Have you ever been shoe shopping? You know instantly when the shoe fits—and when it doesn’t. If only it were that easy with employees and their roles.
The truth is, job fit is one of the most overlooked factors in leadership. When someone is in a position that doesn’t align with their natural gifts, skills, and talents, they may be able to do the job, but they’ll rarely shine at it.
The Dog-and-Tree Example
Imagine being at a dog park and spending an hour trying to teach your dog how to climb a tree. A particularly athletic breed might get close, but most will simply look at you with confusion, eager to please but unequipped for the task.
That’s what happens when we expect every employee to master every skill equally. More training, more effort, or more time won’t make them excel in areas that don’t fit their natural strengths.
What Leaders Should Do Instead
As leaders, our role isn’t to mold every team member into the same shape—it’s to recognize, respect, and leverage their differences. Job fit is about finding the right place where someone’s unique skills can shine. Here’s how:
1. Uncover Talents:
Pay attention to what tasks seem effortless for them. Notice what they’re drawn to, even outside of their job description.
2. Discover Superpowers:
Ask: What do they love doing? What gives them energy instead of draining it? Their superpowers often lie in the overlap between skill and passion.
3. Adjust Responsibilities:
Shift tasks and expectations in a way that aligns with those strengths. Adjustment doesn’t mean weakness—it means optimization.
The Leadership Takeaway
Matching people with the right positions isn’t about making up for what’s missing. It’s about helping individuals thrive by aligning their roles with what they naturally do best. When leaders invest in uncovering, discovering, and adjusting, they create teams where everyone gets to shine.
So, the next time you’re considering who should take on a role or project, don’t ask, “Can they do it?” Ask instead, “Is this their best fit?”
