Wanting something badly doesn’t guarantee success. The author reflects on their own experience in baseball, where despite hard work and dedication, they fell short of playing at a college level. This experience parallels challenges in the workplace, where some employees have a strong desire to excel but lack the necessary skills. Leaders often encounter enthusiastic team members who put in long hours but consistently fail to deliver results. The discrepancy between will and skill can lead to costly mistakes, making it essential for leaders to address these issues directly. To tackle the will-skill gap, leaders must first diagnose the problem accurately. They should differentiate between effort and results, identifying specific areas where performance is lacking. For instance, a salesperson may be great at building relationships but struggle to close deals. Self-awareness plays a critical role; if employees can’t recognize their weaknesses, they’ll resist feedback. Once leaders understand the situation, they have several options. They can invest in skill development if the employee shows potential and acknowledges their need for help. Alternatively, they might consider repositioning the employee within the organization or adjusting roles to capitalize on their strengths. In some cases, tough decisions are necessary, like helping someone find a role better suited to their abilities. Ultimately, the author emphasizes the importance of honest feedback. Leaders must provide clear assessments of performance and offer concrete paths for improvement or candidly acknowledge when it’s time to part ways. The focus should be on whether an employee can succeed, rather than just wanting to. Ignoring these realities can harm both the individual and the organization.