Do you know someone on your team who seems to be good at everything? I mean the literal definition of “good”, not masterful.
Their job titles often have little to do with what they actually do every day. Think about the people and job titles that fit this description. For me, they include fixers, connectors, Chief WTF Officers, Heads of Growth, T-shaped people, versatilists, free electrons, polymaths, generalising specialists, master generalists and freelancers with a broad range of services.
Outside IT it is even easier to find such people: everyone knows a jack of all trades.
One term particularly resonated with me: Wildcard Person.
The origin of Wildcard Person
I came across the concept online in this article, and it was a revelation. The author described it accurately. Robert Merki, thank you for the article; I am introducing the idea to a Polish audience.
The article even created a job board for such people, although it did not survive the test of time. It reflects my feelings so well that I will quote its definition:
A Wildcard is a person who can take on many different roles as needed. They are fundamentally problem solvers who enjoy tackling new challenges. A Wildcard’s role at any given time is dictated by the problem that needs solving.
Like a Joker, a wild card can replace any other card, or any role in a team. Their job titles bear no resemblance to what they do daily, which also makes them difficult to find and describe. Sometimes their official titles are hilariously outdated, but everyone knows what they do, so it does not matter.
These people have strengths and weaknesses. They need the right environment in order not to become exhausted, but ultimately: Wildcards get shit done.
Looking deeper
Academic sources
I searched Google Scholar but unfortunately did not find academic sources specifically about this topic.
Job offers
The recruitment challenge is real. How do you write an advert so that versatile candidates know they are wanted, understand the role and feel comfortable with it? Typical job offers focus on a candidate’s specialisation, while Wildcards do not fit neatly into one category.
Try finding such people on LinkedIn. They exist, but there are fewer than two hundred people explicitly described this way. I also discovered Anna-Maria Siwińska’s website, where she writes about her perspective on the concept.
Summary
We can agree that Wildcard People:
- are present in the labour market, and
- are sought by employers.
Both sides, however, have trouble communicating and finding one another. That makes it harder to use their potential and bring substantial value to a business.
I believe the problem comes from:
- the difficulty of defining oneself as a Wildcard
- pressure to use standard roles and titles at work
- a lack of awareness of the concept
Advantages of being a Wildcard
- Meeting many people from different environments. Variety builds confidence, experience and the ability to see that people matter more than software or a company.
- Creative problem solving. Different techniques, methods and roles create the ability to connect the dots and find solutions.
- Getting things done. I value delivery: I do not only think about new concepts, I deliver what I promised and add something of my own.
Disadvantages of being a Wildcard
- Recruitment. If you have done many things well but not at a master level, how do you describe that in a CV? Which experience belongs in it?
- Self-definition. When someone asks what you do, the expected answer is usually “I am X”. What if that does not describe you well?
- Temptations. Distractions and new ideas can lead a Wildcard to create more harm than good. Humility, patience and delivery must come first. There will be time for new ideas.