How to Evaluate Your Own Strengths and Development Needs

You might already feel like you know your strengths, but how well do you really know them? Are you overestimating your abilities or perhaps underestimating your hidden talents? What about your weaknesses? Identifying development needs can feel a bit daunting. Let’s be honest, no one likes to admit their flaws. But taking an honest look at both can dramatically change the way you approach your career and personal growth.

Why This Matters to You Right Now

Understanding your strengths and development needs isn’t just for annual performance reviews or when you’re switching jobs. It’s about crafting the life you want, right now. Want to be a better leader? Want to grow your business? Or maybe, you want to simply feel more fulfilled in your current role. Whatever your goal is, this self-evaluation is the gateway.

But here’s where it gets tricky: We’re not naturally good at judging ourselves. It’s called "self-serving bias." We tend to view ourselves as more competent and skilled than we really are, which can hold us back in ways we don't even realize. So, the question is: how do you step outside yourself and look at your strengths and development needs objectively?

Step One: Get Real with Yourself

Before we dive into tools and methods, the first thing to recognize is that self-awareness is hard. This is why it’s the number one trait most leaders, CEOs, and entrepreneurs focus on developing. Becoming truly self-aware means asking yourself tough questions.

• What have I achieved so far?
• What do I struggle with, repeatedly?
• When have I received the most praise, and when have I been criticized?

The Power of Self-Reflection

Start by dedicating time to reflect on your past experiences. Take a moment to remember what you did last week, last month, or even last year. Think about the projects that went well. Were you highly organized? Did you solve a challenging problem? What about the tasks that didn’t go so smoothly? Was it because you lacked specific knowledge, or was it perhaps a weakness in time management?

Journaling can help. Writing things down can bring clarity to your thoughts. It’s not just about listing accomplishments, but digging deeper into what those accomplishments reveal about your strengths.

Step Two: Feedback from Others

Sometimes, other people see things in us that we can’t see in ourselves. The opinions of coworkers, bosses, or mentors can offer a goldmine of insight into both your strengths and weaknesses.

Consider asking:

• What do you think I do best?
• What areas could I improve in?
• Are there any skills or qualities that you think I underuse?

Here’s the kicker: feedback only works if you listen without getting defensive. It’s human to want to justify our shortcomings, but that won’t get you very far. Try to look at feedback as data points that, when combined, give you a fuller picture of who you are professionally.

Step Three: Use Tools and Assessments

Personality assessments like the Myers-Briggs Type Indicator (MBTI) or the CliftonStrengths (formerly StrengthsFinder) are popular for a reason. They can help you identify areas of natural talent and those where you may need improvement.

Other tools like 360-degree feedback (where peers, managers, and direct reports all provide feedback on your performance) can give a holistic view of how others perceive your abilities and where you might be falling short.

Step Four: Align Your Strengths with Your Goals

Now that you’ve got a clearer picture of what you’re good at and where you need development, the next step is to align these insights with your goals. What do you actually want to achieve? Whether you want to move up the corporate ladder or switch industries entirely, your strengths should be playing a starring role in that plan.

Here’s a practical example: Let’s say you’re naturally a strategic thinker but often find yourself overwhelmed when it comes to execution. Your goal might be to hone in on your strategic abilities while developing your project management or delegation skills.

Step Five: Develop a Growth Plan

Understanding your development needs doesn’t mean beating yourself up. In fact, identifying these areas gives you power. It allows you to craft a focused growth plan.

What does a growth plan look like?

• Identify the skill you want to improve. For example, let’s say you need to get better at time management.

• Find resources to support your development. There are books, courses, podcasts, and even apps dedicated to helping you get better at almost anything.

• Set clear, measurable goals. Saying “I want to manage my time better” is vague. Instead, say, “I will complete my top three priorities by noon each day,” and track your progress.

• Seek out opportunities to practice. Maybe you take on a project that forces you to manage your time more effectively, or perhaps you ask a colleague to hold you accountable.

• Revisit and revise. Growth isn’t a one-time event; it’s a continual process. Make sure you revisit your progress every month or quarter to adjust your plan as needed.

Step Six: Play to Your Strengths

One of the biggest mistakes people make is focusing only on their weaknesses. While it’s important to address development needs, it’s equally crucial to double down on what you’re naturally good at. If you excel at creative problem-solving, find ways to do more of that. If you’re a strong communicator, look for roles that allow you to leverage that skill.

Why? Because playing to your strengths leads to higher levels of satisfaction and performance. When you’re doing what you’re naturally good at, you’re more engaged, more motivated, and you deliver better results.

A Growth Mindset: The Ultimate Strength

If there’s one strength you should cultivate above all others, it’s the ability to learn and adapt. This is what psychologist Carol Dweck calls a "growth mindset." It’s the belief that your abilities aren’t fixed, and that you can always improve through effort and learning.

People with a growth mindset are more likely to embrace challenges, persist through setbacks, and ultimately achieve higher levels of success. It’s not about being the best at something from the get-go; it’s about being open to continuous learning.

A Practical Approach: The Skill-Strength Matrix

One way to visualize this process is through a simple tool like a Skill-Strength Matrix. It allows you to categorize your abilities based on how strong or weak they are, and how important they are for your current or future roles.

This matrix can help you figure out where to focus your development efforts. The skills with low strength but high importance should be at the top of your priority list.

Final Thought: Commit to Lifelong Development

Evaluating your strengths and development needs isn’t a one-time thing. It’s an ongoing journey. As you progress in your career and life, your strengths will evolve, and so will your development areas. What’s important is to stay committed to self-improvement.

The most successful people aren’t those who are born with innate talent; they are the ones who consistently evaluate, adapt, and improve. Start your self-evaluation today, and you’ll be amazed at the doors it can open tomorrow.