The Right Task vs. The Right People
If you’re the “complete the right task”-type of leader, you better be real smart. You’ll need to know how to do everything. Then you’ll have to make sure your subordinates know how to do it too. You’ll be the one that has to come up with all the ideas. You’ll be the person that is responsible for policing the troops to make sure they’re staying in line. Ironically, if something goes wrong, you’ll probably blame it on people.
If you’re the “find the right people”-type, you are constantly trying to build the right team and then get out of the way. When you have talented people around you, you don’t need to know all the answers. The team generates the ideas, so it’s not all on your shoulders. The right people are as concerned about the mission as you are, so you don’t have to spend time keeping them in line. If something goes wrong and you have a great team, you see it as a systems or communications problem rather than a people problem.
Not getting the results you desire? Maybe it’s time for a little self-assessment. What path are you on? You may want to change your leadership focus.
Great post, I love working for a “Hire the right people” leader. I strive to be that way and encourage others to follow that path as a leader.
Good stuff.
I like this post a lot, the pathway and grid show the entire spectrum and results of the leader and his or her thinking process, how the lead and the end result. I’m a “hire the right person” type. Very cool post.
M_
Tony – You nailed it. It’s all about creativity and empowerment in today’s economy. People are looking to be lead and apply their strengthens and talents to solve problems – and the freedom to learn, grow and even sometimes fail – with a leader to teach, mentor and pick them up or catch them.
I think you did a great job visualizing the differences. Great job!
Man I love this graphic! I’ve run into frustration before because I aspire to be a leader of leaders but find that I’m probably more effective at completing the right tasks. Great clarification.
Like the book Good to Great says, getting the right people on the bus is more important than having the right business strategy. Having the right people on board can take you places you’ve never dreamed of.
Excellent post! Thanks for sharing this.
Great post Tony! It’s been awhile since I’ve visited your blog. I would also just add that if the results aren’t what you want them to be… one should make sure the vision of the mission is clear. I think too often the issue with the “Hire the right people” approach is that the mission isn’t clearly defined for them so they stray. Then the leader defaults to the more comfortable “Complete the task right” approach, even if it’s the wrong approach.
Well said
this is so easy to see, so hard to do…
I like that this graphic so clearly expresses the point you’re trying to get across, but it does so in a style that the first column automatically subscribe to. Way to talk to the people who need it.
Why does it have to be “right tasks” versus “right people”? Why not “right tasks” + “right people” ? Even if you have done a great job recruiting the best “right people” aren’t today most things done by teams (not just one individual) and don’t the team members have to know what to do in a coordinated way? It’s not sufficient that the “right people” can figure out by themselves what to do. It also critical that they can tell the other “right people” what has to be done in cooperation (often in sequence). And this is the concept of a process. In the end if you want to be truly efficient you do need both, don’t you?