As I write this piece the calendar is about to flip to the year 2024. Therefore, my thinking is that this is a good time for careerists to revisit the perennial topic of how to communicate one’s strengths and weaknesses in the context of their professionalism.
How one self-perceives their strengths and weaknesses factors significantly into the impressions left upon others whose opinions of you may matter in how well you achieve success on the job. Typically, we think of the strengths and weaknesses question as one that comes up in job interviews and to be sure it still does. More on that later. But there are other instances during which an authentic and well delivered message about your capacities and limitations is pertinent.
Supervisors, colleagues, customers, and other stakeholders want to know what they can reliably expect from you and in what areas they should adjust their assumptions about you. We are called upon on a daily basis to promote ourselves on the job. How we perform is always being assessed by someone. The more consistently we are able to capitalize on our strengths and manage our weaknesses the more likely we can control the construction of our professional reputation and benefit our careers.
The narrative we deploy to reinforce our daily demonstrations of strengths and weaknesses builds both our prospects among those who entrust in us and our professional credibility. Getting these statements right matters.
It is during job interviews when a well formed response to the questions of what are your strengths and weaknesses is traditionally most anticipated. So, let’s take a look at how best to craft your reply in an interview situation.
First to strengths: As counterintuitive as it may seem, take the focus of your strength proclamations away from you as a person and instead direct them toward the needs of your employer, customers, and any other concerned parties who desire your expertise. Your goal is to solve people’s problems not pump up your ego.
How do you discover what the needs are of an organization to which you are applying? Study the job description. The specifics you require to align your skills with their demands should be right there. Executive communications specialist Joel Schwartzberg suggests that you convey each strength in four parts:
- A label for your strength
- A factual example of that strength being applied
- The result of that application
- How much you are energized by utilizing that strength
Now to weaknesses: Again, referencing Schwartzberg, he proposes to reframe the negative term “weaknesses” into “challenges”. This alternative name redefines what might be thought of as an innate characteristic flaw into a difficulty which can be remedied through purposeful interventions such as training or dedicated practice.
When selecting weaknesses/challenges to disclose to the interviewers be careful to not pinpoint a job requirement which is fundamental to the position. If you see yourself drawn to such a job essential as a challenge example, then rethink whether or not you should be applying for this position. Once you have settled on two or three challenges, present each one in three parts:
- A label for your challenge
- Relatively low-level effects that might result from the challenge
- How committed you are to improve
Keep in mind that the interviewers, and by extension your colleagues, managers, and customers, are most interested in whether you can meaningfully collaborate to augment the operation. If you can use the strengths and weaknesses questions to drive home an understanding about your areas of expertise, leave the impression that you are earnest about professional growth, and communicate that you are candid and forthcoming about what motivates you, then you will have done your career a big favor.
You do not need to be thought of as perfect. Rather, you want to be deemed as dependable and trustworthy.
