The Origins of Strengths: Fixed or Fluid?
It’s a question that comes up in nearly every workshop I run: Where do strengths come from? Do they evolve over time? Should I work on developing strengths I don’t naturally have? These are big, meaty questions—and ones worth unpacking, because the answers offer a window into who we are and how we grow.
Nature or Nurture?
At their heart, strengths are clusters of talents—those innate patterns in how we think, feel, and act that can be productively applied. But what determines which strengths rise to the surface? Is it our genetics, our upbringing, or something else entirely?
It’s both. It’s a dynamic dance between our inherent wiring and the environments we find ourselves in. There’s an old saying: “We’re the average of the five people we spend the most time with.” Don Clifton, the father of strengths psychology, offers a similar perspective: “Strengths develop best in the context of another human being.”
Here’s something personal. When I look at my top strengths, seven overlap with my parents’. My sister’s top five all appear in our parents’ top 10. Yet I’ve also seen families where strengths diverge dramatically, almost as if individuals carve out roles to balance or complement each other. For example, my dad’s HARMONY prefers to avoid conflict and keep the peace, while my BELIEF thrives on engaging in conversations about what matters most.
A great way to think about it is; Our genes load the gun. The environment pulls the trigger.
Do Strengths Change Over Time?
The short answer? Yes, but subtly. The long answer? It depends on life stage and circumstance.
Gallup’s research suggests that if you take the CliftonStrengths assessment twice, there’s a 73% chance your top strengths will stay the same. Younger people, still navigating identity and change, tend to see more movement. As we age, our strengths solidify, reflecting the stability and focus that comes with maturity.
But life isn’t static. Major transitions—like moving to a new city, starting a family, or stepping into a new role—can bring certain strengths to the forefront while others take a backseat. It’s a reminder of our neuroplasticity and how we adapt.
What’s also fascinating is the interplay between similar talents, which can cause subtle shifts in the results from the CliftonStrengths profile. For instance, STRATEGIC considers the what, MAXIMIZER focuses on the why, ARRANGER hones in on the how, and INDIVIDUALIZATION looks at the who—all aiming to optimise outcomes. Similarly, RELATOR, RESPONSIBILITY, and ANALYTICAL share a foundation of integrity. Or consider this: BELIEF in the how, EMPATHY in the who, LEARNER in the what, and SIGNIFICANCE in the why—they all reflect a deep sense of passion, expressed in different ways.
Should You Develop Strengths You Don’t Have?
This might be my favourite question. Imagine a star with five sharp points, each representing one of your core strengths. Some people think development means filing down those edges, rounding out the gaps, until the star becomes a perfect circle. But in doing so, you lose what makes it unique.
The goal isn’t to smooth over your edges—it’s to make them sharper, brighter, and more defined. When you lean into your natural talents, you create space for others to complement you in areas where you’re not as strong. That’s where collaboration and partnership come into their own.
So, where do our strengths come from? They’re a mix of who we are and the worlds we’ve moved through. Do they change? Sure, a little, but their essence stays rooted in us. The real power lies in embracing them fully—letting them guide you, fuel your passions, and light the path ahead.