Unlocking workplace potential with strengths profiling
When it comes to building vibrant, high-performing workplaces, I have a few secret weapons in my HR toolkit, one of which is understanding and leveraging strengths. Strengths profiling isn’t just about identifying what you’re good at but also recognising what energises or drains you. When applied strategically, it becomes a powerful tool for HR professionals and leaders to enhance employee engagement, foster diversity, and unlock potential within their teams.
As an HR consultant with nearly 25 years of experience, I’ve explored a myriad of profiling tools. While I’ve always been a fan of DiSC, one strengths profiling tool recently caught my attention to such an extent that I went on to become accredited in it - Strengths Profile by Cappfinity.
What is Strengths Profile?
Strengths Profile stands out in the crowded landscape of assessment tools because of its unique approach to evaluating strengths. Unlike other models that simply list strengths, this tool digs deeper, categorising strengths based on performance, energy, and frequency of use. Its key strength (pun intended) lies in its practicality, it’s intuitive enough to integrate seamlessly into day-to-day HR and leadership practices.
The profile highlights 60 strengths, grouped into four distinct categories:
Realised strengths – Strengths you excel at and enjoy using.
Learned behaviours – Skills you’ve developed and perform well but don’t particularly energise you.
Weaknesses – Areas you find challenging and draining.
Unrealised strengths – Hidden talents you haven’t tapped into yet but could energise and elevate your performance.
This nuanced breakdown provides valuable insights that inform how HR leaders and team members can achieve long-term growth and satisfaction.
Strengths in action - my personal example
To give you a sense of the tool’s impact, here’s a snapshot of my own Strengths Profile results:
Realised strengths: Narrator, Rapport Builder, Connector.
These strengths suggest I thrive on storytelling, quickly building rapport, and making connections between people. They’ve become second nature to me, and I use them effortlessly to drive collaboration and engagement.
Unrealised strengths: Innovation, Self-belief, Resilience.
These are areas that come naturally to me but aren’t regularly used. The profile reminds me of their untapped potential and encourages me to bring them forward in my work.
Strengths Profile helped shed light not just on what I’m good at but also on areas I could incorporate more intentionally into my day-to-day practice. It’s a game-changer for personal and professional growth.
Why strengths profiling matters for HR leaders
HR leaders face immense challenges in their roles, managing compliance, supporting teams, and fostering diverse, inclusive workplaces, often while feeling professionally isolated. Strengths Profiling offers a practical solution to many of these challenges. When coupled with a tool like DiSC, it empowers HR leaders to:
Understand not just their capabilities, but also what energises them.
Work authentically while achieving peak performance.
Drive workplace culture and engagement by embedding strengths-based practices in teams.
This approach doesn’t just improve the individual's experience. It creates a ripple effect, impacting team dynamics and enabling organisations to achieve meaningful, sustainable results.
Strengths-plus-teams equals success
The complementary nature of Strengths Profile and DiSC shines in team settings. HR leaders often aim to maximise the potential of their teams, and these tools provide the insights necessary to do just that. Here’s how:
Tailored development plans – Personalised plans based on strengths align employees’ roles with their energy drivers.
Performance management – Feedback becomes strengths-based and constructive, encouraging growth without focusing solely on weaknesses.
Team alignment – When team members know and understand one another’s strengths, collaboration improves.
Practically speaking, this could involve embedding strengths conversations into performance reviews or professional development planning. Over time, these tools naturally integrate into the organisation’s culture and values.
A practical case for strengths profiling
Imagine this scenario - an organisation wants to create a culture of innovation and collaboration. Using Strengths Profile, HR identifies team members with unrealised strengths in areas like Creativity and Collaboration. By creating opportunities for these team members to explore and activate those strengths, the organisation begins to see new ideas flourish and inter-departmental teamwork improve.
Even something as simple as linking strengths profiling to progression opportunities can have a big impact. For example, showcasing someone’s potential to be a future leader based on their unrealised strength of Self-belief could ignite self-confidence and excitement for career growth.
Why your organisation should consider Strengths Profile
Using a strengths-based approach isn’t just about enhancing individual satisfaction - it’s a strategy that creates real business impact. When employees work to their strengths, they’re:
More productive, because they’re doing work that energises them.
More engaged, because they feel valued for their contributions.
More innovative, because they’re encouraged to explore untapped talents.
At its core, strengths profiling enables businesses to connect individual contributions with organisational success. Leaders are better equipped to support their teams, and employees feel more aligned with their roles and the company’s mission.
Partner with Unscripted HR to unlock strengths
If you’re an HR professional or business leader looking to harness the power of strengths profiling, I’m here to help. At Unscripted HR, I combine tools like Strengths Profile and DiSC with my nearly 25 years of experience to offer tailored, people-centred solutions. Whether you’re an individual leader or managing an entire team, we’ll design an approach that ensures you get the best from everyone.
To explore how we can work together in a way that’s strategically aligned with your goals, please reach out. Together, we’ll uncover insights that enhance employee engagement, build stronger teams, and drive better organisational outcomes.