Talent Shortage?Or Leadership Shortage? - English Version

Today I’d like to address a delicate subject. Lately, I keep hearing everywhere about the so-called “shortage of qualified professionals.”To be honest? I don’t see it that way.

There are plenty of well-trained, highly talented people in the job market — people who aren’t just looking for a job, but for a place where they can contribute, grow, and bring value.

And that’s where the real issue begins.

When a business is looking for a new team member, something very common happens: During the first conversation, a lot of hope is created. People talk about plans, visions, new beginnings — a little sparkle, a little future dream.

For committed professionals, these impulses feel like a promise.They take them seriously.They believe in them. But unfortunately, reality often looks very different.We are in economically challenging times — it’s understandable that employers want to motivate.

However, when the initial “motivation sparkle” cannot be fulfilled, two things happen:

1. The talented employee becomes disappointed, frustrated, blocked.

2. The leader becomes dissatisfied because expectations were not met.

Yet this collaboration could have become something truly great.

So what do we do when the employee is, in fact, stronger than the leader?Or even more sensitive: What if the employee has outgrown the company itself? The most important thing: Do not take it personally. Do not feel offended. Instead, recognize it for what it is: a gift — if you know how to handle it.(I didn’t always know how, and I understand how painful that can be.) It is never a disadvantage when someone sees our Spa, Studio, or business with sharper eyes than we do. On the contrary — it may be our greatest advantage.

A good leader should not see such talent as a threat, but as a partner at eye level. Give responsibilities step by step.Observe whether performance remains consistent.Praise — but fairly, not excessively and not in front of the whole team.Let them grow.Give trust.And grow alongside them.

Then there is the other side of the coin…

Sometimes businesses, out of insecurity or fear of being overshadowed, prefer to hire underqualified staff.“It’ll be fine,”“It’s enough,”“We just need someone.”

And the result? Chaos.Lack of structure. No clear concepts. No focus — action instead of strategy.A personnel approach that feels more like “anyone will do” rather than “quality first.” This doesn’t build a strong team — and certainly not a successful Spa.

So let’s be honest:Good employees are not a luxury — they are a gift.

But only if we give them the space they deserve.And only if leaders have the courage not to place themselves above the team, but to grow with the team.