How to Dial Your Strengths Up or Down for Maximum Impact
I was recently working with my client, Alex, a brilliant leader with incredible vision and problem-solving abilities.
Alex can walk into any meeting, quickly assess a situation, and immediately offer creative solutions that others hadn’t considered.
These qualities make Alex an exceptional leader… most of the time.
The challenge? Alex’s enthusiasm sometimes overwhelms team members.
When Alex gets excited about a new direction (which happens often!), that passion comes through loud and clear.
The expectation is that everyone will immediately embrace the idea with equal fervour.
But several team members have different working styles. They need processing time. They want to weigh options, consider implications, and think through potential challenges before committing to a new approach.
This mismatch was creating friction on the team. Some members felt steamrolled by Alex’s intensity.
During our coaching session, I shared an important perspective: this isn’t about changing who Alex is fundamentally as a leader. That quick thinking and enthusiasm are valuable strengths!
The issue isn’t the quality itself, but rather the intensity with which it’s expressed.
I introduced Alex to a metaphor I like to use, “dialling up or dialling down.”
Just like adjusting the volume on your radio, we can adjust how loudly or softly we express our natural tendencies.
For Alex, this meant turning the enthusiasm dial down from a 9 to about a 6, still present and authentic, but not overwhelming for those who process differently.
The opposite situation exists, too.
I have another client, Morgan, whose calm demeanour is impressive, especially during high-pressure deadlines. Team members appreciate this stability.
However, Morgan’s even-keeled nature has a downside. When team members deliver exceptional work, they often receive just a slight nod or brief acknowledgment.
For many on the team, this feels underwhelming. They crave more explicit recognition and enthusiasm when they’ve excelled.
In Morgan’s case, our work focused on “dialling up” the expression of appreciation, not changing personality, just amplifying certain behaviours in specific contexts.
This approach of “dialling up or dialling down” preserves authenticity while enhancing effectiveness.
Instead of thinking about eliminating behaviours or fundamentally changing your leadership style, consider: What aspect of your natural approach might benefit from being dialled up or dialled down?
Where might your leadership volume need adjustment?
