#44 Blog. Reframing ‘Weaknesses’ as Growth Challenges: What’s Holding You Back as a New Manager

When you step into your first management role, you're often handed a new kind of spotlight- one that feels both exciting and... brutally exposing.

Suddenly, the things you thought were “not good enough” about yourself? They feel huge. Loud. Like everyone’s watching. So, we default to the language we’ve been taught-->

Strengths vs. Weaknesses.

Good vs. Bad.

Capable vs. Unqualified.

What happens when we think this way- especially early in our management journey?

1. We lose confidence. Constantly zeroing in on what we're not good at makes us feel like we’re not enough. That self-doubt seeps into how we make decisions and how we show up for our team.

2. We ignore our strengths. Instead of building on what is working, we get stuck trying to “fix” ourselves. This can lead to frustration, burnout, and missed opportunities to lead from our natural style.

3. We become overly self-critical. Every mistake feels massive. We start equating performance with self-worth. The inner critic gets louder, and we freeze instead of taking action.

4. We micromanage (or avoid leading). When we don’t trust our capabilities, we either overcompensate by controlling everything — or retreat, fearing we’ll mess it up.

5. We model the wrong mindset for our team. If we focus on flaws, our team might start doing the same — with themselves, each other, and with us. It creates a culture of fear instead of growth.

   
   

But here’s a truth I’ve learned, both in coaching and in my own leadership journey: Leadership doesn’t live in black or white. It lives in the gray.

And the very thing you’re labeling a “weakness” today? It might be your greatest asset, even your superpower, tomorrow.

We’re wired and socialized to categorize. We like tidy answers. And many of us (especially high achievers) were raised in systems that rewarded clarity over complexity.

In his book, Think Again, Adam Grant writes: “The mark of lifelong learners is recognizing that strengths can become weaknesses- and vice versa-depending on the context.”

This is especially true in leadership. What worked for you as an individual contributor might not be what’s needed as a manager- and the reverse is also true.

Reframing weakness as challenge

When I work with new managers, I often notice that when we call something a “weakness,” we usually stop there.

But when we reframe it as a challenge- we give ourselves permission to grow.

Here’s what that shift might look like:

So rather than fixating on what you lack, try asking: What challenge am I currently facing? And how can I advocate for my capabilities- even the messy, still-developing ones?

Because growth doesn’t come from perfection. It comes from intention. Awareness. And choosing to show up- even when it’s uncomfortable.

Try this:

Choose one thing you’ve been calling a “weakness.”

Now ask yourself: “What if I saw this as a challenge or an emerging strength instead?”

Then, take just one small step, yes, just one, that helps you lean into it with curiosity and courage.

I’d love to hear what shifts for you ✨