Why Most Corporations Homogenize Remarkable People, Part 2: Spiky vs. Well-Rounded Skills

September 8, 2009

As I wrote in the first post of the “Corporate Best Practices” series, a person’s gift may be “spiky.” Meaning they are incredibly good at one, two or three things as opposed to being well-rounded in many things. What exactly does this mean?

Well, there may be someone who is brilliant in one specific area, let’s say marketing, and that’s exactly what they want to do. It’s their passion. Now suppose this person works for a typical, large organization—it’s quite possible that he or she may skyrocket up the corporate ladder for a period of time. Then comes the danger point—the potential homogenization. This person’s boss may recognize the incredible talent and put them on a leadership fast-track. To do this, the misguided leader may insist that the world-class marketer become well rounded (uh oh!) and highly develop other skills, say operational expertise and management expertise. In many cases, but not all, becoming well-rounded is quite uninteresting to the marketer and their unbelievable gift becomes marginalized. They spend their time on things like reciting operational statistics and creating PowerPoint presentations and pretty soon 60% of their time is spent outside their brilliant gift of marketing.

This concept of spiky skills applies outside of the corporate world and is quite noticeable in sports. For example, no one would ever think of telling Tom Brady or Peyton Manning (and I’m not even a football fan!) to play a defense position and develop more well-rounded skills. The key is to encourage them do what they do best and build a team around them.

My argument is if someone is spiky, and wants to stay spiky, let them. Be glad for the gift they have and value it. Help develop their skills in other areas just enough to keep them “in the game” and let their brilliance flourish. Build an organization of people who are the very best at what they do. If you are a world-class leader, your gift will be innovative organizational thinking and knowing how to maximize the talent you have. Just one warning… it may require new, non-homogenized job descriptions!

Filed under: Business Best Practices

Tags: career, career satisfaction, coporate best practices, employee development, employee strengths, human capital, human resources, job skills, personal growth, professional growth