Assignment is the art of putting the right people in the right roles and getting them ready to execute at their highest level. Alignment sets the table, getting everyone’s eyes on the target, like the hub of a wheel. Assignment is the next step—knowing exactly what’s required for each spoke and prepping the team (I don’t often say “staff.”) to make it happen. Think Joe Paterno sizing up his roster, putting a speedy kid at wide receiver, not tackle. It’s Jocko’s “extreme ownership” in action—own the role, own the prep, own the win.
Why Assignment Matters
It Locks in the Mission: Alignment sets the target, but assignment makes it real by placing people where they can shine. Jordan Peterson’s “proper aim” comes to mind nearly every day, and it basically states you need a goal worth fighting for and your aim is ON—assignment ensures your team’s built to fight for it. A 2024 Gallup study shows teams with clear roles are 23% more engaged.
It Builds Trust: Coaches know their players’ hearts, not just their stats. In the office or shop, know what inspires your people and help place people in positions where their strengths and maybe even more importantly, their motivations, their natural energy, can come to the front.
It Fuels Execution: Assignment preps your team to execute like it’s game day, every day.
How to Nail Assignment
Know What’s Needed (Clarity)
Assignment starts with a deep understanding of the role. You have to break down the job—skills, mindset, grind. Peterson’s “Be precise in your speech,” fits: make sure the role’s purpose is clear, communicated crystal clear, and tied to the hub (the aligned goal).
Example: A startup needs a social media lead. You don’t just want posts; you need someone who gets the brand’s energy and culture, and can spark engagement. Know that before you hire.
Tie-In: This links to alignment—knowing what’s required keeps the table set for the right players.
Match the Player to the Play (Purpose)
Jocko’s “extreme ownership” means you own putting the right person in the right spot and making sure they have everything they need in their preparation to execute on time.
Example: Your team’s got a people-person who lights up a room. Assign them to client relations, not data entry, and watch them own it.
Tie-In: This is assignment’s heart—spokes fit perfectly to drive the hub forward.
Prep ‘Em to Crush It (Execution)
Even the right player needs coaching. Give them the tools—workshops, mentorship, feedback—to execute.
Tie-In: Prep is where execution starts—all spokes need need consistent strength tests and improvement to roll the wheel.
Respect Their Game (Empathy)
Mama said (You’re going to see this a lot)—treat people how you want to be treated—means listening when someone’s off their game. If they’re struggling, I might pull them from the game, but just for a moment to talk it out, rest the mind, gain clarity, flush out any negative thoughts, etc.., then they go back right back in.
Tie-In: Empathy keeps the spokes tight—respecting people’s strengths builds a culture that lasts.
Where It Goes Wrong
Wrong Fit: Assigning the wrong personality type or skillset to a job not in their wheel house.
No Prep: Handing out roles without training.
Ignoring People: Not listening to what your team’s good at breeds resentment, like the entitlement trap we’ve talked about—people check out when they feel misused.
Vague Roles: Unclear assignments are like a playbook with missing pages—nobody knows the play, or at least no one has full understanding, and the wheel wobbles.
How to Fix It
Get Deep: Get to know the people and connect. Ask, “What’s your fire? What drags you? What motivates you? What does your ideal day look like?” Match their role to their spark and these are often commonly used interview questions. Most people I’ve interviewed and/or worked with actually love getting into this sort of conversation and you’ll be impressed how much this helps the relationship and proper placement.
Be Clear: Define roles like Peterson’s “proper aim”—specific, meaningful. “You’re driving client outreach to hit 10% growth” beats “do some sales stuff.”
Train Hard: Invest in training—consistent, focused. Workshops, one-on-ones, whatever gets them ready and their minds right.
Show Heart: Again, back to the Mama Said blog. If someone’s struggling, don’t bark—coach ‘em up. Thinking back to my playing days, if I did something stupid on the field, coach rarely had to say a word. Just a pause, brief removal was the message. Get your mind right, go back in.
Real-World Impact
In the Office: A startup assigns a creative to lead branding, not budgets, and trains her on design tools. She nails a viral campaign, and the team’s buzzing.
In Life: A friend group plans a road trip. The planner organizes, the energy guy picks the playlist, snack friend has treats. Everyone’s in their lane, and the trip’s a blast.
My Call
Assignment is knowing your people, their strengths, challenges, motivations and downers, training properly and getting their eyes locked on the target. Alignment sets the table—eyes on the hub—but assignment’s the deep dive, understanding what each role needs and getting the team ready to roll. Treat them right and you’ve got a group that’s locked in, executing with heart. Mess it up, and you’re stuck in the entitlement trap, with people in the wrong roles, expecting wins without work. Get the spokes right, and you’re rolling.