If I were using strengths-based development as a manager, I would focus on identifying and leveraging the unique strengths and talents of each employee to achieve individual and team goals, whereas with deficit-based development, I would primarily focus on addressing weaknesses or shortcomings of employees. This means that I would provide opportunities for employees to use and develop their strengths, provide constructive feedback, and tailor learning and development opportunities to enhance their strengths, rather than just trying to fix their weaknesses.