“The will to win is not nearly as important as the will to prepare to win. Everyone wants to win, but not everyone wants to prepare to win.”

- Bobby Knight, Hall of Fame Basketball Coach
As leaders in k-12, higher ed, and the workplace prepare to welcome back students and in-person team members, “State of the Organization” exercises can be helpful appraisals that help determine how we can learn, grow, and change as we move forward. One of the ways organizations can do this is to take some time to assess and plot current talent into a “Skill and Will” matrix like the one below. As you complete it, try and think about doubling down on building buy-in and capacity with your teams.
Truths
When you begin to plot your high-will and low-skill team members, think of Elaine in this video from Seinfeld. These staff members are fearless, willing to do anything, and are very coachable; yet, their skills haven’t quite caught up with their passion.
As we pivot to the bottom of the low-skill and low-will grid, let's think about the tough folks in the organization who are both low-skill and low-will. Judd Nelson's character in The Breakfast Club is a classic example, and this employee may be an authentic threat to the organization's mission.

In addition, he or she may be “in the wrong seat on the bus,” or could be in a genuine place of hurt.
Then there is what we all want, the high-will, high-skill performer. What does Beyoncé have to do with a star performer at a school or organization? Throughout her career, Beyoncé has had tremendous talent and yet continues to evolve and adapt that talent to the context and culture of our lives. Right now, you've got some early adopters and innovators who are constantly evolving their practice, helping others, and leading the work. Plot them by name on the graph above.
When addressing high-skill but low-will, remember that many in this group are skeptical and talented. They may have been great at one time, but good may be “sufficient” now. When thinking of this person, imagine this performance from Mariah Carey. No one doubts she can be great, and no one questions her range because it’s proven; yet, this performance suggests she doesn’t seem to care. Stop and ask yourself what it would mean for her to pursue Beyoncé's genius. Could she? Does she want to? These are the same questions for these folks on your staff. You need their insight, their experience, and their talent, but motivating them to return to greatness is a challenge.
Tools
Pair them with a high-skill, high-will mentor - with a little polish, the mind can catch up with the heart and do amazing things.

Guide them with small wins - pop into their classrooms and leave them a note on a strategy. Have them co-present with the Beyoncé types at work sessions.

Set calendar dates as leaders - check in with their mentors and with them. Be regular and consistent about talking in terms of their growth in the skill area. Calendly is a key tool in our organization, but SavvyCal is another great tool for students and professionals. MyStudyLife is a great free option for students, specifically.
Let them lead others - they love to invest in others and share what they know. For instance, we know three teachers that are in the high-will, low-skill area in ELA. The question should be - can you take one under your wing and coach them?

Get out of the way - celebrate them, write about them, and showcase their work. Watch their light attract attention, resources, and people to your efforts. Spend some time in their classrooms. Interview them and post their work on YouTube.
Ask "why" - before that, take a few moments to read “How to Really Listen” - a trending topic on LinkedIn this week. And then spend some time with them trying to understand why they are here. Do they feel embarrassed by not having the skill? Can they be worked with 1-on-1? Is there a chance at redemption?

Give them a time period to show will - be persistent with them, deepen your time with them on a social level, and see if you can figure out what might spark their interest in the new skill.

Don't linger - they may be in a place where the best thing for them and for you is to move on. Assess patiently, deliberate intentionally, and look for progress or an opportunity to mutually part ways if progress is not prominent.
Motivate them- show them old clips of themselves. Bring in a protegee that thinks the world of them. Interview them on how they do their work and ask them if they might be willing to teach a master class to your best teachers.

Celebrate the ego - stroke them in public. Figure out ways to offer them an opportunity to share their talents with those who would be discovering it for the first time (new teachers for example). For inspiration, see this list of The Nine Best Employee Recognition Apps in 2021.

Memorialize them - figure out a way to remove a planning period for them. Think creatively in terms of placing them on a few key teams or committees as an expert in residence and surround them with doers who help deliver their vision.
Triumphs
We celebrate our friend Sarabeth Berk, Chief Creative Disruptor at More Than My Title (and check out her book here). She sat down with CEO, Bryan Setser, this week to talk about how the work at MTMT is “fundamentally reshaping how we think about and see the workforce by shifting and expanding our definition of professional identity from “either-or” (experts and generalists) to include “both/and” (hybrids).”

If you’re interested in exploring how your identity and those of your colleagues can contribute powerfully to your purpose, check out their conversation below. We’d love to hear what you’re learning.
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Join us next week for another Barriers for Breakfast YouTube live!