I see a distinction between two types of value people can add to any initiative: interpersonal value and organizational value.
Interpersonal value comes from things like: charisma, vision, creativity, compassion, eloquence, storytelling
Organizational value comes from things like: communication, planning, strategy, execution
There are probably better words to describe the traits listed above, but the reason I chose “interpersonal” and “organizational” is because I want to think about the human element of adding value. A charismatic leader helps team members believe in something on an elemental level. A great story moves people. Creativity unlocks potential. On the other hand, communication is crucial to keep an organization thriving, but proactive emailing doesn’t change us on a human level.
I say all this not because one form of adding value is better or worse. You don’t even have to choose. Every job requires some mix of both. I say this all because if you’re the kind of personal who strongly prefers adding organizational value, or interpersonal value, make sure your work is aligned with that fact.
Ask yourself, am I getting paid for the value I provide? An entry level employee doesn’t typically get paid to add interpersonal value. Most of the time a company wants effective communication and execution. Leave the storytelling and visioning to someone higher up. If you’re someone who is wildly creative, find a way for that value add to be recognized. Maybe it’s starting your own organization, joining a brainstorming team in your existing company, or working for an agency.
We all have special abilities and I want to live in a world where everyone is recognized for their unique contribution. Getting clear on the value you add is a great first step.