My StrengthsFinder assessment revealed that my top five themes are Deliberative, Adaptability, Developer, Harmony, and Responsibility. These results gave me a clearer understanding of how I naturally approach leadership, relationships, and decision-making. I am someone who values thoughtful planning, stays grounded in the present, supports others' growth, promotes peaceful collaboration, and honors my commitments. These strengths allow me to lead with both caution and compassion while also being flexible and trustworthy.
Two core values that stand out for me from this assessment are integrity and personal growth. My Responsibility strength reflects a deep sense of ownership and dependability—I take my word seriously, and I strive to be someone others can count on. This aligns with the value of integrity, as discussed by Rosengren and Friberg (2024), who found that a lack of visible leadership and respect in healthcare settings can lead to employee dissatisfaction and turnover. Being present, fair, and dependable builds trust and organizational commitment, which I try to model in my leadership.
The value of personal growth is closely tied to my Developer strength. I love seeing progress in others, whether it's a colleague learning a new skill or a teammate gaining confidence. This aligns with Cripe and Burleigh's (2022) emphasis on the importance of effective virtual IT project managers: leaders who coach, mentor, and recognize achievements play a crucial role in building high-performing teams. I strive to be that kind of leader, especially in environments where trust and communication are key.
Two strengths I especially lean on are Harmony and Adaptability. I strive to avoid unnecessary conflict and seek common ground. This helps maintain team unity, especially in diverse or high-pressure situations. Similarly, my adaptability allows me to remain calm when plans shift, which is increasingly valuable in today's fast-paced, hybrid work environments. The study by Görgens-Ekermans and Roux (2021) reinforces this—transformational leaders with strong emotional intelligence (like social awareness and relationship management) foster job satisfaction and perceived support by meeting people where they are emotional.
At the same time, I recognize areas I want to strengthen. First, I would like to develop more assertiveness. My desire to avoid conflict can sometimes cause me to hold back ideas or hesitate to challenge poor decisions. Strengthening this trait would help me better advocate for myself and my team. Second, I want to build more decisiveness under pressure. My Deliberative nature is valuable, but it can also slow me down in fast-moving situations. Being able to trust my judgment quickly while still considering risks would make me a more effective and confident leader.
Overall, this assessment helped me see that my leadership traits are grounded in empathy, integrity, and intentionality. With targeted growth in assertiveness and decisiveness, I can continue building on these foundations to become a more impactful leader.
References
Cripe, K. M., & Burleigh, C. (2022). Examining leadership skills, behaviors, and effective communication for virtual IT project managers. Team Performance Management, 28(3/4), 223–237. https://doi.org/10.1108/tpm-11-2021-0085Links to an external site.
Görgens-Ekermans, G., & Roux, C. (2021). Revisiting the emotional intelligence and transformational leadership debate: (How) does emotional intelligence matter to effective leadership? SA Journal of Human Resource Management, 19. https://doi.org/10.4102/sajhrm.v19i0.1279Links to an external site.
Rosengren, K., & Friberg, M. (2024). Organizational and leadership skills towards healthy workplaces: an interview study with registered nurses in Sweden. BMC Nursing, 23(1). https://doi.org/10.1186/s12912-024-01732-Links to an external site.