High performers do best when they are matched with roles that energize them.  However, as leader, you will have deadlines and obligations that can’t always wait for an ideal high performer to arrive on the scene.  Since resources are always limited, you will have to assign people to certain positions that are not ideal for them, and that is acceptable and advantageous for several reasons, provided that both you and the person are clear that this will only be for a season.

As you assess the team you should maintain an awareness of which members are matched well with their positions and which are not.  Do not assume that just because a person does the job extremely well that they will want to stay in that role indefinitely.  As a matter of fact, the types of individuals you want around are those that can do an excellent job at almost anything.

Be careful not to confuse their strong work ethic and desire for excellence with an ideal long-term fit.  Even the best of us will tire and burnout in a role that does not energize us.  You need to be intentional to constantly evaluate existing talent and recruit new talent to align your team’s roles & responsibilities with your organization’s vision and mission.

While it’s possible and sometimes profitable to modify roles to fit the individual, in the end the organizational mission must be accomplished.  To use an analogy, a football coach can only modify the wide receiver position so much before it becomes a tight end or a running back or some other position.  The fact is the team still needs a wide receiver!

So, find the individuals that best suit your team’s positions. You may need to transition people out of their current roles and coach them to excellence in roles that are new for them and that offers another opportunity to bring out their best, and continues Transforming your workforce into an Elite Team.

This is Jason Walker sharing an Elite Team INSIGHT.