STRENGTH-BASED

NURSING
Presentation by:

Johannes Mut ak ati, Kud akwash e Shoniwa, Natasha Gusha, Laura Mpofu &  

Larry Magwegwe
 Strength-Based Approach
◦ Tracing its roots from social work, the strengths-based approach uses a
different lens to view individuals, families, and communities (Saleeby,
1996)
◦ Developed as a response to models that focus on the deficit (Seligman,
1996), the strength-based approach seeks to view the individual
holistically and explore his abilities and circumstances, rather than
focusing on his weaknesses and deficits.
◦ It is defined as an “approach to people that is primarily dependent upon
positive attitudes about people’s dignity, capacities, rights, uniqueness, and
commonalities” (McCashen, 2005, v)
◦ It intentionally utilizes an individual’s skills, traits, and patterns of thought
and behavior that are positive for the individual’s benefit, as well the
society.
◦ As a client-led approach, it “emphasizes people’s ability to be their own
agents of change” (McCashen, 2005, v). Conditions are created to
empower them to identify their strengths and direct the outcomes of the
change.
◦ It enables the individual to be an active participant in the use of his
strengths for his growth and improvement. The approach applies to any
client, group, and interventions and can be used by any profession.
Characteristics of Strength-Based Approach
Rapp, Saleeby, and Sullivan (2008) identified six
hallmarks of the strength-based practice:
• Client-centered goals: The most critical variable in this
approach is “client-set goal attainment” where individuals are
encouraged to identify the goals that they want to achieve.
• Systematic assessment of strengths: Deficits and problems are
avoided and the focus is shifted on the assessment and taking
note of the individual’s strengths. The emphasis is on what
already works and what is present in the individual’s repertoire. 
• The environment is a rich resource: The approach identifies
and makes use of the many resources that are available in the
individual’s community –– networks, groups, and communities.
The premise is that the goal of the individual is best reached
when there is a match between his strengths, his desires, and the
resources available in his environment. 
• Explicit methods are used for the development of the
individual and the environment’s strengths towards goal
attainment: Procedures vary from practice to practice. Some
start with goal setting and then proceed to strengths
identification. Another would utilize strengths assessment in the
identification of goals, then proceed to tackle roles and
 Continued.......
A relationship that is hope-
oriented: One of the many good The individual has the autonomy to
leadership qualities of a strengths-based choose: While the worker or coach
leader is one that establishes a positive, helps in the process of goal setting,
accepting, and encouraging relationship identifying of resources, and assigning
with others. This kind of relationship of responsibilities, the individual is
that is funded on potential and hope seen as the expert on his own life and is
increases the individual’s view of his empowered to direct his own path and
strengths, perceived opportunities and make choices.
options.
Core Principles of Strength-based Approach
◦ Everyone has potential. Limitations do not define a person. Each person has potential,
strength, and capacities. The individual must have the mindset “I believe, so will see it happen”
rather than “I believe once I see it happen.
◦ What we dwell upon becomes our reality. Seeing challenges as opportunities for growth
rather than as barriers creates potential and fosters more positivity.
◦ The words you use determine your reality. One of the common leadership mistakes includes
the unwise choice of words. Leaders must understand that choice of words, whether directed to
the self or others, have a massive impact on one’s attitude and outlook. Words shape our
thoughts, and ultimately, affect our behavior.
◦ Change is inevitable. Everybody has the potential and the urge to improve and succeed.
◦ Positive change happens within authentic relationships. Knowing that someone is there for
them, and ready to support them facilitates the process of growth and improvement in a person.
◦ The person is the author of his own story. What is important for the person should direct the
process of change, not the expert’s views.
◦ Start the process with what the person already knows. A person is more comfortable and
confident to take on uncertainty when they build on the familiar.
◦ There is no single way to change. Improvement and change is both a process and a goal. The
journey is dynamic and thus requires flexibility.
◦ Change is collaborative and inclusive. It takes a community to effect change. Be open, value
diversity.
 From a deficit model to Strength-
Based Approach
DEFICIT/PATHOLOGY (STRUCTURALIST) MODELS STRENGTHS (POST STRUCTURALIST) MODELS

• The focus is on problems and causes • The focus is on solutions, possibilities and alternative
• The client is viewed as someone who is damaged or stories
broken by the problem • The client is viewed as someone who is using their
• The nurse (healthcare professional) is the expert strengths and resources to struggle against the
• The process is driven by the nurse/healthcare provider problem/disease
• The goal is to reduce the symptoms or problem • Both the nurse and client/patient bring expertise
• The focus is on insight/ awareness • The process is driven/directed by the client/patient
• The resources for change are primarily available through • The goal is to increase the patient’s sense of
the healthcare provider empowerment and connection to the people and
resources around them
• The focus is on the ‘first step’ to change
• The resources for change are the strengths and capacities
of the patient and their environment
 Strength-Based Nursing
◦ Current health care systems exist to look for deficits at all levels,
from cells to citizens to communities. 
◦ For example, microbiologists look for pathology at the cellular and
tissue level, doctors look for disease in organs and bodily systems
and nurses look for problems in individuals’, families’, and
communities’ responses to health and illness concerns. This is what
they are trained to do, and this is what they should do, but this is
not sufficient. 
◦ By focusing on what is missing or deficient, they miss out on other
aspects of the person that are functioning well and that are
compensating for what is not working or is working below an
optimal level. 
◦ They often fail to see the person because they are blinded by the
pathology, the diseased organ, or the dysfunctional family. They
strip and reduce patients to their parts, ignoring their situations and
circumstances, rather than seeing them for the unique individuals
they are.
Strength-Based Nursing
◦ Nurses and other health professionals are all part of what is
commonly referred to as the helping professions. The
term helping implies the desire and willingness to assist, fix,
and repair something that is lacking, missing,
malfunctioning, or broken. 
◦ There are, however, many ways of helping, a nurse can help
people by focusing on the problem and trying to fix it, or a
nurse can work with people and their strengths to help them
deal with their concerns, find solutions to their problems,
and choose how to live with them. 
◦ The latter approach to helping is SBN, and it requires that a
nurse knows, values, and respects the person and family who
strive to live life and to find new meaning and purpose as
they cope with the challenges of illness or other tragedies
and work to achieve a higher level of health.
Strength-Based Nursing
application for patients
receiving care
◦ The individual is encouraged to play an active
part in his intervention
◦ In circumstances where the client is unable to
participate fully, practitioners must take
necessary steps to overcome as many barriers as
possible to enable active participation
◦ Identification of personal, family, and
community strengths and support the individual
in connecting with them.
◦ Identification of resources in the community and
making sure that the individual can make use of
these resources.
◦ The assessment and outcomes must be person-
centered.
Continued.....
Questions exploring the following factors are
important to help them recognize and
appreciate their available strengths:
◦ Current contexts and situation (including
challenges)
◦ Skills, qualities, attributes, and capacities
◦ Interests and hobbies
◦ Available network and connections
◦ Physical, financial, and social resources
◦ Values and motivation
◦ Opportunities and challenges
 Survival questions: •Who are the special people on whom you
can depend?

Support questions: •When things were going well in life, what

Classification was different?

of questions Exemption questions: •What are your special talents and abilities?

for Possibility questions: •When people say good things about you,

what are they likely to say?

finding patient Esteem questions: •What are your ideas about your current situation?

strengths Perspective questions: •What has worked in the past to bring a better
life for you?

Change questions: •These questions aim to look into the questions

done by the patient in the past that have led to a positive outcome
 Foundational
Pillars of SBN
Strength-Based Nursing underlying foundations are: 
◦ Person-Centred - focusing care on the needs of
individuals. People's preferences, needs and values
guide clinical decisions and provide care that is
respectful of and responsive to them
◦ Empowerment - patients are active participants in the
helping process
◦ Relational - concerning the way in which patients
connect with people around them
◦ Innate Capacities – natural abilities present within a
patient 
These foundational pillars are operationalized by eight
core values.
 SBN reaffirms that health and healing are the
central goals of nursing. Health supports the
Health & healing
patient’s ability to adapt to life’s challenges
and live with purpose and meaning.

The 8 Values Uniqueness of the person

When nurses understand their patients as
individuals, they are better able to work with
them to find effective solutions to problems.

of Strength-
Based
Nursing
Holism recognizes the interconnectedness of
Holism and embodiment the parts as they affect each other and the
functioning of the whole person.

We all construct narratives that are woven

together from facts, past and current
experiences, perceptions, and beliefs. These
narratives guide people’s understanding of
Objective/subjective reality and created
events (their “reality”) and affect their
meaning
responses. SBN-trained nurses strive to gain
insight into patients’ constructed narratives
and use this information to help them cope
with the health challenges they face.
The 8 Values of Strength-
Based Nursing
SBN sees the nurse's role not as deciding
for others but rather listening attentively
and deeply in order to clarify, elaborate,
explain, provide information and
Self-determination
suggestions, connect people with resources,
and advocate for patients and families in
ways that enable them to 'hear' their own
voices and make those voices heard.

People grow and thrive in environments

that enable them to draw on their strengths
Person and environment are integral
and provide themselves with opportunities
for development and healing.

Readiness to engage in a new activity is a

prerequisite for learning. Nurses must be
attuned to patients and their families to
Learning, readiness and timing
know when they will be receptive to
learning a new skill or developing a
strength.

The nurse-patient relationship is

collaborative. The nurse has formal and
practical knowledge of health and healing,
and the patient and family have knowledge
Collaborative partnership between nurse
of themselves and their circumstances.
and patient
Collaborative partnerships require the
partners to find common ground, set goals
jointly, and determine a course of action
that’s right for the patient.
Character
Strengths
◦Character Strengths are the positive parts of
your personality that impact how you think,
feel and behave.
◦ Scientists have identified 24 character
strengths that you have the capacity to
express. 
◦ By taking the VIA Survey you will discover
your unique character strengths
profile. Knowing and applying your highest
character strengths is the key to you being
your best self.
What are my
Strengths?
◦ Please participate in a short Character
Strength Survey to find out your strengths; 
◦ You may use the link provided below:

◦ Strengths Survey Form: 

https://www.pdffiller.com/471297340--strengt
hs-inventory-pdf-
Benefits of discovering own strengths
They are more satisfied with life 'aka' they feel happier: Studies show that people who
have a chance to use their strengths at least once a day report lower levels of depression,
higher levels of positivity and stronger mental health.

They experience less stress: Research shows that being able to leverage one’s strengths
creates a buffer against the negative effects of stress or trauma.

They feel healthier and have more energy: Putting at use one’s core strengths is
associated with healthy behaviors – such as pursuing an active lifestyle and following
healthy eating habits.

They are more confident: Both strengths awareness and strengths use are positively
linked with self-efficacy, self-esteem, self-acceptance, and self-confidence.

They experience faster growth and development: Contrary to popular beliefs, applied

research shows that strength areas have by far larger growth potential than one’s
weaknesses.

They are more creative and agile at work: The active use of one’s personal strengths
creates feelings of authenticity, vitality, and concentration. This, in turn, leads to a more
creative mindset and greater proactivity.
Benefits of discovering own strengths
They feel more satisfied at work: People that actively use their strengths at work experience
higher job satisfaction. Plus, it is easier to find true meaning and pleasure in their work.

They are more engaged at work: Employees who have a chance to apply their strengths at work
on a daily basis report a much higher level of engagement in what they do.

It reduces the focus on "labels": Labeling people with deficits and problems limit the options that
can be used to effect change. Instead of the traditional way where people are branded with their
deficiencies, knowing your strengths focus more on what you have and highlights them.

It provides the person with more repertoire to solve problems: Studies show that those who
have more awareness of their skills are more confident. This leads to better outcomes and faster
results.

It decreases negative behaviors: In various studies on risk behaviors and behavioral functioning,
focusing on people’s strengths resulted in a reduction of risk behaviors and an overall improvement
in behavior. 

It improves mental health: Many studies show that focusing on strengths improve mental health
recovery, high reports of life satisfaction, and even improvement of overall health status.
 ◦ Increased contributions-When you know yourself, you
know your strengths and this gives you a better
understanding of the unique qualities you bring to your
interactions with others and to your work. Self-aware
employees use their talents to start initiatives, rather than
complain or criticize.

Benefits of ◦ Professional growth – When you know yourself, you also

know the areas you wish to develop. This is important to

self- continue to grow professionally. Self-awareness is an

important part of career development because it forces you
to look at yourself objectively.
awareness of ◦ Ability to influence your reputation – Self-awareness
makes it easier to understand how others see you. This is
own key for success. It’s essential to be aware of the
perceptions of your bosses. But it’s also important to know

strengths  how you come across when you’re working as a team

member or leader.
◦ Greater job satisfaction – By focusing on what makes
you feel happy and valued, you can find roles that are most
satisfying. Understanding your specific talents and areas of
expertise can help you find opportunities where you can
shine.
 ◦ Johari window is a psychological tool to self-assess one’s behavior as well as
Johari Window the relationship with others, through feedback or disclosure. It is one of the most
effective means of self-analysis by considering the other’s perspective to
understand oneself in a better way.
◦ A technique designed to help people better understand their relationship
with themselves and others. Concept created by Joseph Luft and Harrington
Ingham in 1955.
◦ It helps in determining the areas of expertise or strengths, the shortcomings, the
scope of development and challenge to be faced by an individual.
◦ Arena: " I know & you know", The arena or open area represents everything
which is made public or is commonly known oneself and to others too. It
includes a person’s behavior, attitude, skills, strengths,  weaknesses, etc.
◦ Blind Spot:" You know but I don’t", The area of talent or a specific trait or
behavior of a person which can be positive or negative, known to others;
however, the person himself is unaware of it.
◦ Facade: "I know but you don’t", It is a hidden area which is secretly known to
Adjectives link below: the person alone, i.e. his feeling, emotions, ideas, etc., while others are unaware
https://www.scribd.com/doc/459076 of it.
58/Johari-Adjectives ◦ Unknown Area: "I know but you don’t", The area which remains undiscovered
by the person himself or herself and also hidden from others, is termed as
unknown areas. This area consists of new opportunities and scope for
development along with threats and uncertainties
 ◦ Self-Awareness: It acts as a self-analysis tool. Thus, making
oneself aware of his strengths, weaknesses, opportunities and
threats by considering the views of others too.
◦ Cordial Relationships: It helps to improve the interpersonal
relations since everyone gets to know each other in a better way
and each focus on self-improvement.
◦ Improves Communication: Johari window paves the way for open
interaction and develops understanding among the managers and
the subordinates.
Positive use ◦ Team Development: Strong team building is difficult if the team

of Johari members are not familiar with each other. This model enhances the
interpersonal relationship among the team members by making
each familiar with the others in the team.
Window ◦ Personal Development: It provides scope for betterment since the
blind area reveals those unknown facts which are known to others
but may have been ignored by the individual himself. These facts
are sometimes related to the individual’s attitude, habits, behavior
which needs to be mended.
◦ Group Dynamics: The Johari window encourages open
conversations and feedback within a group. This enhances group
performance and develops a mutual understanding among the
group members by eliminating the problem areas and
THANK YOU!
 ◦ Gottlieb, L.N 2013 Strengths-Based Nursing Care, Springer Publishing
Company LLC, New York

References ◦ Social Care Institute for Excellence, Strengths-Based Approaches, Social Care
Institute for Excellence, November 2018 <
https://www.scie.org.uk/strengths-based-approaches/videos/what-is-sba>
◦ Gottlieb, L. N. and Gottlieb, B. (2017) ‘Strengths-Based Nursing: A Process for
Implementing a Philosophy Into Practice’, Journal of Family Nursing, 23(3),
pp. 319–340. doi: 10.1177/1074840717717731. 
◦ Ingram School of Nursing, McGill University, Strengths-Based Nursing and
Healthcare, 
https://www.mcgill.ca/strengths-based-nursing-healthcare/about/strengths-base
d-nursing-and-healthcare
◦ Fyns, Funding your natural strengths,
https://pdpfyns.com/finding-your-strengths/