The Skill vs. Will Dilemma: How It Impacts Team Performance

Team performance is essential for business success, yet even highly competent teams sometimes struggle to deliver expected results. This brings managers to a critical question: Is the issue a lack of skills, or is it a matter of motivation? The “skill vs. will” dilemma is an important consideration when diagnosing performance challenges. While a team may have the technical know-how, other factors—such as evolving project demands, burnout, or unclear goals—can hinder performance. Effective leadership plays a crucial role in identifying whether the root cause is a skill gap or a motivation issue. By addressing the specific need, whether through training or fostering a positive culture, leaders can help their teams realign, ensuring both productivity and morale are strengthened to achieve success.

The Skill vs. Will Dilemma

A team full of competent individuals is inherently equipped with the knowledge and expertise to complete tasks. Yet, even with skilled members, teams can face challenges in execution. The real issue may stem from either a lack of specific skills or a lack of motivation—also known as the “skill vs. will” dilemma.

Skill: The Technical Aspect

Even in a highly competent team, skill gaps can emerge, especially when faced with evolving technologies or new demands. For example, if a team is required to use a new software tool or adapt to market shifts, they might struggle—not due to a lack of core expertise, but because they lack the up-to-date skills needed for the task. In these cases, upskilling or reskilling is the solution. Training can bridge these gaps and align the team’s capabilities with project needs.

Will: The Motivation Factor

When skills are not the issue, motivation often is. A “will issue” occurs when the team possesses the necessary skills but lacks the drive to apply them effectively. Factors such as burnout, unclear goals, insufficient recognition, and poor team dynamics can sap motivation and hinder performance. Addressing these issues requires leadership to set clear goals, offer recognition, and build a supportive work environment.

Diagnosing the Problem

To address underperformance, managers must first diagnose the root cause. They need to consider:

• Are the team’s skills up to date with project demands?
• Has the team received adequate training and support?
• Is the team motivated and aligned with the organization’s goals?
• Are there external or internal pressures impacting performance?

By analyzing both skill and will, leaders can develop tailored solutions—whether it’s through training initiatives or improving team engagement.

The Role of Leadership

Leaders play a critical role in resolving these challenges. They must ensure that both the skills and motivation of their teams are nurtured. This involves providing the necessary training and tools while also fostering a culture of recognition and purpose. When both skill and will are aligned, teams can achieve their full potential.

Rajeev Kumar Jain, AVP – Operations at Spectrum Talent Management, emphasizes the importance of leadership in addressing team performance challenges, “As leaders, it is essential to stay attuned to whether performance issues stem from skill gaps or motivation. High-performing teams excel when both their competence and engagement are nurtured. By providing the right development opportunities and fostering a motivating environment, we can ensure our teams are empowered to achieve their full potential and contribute to the organization’s success.”

Team Challenges and Providing Solutions

Determining whether a team’s struggles stem from a lack of skill or will is essential for effective leadership. By pinpointing the root cause, leaders can provide tailored support, training, or motivation to optimize team performance and drive organizational success.