Embracing Strengths Diversity: Why Complementary Talents Make Teams Work
Diversity has always been a catalyst for growth—but we don’t always recognize just how many forms it takes. While we often focus on visible differences like background, identity, or lived experience (and rightly so), there’s another layer that can quietly shape how we work, lead, and collaborate: our strengths.
When you understand the different ways people naturally think, feel, and act—and start to pair those strengths intentionally—teams become more resilient, creative, and effective. Strengths-based diversity doesn’t replace other kinds of diversity; it deepens it.
Let’s talk about how.
Why Complementary Strengths Matter
Diverse strengths matter because no one does it all. And trying to will only burn you out.
Instead, great leaders and teams rely on complementary partnerships that:
Fill the gaps. Your strengths shine brightest when someone else has your blind spots—and vice versa.
Keep things moving. Strong pairings create handoffs and workflows that feel effortless.
Make you better. The right collaborator won’t just support your strengths—they’ll help you stretch and grow.
Examples of Powerful Strengths Pairings
Here are a few ways different CliftonStrengths® Talent Domains naturally complement each other:
Influencing + Relationship Building
One brings energy, drive, and visibility. The other builds connection and trust. Together, they can inspire action and bring people along for the ride.
Executing + Strategic Thinking
One gets things done. The other sees what’s coming. Together, they stay focused and flexible—able to adapt without losing momentum.
Influencing + Strategic Thinking
One brings passion and presence. The other brings insight and analysis. Together, they lead with both conviction and clarity.
Relationship Building + Executing
One keeps the team connected. The other keeps the team moving. Together, they make sure work gets done and people feel seen along the way.
How to Build Strengths-Diverse Teams
If you want to tap into this kind of collaboration, here’s where to start:
1. Name and value your differences.
Help your team identify their strengths—and talk about how those strengths shape how they show up at work. (Need help? Take the CliftonStrengths Assessment here.)
2. Build real partnerships.
Don’t just mix talent domains for the sake of balance. Pair people whose strengths naturally support each other, and help them understand how to work together effectively.
3. Create a culture that honors strengths.
Make it normal to speak in the language of strengths, celebrate how people uniquely contribute, and navigate friction with curiosity—not blame.
4. Offer opportunities to stretch.
Encourage team members to use their strengths in new ways. Give them chances to test, reflect, and refine how they apply their natural talents.
5. Bring in a coach.
Coaching can help teams move from awareness to action. If you want to build a strengths-based team culture, I’d love to support you.
When we embrace strengths diversity, we stop asking everyone to lead or contribute the same way—and start building teams where difference is the advantage.
If you’re ready to lead a team that works better because of its differences, let’s talk.
