In the past decade, there has been much enthusiasm for the idea that behavioral change interventions are most effective when they focus exclusively on enhancing people’s inherent strengths, as opposed to also addressing their weaknesses. Although there are no reasons to expect the fascination with strengths to wane any time soon, organizations — and people — would be better off if it did. There are at least five reasons to be skeptical of a leadership development approach that focuses only on strengths.
Author: Tomas Chamorro-Premuzic
Source: Harvard Business Review
Subjects: Human Resources, Management, Organizational Behavior, Personal Development