Think You Have a People Problem? Map It.

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Most leaders treat symptoms like root causes.

Someone’s falling behind on tasks?They must be lazy.

Team misses a deadline?Must be a culture problem.

Revenue’s stuck?Let’s redo the funnel.

So we push. We tighten. We escalate.And we miss the real issue entirely.

But here’s the reframe:

Is this actually a people issue?Or is it a system issue disguised as one?

If you’re making big calls on hiring, performance, or delegation - stop guessing.

Use the Skill/Will Matrix instead.

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The Simplest Tool Most Teams Ignore

We use this matrix constantly inside Levership.

Not because it’s clever.Because it works.

Here’s the model:

• Skill: Can they do the job?

  
  

• Will: Are they bringing the energy and effort?

Now plot your team:

• High Will / Low Skill → Train them. They care. Equip them.

  
  
  
  

• High Skill / Low Will → Coach them. Clarify expectations. Reconnect to outcomes or make the call.

  
  
  
  

• Low Skill / Low Will → That’s a values misalignment. You’re past coaching. Don’t delay.

  
  
  
  

• High Skill / High Will → Protect them. Build around them. Make sure they’re not carrying everyone else.

  
  
  
  

This isn’t about labeling people.It’s about choosing the right intervention.

Because burnout doesn’t come from too much work.It comes from pushing the wrong lever.

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Structure Before Blame

Let’s ground this in reality.

You’re behind on delivery. Clients are waiting. You’re frustrated.

Easy answer? “My team is too slow.”But let’s actually map it:

You’ve got four mechanics worth of work on the floor.Only three mechanics on staff.And two of them are juniors, still learning the ropes.

That’s not a performance issue.That’s bad math.

It shows up in every service business I touch - clinics, law firms, trade shops, consultancies.

Where we think we have a people problem,We actually have a resource, role clarity, or workflow problem.

The technician isn’t slow.They’re overloaded. Or undertrained.Or inheriting sloppy handoffs from upstream.

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The Takeaway? Heroics Aren’t a Strategy

We can’t build a business that relies on personality to deliver excellence.

We have to design for performance.

• Map the work

  
  

• Map the required skills

  
  

• Map where you’re underpowered or misaligned

  
  

Then make the call.

Do they need training?Coaching?Support?Or is it time to part ways?

The matrix doesn’t answer for you.But it will make sure you’re asking the right question first.

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