VIA Character Strengths: Discovering Your Inner Virtues

The VIA Character Strengths framework is a simple tool to help you identify and use your best traits to improve your life and leadership. It focuses on 24 universal strengths, grouped into six core virtues - Wisdom, Courage, Humanity, Justice, Temperance, and Transcendence. These strengths are based on global research and can boost happiness, reduce stress, and improve relationships.

Key Points:

• What It Is: A science-backed framework that highlights your natural traits, not learned skills.
• Why It Matters: Using your strengths can enhance personal growth, leadership, and workplace performance.
• How to Start: Take the free VIA Survey (12–15 minutes) to discover your top strengths.
• Leadership Benefits: Leaders who use their strengths inspire trust, improve team morale, and create thriving workplaces.

UK Highlights:

• British traits like fairness, curiosity, and love of learning align closely with the framework.
• Tailoring strengths to UK-specific challenges, like hybrid working or long commutes, can maximise impact.

Quick Tip: Avoid overusing strengths - balance is key. For example, too much honesty can harm relationships, while excessive prudence can slow decisions.

The VIA framework helps you focus on "what's strong with you" instead of "what's wrong with you." Start by identifying your top strengths and applying them thoughtfully in daily life and work.

Structured Debriefing of the VIA Character Strengths Profile

The 24 VIA Character Strengths

The VIA framework categorises human virtues into a system that reflects how individuals thrive. These 24 strengths are grouped under six universal virtues, offering a way to recognise patterns in how people think, feel, and act. For leaders, this structure provides a roadmap to identify and apply their natural strengths effectively.

The 6 Core Virtues

At the heart of the VIA framework are six core virtues, representing fundamental human values. These virtues emerged from a three-year study that examined global philosophical and religious traditions.

Wisdom and Knowledge includes strengths that promote learning and sound decision-making. This virtue covers curiosity, creativity, judgement, love of learning, and perspective. Leaders with these traits excel in innovation and strategic thinking.

Courage reflects emotional strengths that enable individuals to achieve goals despite obstacles. It encompasses bravery, perseverance, honesty, and zest. These traits are especially valuable during organisational shifts or when making tough decisions.

Humanity revolves around interpersonal strengths that prioritise caring for others. Love, kindness, and social intelligence belong here. Leaders who cultivate these traits often see improved team cohesion and performance.

Justice focuses on civic strengths that foster community well-being. Teamwork, fairness, and leadership fall under this virtue, which has become increasingly relevant as decision-making responsibilities in workplaces have grown from 8% to 34% of roles.

Temperance represents strengths that encourage balance and protect against overindulgence. Forgiveness, humility, prudence, and self-regulation are part of this category. Leaders with these qualities often create stable and dependable environments.

Transcendence connects individuals to something greater than themselves. This virtue includes appreciation of beauty, gratitude, hope, humour, and spirituality, helping leaders inspire others and maintain perspective during challenging times.

Examples of Key Strengths

Exploring specific strengths sheds light on their role in leadership.

Curiosity drives individuals to seek new experiences and knowledge. Leaders with this strength tend to ask insightful questions, explore diverse viewpoints, and adapt to change - qualities that are essential in today’s fast-paced business world.

Gratitude is a cornerstone of effective leadership. Leaders who express appreciation for their teams' hard work, collaboration, and dedication contribute to a more positive workplace culture.

For instance, Louise, a vice president at a bank, used her strength of Hope to inspire her team. This approach led to an 18% reduction in absenteeism and a 24% increase in customer satisfaction.

Leadership, as a strength within the Justice virtue, involves organising and guiding group efforts to achieve goals. Leaders with this trait take responsibility for outcomes and work to bring out the best in their teams.

Bravery gives leaders the courage to stand up for what’s right, even in difficult circumstances. This strength is particularly crucial when navigating ethical dilemmas or making unpopular but necessary decisions.

Research highlights the tangible benefits of focusing on character strengths. Companies led by CEOs with high character scores saw an average return on assets five times greater than those with lower scores. Moreover, studies suggest that character strengths predict job performance more effectively than general intelligence or personality traits alone.

"Effective leaders recognise, acknowledge and cultivate the strengths of the people they lead. They play to strengths and recognise that as leaders their job is not to know all the answers, or even provide all the structure and guidance. Their job is to create an environment where their teams flourish and can be their best selves."

For strengths to have the greatest impact, they must be applied thoughtfully and intentionally. The key is understanding your signature strengths - those that feel most natural and energising - and knowing how to use them effectively in various situations. This awareness helps leaders harness their abilities to address challenges and create thriving organisations.

Taking and Understanding the VIA Survey

The VIA Survey is a tool designed to identify your character strengths through a structured assessment of 240 questions. By understanding how to approach this survey and interpret the results, you can gain valuable insights into your natural abilities and virtues, which can be particularly useful for leaders looking to make the most of their strengths.

How the Survey Works

The VIA Survey is a character assessment that evaluates your connection to 24 different character strengths. It’s a straightforward process that takes about 12–15 minutes to complete, making it manageable even for those with tight schedules.

To start, you’ll need to register on the VIA Institute on Character website, where the basic version of the survey is offered for free. The survey uses a 5-point Likert scale, allowing you to express how much you agree or disagree with various statements about your thoughts, feelings, and behaviours.

Each question is designed to explore a specific strength. For instance, you might be asked about your curiosity, your sense of fairness, or how you tackle challenges. The survey ensures that all 24 strengths are assessed consistently, aligning them with six core virtues: Transcendence, Wisdom, Humanity, Courage, Temperance, and Justice.

Once you’ve completed the survey, you’ll receive a personalised report ranking all 24 strengths from most to least prominent. This ranking highlights which strengths come naturally to you and which ones you use less often in your daily life.

Understanding Your Results

Your results provide a ranked list of the 24 character strengths, with your signature strengths - the ones that feel most intrinsic to you and that you use regularly - at the top.

Typically, your top five to seven strengths are considered signature strengths. Meanwhile, those lower in the ranking are referred to as lesser strengths. These aren’t weaknesses but rather traits that may be less developed or used less frequently.

"Character strengths are a core and foundational part of who we are, a collection of positive individual character traits that we all possess and that are linked to our development, wellbeing, and life satisfaction." - Niemiec, 2013

Understanding this hierarchy is crucial for applying the results in meaningful ways. Research shows that using your strengths can boost confidence, happiness, and relationships while also reducing stress and anxiety. These strengths are not static; they remain relevant throughout life, helping you achieve goals and stay resilient at every stage - from your 20s to your 80s.

To deepen your understanding, take time to reflect on moments when you felt proud, happy, or accomplished. These experiences often align with your strengths in action, offering real-world confirmation of your survey results. You can also ask colleagues, friends, or family for feedback on the traits they admire in you, adding an external perspective to your self-assessment.

The results include brief descriptions of each strength, explaining how they manifest in practical terms. This clarity can help you create strategies to use your strengths more effectively in leadership roles or personal growth. However, it’s important to avoid common pitfalls that might distort your understanding of the results.

Common Assessment Mistakes

To make the most of your VIA results, steer clear of these common errors. One frequent mistake is treating the results as an absolute measure of your character. The VIA Institute advises that if you score low on a particular strength but consistently demonstrate it in your life, your behaviour should take precedence over the survey results.

Another pitfall is dishonesty during the assessment. The survey works best when you answer honestly about your behaviours, rather than trying to align with what you think others expect.

If you encounter tied scores in your results, don’t accept them at face value. While the system may rank some strengths equally, your personal experiences should guide you in deciding which ones feel more central to your character. Trust your judgement to create a ranking that genuinely reflects your traits.

Some people find the survey’s wording - especially terms like "always" or "never" - too rigid. If this happens, consider interpreting these as "usually" or "rarely" to better capture the nuances of your behaviour.

Finally, avoid focusing solely on your top strengths. The strengths in the middle or lower part of your profile are still valuable and may play a crucial role in specific situations. Having a full understanding of your character strengths provides a more rounded foundation for growth, particularly in leadership and professional contexts.

Using VIA Strengths in Leadership

Leaders who understand their character strengths can build stronger team connections and improve performance. By leaning into your signature strengths, you can inspire trust, encourage engagement, and lead in a way that feels genuine and natural. When people see their strengths recognised and valued, they tend to feel more motivated and committed to their work. This understanding creates a foundation for leadership that is both effective and authentic, making communication more impactful.

Strengths in Leadership Communication

Your character strengths can be powerful tools for enhancing communication as a leader. For example, perspective brings wisdom to decision-making, social intelligence helps tailor your communication to different audiences, and creativity can transform how you share ideas. A creative leader might use analogies, visual aids, or interactive activities to make complex concepts easier to grasp.

Recognising strengths in others - what's known as strengths-spotting - can also boost team morale and cohesion. Noticing a colleague's perseverance during a tough project or their kindness in supporting a teammate reinforces positive behaviours and encourages people to see their own value. This approach shifts the focus from weaknesses to the natural abilities that can be nurtured and developed further.

While leveraging strengths can make communication more effective, it’s equally important to recognise when they might be overused.

Managing Strength Overuse

Even your strongest traits can work against you if over-applied. Take perseverance: it’s essential for overcoming challenges, but if taken too far, it may turn into stubbornness, making it difficult to adapt when circumstances change. Similarly, a leader with abundant zest might energise their team initially but risk burnout or setting unrealistic expectations around pace and intensity.

Professor Robert McGrath from Fairleigh Dickinson University, who is a senior scientist at the VIA Institute on Character, advises leaders to regularly reflect with questions like: “Am I underusing my strengths? Overusing them? Or using them in the right balance?”.

A major tech company learned this lesson the hard way. Their teams, built around strengths like delivery and problem-solving, excelled at completing tasks and finding solutions. However, they struggled with collaboration and maintaining positive relationships because softer skills, such as empathy and consideration, were overlooked.

Overusing certain strengths can create unexpected challenges. For instance, too much prudence might lead to over-cautiousness, slowing down decision-making. Similarly, honesty without kindness can strain relationships, even when intentions are good. The key lies in developing an awareness of when your strengths are helping and when they might be causing unintended issues. Teams with diverse strengths can often balance these challenges by bringing complementary skills to the table.

Encouraging open feedback about strength overuse can also be transformative. Framing feedback around how to optimise strengths, rather than criticising behaviours, can make it more constructive. Regular self-reflection - such as reviewing how you’ve applied your strengths each week - can uncover patterns and guide adjustments moving forward. The aim isn’t to suppress your strengths but to use them thoughtfully, blending them with others when needed. This balanced approach not only boosts problem-solving and teamwork but also contributes to a more fulfilling and effective leadership style.

VIA Strengths for UK Audiences

This section explores how the VIA framework can align with the unique cultural and professional traits of the UK. By considering British values and social norms, we can better understand how character strengths are expressed and applied in this context. Tailoring the framework in this way ensures its relevance for professionals across the UK.

UK Perceptions of Strengths

A study conducted between 2002 and 2005, involving 17,056 UK respondents, highlighted some interesting trends in how character strengths manifest in Britain. Women scored higher than men on nearly all strengths, with the exception of creativity. Both genders shared four of their top five signature strengths: open-mindedness, fairness, curiosity, and love of learning.

These findings reflect key aspects of British culture. Fairness, for instance, aligns with the UK's deep-rooted tradition of justice and fair play. Open-mindedness mirrors the nation’s increasingly multicultural society. Meanwhile, the prominence of curiosity and a love of learning ties back to Britain’s academic heritage and its emphasis on intellectual discovery.

Age also influences the development of strengths. The study found that traits like curiosity, love of learning, fairness, forgiveness, and self-regulation tend to grow stronger with age. This suggests that as people mature, they often gain emotional depth and intellectual insight - qualities that are particularly valuable in leadership roles and team settings. These observations provide a strong foundation for tailoring the VIA framework to British workplaces.

Adapting Resources for the UK

For the VIA framework to resonate with British professionals, it’s not enough to simply translate examples from other contexts. It requires an understanding of local business practices, communication styles, and cultural nuances.

Workplace wellbeing consultant Tarina Shah has seen the impact of integrating character strengths into her practice. She explains:

"The training has been transformational, reinforcing a character strengths-based approach to empower individuals and organisations to flourish… Character strengths science has the power to elevate engagement, deepen relationships, and drive high performance, and I can't wait to integrate this into my work".

To make the VIA framework relevant to the UK, examples should reflect local workplace dynamics. This might include scenarios such as navigating hybrid working arrangements, managing regional relationships, or leading through economic challenges. For instance, strengths like self-regulation can be particularly useful in managing long commutes, balancing work–life integration, or staying productive during the darker winter months.

Language also plays a key role. British professionals often prefer understated expressions. For example, describing someone as having "genuine enthusiasm" or "positive energy" might feel more relatable than saying they possess "tremendous zest." Similarly, the concept of "signature strengths" translates well but becomes even more accessible when illustrated with examples drawn from British life and work.

Regional diversity across the UK adds another layer of complexity. What works in London’s fast-paced financial sector might not resonate as strongly in Manchester’s creative industries or Edinburgh’s tech scene. Adapting the framework effectively means recognising these regional differences while staying true to its core principles. By doing so, the VIA framework can offer practical, meaningful insights across a variety of professional settings in the UK.

Pros and Cons of the VIA Framework

The VIA framework brings both clear benefits and notable challenges. Evaluating these aspects can help leaders determine how to best incorporate the framework into their strategies for personal and team development.

Advantages

The VIA framework comes with a range of benefits that have contributed to its popularity. With nearly 35 million people having completed the VIA Survey, its global reach and accessibility are evident.

One of its standout features is that the basic VIA Survey is available for free, making it accessible regardless of financial resources. This inclusivity allows a wide range of individuals and organisations to explore the tool.

Its positive, strengths-focused approach sets it apart from traditional psychological assessments. Instead of highlighting weaknesses, it identifies and celebrates what individuals already excel at. This aligns with the principles of positive psychology and can foster confidence and motivation right from the start.

The framework is grounded in rigorous scientific research. Developed by Peterson and Seligman, it offers a solid foundation for understanding human character. Studies show that people who are aware of their character strengths are nine times more likely to thrive.

Its practical applications are far-reaching. Research indicates that leveraging signature strengths can enhance confidence, happiness, and relationships while reducing stress and anxiety. In professional environments, using these strengths has been linked to improved job performance and positive contributions to workplace culture.

The framework’s universal appeal is another key strength. The 24 character strengths provide a shared language that works across different cultures and contexts, making it particularly valuable for diverse teams and global organisations.

Additionally, the survey is quick to complete, which encourages participation. Notably, 90% of respondents express enthusiasm about applying their results, reflecting its ability to engage users effectively.

However, despite these advantages, the framework is not without its challenges.

Limitations

One of the main drawbacks of the VIA framework is its limited focus on workplace-specific insights. Designed as a general character assessment, it can be difficult to directly translate results into actionable strategies for leadership or professional development.

The framework also lacks a perspective on potential pitfalls or "dark side" behaviours. While identifying strengths is beneficial, understanding how these strengths might derail progress or lead to negative outcomes is equally important for a rounded approach to development.

Overusing character strengths can have unintended consequences. Research suggests that both overuse and underuse of strengths are linked to negative coping mechanisms and emotional challenges. For example, excessive use of social intelligence has been associated with difficulties in managing depression.

Another concern is the potential for social desirability bias. Respondents may answer in ways they believe are socially acceptable rather than fully truthful, which can compromise the accuracy of the results.

Some users may find the framework’s tone overly moralistic, which could feel prescriptive, especially in secular or highly diverse workplace settings.

Questions about the structural validity of the framework have also been raised. Some studies suggest that the 24 strengths don’t always align neatly with the six overarching virtues they are meant to represent.

Finally, cultural adaptation is sometimes necessary. A strength in one cultural context may not be valued or understood in the same way in another, which can limit the framework’s seamless application across all settings.

Comparison Table

While VIA is an excellent tool for uncovering strengths, it doesn’t address every aspect of personal or professional development. To get a fuller picture, it may be helpful to pair it with other assessments that explore potential challenges or areas for improvement. This dual approach can provide a more balanced and actionable path forward.

Conclusion: Using Your Inner Virtues

The VIA Character Strengths framework offers a fresh perspective on what makes you an effective leader. Instead of dwelling on potential pitfalls, it highlights the virtues that can drive you forward. Grounded in research, this approach not only supports personal wellbeing but also enhances professional performance.

The evidence is clear: leveraging your signature strengths can make a real difference in tackling leadership challenges. What sets the VIA framework apart is its focus on "what's strong with you" rather than "what's wrong with you." This shift in perspective is particularly pertinent when you consider that 88% of employees see a need for "moral leadership" at senior levels.

While the framework is straightforward, its depth lies in its 24 character strengths - a nuanced way of understanding human potential that transcends cultural and contextual boundaries. For leaders in the UK, aligning actions with these strengths not only builds personal credibility but also aligns with values like fairness, prudence, and honesty, which are often tied to ethical leadership and integrity.

Key Takeaways

The VIA Character Strengths framework is most impactful when you move beyond simply identifying your top strengths and start applying them in meaningful ways.

"Identifying, understanding, and applying your strengths are cornerstone concepts for living a productive and meaningful life" - Margaret Greenberg, co-author of Profit from the Positive.

✓ Begin by identifying your signature strengths and find ways to incorporate them into your daily life, both at work and at home. When your leadership reflects your natural strengths, it fosters a sense of authenticity that others can trust.

✓ Effective leadership goes beyond personal strengths. Recognising and nurturing the strengths of your team members creates an environment where everyone can thrive. Use the framework to identify and appreciate the unique virtues your team brings to the table.

✓ Adapt the framework to your specific context. In the UK, for example, strengths like humility or perseverance may carry different weight compared to other settings. While the VIA framework excels at highlighting what’s strong about you, it’s worth noting that it doesn’t directly address potential challenges or workplace-specific issues.

Think of your character strengths as a starting point, not the end goal. As workplaces evolve - especially with the growing number of roles requiring decision-making, which has risen from 8% to 34% - leading from your strengths is becoming increasingly important.

Your inner virtues are more than just personal attributes; they are tools for building meaningful connections, making thoughtful decisions, and inspiring others. The VIA framework doesn’t create these strengths - it simply helps you recognise and refine what has always been within you.

FAQs

How can I use my character strengths effectively without overdoing it?

To make the most of your character strengths without overdoing them, it’s essential to focus on self-awareness and finding the right balance. Take time to reflect on how you use your strengths in various situations. Are you leaning too heavily on certain traits while overlooking others? For instance, if your curiosity or enthusiasm starts to feel a bit much, you might want to pair it with qualities like prudence or self-regulation to create a steadier, more measured approach.

Another helpful step is seeking feedback from trusted colleagues or friends. Their perspective can offer valuable insights into how others experience your strengths, helping you fine-tune your approach. This way, you can ensure your strengths not only support your own growth but also positively impact those around you.

How can I adapt the VIA Character Strengths framework to better fit my cultural or professional needs in the UK?

To adapt the VIA Character Strengths framework for the UK, it’s important to align it with values and workplace norms that resonate locally. British values such as fairness, open-mindedness, and gratitude naturally reflect the emphasis on inclusivity, mutual respect, and effective collaboration often seen in UK workplaces.

Bring these strengths to life by embedding them into everyday professional situations. For instance, use fairness to build trust within teams, open-mindedness to encourage diverse perspectives in decision-making, and gratitude to create a culture of recognition and appreciation. This approach makes the framework not only more relevant but also more actionable for professionals navigating common challenges, from improving team dynamics to enhancing leadership communication.

By focusing on strengths and fostering a positive mindset, you can shift the narrative away from weaknesses. This creates a more supportive environment, encouraging growth and meaningful development for everyone involved.

How can understanding my lesser strengths support my personal and professional growth?

Recognising areas where you're not as strong and actively working on them can be a game-changer for both your personal growth and career progression. By tackling these aspects head-on, you can develop a more balanced skill set, equipping yourself to handle a variety of situations with greater ease. This approach often brings about a sense of accomplishment, reduces stress, and boosts overall happiness.

In a professional setting, improving in these areas can have a ripple effect. Teams thrive when members contribute a mix of skills, and workplaces that encourage employees to grow across the board often see better engagement, stronger morale, and improved retention rates. By addressing your weaker areas, you're not just overcoming obstacles; you're paving the way for a more rewarding and well-rounded experience in both work and life.

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