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Being a well-rounded leader seems like a natural pursuit, doesn’t it? Back in high school, I remember hearing that colleges didn’t just care about SAT scores anymore. They wanted to see how involved you were in your community and extracurricular activities. The goal was to be well-rounded. But today, let’s explore why aiming to be a well-rounded leader might not be the best approach.

As a big foodie, I love discovering new restaurants that specialize in unique cuisines. I’m fascinated by places with small, focused menus—like those that offer a set five-course meal or just a few signature dishes. These restaurants excel because they focus on what they do best.

Contrast that with restaurants like the Cheesecake Factory, where the menu is so extensive that it can take 20 minutes just to decide what to order. They try to do everything, but how can they truly excel in all those diverse offerings?

This brings me to a crucial point for leaders: instead of trying to be well-rounded, focus on your strengths.

Why Shift from Well-Rounded Leadership to Strengths-Based Leadership?

1. Misallocation of Time and Gifts: Developing new skills, especially in areas where you’re not naturally talented, can consume time and energy that could be better spent leveraging your existing strengths. Just like my love for cooking provides joy and value to my family, focusing on what you excel at as a leader allows you to make a significant impact. Trying to master home repairs, for example, would divert time from my strengths, leading to less effective outcomes.

2. Focusing on Yourself vs. Your Team: Leadership is about empowering others, not just showcasing your own abilities. As a leader, it’s more beneficial to recognize and utilize your team’s strengths rather than trying to cover every possible skill yourself. Well-rounded teams, with each member playing to their strengths, are far more effective than a single well-rounded leader.

3. Acknowledging Weaknesses: Everyone has weaknesses and frustrations. By openly acknowledging your own, you create a culture of psychological safety. When your team knows you have areas where you’re not perfect, they feel more comfortable admitting their own challenges. This openness fosters a more genuine and supportive work environment.

So, should you never work on improving new skills? Of course not. The key is prioritization. Focus on developing areas that truly add value to your role and your team’s success, not just areas where you feel pressured to be well-rounded.

Actionable Reflection Questions:

1. Can you communicate your leadership strengths and weaknesses to your team? Knowing and sharing these aspects can foster trust and openness.

2. Can you articulate the strengths of each team member? Understanding and leveraging each person’s strengths is crucial for team success.

3. Are there gaps in your team’s strengths? Identify these gaps to better focus your efforts and future hires.

4. Are your team members in the right roles? Ensure that everyone is positioned to use their strengths effectively.

So, let go of the pressure to be a well-rounded leader and focus on building well-rounded teams. This shift will not only enhance your team’s satisfaction and success but also contribute to your own fulfillment as a leader.