For all the leadership advice out there, most businesses are underled and managed. The industrial era command-and-control way of leading and managing persists. Leading a team is like conducting an orchestra. Each member brings their unique instrument, their strengths, and quirks, and your job is to blend them into a harmonious symphony of success. But what happens when you hand a clarinet to your star percussionist? You get squeaks and frustration for everyone. That, my friends, is the pitfall of misaligned talent.

It’s a common leadership misstep, one we’ve all witnessed or even committed ourselves: failing to recognize team members’ strengths and weaknesses, and then placing them in roles where they can’t possibly shine. We get caught up in past performance, titles, or perceived potential, ignoring the glaring mismatch between the person and the position. And the result? Underperformance, dissatisfaction, and a demotivated orchestra.

Here’s the secret sauce to effective leadership: put people in positions where they can make an impact. It’s not about finding a square peg for a round hole, it’s about crafting a beautiful mosaic where each unique piece contributes to the bigger picture.

So, how do we avoid this costly mistake?

1. Ditch the one-size-fits-all approach: Every individual is a universe of talents and quirks. Invest time in understanding your team members’ strengths, areas for growth, and personal aspirations. Go beyond resumes and job descriptions. Have open conversations, observe their work styles, and provide opportunities for them to showcase their skills.
2. Embrace feedback and self-reflection: Encourage team members to be honest about their strengths and weaknesses. Create a safe space for them to express their preferences and concerns about potential roles. Remember, their insights are invaluable in crafting the right fit.
3. Prioritize growth over comfort: While stability is important, remember that comfort zones breed stagnation. Challenge your team members with roles that stretch their capabilities, help them develop new skills, and ignite their passion.
4. Celebrate and iterate: When it comes to finding the right fit, it’s rarely a one-and-done process. Be open to adjustments, provide ongoing feedback, and celebrate both successes and learning opportunities. Remember, growth is a journey, not a destination.

By placing people in positions where they can truly shine, you unlock their potential and boost team morale, productivity, and innovation. Your orchestra will not only avoid the jarring squeaks but create a symphony of success that resonates with everyone around them.

It’s worth mentioning, there are people out there, very few, who you can parachute into any role and they’ll be very effective and make an impact. Take care of these people if you have them. But, don’t rely on this to be the norm because they are rare. It’s best to work with what you have in the most impactful way.

With that said, lead with intention, celebrate individual strengths, and remember: Your job as a leader is to put people in positions where they can succeed. Because if they succeed, you succeed and the business succeeds. Ask yourself: Are you putting your people in positions where they’ll be most effective?