Strength Discovery

Sukjae Lee Ph.D.

Creator of the Effectiveness Coaching Methodology

2025. 11. 14

 

In the context of an effectiveness coaching model, the discovery and application of a person's strengths is a central component for achieving sustainable, positive results. It shifts the focus from a "deficit model" (fixing weaknesses) to an "asset model" (leveraging existing potential). 

Here is a clarification of what "discovering one's strengths" means in this context:

 

The Importance of Strength Discovery

• Motivation and Confidence: Focusing on what individuals do well inherently builds confidence and motivation, making them more engaged in the coaching process and committed to their goals.
• Performance Enhancement: When people operate within their natural talents, they are more likely to achieve "near-perfect results" and experience a sense of flow, which boosts overall performance.
• Sustainable Change: Building upon existing strengths often feels more natural and energizing than constantly trying to fix weaknesses, leading to more sustainable and long-term behavioral change.
• Self-Awareness: Many people are unaware of their own strengths because these abilities come easily to them ("like breathing"). The discovery process builds crucial self-awareness. 

 

How Strengths Are Discovered in Coaching

Coaches use a variety of tools and techniques to help clients identify their strengths: 

• Formal Assessments: Standardized tools like the Gallup CliftonStrengths or the VIA Character Strengths Survey provide a structured framework for identifying core talent themes or character strengths.
• Reflective Questioning: Coaches ask open-ended questions designed to uncover what energizes the coachee or where they naturally excel:
  • "When do you feel most engaged or 'in flow' at work?"
  • "Think about a time you solved a difficult problem successfully. What skills did you use?"
  • "What do others frequently compliment you on?"
• Behavioral Observation & Feedback: The coach observes the coachee's language, enthusiasm, and energy when discussing certain topics. Providing feedback on observed strengths (e.g., "I noticed how organized you were in planning this session; that seems to be a real strength for you") can offer valuable external validation that the coachee might initially discount.
• Storytelling: Encouraging clients to share stories of their past successes or challenges can reveal underlying patterns of resilience, creativity, or interpersonal skills. 

 

Integrating Strengths into Effectiveness Models

Once strengths are identified, the coaching model (e.g., GROW, OSCAR) helps the coachee align, apply, and develop those strengths to achieve their goals: 

• Goal (G): Goals are reframed to explicitly utilize strengths. Instead of "get better at public speaking," the goal might be "use my strength in storytelling to deliver a compelling presentation."
• Reality (R)/Situation (S): The coachee's current situation is assessed through the lens of available strengths and resources.
• Options (O)/Choices (C): Brainstorming focuses on how to leverage existing strengths in new ways to overcome challenges, rather than just developing new skills from scratch.
• Will (W)/Action (A): Action plans are built around applying strengths in daily activities, making the path forward more engaging and effective. 

In essence, discovering strengths is about unlocking the coachee's inner potential to optimize performance and achieve meaningful results.