Dear First name / friend,

 

Last Wednesday evening, I shared a story in my "Raising Confident Tweens" webinar that resonated with participants, many of whom are leaders themselves. It's about a third-grader named Alice, and what her journey taught me about developing people, no matter their age or role.

 

Alice was a child whom everyone worried about at my school. She struggled with math, but what really concerned her teachers was her constant self-doubt. She constantly put herself down and displayed a level of self-consciousness that made you want to give her a hug.

 

But Alice came completely alive in creative spaces. Drama, singing, and creative writing weren't just activities she enjoyed; they were where her natural gifts emerged. 

 

In order to grow Alice's confidence, we balanced the math support Alice needed with equal attention to her creative talents. Alice's self-assurance grew as she saw herself valued for what she did well, not just what she struggled with. That new sense of herself carried her through the fragile middle school years, all the way to her acceptance at a competitive high school for the arts.

 

Last week, I shared Zach Mercurio's research on mattering in the Harvard Business Review. It confirms what we see with Alice: when people feel significant, they thrive.
 

Great leaders and reflective parents share the same skill: making people feel they matter by helping them develop their natural talents into strengths.

 

This is exactly where Gallup's CliftonStrengths assessment adds value. Just as Alice had natural gifts that needed nurturing, every leader has distinct CliftonStrengths themes that, when understood and developed, become their greatest contributions.

 

I work with accomplished leaders who are naturally skilled at solving problems and driving results. Even so, it's easy to focus first on what needs fixing rather than what's already working well. When it comes to developing people, there's a more powerful approach.

 

 

That team member who "asks too many questions"? Their CliftonStrengths results might show Input or Intellection themes, exactly the analytical thinking you need. The person who "talks too much" in meetings? Strong Communication themes could be your advantage for stakeholder relationships.

 

When people understand their CliftonStrengths themes and work to turn their talents into strengths, they stop trying to be someone else and start being their best selves. Just like Alice did.

 

Watch this segment from Wednesday's webinar where I share Alice's complete story. 

Leadership isn't about fixing people. It's about helping them recognize their significance through their strengths.

 

Want to see the full webinar? If you'd like to watch the replay of the 'Raising Confident Tweens’ webinar and receive the full slide deck, you can sign up here.

 

Curious about CliftonStrengths? If you're interested in learning how Gallup's CliftonStrengths assessment could help you develop your talents into strengths, you can book a complimentary discovery call at katierocker.com/contact.

PS – I'm always curious about your experiences: when have you seen someone transform by focusing on their strengths rather than their weaknesses? Please share your own story; I'd love to hear from you. ✨