Tips for Results: Do You Have the Right People?

The 4-Criteria Fit Check That Transforms Your Team

In a previous post we talked about transforming your passionate B players into a championship team.

But maybe you feel like you've tried my ideas and no matter what, some people are still struggling. You find yourself asking:

"How do I know if I actually have the right people?"

You believe in your team, but you're not sure if everyone can truly succeed in their current role. You see potential, but you wonder if it's enough. You want to be supportive, but you also need results.

Here's what I've learned after 30+ years of working with teams: Most of the time, you have better people than you realize.

However, sometimes it seems like a person just may not be the right fit.

Before you can put people in the right seats, you need honest clarity about whether you have the right people at all.

The Problem with Gut-Feel Assessments

Most leaders evaluate their team members based on incomplete information. We notice who speaks up in meetings, who delivers on time, who seems engaged. But we miss the deeper questions that really matter.

A team member might be struggling not because they're the wrong person, but because they're in the wrong role. Someone else might be performing adequately while secretly being miserable. Another person might have untapped capacity that's never been developed.

Without a systematic way to evaluate fit, you're making critical people decisions based on partial data.

The 4-Criteria Fit Check

The most effective way to ensure everyone is the right fit is by evaluating them against four key criteria:

• Core Values

• Competency

• Commitment

• Capacity

1. Core Values Alignment

Do they naturally demonstrate your company's core values, or do they consistently work against them?

Important prerequisite: This assumes that you have created a clear set of core values for your company and that they are clearly written down and talked about regularly. If you have not created a clear set of Core Values and published them for your team, then you should get that taken care of first before attempting to evaluate anyone's values alignment.

Assuming you have a clear set of Core Values, then this isn't about whether they can recite your values from memory. It's about whether their natural behavior aligns with what your organization stands for.

Look for evidence in how they:

• Treat customers when things go wrong
• Respond to feedback and coaching
• Interact with teammates during stressful situations
• Handle difficult decisions or ethical dilemmas
• Show up when no one is watching

The truth: Skills can be developed, but core values are nearly impossible to change in adults. If someone regularly acts in ways that contradict your values, no amount of training will make them a good long-term fit.

2. Competency for the Role

Do they have the foundational abilities needed to develop what the role requires?

This isn't just about current skills - it's about whether they can learn and grow into what the position demands.

Consider:

• Do they have the basic technical or functional competencies?
• Can they develop the skills they're currently missing?
• Are they demonstrating growth in areas that matter most?
• Do they have a track record of learning new things?

Key insight: Many B players have more competency than they've ever been asked to demonstrate. The question is whether they have enough foundational ability to grow into what you need. Making an investment to help a person grow in their skill is a great thing to do, both for them and for your team.

3. Commitment to the Job

Are they genuinely engaged, or just going through the motions?

This is often the hardest criterion to assess honestly. People can be competent and values-aligned but still be mentally checked out.

Look for signs of genuine commitment:

• Do they bring energy and enthusiasm to their work?
• Are they curious about improving and getting better?
• Do they take ownership of outcomes, not just activities?
• Are they invested in the success of the team and company?
• Do they proactively solve problems or just report them?

Red flag: Someone who shows up but doesn't really care will limit both their own potential and your team's momentum. Lack of commitment is often more damaging than lack of skill.

Important note: If you have someone who once seemed committed but now seems apathetic, that could be a sign of something deeper. Perhaps they have a big challenge in their personal life that is sapping their energy. Perhaps they are burned out in their current role. Perhaps they need a refreshed vision, revisiting their own personal why. Perhaps they feel like they are in a position where they just can't succeed.

In this case, you should have an honest and heartfelt one-on-one session with them to explore what's really going on. This is a great conversation to have out of the office over lunch.

4. Capacity to Excel

Can they handle the complexity, decision-making, and pressure that comes with this role?

Capacity is about intellectual capability, emotional maturity, and the bandwidth to manage what the position truly requires. It is possible to have the Competency to do a job well while lacking the Capacity to do that job well.

Capacity can also come and go, depending on what is happening in a season of life. I have personally turned down roles where I knew I had the skill for success, but I also knew that I had too much going on in my life at the time to be able to put the time and energy into the role to succeed.

Ask yourself:

• Can they handle the level of decision-making this role demands?
• Do they have the emotional intelligence to manage relationships?
• Can they process information and adapt quickly enough?
• Do they have the resilience to handle setbacks and pressure?
• Are they capable of growing into increased responsibility?

Important distinction: Some people have the desire but lack the fundamental capacity. Others have untapped capacity that's never been developed or challenged.

The Three Possible Outcomes

When you complete a Fit Check, you'll land in one of three places:

Right Person, Right Seat

This is the ideal outcome for both your organization and the team member. These people are aligned with your values, competent in their role, committed to success, and have the capacity to excel. Keep investing in them.

Right Person, Wrong Seat

They're a cultural fit and have the basic qualities you want, but they're not thriving in their current position. Before making any drastic decisions, explore whether there's a different role within your organization where they could succeed.

Wrong Person, Wrong Seat

Sometimes people don't align with your core values or lack the competency, commitment, or capacity to excel in any role at your company. This requires the most difficult conversations, but avoiding them hurts everyone - including them.

Most people in this situation know that there's a fundamental problem and they aren't a right fit for the job. They will be sad about leaving that role, but they will also feel a deep sense of relief.

Making It Practical

Here's how to implement Fit Checks with your team:

1. Block time for each person: Schedule time to think through each team member against the four criteria. Don't rush this.

2. Gather evidence, not opinions: Look for specific examples and patterns of behavior, not just your general impression.

3. Consider their perspective: Getting their own self-evaluation is very powerful! Ask them how they feel about their fit and performance.

4. Document your conclusions: Write down your assessment for each person. This creates accountability and helps you track progress over time.

5. Plan your next steps: For each person, determine what action you need to take based on your assessment.

The Ripple Effect

When you get clear about who belongs on your team, everything else becomes easier. You stop wondering if someone can handle increased responsibility - you know. You stop hoping underperformers will magically improve - you have a plan.

Most importantly, you create clarity for everyone involved. People want to know where they stand. The uncertainty is often more stressful than honest feedback.

A Word of Caution

Fit Checks are about finding ways for people to do their best work and be in roles where they can succeed. They are not about finding ways to get rid of people. They're about getting honest so you can make better decisions for everyone involved.

Some of your biggest surprises will be positive. People you thought were maxed out may have untapped capacity. Others you were ready to write off may just need a different challenge or clearer expectations.

The goal isn't perfection - it's clarity. And clarity creates the foundation for everything else you want to build with your team.

I encourage you to do a formal Fit Check for each person on your team sooner rather than later. It will make a big difference in your team and culture, and your people will thank you.

Curious? Let's Talk about your specific challenges and talk about a personalized solution for you and your team.