Who Am I?
This is a profound question that we’ve all contemplated at some point—I certainly have. Throughout my career, I’ve come to see it as not just an existential question but an action-oriented one. While it should invite deep introspection, it should also, ideally, spark action.
Fans of the musical “Les Misérables” based on the Victor Hugo book, will remember Jean Valjean in the song “Who Am I?”. For the uninitiated, the character of Valjean grapples with his identity after being released from prison. He reflects on his past as a convict while struggling to redefine himself in a society that sees him only as a criminal. Ultimately, he chooses a path of redemption, using his strengths and talents to serve others rather than seeking personal gain or retribution. It is a moving journey of self-discovery and emancipation.
You don’t have to be a Les Miz fan to know that the search for self-awareness is an age-old, deeply human quest. Initiated by thinkers and philosophers, it’s a quest that may never truly end. And, of course, this inquiry resonates with various management theories and leadership philosophies; countless books explore self-discovery, self-management and self-reflection. Indeed, self-awareness is a multi-billion dollar industry.
However, the real power of the question “Who am I?” lies not just in the self-examination it prompts but in the actions we take for others as a result of that introspection. How does our self-awareness translate into serving those around us—our teams, our customers, our community and our loved ones?
Perhaps a more impactful follow-up question is, “How does who I am serve others?”
We All Need Somebody To Lean On
In “Soar With Your Strengths,” Don Clifton, the father of strengths-based psychology, stated, “Strengths develop best in response to another human being.” Indeed, you strengths are a force multiplier. When we concentrate on our strengths—those natural talents and abilities that come effortlessly to us—we unlock greater potential for impact, not just for ourselves but also for others.
If you have a highly analytical mind, the question becomes how you can leverage it to provide clarity, validation or act as a devil’s advocate. Likewise, if you possess deep empathy, how can you offer emotional support and comfort to others, even during your own difficult times? Your strengths are not only tools for personal growth but also valuable assets to those around you—others rely on them as much as you do.
Yet, many leaders approach their strengths primarily as tools for personal development and advancement. While self-investment is important, true leadership transcends individualism. Great leaders understand that their strengths are meant to serve others. The African philosophy of Ubuntu—“I am because we are”—eloquently captures this idea, serving as a powerful reminder that our identity, strengths, and even our destinies are deeply intertwined with those we uplift and serve.
Viewing strengths as tools for service shifts our narrative from self-centered ambition to a broader, more meaningful purpose. This doesn’t diminish the importance of personal growth; rather, it emphasizes that the highest pursuit of strengths development is reflected in how they serve others.
Strengths As Service
Mahatma Gandhi, renowned for his selfless service, once said, “The best way to find yourself is to lose yourself in the service of others.” By channeling their strengths into helping others, leaders can gain a deeper understanding of their own values, purpose and identity.
This is when your strengths become instruments for empowerment, connection and fostering an environment where everyone has the opportunity to flourish. Gallup’s research supports this perspective, showing that leaders focused on serving their teams significantly enhance engagement and performance.
Consider these five ways to express your strengths in service of others:
1. Know Who Relies On Your Strengths
Identify the individuals or teams who can benefit from your unique capabilities. Reflect on past interactions and feedback to grasp how your strengths have impacted others. When you understand how your strengths affect those around you, you create a foundation for meaningful connection and contribution.
Reflection Questions:
- Who in my team has expressed a need for my strengths, and how have I responded to that need?
- How do my strengths complement the strengths of my team members, and how can we leverage this synergy?
- What specific moments can I recall where my strengths made a significant difference for someone else?
2. Align Your Strengths With What Your Followers Need
Assess how your strengths can help your team flourish. Consider their challenges and how your abilities can provide solutions. Gallup’s latest research on followership reveals four needs — trust, stability, compassion and hope — with hope emerging as a universal theme, comprising 56% of all words used to describe influential leaders.
I once worked with a leader preparing to deliver an important town hall speech. When he asked for feedback, I advised him to evaluate how well the speech addressed the four key needs of followers. I asked, “Does your speech truly serve the needs of the people you’ll be communicating with today?” Upon reviewing his speech through this lens, he realized that he had inadvertently overemphasized stability. This insight allowed him to adjust the speech to better serve the needs of his audience.
Familiarize yourself with these needs and evaluate how your strengths fulfill them in your own unique way. This alignment fosters higher engagement and performance, ensuring that you are not just enhancing your own skills but actively contributing to the success of your team.
Reflection Questions:
- What specific needs does my team have that are currently unmet, and how can my strengths address those gaps?
- In what specific ways do I currently meet the needs of my followers, and where do I see opportunities for growth?
- How can I anticipate future challenges and proactively consider how my strengths might help navigate them?
3. Solicit Feedback And Adapt
Regularly seek feedback from your team about how they perceive your strengths and their impact on their work. However, embracing vulnerability is essential. Leaders who focus on serving others might sometimes feel hesitant to be open, fearing they may be taken advantage of by employees who do not reciprocate the same level of commitment or work ethic.
True strengths, when seen through the lens of service, require leaders to show how their higher purpose serves others while also accepting constructive feedback on where their strengths might sometimes hinder them.
Reflection Questions:
- How can I create a safe space for my team to share candid feedback about my strengths and areas for improvement?
- What recurring themes emerge in the feedback I receive, and how can I use these insights to adapt my leadership approach?
- What strengths do my team members recognize in me that I might overlook, and how can I leverage these strengths more effectively?
4. Encourage Strengths-Based Development In Others
Empower team members to identify and develop their strengths. Position development as an investment in your team’s future. Sometimes, we view development as transactional—you do the work, and we’ll send you to more remedial training to “fix the gaps”.
Great leaders see strengths development as a commitment to others. Ask yourself whether you are personally invested in developing others. You can’t outsource strengths development to HR; being in service to others means being personally involved, whether through regular feedback, conversations or check-ins. When you serve your team better, they in turn serve your customers and the communities that rely on you.
Reflection Questions:
- How can I facilitate meaningful discussions about strengths within my team to encourage a culture of growth?
- What resources and support can I provide to help my team members identify and develop their own strengths?
- How can I celebrate and recognize the strengths of others to foster an environment of appreciation and encouragement?
5. Model Service-Oriented Leadership
Demonstrate your commitment to serving others by modeling behaviors that reflect your strengths in action. This approach not only builds trust but also cultivates a strengths-based culture. While some criticize servant leadership as potentially undermining authority or decisiveness, it’s important to recognize that modeling servant leadership can be a culture builder.
In a cutthroat world, leaders who prioritize service can face challenges and the role can be exhausting. However, in my experience, strengths and service actually liberate leaders. They provide a clear operational framework to drive impact through strengths. The language of strengths, for example, offers excellent guidance on what to do and how to do it, illustrating the specific outcomes that a shift to strengths-based servant leadership can bring. The opposite is performative leadership leadership – putting on an act when you should be being more of who you already are.
Reflection Questions:
- How can I exemplify servant leadership in my daily interactions and decision-making processes?
- What personal experiences can I share that highlight the value of service-oriented strengths and inspire others?
- How can I invite my team to share their own experiences of service and support, creating a reciprocal learning environment?
Investing Your Strengths For A Greater Good
Leadership is not merely about personal achievement; it’s about harnessing our strengths for the greater good. The world feels increasingly negative. Gallup research highlights rising levels of loneliness, anxiety, and stress, as well as disengagement in the workplace. Perhaps, it has never been more crucial for leaders to pivot toward an approach where leaders focus on serving others through their strengths.
This approach not only helps navigate the challenges of today’s bleak landscape but also cultivates an uplifting and re-energizing environment. By prioritizing service, leaders can inspire their teams to connect, collaborate, and thrive—transforming workplaces into havens of support and encouragement.
That brings us back to Jean Valjean. His transformation from a man constrained by his past to one who uses his strengths for the benefit of others serves as a powerful reminder of what true leadership entails. Our strengths are powerful tools for serving those we lead. When we focus on empowering others, we enhance our effectiveness as leaders and foster a culture of collaboration, trust and shared success.
So, the next time you reflect on your strengths, ask yourself: “How can I use them to serve my team better?” Embrace the shift from leadership as a transaction to leadership as service. The answers may unlock new levels of engagement and performance that you never thought possible, paving the way for a brighter, more connected future.