Set goals that build on your signature strengths
Design goals that let your top strengths be the primary vehicle rather than your weak spots.
Key takeaways
- What it is: Design goals that let your top strengths be the primary vehicle rather than your weak spots.
- Why it works: The dominant model of self-improvement targets weaknesses; the strengths-based model starts by asking how signature strengths can achieve the goal. The mechanism is that sustained engagement and intrinsic motivation are higher when activity activates genuine strengths. People in roles aligned with signature strengths show higher engagement, performance, and retention in organizational research. Building goals around strengths doesn’t ignore deficits — it ensures strengths are the engine rather than the deficit the whole focus.
- Evidence: Backed by observational / correlational evidence.
- Avoid: Treating this as permission to never work on weaknesses — genuine deficits that are blocking core goals still need attention. The principle is strengths-led, not weaknesses-ignored.
Why it works
The dominant model of self-improvement targets weaknesses; the strengths-based model starts by asking how signature strengths can achieve the goal. The mechanism is that sustained engagement and intrinsic motivation are higher when activity activates genuine strengths. People in roles aligned with signature strengths show higher engagement, performance, and retention in organizational research. Building goals around strengths doesn’t ignore deficits — it ensures strengths are the engine rather than the deficit the whole focus.
How to do it
- 1Take a current goal. List what the goal requires. Map each requirement to one of the 24 VIA strengths.
- 2Identify which of those required strengths are in your signature profile — those are your leverage points.
- 3Redesign how you’re pursuing the goal to maximize those leverage points.
- 4For the required strengths outside your top profile, ask: "Can I partner with someone whose signature those are?"
What the evidence says
ObservationalMeta-analyses of strengths-based interventions in organizational settings find positive effects on engagement and performance. The VIA-specific version of strengths-based goal setting has less direct trial evidence.
Honest caveat: Most strengths-based organizational research uses different strength frameworks (e.g., Gallup CliftonStrengths); direct VIA-to-goal outcome evidence is sparser.
- — Linley et al. (2010), "Using signature strengths in pursuit of goals," International Coaching Psychology Review
Common mistake
Treating this as permission to never work on weaknesses — genuine deficits that are blocking core goals still need attention. The principle is strengths-led, not weaknesses-ignored.
IX Coach routes your goals through a strengths analysis and identifies which of your signature strengths should be the primary driver — so motivation doesn’t depend on willpower alone.
Practice this with IX Coach →