Craig Groeschel

The first one is maybe you have the right person, but they're in the wrong seat.

Another possibility is you have the right person, but the wrong pairing, and I'll go into detail about what that means.

A third possibility is you have the right person,

but they're under the wrong boss or under the wrong leader.

A fourth situation could be you have the right person, but the wrong season.

Let's talk about these.

Let's start with the right person,

And wrong seat, gotta take a drink because this could get hot, okay?

It could be a volunteer that's leading people, but they're not really personal and warm.

They should be overseeing systems.

Or it could be someone who's an administrative type leader, but you've got them doing creative work.

Or you've got a visionary stuck managing the details.

Right person, wrong seat.

If you recognize someone's in the wrong seat, the first instinct is usually move the person, move the person, move the person immediately.

And you may not have an organization big enough to move people around at this point.

And so I would suggest before you move the person, consider redesigning the seat.

If you've got the right person with the wrong seat, maybe you can redesign the seat to help that person be more successful.

It's not always possible and not always wise, but you wanna ask the question, would a different mix of responsibilities from this seat unlock their strength?

Let me ask it again.

Would a different mix of responsibilities, maybe more clarity, maybe more focus, maybe more direction, would a different mix of responsibilities from this seat unlock their strengths?