To perform a simple but effective 360-degree review, ask your boss, peers, and direct reports two questions: "What are my strengths?" and "What could I improve upon?" The vague nature of the second question helps bubble up the most critical areas for growth without leading the witness.

Talents that feel easy or obvious to you—things you assume everyone can do—are often your unique gifts. Leaning into these dismissed skills (e.g., effortlessly making people laugh) can reveal your true calling.

Truly talented people are uneven. Their greatest contributions come from 'superpowers,' which feel effortless and almost thoughtless. They often misattribute their strength to skills that require effort. The key is to identify the effortless talent and avoid their 'kryptonite' weaknesses, not try to fix them.

Instead of relying solely on internal self-talk, proactively ask trusted colleagues and supervisors to help you articulate your unique strengths and contributions. This external validation makes your value tangible and builds resilience against shame and comparison.

Your greatest assets may not be technical skills but inherent traits like curiosity, courage, or being good with people. The first step to increasing your value isn't monetization, but simply cataloging these 'invisible' skills. You can figure out how to turn them into money later.

Feed your personal writings—journals, blog posts, or content—into an AI. Then, ask it to identify unique traits or patterns about you that you might not see in yourself. This leverages AI's pattern recognition for deep self-reflection and uncovering unconscious biases or strengths.

Author Jim Collins distinguishes "encodings"—durable, innate capacities—from strengths, which are developed skills. True fulfillment and peak performance come not from just training skills, but from aligning your life with these core encodings, which are discovered through experience and reflection.

We often mistake skills for strengths. A more powerful definition of a strength is any activity that energizes and motivates you. To boost morale and performance, individuals and leaders should focus on aligning work with these energy-giving tasks, rather than just focusing on competency.

Rather than trying to guess how others perceive you, build a social circle with people who will give you direct, honest feedback. This strategy externalizes the process of identifying your blind spots and accelerates personal growth by providing real-time correction.