Most Execs are Trapped by Their Strengths

Subtitle: 3 Questions to Ask Yourself -

Executives and other high-performers, often rise to the top by developing and leveraging their strengths. These strengths become their fortress—a stronghold that protects them and bolsters their success. That's all great, if the fight comes to you. Yet, this same fortress can become a prison, trapping them in repetitive patterns that hinder growth. Here's why a commitment to being a "lifelong learner" is not enough.

As executives, we encounter challenges that demand us to step beyond our comfort zones. We must move from functional leadership roles to broader general management positions, sometimes even spearheading businesses in less-familiar sectors. We may be required to integrate new disruptive technologies, like artificial intelligence, into our operations. Our response to these challenges is pivotal in determining our success. Some avoid the challenges altogether feeling they don’t have the competence; others jump in, but fail to adapt to the new requirements. Both struggle from the same blind spot.

It's often said that being a "lifelong learner" is crucial. The adage encourages us to continually learn and grow. But this advice, though true, lacks specificity. Anybody can claim to be a lifelong learner just by reading a book. Yet, high-performance growth is a far more specific subset of learning and few types of learning qualify.

Here are three questions to help dig deeper. Write the answers for yourself before you read further (be as specific as you can)

1. What daily habit do you have that is attacking your biggest weakness?
2. What daily habit do you have that is taking your top strength to the next level?
3. How do you treat yourself when you stumble in one of these habits? Be specific (how do you think, what do you do, how do you feel?)

Why is Real Growth So Hard?

Engaging in real growth poses significant challenges, especially for high performers. I recently began a mastermind program with a master coach to enhance my advisory skills. This coach excels at propelling high-performing coaches and consultants to breakthrough. What’s the first thing we tackled?

• Identifying what we’re not doing that we should be, (and starting!)

Think about that for a second, a room full of top-tier advisors and we all have gaps in our behavior that we need to address. It’s universal. Everyone, particularly high-achievers, falls into the trap of plateauing growth. We observe it daily among executives we consult for and coach.

Why does this happen?

We commonly become ensnared in our narratives of competence. We succeed by mastering certain competencies, which in turn shape our self-image. Once competence defines us, any incompetence threatens that self-image. This narrative of competence both drive excellence, and halt growth. It’s at the heart of what researcher Carol Dweck, in her breakthrough research on growth, coined the “fixed mindset.”

Consider these examples: A marketing executive adept at branding struggles with data analytics. An engineer who excels in technical innovation finds people management daunting. These are areas of incompetence that challenge their self-image, and they often deal with that psychologically through avoidance.

Let’s go back to the questions we asked. Answering them highlights three key observations:

• Habit: Only the learning practices we institutionalize become effective. Everything else is aspirational.
• Weaknesses/Strengths: We often avoid addressing these areas. We fear our strengths might not be strong enough, and admitting weaknesses contradicts our perceived competence.
• Self-treatment: This is where the voice of our defining identity halts us. Self-criticism, impatience, and self-deprecating humor can snuff out the habits that might lead to breakthroughs.

Actioning the Insight

This pitfall is universal. Therefore, becoming aware of it and addressing it is vital for top-tier performance. In our Breakthrough Mastermind, we bring awareness of this trap to the front of the schedule; it’s key to the breakthrough the rest of the year can bring. Fortunately, you can begin building this awareness on your own. Here is a simple awareness cycle:

1. Identify an Area of Low Competence: This could be a skill you want to enhance or an entirely new area you wish to explore. It might be easier to start with something non-professional to test this approach.
2. Start with a Daily Habit: The key is to start small. People often set goals first, letting the competence narrative creep in and wear down the habit. So no goals, no plans. Begin with a manageable habit. Consistency matters more than size. For example, if you want to lose weight, start by simply putting on gym clothes each day. (I'm learning guitar; I practice every day, even if it's only for 5 minutes.)
3. Reserve Judgment: The hardest step. Avoid setting goals, tracking progress, or self-evaluating. Coaches can help. The smaller the habit, the more you'll want to assess it, feeling foolish in the process. This often leads to quitting. Reward yourself for consistency, but forgive yourself if you miss a day.

The goal here is not progress, it’s to nurture habits in an area of low competence. It might sound straightforward, but it's a challenging exercise. Remember, I'm rooting for you! If you feel like it, let me know what area you chose and how it goes.