Twenty Strengths-Based Coaching Questions to Inspire Hope & Resilience
The key to living a fulfilling and productive life starts by using your strengths deliberately every day.
— Santor Nishizaki
Feeling stuck in a rut? Facing a challenge that seems insurmountable? Or, perhaps you’re managing or coaching someone who needs a boost of energy or confidence? Taking a strengths-based approach through asking positive questions offers a powerful tool to shift negative perspectives and cultivate hope and resilience in the face of challenges.
The strengths movement is an embodiment of positive psychology which encourages us to identify and leverage our inherent strengths rather than solely dwelling on weaknesses. This approach isn't about ignoring challenges, but rather about reframing them with a sense of empowerment and optimism.
By understanding our strengths, we build greater confidence, which then helps us identify easier and clearer pathways to:
set and achieve goals
expand our energy
solve problems with creativity
This strengths-based approach is the foundation for the twenty hope-inspiring and resilience-building coaching questions that I will introduce in this post, including questions to:
Identify your strengths
Develop your strengths
Relate with your strengths
Lead with your strengths
Download a free pdf with 20 strengths-based coaching questions.
The questions in this post can be utilized in many situations by coaches, managers, or peers. Consider introducing a strengths-based approach when an individual is beginning a new role or job, or when they are feeling stuck, overwhelmed, or lacking confidence. You might also find that the questions can be particularly helpful during career transitions, overcoming setbacks, or when there is a lack of clarity on goals or vision.
By encouraging your clients, direct reports, or colleagues to reflect on how to invest in their natural talents, you can empower them to reframe challenges, identify solutions, and approach their goals with a renewed sense of optimism and confidence.
Questions to Identify Your Strengths
No one can discover you until you do. Exploit your talents, skills and strengths and make the world sit up and take notice.
-Rob Liano
Research in positive psychology demonstrates the powerful link between identifying strengths and achieving positive outcomes. Individuals who utilize their strengths often report greater life satisfaction and a stronger sense of purpose. Knowing (and applying) your strengths is also frequently correlated with higher overall well-being.
By recognizing your strengths, you can gain a deeper understanding of your capabilities and what brings you fulfillment. This self-awareness empowers you to approach challenges with greater resilience and navigate your life with a sense of direction and purpose.
As a coach or manager, you can identify individuals who would benefit from strengths-based exercises by noticing certain behaviors, including:
Frequent self-doubt or negative self-talk: Individuals who struggle with confidence often fixate on weaknesses. Strengths-based coaching can help shift their focus by recognizing positive attributes.
Difficulty setting goals or feeling stuck in a rut: Unearthing strengths can spark goal ideas and build a roadmap for achieving them.
Feeling unfulfilled in a current role: Recognizing strengths can lead to career development opportunities or reframing current responsibilities to better leverage talents.
Questions to Develop Your Strengths
Live in terms of your strong points. Magnify them. Let your weaknesses shrivel up and die from lack of nourishment.
-William Young Eliot
Identifying your strengths is just the first step. The true power lies in actively developing them. Research suggests that this translates into significant positive outcomes. A 2003 study by researchers Clifton & Harter found that individuals who focus on developing their strengths experience higher levels of well-being, increased work performance, and greater career satisfaction. Developing your strengths allows you to not only perform tasks effectively, but also experience a sense of mastery and enjoyment in the process.
As a coach or manager, you may identify individuals who would benefit from strengths development exercises by observing a few specific cues, such as:
A plateau in performance or lack of motivation: Individuals who haven't been challenged to develop their strengths may experience stagnation or a lack of engagement.
Difficulty taking on new challenges or avoidance of certain situations: Encouraging strengths development can empower individuals to step outside their comfort zone and embrace opportunities to grow.
A desire for greater impact or a feeling of underachievement: Helping individuals refine and utilize their strengths allows them to contribute more meaningfully and achieve their full potential.
Questions to Relate with Your Strengths
Strengths develop best in response to another human being.
-Donald Clifton
Understanding your strengths isn't just about personal growth, it's also about fostering positive connections with others. A recent study by researchers Meyers, van Woerkom, and Bauwens found that individuals who intentionally use their strengths in team interactions experience multiple positive outcomes. This is because focusing on strengths fosters authenticity, allows you to contribute uniquely, and creates a foundation for building strong, trusting relationships.
As a coach or manager, you may identify individuals who would benefit from refining how they relate to others with their strengths by observing indicators like these:
Difficulty building rapport with colleagues or clients: Individuals may struggle to connect authentically if they aren't utilizing their strengths in interactions.
Feeling undervalued or underutilized in team settings: Helping individuals identify how their strengths can benefit the team fosters a sense of belonging and allows them to contribute more effectively.
Struggles with delegation or collaboration: Understanding how your strengths complement others' allows for more efficient task allocation and fosters a collaborative environment.
Questions to Lead with Your Strengths
The path to great leadership starts with a deep understanding of the strengths you bring to the table.
-Tom Rath & Barry Conchie
In their book Strengths-Based Leadership, positive psychologists Tom Rath and Barry Conchie suggest that leading from a place of strength is an effective way to inspire and motivate others. Several recent research studies confirm this position (2019 study and 2023 study). Focusing on strengths fosters authenticity, allows leaders to make strategic contributions, and empowers them to motivate and guide others.
When leaders operate from their strengths, they create a more positive and productive work environment for everyone.
As a coach or manager, you may identify individuals who would benefit from training or support to lead from their strengths by noticing if a leader:
Micromanages or struggles to delegate: Leaders unsure of their strengths may struggle to trust others and delegate effectively.
Has difficulty inspiring or motivating team members: Focusing on strengths allows leaders to connect with their team on a deeper level and ignite their enthusiasm.
Is stuck in team conflict or lacks clear direction: Leaders who leverage their strengths can foster collaboration, set a clear vision, and navigate challenges more effectively.
