Growing Your People Article Presentation

A few years ago, Scott Adams (of Dilbert fame) popularised an idea he called “talent stacks”. The notion was that combining good skills in clever ways was better than becoming worldclass in one thing.
For example, it’s tough to sell a Platinum record or win a Nobel Prize.
But, using himself as an example:
He was a decent (but not expert) drawer.
He was funnier than most people, but not the funniest.
His business skills were solid without being exceptional.
Combining these let him create an absurdly long-running and influential comic strip.
It’s faster, easier and better to combine good skills than master anything.
This is a helpful way to think about your own career, plus your team’s effectiveness. What combination of skills do you have that’ll proper you to new heights?
It’s worth thinking about.
All I’ll add to Scott’s take is to not stop at talents.
If you hungrily invest in your people’s skills, they’ll love you for it and it’ll pay off.
But like how the best farmers want to leave the land better than how they found it, the best leaders want to leave their people better too.
Upgrading their skills is an excellent start.
But a person is more than a bubble of talents.
There’s also their mental health and well-being to consider.
People aren’t always renewable resources. They can be. But the way some leaders drive their people into the ground, it doesn’t always work out that way.
Sometimes, in the drive for excellence, people burn out.
Some leaders see this as the price of business. I see it as lazy and clumsy leadership. No matter the stakes, ruining people should never be tolerated.
Stress can strengthen someone or break them.
The difference?
I won’t talk about the value of downtime. If you don’t know that people need rest and relaxation, then there’s not a lot I can help you with.
But there’s more.
Consider the research around traffic. Two people can be caught in the same traffic jam. One can become frazzled while the other takes the chance to relax.
What makes the difference?
In big part, their attitudes towards the situation.
Here’s how to use that to your advantage:
If your people trust you, they can withstand a lot more pressure.
If they think you’re using them to advance your own career, their health and happiness be damned, they’ll buckle much sooner.
Simple, profound advice.
That’s why the best leaders respect their people and earn their trust.

The best way to enhance your organisation is with the ultimate advantage: trust.
But how do you measure something like that, let alone improve it?
Especially if your workforce is stretched thin, cynical and burned out on change?
There are simple, effective and proven strategies you can begin implementing today. I know you can unlock the creativity, productivity and joy of your employees.
Learn how today with my free white paper and all the resources you need to launch your own trust-based change initiative:
https://battenandking.com/advantage

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