[ebiester]

This is exactly true. The real problem is that sometimes, we have people who are good at things that aren't important to the value we are driving as a team. For example, someone who really good at whipping up proof of concepts is really valuable in an agency and not very valuable on a team that is primarily tasked with increasing the performance of an application, whatever it takes.

I can't change my project to need more proof of concepts in every case. So, I have two things in my toolbag: I can try to coach someone to know my expectations for this project and help with coaching those behaviors and skills, or I can let them go for being a square peg when we need a round hole.

I wish we had better ways for matching people with the best jobs that rewarded what make them excel.