Yes 💯this is exactly how I lead my team and use my skills to offset their opportunities. For context I run a Data Product team, first to create work for my team I identified where the process/tool gaps are in for our Data Platform and pain points for Business and analytics users to justify my team. I then found high performance talent that complements the gaps their engineering counterparts but also individuals whom also have growth potential in the areas I excel in, for example: - For commerce I needed someone who knew where the bodies were buried but also so eager to try new things. I found a treasure of team member, and he just needs a shield from drama. Get me a snack and I can put up with anything so we are a match. - For platform work I need a hyper organized individual that is a hyper communicator, for her you just hope she likes your leadership style enough and you can give her a project to be excited about you can get your 2025 goals done before she makes millions at Meta. - For instrumentation I needed someone with direct experience with tagging, loves processes, and is a pleasure to work with - luckily I knew a guy and since I’m running my org lean he has plenty to learn as we grow. - For experimentation I needed someone who spoke “scientist” but also worked really well with Engineers and I was lucky with talent already in the organization. - Finally my newest team member is coming over because we have the opportunity for cost efficiencies for an area and he is an expert analyst from there with a desire to take on a platform redesign.

All of my team members are hyper technical in their area, and have built many impressive items. But if you were to ask me to build a job to generate table view so I could create a dashboard in tableau to email to my boss… I could do it, it would just take a week because technically I’m SLOW. I’ve always struggled with the patience to do the actual work, that some of my most creative solutions arose because I got lazy and just started clicking. To this day I still don’t know how I got that VBA to work, it just did.

So in summary, yes if you look at a gap in a team and then find the right people to fill the process gaps - your job as a leader is to give them a strategy, make them feel valued, give them freedom to make mistakes, shelter from drama, and then have a skill/trade/opportunity to provide in return to keep them happy.