Your Money & Business
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Embracing Your Unique Leadership Talents:
Q&A with Naomi Lippin, Founder of Pathway 2 Transformation
October 2024
Naomi Lippin
Photo Courtesy: Naomi Lippin
Photo Courtesy: Naomi Lippin
Naomi Lippin is a seasoned organizational development professional who believes in the transformative power of authentic leadership and human connection. With a gift for asking insightful questions and listening deeply, she partners with clients to get to the heart of their challenges, helping them gain clarity to make confident decisions and take action to achieve success — however they define it.
In this month's issue, Naomi answers questions savvy business leaders often ask themselves because they want to be sure they are utilizing their strengths effectively and recognizing the challenges that are holding them back or preventing them from moving their business or organization to the next level.
Why is it important for me to know what my strengths are? How do I know I'm making the most of my strengths?
Knowing your strengths is crucial because it helps you understand how you lead best. Being a leader is not exclusive to the workplace. It is how you show up in all aspects of your life, as a mother, sister, daughter, partner, boss, grandmother, etc. Research shows that the most effective leaders possess a high level of self-awareness, which includes emotional intelligence and knowing their strengths and weaknesses. Everyone leads in unique ways, shaped by their own talents and limitations. We don’t need to be like the leaders we admire. In fact, trying to emulate others can take us out of our natural element, making it harder to succeed.
An essential trait of exceptional leaders is their deep knowledge of their strengths, much like a carpenter knows their tools or a physician knows their instruments. Great leaders can call on the right strength at the right time because they truly understand their own capabilities.
Talent is your natural way of thinking, feeling and behaving. It’s potential that can be developed endlessly. Talents are your innate abilities — what you do without even thinking. For example, you thrive on meeting new people, or you always make lists and love checking them off, or you’re passionate about learning and research. These behaviors are talents, and each of us is unique. For talent to become strength, you need to develop it intentionally, which involves practice, skill development, and building your knowledge base.
To develop talent mastery, Gallup created this formula for strength development:
Talent × Investment (time spent practicing, developing your skills, and building your knowledge) = Strength (the ability to deliver near-perfect performance).
Differentiating your own unique talent is an ongoing process.
The most effective way to discover your talents is to take the Gallup CliftonStrengths assessment. This research-based tool is built on 70 years of data and offers a language to describe your most natural patterns of thought, feeling and behavior. This assessment takes about an hour, taking you through a series of questions designed to uncover your hidden strengths and provides guidance on how to start using them more effectively.
You can also begin to get a sense of your talents by asking yourself the following six questions:
When you use your talents, it energizes you. You know you’re making the most of your strengths when you can identify them and apply them intentionally to achieve your version of success. You know you’re using your strengths when you feel fully engaged, energized, satisfied, and you’re having the impact you desire. You are the only you, and unlocking your personal patterns of thinking, relating, growing, and making a difference means you get to work in the way you want and live in a way that works.
What is my leadership style? Does it suit me?
All great leaders ask themselves this question. Your leadership style shapes how you make decisions, treat your team, and, ultimately, your success as a leader.
Determining your leadership style can be challenging. Should you model yourself after a leader you admire, or adopt a popular style like:
These are all valid approaches, but there's a more personalized way to think about leadership. According to Gallup's research, leadership styles are most effective when they are strengths-based. This means focusing on:
In this month's issue, Naomi answers questions savvy business leaders often ask themselves because they want to be sure they are utilizing their strengths effectively and recognizing the challenges that are holding them back or preventing them from moving their business or organization to the next level.
Why is it important for me to know what my strengths are? How do I know I'm making the most of my strengths?
Knowing your strengths is crucial because it helps you understand how you lead best. Being a leader is not exclusive to the workplace. It is how you show up in all aspects of your life, as a mother, sister, daughter, partner, boss, grandmother, etc. Research shows that the most effective leaders possess a high level of self-awareness, which includes emotional intelligence and knowing their strengths and weaknesses. Everyone leads in unique ways, shaped by their own talents and limitations. We don’t need to be like the leaders we admire. In fact, trying to emulate others can take us out of our natural element, making it harder to succeed.
An essential trait of exceptional leaders is their deep knowledge of their strengths, much like a carpenter knows their tools or a physician knows their instruments. Great leaders can call on the right strength at the right time because they truly understand their own capabilities.
Talent is your natural way of thinking, feeling and behaving. It’s potential that can be developed endlessly. Talents are your innate abilities — what you do without even thinking. For example, you thrive on meeting new people, or you always make lists and love checking them off, or you’re passionate about learning and research. These behaviors are talents, and each of us is unique. For talent to become strength, you need to develop it intentionally, which involves practice, skill development, and building your knowledge base.
To develop talent mastery, Gallup created this formula for strength development:
Talent × Investment (time spent practicing, developing your skills, and building your knowledge) = Strength (the ability to deliver near-perfect performance).
Differentiating your own unique talent is an ongoing process.
The most effective way to discover your talents is to take the Gallup CliftonStrengths assessment. This research-based tool is built on 70 years of data and offers a language to describe your most natural patterns of thought, feeling and behavior. This assessment takes about an hour, taking you through a series of questions designed to uncover your hidden strengths and provides guidance on how to start using them more effectively.
You can also begin to get a sense of your talents by asking yourself the following six questions:
- Yearning: What activities are you naturally drawn to?
- Rapid Learning: What do you pick up quickly?
- Flow: In what activities do you lose track of time?
- Glimpses of Excellence: When have you had moments of unconscious excellence, where you thought, “How did I do that?”
- Satisfaction: What activities give you a sense of accomplishment and leave you eager to do them again?
- Energy: What energizes you?
When you use your talents, it energizes you. You know you’re making the most of your strengths when you can identify them and apply them intentionally to achieve your version of success. You know you’re using your strengths when you feel fully engaged, energized, satisfied, and you’re having the impact you desire. You are the only you, and unlocking your personal patterns of thinking, relating, growing, and making a difference means you get to work in the way you want and live in a way that works.
What is my leadership style? Does it suit me?
All great leaders ask themselves this question. Your leadership style shapes how you make decisions, treat your team, and, ultimately, your success as a leader.
Determining your leadership style can be challenging. Should you model yourself after a leader you admire, or adopt a popular style like:
- Laissez-faire leadership
- Participative leadership
- Transformational leadership
- Autocratic leadership
- Servant leadership
These are all valid approaches, but there's a more personalized way to think about leadership. According to Gallup's research, leadership styles are most effective when they are strengths-based. This means focusing on:
These are essential leadership capabilities, but the way you execute them is unique to you. A strengths-based approach allows you to discover a leadership style that fits your strengths and enables you to lead authentically and effectively. |
"A strengths-based approach allows you to discover a leadership style that fits your strengths and enables you to lead authentically and effectively." ~ N.L. |
What might be getting in the way of my success? What's holding me back?
Before addressing what might be holding you back, it’s essential to define success for yourself. Success is not one-size-fits-all, and it evolves based on where you are in your life or career. For example, how you define success as an emerging leader will differ from how you define it as a senior executive or as you transition into a new phase of life.
One common obstacle to your success is comparing yourself to others. This can leave you feeling dissatisfied or inadequate, especially when it leads to “should” thinking — such as believing you should have achieved certain milestones by a certain age. This mindset can diminish your sense of accomplishment and lead to feelings of shame. Instead of comparing yourself to others, focus on your strengths. Your unique talents are your superpower and embracing them can boost your confidence.
Another challenge is negative self-talk and imposter syndrome — the feeling that your success is due to luck rather than your own hard work or ability. Women are particularly vulnerable to this, even those who are highly successful. One key to overcoming imposter syndrome is self-compassion. Recognize your self-doubt as a signal that you may need more training, support, or a healthier work environment. Remind yourself of your strengths. Consider seeking coaching and celebrate your wins along the way.
Every person who embarks on self-improvement will tell you that the self-doubt feelings are real. They’ll also tell you that while it’s scary, the results are worth it. Each time you step into something new, there will be fear. Your power lies in walking through that fear and moving forward anyway.
What might be getting in the way of my success? What's holding me back?
Before addressing what might be holding you back, it’s essential to define success for yourself. Success is not one-size-fits-all, and it evolves based on where you are in your life or career. For example, how you define success as an emerging leader will differ from how you define it as a senior executive or as you transition into a new phase of life.
One common obstacle to your success is comparing yourself to others. This can leave you feeling dissatisfied or inadequate, especially when it leads to “should” thinking — such as believing you should have achieved certain milestones by a certain age. This mindset can diminish your sense of accomplishment and lead to feelings of shame. Instead of comparing yourself to others, focus on your strengths. Your unique talents are your superpower and embracing them can boost your confidence.
Another challenge is negative self-talk and imposter syndrome — the feeling that your success is due to luck rather than your own hard work or ability. Women are particularly vulnerable to this, even those who are highly successful. One key to overcoming imposter syndrome is self-compassion. Recognize your self-doubt as a signal that you may need more training, support, or a healthier work environment. Remind yourself of your strengths. Consider seeking coaching and celebrate your wins along the way.
Every person who embarks on self-improvement will tell you that the self-doubt feelings are real. They’ll also tell you that while it’s scary, the results are worth it. Each time you step into something new, there will be fear. Your power lies in walking through that fear and moving forward anyway.
Do I trust/delegate to team members or ask for help when needed?
Not trusting, delegating, or asking for help can be a significant barrier to success. Believing that you can do things better than anyone else may hinder both your performance and your team’s performance. This is particularly true for newly promoted leaders. Based on my experience, newly promoted leaders often struggle with this mindset. Letting go, trusting your team, and delegating are essential for effective leadership.
Entrepreneurs often face this challenge as well. When starting out, they do everything themselves, but if they don’t learn to delegate and motivate others, they miss out on diverse ideas and approaches, potentially limiting the company’s growth. Additionally, they might also burn out, or people may avoid working with them because they feel they don’t have ownership or agency over their work.
Asking for help is another crucial trait of effective leadership. Your team needs to know that it’s okay to ask for help. Modeling this behavior encourages them to ask for support when needed which fosters psychological safety, builds trust, and creates a collaborative, cohesive work culture.
Not trusting, delegating, or asking for help can be a significant barrier to success. Believing that you can do things better than anyone else may hinder both your performance and your team’s performance. This is particularly true for newly promoted leaders. Based on my experience, newly promoted leaders often struggle with this mindset. Letting go, trusting your team, and delegating are essential for effective leadership.
Entrepreneurs often face this challenge as well. When starting out, they do everything themselves, but if they don’t learn to delegate and motivate others, they miss out on diverse ideas and approaches, potentially limiting the company’s growth. Additionally, they might also burn out, or people may avoid working with them because they feel they don’t have ownership or agency over their work.
Asking for help is another crucial trait of effective leadership. Your team needs to know that it’s okay to ask for help. Modeling this behavior encourages them to ask for support when needed which fosters psychological safety, builds trust, and creates a collaborative, cohesive work culture.
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"A respectful and trusting organizational culture encourages engagement, loyalty, and psychological safety, which are critical to company success. When people experience high levels of trust and feel cared for by their leaders, the company will thrive." ~ N.L. |
What types of things will move my company forward in a positive way?
Depending on your current situation, there are many ways to move your company forward, but a key factor is developing yourself as a leader. How you show up, communicate, and treat others has a profound impact on your company’s culture. As management expert Peter Drucker famously said, 'Culture eats strategy for breakfast.' A respectful and trusting organizational culture encourages engagement, loyalty, and psychological safety, which are critical to company success. When people experience high levels of trust and feel cared for by their leaders, the company will thrive.
Additionally, critical thinking and pattern recognition are important for growth and success. Embedding critical thinking skills in your culture fosters an environment where diverse ideas are welcomed and innovation can flourish. Recognizing and addressing ineffective patterns allows your organization to remain agile in a constantly evolving world where adaptability is key.
What types of things will move my company forward in a positive way?
Depending on your current situation, there are many ways to move your company forward, but a key factor is developing yourself as a leader. How you show up, communicate, and treat others has a profound impact on your company’s culture. As management expert Peter Drucker famously said, 'Culture eats strategy for breakfast.' A respectful and trusting organizational culture encourages engagement, loyalty, and psychological safety, which are critical to company success. When people experience high levels of trust and feel cared for by their leaders, the company will thrive.
Additionally, critical thinking and pattern recognition are important for growth and success. Embedding critical thinking skills in your culture fosters an environment where diverse ideas are welcomed and innovation can flourish. Recognizing and addressing ineffective patterns allows your organization to remain agile in a constantly evolving world where adaptability is key.
What areas of my business do I feel 'stuck' in, and how do I move forward?
Only you can determine where you feel stuck in your business. However, talking with someone you trust can help you gain fresh perspectives by taking their honest feedback seriously. Another great way to get unstuck is to work with a coach. Coaching is not consulting or counseling. It is a partnership between you and the coach that allows you to explore open-ended questions and receive judgement-free observations that guide you to your own best path for action.
In addition to seeking external insights, reflect on your core values. Your values act as a compass, guiding your decisions and actions. When you align your behavior with your core values, it can help you navigate through challenges and move forward with greater clarity.
For Women in Transition
If you are transitioning into a new phase of life, particularly after full-time work, remember that your leadership journey doesn’t have to end — it can evolve. Transitions naturally bring a level of uncertainty: What should I do next? How can I continue to contribute? These questions often arise during such times, but I’ve learned through my own transitions that this phase is an opportunity for growth, not a conclusion.
Being in transition gives you the chance to redefine success on your own terms, explore passions that may have been on hold, and apply your experience in new, meaningful ways. It’s a time to reassess your priorities, strengthen connections, and leverage your strengths in fresh ways.
Only you can determine where you feel stuck in your business. However, talking with someone you trust can help you gain fresh perspectives by taking their honest feedback seriously. Another great way to get unstuck is to work with a coach. Coaching is not consulting or counseling. It is a partnership between you and the coach that allows you to explore open-ended questions and receive judgement-free observations that guide you to your own best path for action.
In addition to seeking external insights, reflect on your core values. Your values act as a compass, guiding your decisions and actions. When you align your behavior with your core values, it can help you navigate through challenges and move forward with greater clarity.
For Women in Transition
If you are transitioning into a new phase of life, particularly after full-time work, remember that your leadership journey doesn’t have to end — it can evolve. Transitions naturally bring a level of uncertainty: What should I do next? How can I continue to contribute? These questions often arise during such times, but I’ve learned through my own transitions that this phase is an opportunity for growth, not a conclusion.
Being in transition gives you the chance to redefine success on your own terms, explore passions that may have been on hold, and apply your experience in new, meaningful ways. It’s a time to reassess your priorities, strengthen connections, and leverage your strengths in fresh ways.
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"I’ve personally navigated several career transitions and layoffs, and each time I used the opportunity to reassess my purpose, lean into my strengths, and grow. Engaging in this type of reflection during uncertain times is a powerful way to evolve." ~ N.L. |
Whether it’s mentoring, volunteering, or pursuing personal projects, your skills and insights remain invaluable. This process also applies if you’re in between jobs and uncertain about the future.
I’ve personally navigated several career transitions and layoffs, and each time I used the opportunity to reassess my purpose, lean into my strengths, and grow. Engaging in this type of reflection during uncertain times is a powerful way to evolve.
Embrace this transition as a chance to make a meaningful impact while continuing to grow as a leader in your own life.
Finally, self-development, learning and growth are lifelong pursuits. I revisit my core values and strengths quarterly, which helps me stay grounded and centered as I navigate the world. When we consciously cultivate and apply our strengths, the benefits ripple out into every area of life.
Naomi Lippin is the founder of Pathway 2 Transformation and an expert in leadership, personal development, and organizational development. For over 20 years, she has been working with organizations and people to be the best that they can be. She measures success in people's realized potential, valuing each person's contribution and inherent worth. Her approach creates a safe space for individuals to learn and grow, knowing they won't be left to fall. Her strength lies in emotional insight and institutional memory, allowing her to act proactively to support and retain talent.
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