The Five T's of Great Coaches - Part 2: Gift

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1:05So the first T is talent. And at one level, you might say there's a market for talent, and everybody has all the same information. They all go out and scout it. And it's a pretty efficient market. But there seems to be something about smelling and sniffing out a great player. And that sniffing out is where you are saying you can make somebody way better than they actually are. You see the potential in them. Not just what they've accomplished. The market price is out accomplishment. So if you see an ace pitcher, there's a bidding war going on. You're going to pay market or above away market rates for depending on how many people want that player.

1:44But it's about sniffing our talent that nobody else sees. And that's seeing potential in talent. If you think about Bobby Cox in the Atlanta Braves. So one of the first things Bobby Cox does is he teams up with the head of personnel, Paul Schneider, and says, we're going to revamp how we find players. And right on there, opportunity spaces, Todd Van Poppel, one of the ace pitchers. And he passes on him. Now, and they find this unknown Chipper Jones. And the rest is history. They go on to win 14 division titles over the next 14 years. Extraordinary outcome, all driven by Bobby's ability to smell out talent.

2:30We can look at Pete Carroll, the coach of the Seattle Seahawks, taking Russell Wilson when nobody else wants him. So here in New England, you know, we have Tom Brady, who was way down, I think, 199th on the pick. But, you know, they saw something in him and gave him a chance. They see potential where others might not see potential. It's not that can this person be better? It's can I make them better? Do I see the opportunity that I feel I have the confidence is that I can take this person and make them great. It's their ability to say, this person will really fit my organization, will really resonate with me, and I see the opportunity to take this person where I don't think others can.

3:16It's not just hiring individual players. Sir Alex Ferguson, the former coach of Manchester United, always said, I'm not here to build a team. I'm not here to win a season. I'm here to build a winning club. So I have a time horizon. I want to see that the chemistry among the players, that they work well together as a team. How do I groom players early, get them early in soccer? You see a lot of that, getting players very, very early when they're very young, grooming them, but also making sure that they are part of the chemistry of the team. Talent really can be understood at three levels. The first level is, what are you capable of doing today?

3:56Are you talented today? Have you worked yourself to be an immediate contributor to our collective effort? What are you walking in the door? The second piece of talent is, what's your potential? How much further can you go and are you willing to go? Some people, our talented players, don't want to push any further. You know, they don't have the work ethic. They don't have the oomph in them to want to get better. Related to that is, can I as a coach connect with you such that I can help you unlock that potential? The third layer is, what about you and the team? Are you going to really gel with the team?

4:33Are we going to be able to work well and achieve our potential as a collective? And how well would you connect with the team? So let's apply this to the business context. So absolutely, I think what ends up happening is who do we hire? We hire people on accomplishment, not so much on potential. It's really hard to gauge potential. We miss out on this idea that, you know, we can shape and develop people and help them live up to their potential. Finding those diamonds in the rough. And then the last part is, to what extent are they going to be able to fit our culture? They're going to fit our team.

5:09Are they a team player or an individual contributor? So I think it's important to understand and think about talent in these three different layers, the same way in sports and the same way in business.

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