At any given point in life, every individual possesses a unique combination of talents, skills, and interests. Think of this as a personal "work DNA," akin to a fingerprint or strand of genetic code. This unique set of abilities determines not only what a person is good at but also what they are naturally inclined to enjoy and excel in.
When someone’s work aligns with their innate "work DNA," they are more likely to experience fulfillment and enter the coveted state of flow—that mental zone where productivity and creativity peak. Not only does this alignment make individuals happier and more effective in their roles, but it also creates better outcomes for their organizations, whether they’re working as a biologist or a greeter at Home Depot. I call this concept an individual’s Highest and Best Use of Talent (HBUT).
The Disconnect: Why We Fail at HBUT
In over two decades of professional experience, spanning from brewing coffee as a teenager to managing teams responsible for hundreds of employees, I’ve rarely encountered managers who actively focus on identifying and leveraging their team members’ HBUT. This isn’t due to a lack of interest; every CEO and leader wants to maximize their team’s potential. Many even spend significant amounts on consultants and executive coaches in pursuit of improved performance.
The issue lies in how we approach hiring and talent management. We’re accustomed to filling positions based on titles, rather than considering the actual job to be done. By prioritizing the title and a generic list of qualifications, we miss the opportunity to align the role with an individual’s true strengths and motivations.
The Framework for Alignment
I believe the key to unlocking HBUT lies in matching roles with an individual’s motivations, interests, skills, and proclivities. Achieving this requires introspection from both the employee and the hiring manager. A simple but effective framework to guide this process is the classic 5 Ws and 1 H.
For the Individual:
- What: What skills are required to excel in this role? Are these skills your natural strengths?
- Why: Does the company’s vision align with your personal sense of purpose?
- How: How does the work need to be accomplished, and does this match your preferred working style?
- Where: Where does the work need to be done? Is this setting conducive to your productivity?
- Who: Who will you be working with? Do you resonate with the team’s dynamics?
- When: When does the work need to be completed? Does the rhythm of the job align with your natural energy cycles?
For the Hiring Manager:
- What: What skills are essential for success in this role?
- Why: How does this role contribute to the company’s broader mission?
- How: What methodologies or processes are necessary for the job?
- Where: Where will the work primarily take place, and is the environment conducive to the role’s demands?
- Who: Who will this hire interact with? What’s the team dynamic, and how will personalities mesh?
- When: When does the work need to be delivered, and what is the required pace or rhythm?
By taking a holistic view of these six factors, hiring managers can move beyond evaluating candidates purely on experience or assumed skills. Instead, they can focus on finding individuals whose unique work DNA aligns seamlessly with the needs of the role.
A Question Worth Asking
For leaders and managers, unlocking HBUT isn’t a one-time exercise. It requires regular reflection and adjustment. One of the most impactful questions I’ve adopted is:
Is this the Highest and Best Use of [X’s] talent?
This simple question often reveals misalignments and sparks valuable conversations about how to better position a team member for success. It’s a practice that takes time, effort, and empathy but pays dividends in employee satisfaction and organizational performance.
The Path Forward
Finding and operating in alignment with your HBUT is not an easy fix. For individuals, it means continuously examining what drives you and what you’re best at. For organizations, it requires thoughtful contemplation about what a role truly needs and how each team member can contribute at their highest level.
Ultimately, when we prioritize HBUT—both for ourselves and our teams—we unlock untapped potential, fostering environments where individuals thrive and businesses excel. By embracing this approach, we create a world where work becomes more meaningful, productive, and fulfilling for everyone involved.