Most of us got to where we are by being pretty good at solving problems. So, when we eventually ascend into the management ranks, that problem-solving behavior naturally stays with us. The problem is, when it comes to people, you can’t really fix most weaknesses using those same skills.
The traditional model most managers follow is to assess what people are not doing well and give them training so they can do it better—the competency model. While skill training does certainly have value (it’s a big part of what our company sells), it only works well when you are teaching skills that match a person’s natural strengths (their innate talents).
For example, you probably know by now whether you can sing or not. If you’re like most people, the answer is not. Do you believe you could be on American Idol if you took enough voice lessons?
We both know the answer, don’t we?