One letter, big difference. The best case is when you find someone with a great attitude and the aptitude to get the job done. But in the process of searching, recruiting, and developing these momentum makers we are faced with the others. A leader has to look ahead, and although a leader operates under the premise that everyone has unlimited potential, people can only grow to the level that they are willing or able to at this stage in their lives. No matter how hard I try, I cannot be a professional basketball player. I may have the desire and the dedication to learn to play, however as a 50 year old woman, 5’6″ tall, the chances of the NBA even talking to me is slim to none. We are faced with many different types of people, and knowing when to shift our focus of training, to move them to another position, or to transition them out of the organization has been one of the most difficult jobs to delegate.
People who can but have a bad attitude- they often stay too long in a position or organization, especially if they are competent in their skill set. Their performance can hide a bad attitude up to a point, when inevitably it will show up. It can show up with their peers through gossiping, passive aggressive behaviors, tardiness. This person ultimately sabotages the team and needs to be coached or moved to another position or even out of the organization if they are unwilling or unable to change.
People who want to but can’t – they somehow just don’t have the ability to do the job. These are the more difficult ones for an empathetic leader to address. They have heart, they have desire, but for whatever reason, cannot deliver to the level required for the position. It can be hard for a leader to decide that this person is maxed, especially if you have created a relationship and invested training and time. In my organization this decision usually falls on me, and it is usually fuzzy until it becomes clear. It requires me to listen to what is being said, or even more to what is left unsaid, and hearing when someone is telling me with their performance that they cannot do the job. Can they add value in other ways? Absolutely, and with a great attitude we will make it a priority to find a position that fits for them.
My focus is on helping my leadership team understand when and how to identify when someone needs to move. Move shifts, move positions, move locations, move organizations. It begins with looking at the big picture. What is the big picture? For us it is the energy of the team, their ability to work together with momentum towards the ultimate outcome of delighting and brightening the day of the people we interact with. We have many players on the team, and each one plays an integral part of achieving the end result. Understanding that one affects all is the beginning of the process to creating and growing a high performing team, and ultimately creating leaders.