Why do strengths-based approaches work?
And, why are they recommended for neurodivergent folks?
Strengths-based approaches are often recommended for neurodivergent adults. But what does that involve?
The gist of this post is:
Our brains are excellent at taking shortcuts, which can make it difficult to let go of negative thought patterns and views of ourselves—unfortunately, we can’t just switch them off!
Understanding our strengths and using them more in our daily lives is a proven way to develop new ways of thinking about ourselves, improving life satisfaction and well-being.
Like many workplace neurodiversity topics, there are actions both individuals and leaders can take. Neurodivergent individuals can benefit from understanding their strengths, while leaders can create environments that value those strengths.
Re-wiring our brains: forging new pathways
Neurodivergent individuals often struggle with self-kindness and self-compassion, especially if they have faced significant negative feedback throughout their lives. While understanding one’s neurodivergence can be validating, it doesn’t automatically erase these struggles.
A key challenge is that our brains take shortcuts. To conserve energy, our thoughts follow well-worn paths. If we’ve repeatedly received negative feedback or internalised self-criticism, these thoughts become ingrained. We get good at what we practice—some of us are highly practiced in thinking negatively about ourselves or blaming ourselves when things go wrong.
To use an analogy, it’s easier to walk down a well-worn trail (habitual negative thoughts) than to carve out a new path (thinking about our strengths and viewing ourselves positively).
Strengths as a tool for countering negative self-perceptions
Focusing on strengths helps shift our thinking away from ingrained negative thought patterns.
“Strengths allow the individual to achieve more than the absence of distress and disorder.” —Peterson & Seligman (2004)
You definitely have strengths—I promise.
A great way to start identifying strengths is by taking the Values in Action (VIA) Inventory of Strengths, developed by positive psychology researchers Peterson and Seligman (2004). Character strengths are relatively stable traits that shape our thoughts, feelings, and behaviors across different situations.
Research shows that identifying strengths and using them in new ways leads to greater life satisfaction and well-being (Miglianico et al., 2020). However, simply knowing your strengths isn’t enough—the key is actively applying them.
For many New Zealanders, talking about strengths might feel uncomfortable. Instead of viewing it as self-promotion, consider strengths as a lens for understanding yourself: how you want to be, how you want to show up, and how you want to act in different situations.
One of the best pieces of career advice I’ve received is to save positive feedback. It’s easy to dwell on mistakes, but keeping a record of good feedback makes it easier to recognise and utilise your strengths in performance reviews, CVs, or personal development.
Questions for individuals:
Think about times you’ve overcome challenges. What strengths did you use?
Which strength do you identify with most?
How can you collect and remember positive feedback? For example, creating an email folder for praise from colleagues and clients.
Creating a strengths-based climate at work
A recent review found that many HR practices rely on individuals self-identifying strengths without additional support (Kersten et al., 2025). However, individuals can only do so much—managers and leaders must actively support a strengths-based approach (Kersten et al., 2025).
I plan to explore this further in a future post. In the meantime, here are some questions for leaders to consider.
Questions for leaders:
Beyond performance reviews, how can team members receive strengths-based feedback?
How does your organisation support staff in identifying and utilising their strengths—both character strengths and job-related strengths?
Sources and further reading
Kersten, A., Scholz, F., van Woerkom, M., Krabbenborg, M., & Smeets, L. (2025). A Strengths‐Based Human Resource Management Approach to Neurodiversity: A Multi‐Actor Qualitative Study. Human Resource Management, 64(1), 229-245.
Miglianico, M., Dubreuil, P., Miquelon, P., Bakker, A. B., & Martin-Krumm, C. (2020). Strength use in the workplace: A literature review. Journal of Happiness Studies, 21, 737-764.
Peterson, C., & Seligman, M. E. P. (2004). Character strengths and virtues: A handbook and classification. New York, NY: Oxford University Press.
van Woerkom, M., Meyers, M. C., & Bakker, A. B. (2022). Considering strengths use in organizations as a multilevel construct. Human Resource Management Review, 32(3), 100767.