You’ve probably sat through a performance review where your manager asked, “What are your strengths?”
And without missing a beat, you said something like: “I’m a great communicator,” or “I’m skilled at managing projects.”
But here’s the catch: those aren’t necessarily strengths. They’re skills. And confusing the two can quietly stall your career growth, limit your confidence, and keep you from finding real professional fulfillment.
Let’s unpack why that happens, and how to tell the difference.
Why Skills Competence Isn’t the Same as Strength
A skill is something you can do. You may have learned it through training, repetition, or sheer necessity. You might even be good at it. But just because you’re capable doesn’t mean it energizes you, or that it’s your zone of excellence.
You might be skilled at data analysis, but if every spreadsheet drains your energy, it’s not a strength but it is a skill you’ve mastered for survival.
Strengths, on the other hand, are the things you’re naturally drawn to and energized by. You may lose track of time while doing them. You feel confident and alive, not depleted. They’re the foundation of flow and sustainable performance.
Marcus Buckingham, co-author of Now, Discover Your Strengths, defines a strength as “an activity that makes you feel strong.” Not what you’re good at but what makes you feel good while doing it.
Why We Confuse Skills vs Strengths
So why do so many professionals blur the line between skills and strengths? Three main reasons:
- Workplace conditioning. From school to early career, we’re rewarded for proficiency, not energy. You’re told to fix weaknesses and get better at what’s measurable, like technical skills or deliverables.
- External validation. Many people build careers around what others praise them for. If your boss says, “You’re great at managing tough clients,” you might double down on it, even if it secretly exhausts you.
- Fear of being seen as ‘less capable.’ We’re afraid to admit that some things we do well don’t light us up. So, we keep performing, even when it pulls us away from what truly fits.
The result? You end up skilled but stagnant. Competent, but not fulfilled. Productive, but not growing.
When strengths and skills intersect, you hit your sweet spot where growth feels natural, not forced.
Strengths Are About Energy, Not Just Excellence
Here’s a quick litmus test. Ask yourself after a task:
- Did that energize me or drain me?
- Do I look forward to doing it again?
- Did time pass quickly, or did I keep checking the clock?
If something consistently leaves you energized, that’s a sign it’s a strength. If it depletes you—even when you do it well—it’s a learned skill.
Let’s say you’re preparing for a big presentation. If you find joy in crafting the story, connecting with the audience, and feeding off their energy, communication might be one of your strengths.
But if you only enjoy the research part and dread the spotlight, storytelling might be a skill, not a strength.
Why Knowing the Difference Matters
Understanding your strengths versus your skills isn’t just self-awareness, it’s strategy.
- Better career decisions. You can pursue roles, projects, and opportunities that align with what fuels you, not just what you can perform.
- Sustainable performance. Working from strengths increases engagement and reduces burnout. Gallup research shows that employees who use their strengths daily are six times more likely to be engaged at work.
- Authentic leadership. Strengths-based leaders build trust because they operate with genuine enthusiasm and confidence. People can feel the difference between someone forcing competence and someone working in their element.
How to Identify Your True Strengths
Start with reflection, not a test. Over the next week, track what activities energize you versus drain you. Don’t focus on what you’re good at. Instead, focus on how you feel before, during, and after.
Look for patterns in activities. Are there common themes in what you enjoy? Maybe you thrive on problem-solving, mentoring others, or creating clarity from chaos.
Sometimes others can see your natural strengths before you do. Ask trusted peers, “When have you seen me at my best?” Their answers often reveal what you take for granted.
You should also consider experimenting and recalibrating. Try leaning into what energizes you more often. Notice if your motivation and performance improve. That’s feedback worth trusting.
Building a Career Around Strengths (Without Neglecting Skills)
You still need skills. They’re the vehicles through which your strengths travel. But your goal is to align what you do (skills) with how you do it best (strengths).
- If your strength is strategic thinking, use it to enhance your skills in planning, analysis, or innovation.
- If your strength is empathy, apply it to people management, customer experience, or stakeholder engagement.
- If your strength is execution, channel it toward driving measurable results and accountability.
When strengths and skills intersect, you hit your sweet spot where growth feels natural, not forced.
A Reframe on Skills vs Strengths
Your career shouldn’t just be built on what you’re capable of. It should be built on what makes you come alive. Because capability gets you hired. But energy, authenticity, and strength? That’s what keeps you growing, thriving, and fulfilled.
So next time someone asks, “What are your strengths?” don’t list what you’ve learned. Share what lights you up.
Take five minutes today to jot down three activities that make you feel most energized at work. Then, ask yourself: How can I do more of this next week? Small shifts in focus today can lead to profound momentum tomorrow.
