“Dad, why didn’t Coach let me play until the last two minutes?” my son asked, frustration evident in his voice. “I stop players every time I’m on defense. I did it again yesterday, didn’t I? Why won’t he let me show what I can do?”
I could see his point. Every time he’s given a chance, he steps up, blocks players, and stops the action cold. But yesterday, just like in other games, he was kept on the sidelines until the very end and was assigned to play offense instead of his favored defensive position. I asked him if he’d talked to the coach, and he sighed. “Coach says I should be in offense,” he said, “but I want to play defense.”
Our conversation stuck with me, and I realized this isn’t just about kids and sports. In a way, it’s a common scenario in business and leadership. How often do we have an “Alex” on our team—a talented, committed person who’s regularly positioned in the wrong spot or given just a fraction of the time to truly shine?
Think of the times you may have given an employee a project that didn’t play to their strengths or put a highly capable person in a backseat role. Like Alex’s coach, it’s easy to miss the full potential right in front of us, especially if we’re focused on a predetermined strategy.
But imagine what might change if we took a moment to listen and adjust, aligning team members with roles that genuinely match their strengths. What if, instead of assigning tasks based solely on our initial judgment, we asked them what they’re passionate about, where they think they can deliver the most value? The result could be a dynamic shift—one where people aren’t just filling roles but truly elevating them.
Alex’s story is a reminder that seeing talent isn’t enough. To tap into the full potential of your team, go beyond observation. Listen, make space for open dialogue, and be flexible enough to adapt roles when necessary. Empower people to play to their strengths, and you might discover the kind of defensive powerhouse—or strategic innovator, or creative leader—you didn’t even know you had.
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