A simple way to think about your strengths
I was having lunch with a friend yesterday who is a Chief Talent Officer and also a much smarter thinker than I on organizational dynamics & talent.
He introduced me to the framework of task-competency-responsibility alignment. I love it because of its simplicity. In order to get the best out of an organization, you need to maximize the alignment of these three things on as many tasks as possible.
In addition, its a way to think about your own strengths — do you have alignment with what you are working on, your skills and the responsibility for the outcomes of that task?
Thinking about this, it made me identify two common scenarios I have seen in organizations:
1. The highly skilled employee that doesn’t have any skin in the game
This person may be frustrated that senior people don’t give him the opportunity or they may just be careless because they dont see the result of their work
Antidote: Give people more responsibility than you are comfortable with
2. The manager that doesn’t know what they are doing
This person is doing the task and is responsible for the output, but does not really know what they are doing.
Antidote: Shift to areas where this is a strength or give other members who are more competent more responsibility