f someone is faltering, ask yourself  “Is it a skill or will issue?”  Skill you can change, will you can’t.

This is something I learned to use as a manager as a helpful way to assess people. So think of the x and y axis: one representing “will” and  the other “skill”. Will is the desire to do whatever it takes in the job to be successful, skill represents the technical aspects of the job, and on both, one can score from low to high.

For those who are high will and high skill, they are your top performers. They not only have the skills needed to do their job, they are engaged and motivated. They are your go-to people, the ones likely to be promoted and the future leaders.

For those who are low skill, but high will, these are people who need training, experience, and coaching. They may not have the skills right now, but they want to learn. They want to improve. These folks you continue to manage and develop.

For those who are low skill and low will, these are people who usually need to leave. They can’t do their job well, and they don’t have the will it takes to improve. They’re most likely in the wrong place and the wrong job.

For those who are high skill, but low will, these are people who often also need to leave. This is typically the hardest group to deal with, because they’re technically proficient. They are usually smart and articulate. But they don’t want to change. They often can’t get along with others. People complain about them. No one wants them on their teams. People walk on eggshells around them. They are not worth it…because the time it takes to manage these folks will completely erase any benefits you are getting from their technical expertise. They are the albatross around the team neck.

I have had people who were high skill and low will work for me. When you first come across these folks, they drive you crazy. As a manager, you know there’s something wrong, but because they have high skill, it seems counterintuitive that you wouldn’t want them. This is usually why they get to stay as long as they do. People put up with it because they have the technical skills. After endless coaching with one individual, I suggested that this person needed to find another role better suited for them. Because they’re not happy either…either because of a perceived slight, because Sue is liked more than they are, because 10 years ago they were passed over for promotion. Whatever the reason, they’re not going to change. And the rest of your team will get driven crazy. It’s not pleasant, but everyone will be relieved.