Great post mate – I love this line of thinking. I’m not going to rant to much here, but just want to add that the mental model and system many in the HR game come from seems to be dominated by the need to smooth people out by working on weaknesses, rather than ‘drafting’ the right mix of talent into teams requiring a star administrator/marketer/product developer etc etc.

HR should focus on building communities of talented stars accross functions, so they can fill holes with strengths right awat rather than fill it with the ‘best candidate’ that they can then help shape further.

A read of the Michael Lewis classis, Moneyball, is a must for folks looking to take this type of approach.

Cool posting, I like it as it pretty much reminds me of asking during a presentation, “Why don’t we focus on people’s strengths more?”. The answer was, “Because people’s strengths we don’t have to norish. That is already in the people.” – I was struck and ever since wondered what is going on in organizations and HR departments.

You are bringing up a real point that is still quite common in organizations (especially around HR departments, where you have to bring the number, and it is definitely easier to get a big difference when you start very low -on the weaknesses:-() and people’s heads (mental models):

Get rid of your weaknesses and you become great!

That is definitely not how great teams are established or grown.

PLAYING TO YOUR STRENGTHS is what REALLY COUNTS:-)

Marcus Buckingham’s “Playing to Your Strengths” book (in CD version) is worth a deeper look.

Cheers,

Ralf