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“Creating Successful Leaders”

Tag Archives: Margaret Smith LP of Insights

January 21, 2026 How to Play to Your Strengths

two business people high fiving at a table with a laptop between them

With retirement from UXL on the horizon, I have been reflecting on various lessons I’ve learned as a manager, a career coach, and a mentor. One of the lessons that came to mind recently is how we each have different strengths, interests, and attributes. This diversity of thinking and being is an incredible asset to the workplace. With the right mix of creatives, “techies,” leaders, organizers, etc., an organization can operate more smoothly and have a greater reach.

This acceptance of variety/diversity in the workplace allows people to really stretch their abilities and be their full selves—to capitalize on their strengths and interests. Furthermore, as an individual contributor, you often have the power to lean into your strengths and deflect or delegate assignments that are not a great fit.

While it may not seem “sporting” to pass a certain task or project to another, it can ultimately be the best option for all parties involved. I think about a time when I was assigned a project that was not a great fit. I waffled for a while, trying to figure out how to approach it, and then it dawned on me: My boss didn’t care who completed this project, he just wanted it done. With this in mind, I decided to approach my colleague Tom, who was much better suited to the project than I was. He was analytical, where I was more creative. He enjoyed spreadsheets and charts, while I tended to get sleepy just looking at them!

In exchange, I picked up one of the projects on Tom’s plate that was better suited to my skillset and interests. We kept our boss in the loop about the switch and, as suspected, he didn’t care which people tackled the projects, as long as they were completed satisfactorily. With our tasks ahead of us, Tom and I worked on our respective projects, kept in touch, and handed off the work when we were done. The results were great, and we were encouraged to collaborate in this way for future projects.

This story brings up several lessons, including the following:

Be honest with yourself. Recognize both your strengths and shortcomings, and have the humility to admit when you’re in over your head (or when you’re simply uninterested in or put off by a project or task).

Recognize others’ strengths. Make an effort to learn about your colleagues, and start building an understanding of their abilities and interests. Talk openly and honestly with them to get a sense of who they are as an individual, and what makes them “tick.”

Frame your ask in a positive way. Just because you’re dreading a certain assignment doesn’t mean it’s an “undesirable” task. Different people are drawn to different types of work. Some people enjoy the rhythm and logic of data entry. Some like contacting/surveying customers. Others revel in all things creative and truly shine when it comes to brainstorming ideas or coming up with imaginative designs. In other words, handing someone an unwanted assign isn’t necessarily a bad thing—it just doesn’t fit with your disposition or abilities.

Offer to reciprocate. Whether immediately or down the road, it’s important to be open to reciprocating the work. Make it clear that you will gladly take on one of your colleague’s unwanted tasks in exchange for them taking on yours.

Results are more important than the path. This is something I’ve learned over and over. It doesn’t really matter how an individual or group winds up at the “end point.” What matters are the results. If achieving those results means shifting project responsibilities, then most people will be open to that shift.

We all have varying strengths, interests, and wheelhouses. Instead of letting an undesirable project eat away at you, consider enlisting help from others or shifting project responsibilities. It doesn’t serve you, your work team, OR the business to struggle and ultimately produce subpar work. In short, play to your strengths.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE.

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September 24, 2025 Building Can Be Better Than Creating

Photo by Imagine Buddy on Unsplash

As a leader, it can be easy to get swept up in the excitement of change. We might attend a conference or discover a new program and want to implement what we’ve learned in the workplace. But large changes might seem more daunting than exciting to your team. Where you might see innovation and opportunity, they might see more work and tension. Or they may wonder what was so wrong with the old system. Rather than overhauling the system, there is a better approach to change. 

Building on Strengths 

Even in a flawed system, there are usually elements that work. Maybe a software program isn’t as efficient as it could be, but it’s easy to use. Or maybe your team is great at brainstorming new ideas, even if they never get implemented. Or perhaps individuals have many skills and strengths, but they do not tend to collaborate well with others. It’s a good idea to look for strengths before considering a complete system overhaul. Even if everything doesn’t work perfectly, you’ll likely find some elements that do work just fine. 

Once you’ve identified the positive skills, habits, strengths, or attributes of your team, you can begin building on them. If the team is excellent at coming up with creative ideas, lean into that. Convey that you appreciate their talents and get them excited about stretching those skills even further while developing additional skills, such as time management or attention to detail. Set aside time for your team to really shine while also asking them to try something new. 

When people are in their element, they are more likely to be open to constructive feedback and additional asks. Additionally, your team will probably be more willing to make changes when they play an active role in deciding how to approach the change.

Thinking about the creative team from the above example, you may challenge your people to come up with five potential solutions to improve meeting deadlines. Or you could ask them to brainstorm ideas for more effectively collaborating with the data analytics department.

Another part of building on knowledge and abilities involves language. Instead of focusing on and talking about deficiencies, start talking about positive traits that can be made even better. In the improv comedy world, the phrase “yes and…” is commonly used. Essentially, when someone is presented with a new, improvised situation, they can keep the scene going by accepting what is happening and building on it. This can create a back and forth that moves the action forward in new and often unexpected ways.

“I see you have a parrot.”

“Yes, and his name is Bill.”

“Yes, and I noticed he has a special diet of spaghetti and meatballs.”

“Yes, and he sometimes hosts pasta nights for his friends.”

This is a silly example, but the main idea is this: accept your team’s positive attributes and talk about how to build on them. 

Yes, the team is great at customer service, AND they can use that skill to reach new markets.

Yes, the team is comprised of excellent individual performers, AND they can brainstorm ways to work better as a team.

The point is to leverage the skills and knowledge your team already has to make productive changes. Start noticing your people’s skills, tendencies, and attributes. Think about goals and areas of improvement. Then, work with them to co-create solutions to take the team to the next level. This is about building on what already exists, not starting from scratch.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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June 25, 2025 Becoming Resilient and Adaptable in a Turbulent World

Photo by Jaspinder Singh on Unsplash

“You are braver than you believe, smarter than you seem, and stronger than you think.” –Winnie the Pooh

Human beings have always been adaptable and resilient. If you take a look at our history, you’ll see that we’ve survived deadly plagues and massive volcanoes, pestilence and fires, wars and tyrants. Some events seemed insurmountable (the pandemic known as the Black Death wiped out as much as 50 percent of Europe’s population), but we’ve always come through. This week, I want to talk about what resilience and adaptability look like in today’s world, and how you can embrace these qualities to persevere (and maybe even thrive).

Focus on What You Have

By historical standards, we currently have it pretty good. It’s true that we’re going through a period of economic and political turmoil, but we fortunately have several advantages that our ancestors did not. Science (including medical science) is better than ever, we are more widely connected than ever (if we choose to be!), there is more peace internationally than in most periods of history, clean energy is continuing to grow, and quality of life is better (overall) across the world.

These are big-picture considerations, but what about your own life? Even if things aren’t perfect, I’m certain you can find a few things to be grateful for. Think about the people in your life—the positive influences, the friends who check in, the co-workers who say thank you, the people who make you laugh. Your support system can be an incredible source of resilience and strength as you go through hard times. And then there are the things we take for granted—the roof over your head, the dinner on your plate, the fact that you have the ability to read this blog post (meaning you’re both literate and have access to technology). Even something as small as enjoying a good book, planting a vegetable garden, or going on a walk can fortify you enough to face tough times.

In short: focus on the things you enjoy, your support system, and the many blessings in your life. These things can help fuel your resilience and adaptability.

Make a Plan

If you perceive tough times ahead, one of the best things to do is make a plan. Better yet, make several plans—one for tough times, another for tougher times, and a third for “what is even going on?” times. Even the act of drawing up a plan can be comforting. You’re being proactive, thinking ahead, and doing whatever you can. This might mean saving extra money, buying specific items, cutting certain expenses, or investing in yourself.

For example, if you think your job is at risk, now is the time to start taking classes or developing a new skillset. Even in the worst of times in history, people continued to have professions or trades. During major wars and plagues, people still needed clothing, food, housing, fresh water, transportation…the list goes on. Applying this to the modern day, people will still need thousands of goods and services, and it could be a good idea to learn how to provide one or more of them.

Together We’re Stronger

During hard times, the people who are most likely to thrive are the ones with a robust support network. These are the friends who check in on each other, the neighbors who loan each other tools or baking ingredients, the family members who ask, “How can I help?” and the co-workers who occasionally pick up the slack when someone is having an off day (or week!). These are the community centers, libraries, or communal gardens that provide a place to gather, share, and mingle. These support systems can lift us up and help us through the worst of times. Just remember to give as much (or more) as you get, if you can.

I truly believe you are braver, smarter, and stronger than you think. As was the case with your ancestors, you are deeply resilient and can adapt to just about anything. Humans have made it through some incredibly difficult times, and I am optimistic you, too, can weather any storms that blow your way.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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