(highlight:: The CAN / CAN’T describes the person’s skill. The WILL / WON’T describes their will.
This gives us a shortcut to understand the people on our teams, those who:
CAN and WILL: highly skilled and highly motivated. Your top performers today.
CAN’T and WILL: people who don’t have the skills but are highly motivated to learn them.
CAN and WON’T: people who have the skills but are unmotivated / have a bad attitude.
CAN’T and WON’T: people who have neither the skills nor the will.)
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The first question Danny poses is: how should you spend your time as a supervisor? His answer (which I agree with is that he has the most time for the people on the top half of the chart, those who:
CAN’T but WILL: people who are super-motivated to learn, but just don’t have the specific skills today. It’s hard to teach motivation, dedication, professionalism and pride; it’s much easier to teach skills.
CAN and WILL. In some ways it’s easy to just “leave these people alone” because they’re crushing their jobs, but this is exactly the wrong thing to do. Give them attention, praise them, nurture them, both for the impact this has on them directly and because of the positive multiplier effects this will have on your culture.)
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- [note::As a manager, who should you spend most of your time with?

• People who have the will to do it, but not the skill to do it
• People who have the will to do it AND have the skill to do it]

CAN and WON’T: folks who have the skills but are unwilling or unmotivated. These individuals are likely a drain on your culture, though it’s easy to get tricked into thinking you need to keep them, because they are so skilled. This is a trap.
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CAN’T and WON’T: a simple category, and where you need to move fastest. These people drag down any organization.
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