Strengths: Start with What’s Already True
Growing up in the circus, talent was evident. Visible. Honored.
A circus is the perfect example of a strengths-based organization. Acrobats have a certain build, equestrians have a recognizable gait… You don't expect a clown to walk a tightrope—that might be amusing, but it would ultimately be very dangerous.
But in the corporate world, talent is often hidden beneath layers of assumptions and frustrations. We expect people to approach work and problems the way we do, and when they don't, we get frustrated. We make judgments.
That person is impatient. This one procrastinates. That woman spends her whole day talking instead of working. That man is always critical.
When we look at talent through this lens, difference becomes a problem to solve.
But what if we looked through the lens of Strengths instead?
Suddenly that "impatient" person is an Activator who brings urgency and keeps things moving.
The "procrastinator" is a Deliberator who takes time to ensure avoidable mistakes are avoided.
The "chatty" person excels at breaking the ice and building key relationships. The "critical" voice is pointing out when key information is missing.
Every team has its own current—ways of working, deciding, and leading that shape what's possible. I use Strengths to surface that current, name the patterns, sharpen the team's clarity, and move them forward with trust and precision. This isn't about team bonding or feel-good exercises. It's about building leadership capacity by starting with what's already strong.
The Ringmaster Advantage
Here's what I bring that other Strengths coaches don't: I've lived in a world where talent recognition isn't just a nice idea—it's survival.
In the circus, talent recognition isn't optional—it's a matter of safety. When you're working with heights, speed, and split-second timing, you need people in roles that match their natural abilities. Miss that match, and someone gets hurt.
This perspective, combined with having administered nearly 1,000 assessments and conducted hundreds of individual coaching sessions, means I don't just know the Strengths language—I'm fluent in it.
Here's what typically happens: teams take Strengths assessments, get excited about the results, then struggle to make it stick. That's where I come in. I've guided hundreds of teams through the process of turning insights into action.
We begin with Strengths. Where we go depends on what your team needs to lead well—and lead now.
How it Works:
There's no cookie-cutter approach here.
Every Strengths engagement I design starts with understanding your specific context and challenges.
That might mean a one-on-one session where we decode your individual profile and apply it to your current leadership stretch. Or a team session designed to surface dynamics, spot synergy, and name the friction that's been getting in the way.
Sometimes it's a full-scale integration into your leadership development programs, onboarding process, or culture transformation. Other times, it's a single strategic session that gives you exactly what you need to move forward.
The best part? Most people find their own strengths both affirming and fascinating—which puts them in the perfect mindset to see other people's strengths as equally compelling. This shift opens the door to new ways of working together that eliminate judgment, reduce tension, and make space for genuinely great work.
