Skill and Will
Sometimes the most simple idea is the most powerful.
Such is the case when evaluating the quality of team members. We can boil down the lengthy list of positive and negative attributes into two common-sense factors: Skill and Will.
Having the skill to do the job means knowing what to do to complete tasks and assignments and possessing the ability to achieve them. Skillful team members have the experience and know-how to get the most important things done.
Results speak the loudest when deciding who on the team is the most skillful. The proof is always in the pudding when it comes to skill. Go down the list of your best team members and you’ll always see that those who achieve great results are the most skillful.
For those you rate as having subpar skills, think about what it would take to elevate their talents and abilities. Perhaps coaching, training, or more experience would raise the game for them. But be honest. If they lack the aptitude or foundational knowledge to succeed, it may be better for them to learn new skills elsewhere.
As important as skill is for team member success, it is only half of the equation. Having the will to do the job is an entirely different issue. The internal desire to achieve matters as much as the ability to do so. The personal motivation to do what it takes to accomplish difficult outcomes represents a second dimension of effectiveness.
Team members who lack the will to achieve consistently underperform. While many leaders believe they can motivate team members who lack the desire to achieve, most often this is a losing effort. The will to achieve is something only the team member controls.
Of course, the best team members have both the skill and the will. Leaders would be wise to occasionally review the team along these two dimensions.
When evaluating the reason for consistently poor performance by a given team member, leaders might be surprised at how often it comes down to these two foundational qualities. Without the skill and the will to succeed, team members will always struggle.
Who on your team has the skill and the will? And who doesn’t? Make this simple assessment. You’ll know what to do.
Good morning,
Good points! As supervisors/managers, when formulating action plans, we were always asked that question. There is validity in that. If they had the will to succeed, then they may be given time to improve and/or moved to a different department. If they lacked the will to do the job; we would eventually promote them to customer/s:(.
I have found Marcus Buckingham's and Curt Coffman's book: FIRST BREAK ALL THE RULES, to have some useful perspectives. They argue talent is the most important. The best team members/leaders, tend to be, good at their job/s AND have the drive (will) to overcome any obstacle/s. This said, we still need frontline workers. Perhaps, our best approach is to set people up for success, and EMBRACE THE SUCK. All while ensuring the will is still their:).
As always, thank you for your time.