When a certain sports executive recruited from one team to another team was introduced to the media in his new home city, he quickly shared a simple plan to turn around an under-performing team and make it a contender.
The two-part plan was this:
- Focus on effective talent scouting and recruitment.
- Focus on continual player development and performance measurement.
While these two sporting mandates may at first seem relevant only within the stadium's walls or the plush confines of the players' clubhouse, they actually represent a significant calling for business leaders across every industry and management function.
Business leaders must be skilled at partnering with lots of different people and personality types. Over time, one develops a keen sense of who fits, who's doing great work, and where certain individuals need to hone or acquire certain skill and/or experience sets.
It's this keen view of organisational talent that should move leaders to continually evaluate the talent he or she has and the talent they need. Scouting 'high-potential' prospects from within the enterprise - perhaps in another business unit, or at a lower level - and outside its walls is essential to build winning teams for the business. After all, the team with the best talent and team chemistry usually wins the field.
Of course, once you've promoted or recruited high performers, it's important to evaluate their performance and identify opportunities to stretch their talents so they can make an ever-increasing impact on the organisation. Any promising contributor or leader who is allowed to go 'static' when the task and opportunity ahead of them requires a continual escalation of skill-building will soon lose interest and become disengaged.
The winners in tomorrow's business markets are focusing on scouting and talent development today. Hopefully, these business mandates are on your agenda, too!