operates.

• Encourage peer recognition: When team members recognise each other’s strengths, collaboration improves.
• Lead by example: As a project team lead or sponsor, model the behaviour by focusing on strengths in your feedback and leadership approach.
• Reframe performance conversations: Instead of asking “What needs to be fixed?” shift to “How can we maximise strengths to overcome challenges?”

4.Build Awareness Without Overcorrecting Weaknesses

Weaknesses shouldn’t be ignored, but they should be put in the right context.

• Encourage self-awareness so individuals can navigate challenges without letting them become roadblocks.
• Pair team members with complementary strengths rather than expecting one person to be good at everything.
• Use coaching conversations to reframe challenges as growth opportunities and not as flaws to be fixed.

For example, if a project team member struggles with time management but excels at stakeholder engagement, provide tools or process support rather than trying to mould them into a time management expert.

The best project team leads and sponsors don’t waste time trying to fix weaknesses. Instead, they amplify strengths, positioning their teams for maximum impact.

By taking a strengths-first approach, you create:
✅ Engaged and motivated team members
✅ Faster and more efficient execution
✅ Stronger collaboration and relationships
✅ A culture of innovation and continuous improvement

So, here’s the challenge: As you step into your next project meeting, ask yourself – are you focusing on what’s broken, or are you unlocking your team’s greatest strengths?

The choice defines whether your team struggles or thrives.