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Practical Strategies for Managing Career Misalignment

Writer's picture: Patty BeachPatty Beach


In my last post, we discussed how aligning roles with what team members need, what they’re good at, and what they love is essential for improving performance. But let’s face it: not every job can fit perfectly within someone’s career sweet spot. There will always be tasks that feel like a grind. The real challenge for leaders is how to keep their teams engaged and productive even when misalignment happens.


The Reality of Work: Not Every Task Fits the Sweet Spot


No job is perfect. There will always be tasks that we don’t enjoy or aren’t particularly skilled at. I worked with a senior manager who loved leading strategic initiatives but dreaded the detail-oriented reporting part of her job. The key wasn’t eliminating the reporting entirely—it was finding a way to manage it without burning her out. The Need Good Love model is a powerful tool, but leaders must balance alignment with the practical realities of work by using strategies that make misaligned tasks more manageable.


Creating a Safe Space for Career Alignment Conversations


One of the most critical things a leader can do is create an environment where it’s safe for employees to talk about both alignment and misalignment. I had a client who was managing a small but talented team, yet something wasn’t clicking. When I asked how often she checked in with her team members about the parts of their roles they enjoyed or struggled with, she realized she hadn’t created space for those conversations. Once she did, things shifted. Team members started opening up about areas they found difficult, and together they found solutions. Simple, open-ended questions like, “Is there anything in your role that feels misaligned with your strengths or passions?” can lead to more productive conversations and better solutions.


Here are a few ways you can foster those conversations:

  • Regular Check-Ins: Make it a habit to check in with your team members regularly. Ask open-ended questions like, “Are there any parts of your role that feel less aligned with your strengths or passions?”

  • Encourage Honesty: Let your team know that it’s okay to admit when they struggle with a task. Reinforce that this isn’t a sign of weakness but an opportunity for support.

  • Watch for Reticence or Dread: Pay attention to how your team members approach tasks. If you notice reluctance or dread, inquire about it. Ask whether the task is difficult or doesn’t fit their needs. These simple observations can lead to deeper conversations about alignment and help you intervene before things escalate.


Power-Through Sessions


Sometimes, the best way to tackle misaligned tasks is to dedicate specific time as a team. One CEO I worked with dreaded annual budget season because his department heads always procrastinated, leaving everything to the last minute, and the stress even gave him an ulcer! To break this cycle, we set up a “budgeting sprint.” He blocked off a day, ordered pizza, and brought in the accounting team to act as coaches. With a fun and supportive atmosphere, the team worked together, and by the end of the day, all the budgets were done—no stress, no last-minute scramble.


We use a similar approach in my own company. At the end of the week, my training director and I often set up a power-through session on Zoom to clean up unfinished tasks we’ve been avoiding. We spend a half-day working on our respective to-do lists, tackling things we’ve been putting off. By the end of the call, we celebrate everything we’ve finally crossed off. It’s a great way to push through those lingering tasks with a sense of accomplishment.


Strategies for Managing Misalignment


When a job doesn’t perfectly fit a team member’s sweet spot, here are some practical strategies to help manage misaligned tasks while keeping engagement high:

  • Job Sharing: If a task doesn’t align well with a team member’s strengths or passions, consider job sharing. Pair them with another team member who has complementary strengths so they can tackle the task together. I’ve seen this work particularly well in marketing teams, where one person’s strength in analytics complements another’s creative skills.

  • Task Rotation: For tasks that no one particularly enjoys but are necessary, rotate them among team members. This ensures that no one person is burdened with an unpleasant task indefinitely.

  • Leverage Technology: Use technology to ease misaligned tasks. For instance, if someone struggles with writing reports, tools like Grammarly can help improve the quality of their work. I’ve seen leaders introduce these tools as a way to boost confidence and improve output, especially for those whose strengths lie elsewhere.

  • Define Minimum Requirements: For essential tasks that don’t align with someone’s strengths, set clear expectations around the minimum standard that needs to be met. Accept that the person may never excel in those areas, and focus their development on areas where they can thrive.

  • Work a Person Out of a Job: If there’s deep misalignment and it’s clear the current role isn’t the right fit, help the person transition to another job—either within the organization or elsewhere—where the role better aligns with their strengths, needs, and passions. I’ve seen leaders handle this with great care, helping employees move into roles that reignite their enthusiasm and productivity.


Conclusion: Balancing Alignment with Job Realities


Even in workplaces that prioritize alignment, there will always be some tasks that fall outside of an employee’s sweet spot. The key to effective management is finding the right balance. By implementing strategies like job sharing, power-through sessions, task rotation, leveraging technology, and helping individuals transition when necessary, leaders can create an environment where team members feel supported, even when handling tasks they don’t love.


I hope you’ve enjoyed this sneak peek into my new Need Good Love career alignment model. While I love creating models, I’m not entirely sure writing is my forte—I keep thinking about writing a book on Career Alignment but maybe I just need a few power-through sessions to get it done! If you’ve been following this series of articles, I’d love to hear how it has landed with you. If you’ve enjoyed it, please let me know. A little SHUVA would be most welcome.


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