Are You Using The Skill vs. Will Matrix?

As a leader, your most challenging task will be managing people.

Personalities, strengths and weaknesses will ALWAYS be the biggest variable.

But how do you know whom to invest in and whom to let go?

I know that’s an extreme scenario, but let’s face it:

Not all workers are created equal.

The majority of your team will fall somewhere the middle of those markers.

Yet it’s the “stars” and “bottom feeders” that will raise or sink your company.

So let’s address the furthest individual players.

The stars are a combination of high skill and high will (culture fit).

• These are the people you want to pour into because they are self-motivated, autonomous and enforce company values.

• As a leader, you don’t have to hold their hand, make sure they are happy (all the time) or worry what they are doing when you’re not watching.

• Stars are driven internally and need to be protected at all costs.

Whereas bottom feeders exemplify low skill and low will.

• That means you have to teach them constantly, cater to their every need and make sure they stay on task at ALL TIMES.

• In fact, you will literally have to micromanage this person or risk having to cover for their lack of production.

• The bigger question here is, “why are we keeping them around?”

Both types will be visible within their first 90 days on the job.

This may sound harsh, but that’s part the responsibility of leadership (what you signed up for).

If leading people was easy, more people would succeed at it.

But here’s the difference between skill and will.

Skills can be taught. Will is intact. 

• Interviews, onboarding and training should improve skills needed on the job.

(I’d advocate for continuous training for the best results).

• Yet when it comes to will aka “cultural fit” you’ll only be able to determine over time, observing.

The reason why will trumps skill is: oversight.

Do you want to spend all your time as a manager motivating, supervising and correcting someone on your team?

The thought of that should make you cringe!

Translation: when someone is NOT a cultural fit it means they aren’t thinking about what’s best for the company and how they can align their personal values with the company ones.

Now that doesn’t mean if you disagree with the organizational principles you should stay.

Instead it’s taking a step back at the interview process and pondering, “is this person more about ‘we’ or ‘me’?

Selfish workers bring the ship down.

Sure, you need to look out for yourself, but as a leader you should be able to spot an egomaniac quickly.

Leading people is an art form of constant learning.

So use this enforcement matrix as a resource to secure “stars” and fire “bottom feeders” before it’s too late.

Your job as a leader may depend on it.

I’d love to talk more to you about this topic so reach out here.

God Bless,

Scott

If you found this helpful and you’re looking to improve your soft skills as a leader, here are ways to work with me directly:

• 🗣 Hire me to speak at your company or next event (watch my speaking reel here)

• 🎤 Invite me to lead an interactive training workshop, remotely or in-person (depending on location)

• 🤝 Start 1:1 coaching with me as a new manager, current leader or executive (I once managed 30 people 1:1 weekly❗️)

Also, you can help me out by forwarding this to friends whom would benefit from it! Thank you!