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Picking the Team, Knowing the Score and Predicting Success

Are you ready for the Big Dance? With Selection Sunday all wrapped up who are your predictions for the Four? Who’s going to soar, and which goliath colleges are going to meet an untimely exit at the hands of an underdog? 

We’ve got our process locked in, and we’d love to know yours (unless you’re going with gut which, well talk about that later). 

Here are our top tips for predicting your March Madness Road to the Final Four and how we cleverly and relevantly tie that into predicting the success of your teams, hiring for performance, and coaching your people all the way to the championship! 

Scout out those Cinderella’s

  • You’ve got to get scouting, whose stats are predictive of great things, which defenses are controlling games, who are the flashy players that are nothing without the solid guard?  
  • Who has the guile and the talent to pull off a shocker? 
  • Can you predict greatness? We can and we’d love to share that with you. 

Watch the Mid Conference Tourneys to see who’s trending in the right direction 

  • Who are those bracket busters lying in the shadows? 
  • Do your homework; past performance is a great indicator of future achievement. 
  • You have the big-name teams that can hit those deep runs but what if those teams aren’t performing, are they a safe bet? 
  • Check out those conference teams that are running hot and that have strong leadership in big games, those are the ones who are going to be marching toward the top 4. 

Go with the back courts 

  • The best backcourts live to see another day. 
  • The decision makers who handle the rock the most and control the pace of the game; they come in clutch when it’s crunch time.  
  • Those who can handle the pressure will typically see success. 

Go with your gut 

Every office has that one “lucky cat” that hits the heights with the magic 8 ball approach.  

That’s great when the only thing that’s at stake is your pride. When the tournament is over it’s on to baseball season, until next year, no love lost. But what if it was your own company and your own team? 

Not a great idea for your hiring and talent optimization strategy though; just a thought, we have a process for that too and we’d love to share our secrets with you. In fact, here are just a few of them! 

Our Secrets to Success 

Know the Score 

If you want your people to succeed, they need to know what success looks like, what they need to do to get there and where to adjust when things need to change. This is as much a part of the hiring process as it is the engagement process for current team members. 

The use of performance metrics that point towards measurable and actionable data is essential for development and growth. We like to call it the scoreboard and we have a separate video and blog on it here.

Having a coaching culture in companies helps people know what it’s going to take to be an A-player, and it delivers coaching competencies around their individual performance. How do you help them get to the next level? How do you help stretch them and give them a greater level of confidence to hit their performance goals and objectives? What skills do they need added so that they can hit their goal? 

 Every coach wants to win the championship, but you have to have a strategic plan. You have to know what it’s going to take to win the championship, who you need to beat, and your competency gaps to get you to the ability to actually exceed your competition. Every single one of your team members needs to know what A looks like.  

Know who’s on your team and get them engaged! 

 Among your entire company people fall into four categories.  

  • Committed Champions. These people are highly engaged and performing well. This is the goal.  
  • Lone Wolves. People in this category are very successful but they’re not engaged and tend to have team dynamic issues.  
  • Silent Killers. These people are very engaged and loved by everyone, but when it comes down to it, they’re not performing well.  
  • Contaminators. These are the individuals who are doing the most to bring a company down. They have low performance and low engagement, and their attitude negatively spreads across the company. They should be a primary concern when looking at engagement and retention efforts.  

While you can categorize your people into four engagement boxes, that doesn’t mean that you can help move them into the Committed Champions box in the same way. Effective management and engagement efforts need to take the individual into consideration and deal with them as individuals.  

By knowing who is on your team you can assess their impact, see what needs to change and how you can get the best out of them. How is a “Silent Killer” affecting your team and can you coach them up, or are you coaching them out? 

It Begins with Leadership 

Leaders who live out their values and who “coach” as opposed to “manage their people” are more likely to find their staff engaged, fulfilled, and excited about what they can achieve. Management suggests maintenance, a “keeping within the lines” whereas coaching suggests growth, opportunity, belief, achievement, and the ability to use mistakes and failure as learning tools to springboard future success. Coaches empower, managers well, manage…. 

Leaders are increasingly moving away from a “telling” model of managing and more towards one of inspiring. In the past, managers were expected to tell their people what to do and make sure they did it. If employees completed their work, the manager would reward them. If they failed, the manager would punish them. This simplistic approach at best gets the job done. However, it fails to inspire, build relationships between managers and employees, and get the most out of people. Coaching, on the other hand, is designed to elicit self-motivation from employees.   

Here are 3 reasons why coaching works: 

  1. It gives the employee a chance to express themselves and foster self-awareness.   
  2. It builds trust between the employee and manager.  
  3. It transforms workplace culture.  

       Check out our blog on why Managers Should be Coaches here, for more inspiration on what this could mean for your teams. 

      Have a Plan and do your Best to Stick to It 

      Finally, have a plan, remain objective and when your gut is telling you something then use it to ask questions that help temper the emotional with the practical. If you have defined your performance objectives for the role, solidified your company vision and values and defined what your team is going to benefit from in terms of behaviors then you are well placed to stop yourself from making an emotional decision. We all feel things, a great candidate who talks the talk can get us REALLY excited, but do they align with the core values of your organization and how can you guarantee they’ll love the culture you’ve created? Asking the right questions and balancing them against the non-negotiables will help you make an informed decision, especially in this volatile and ever-changing market.  

      How are you handling the madness of March when it comes to hiring? We’d love to talk strategy, move you up the court and help you solidify that defense! Let us make that post-game interview a good one that focuses on what the team did together, how they overcame adversity and prepare for future wins.  

      Are you ready for the Big Dance? With Selection Sunday all wrapped up who are your predictions for the Four? Who’s going to soar, and which goliath colleges are going to meet an untimely exit at the hands of an underdog? 

      We’ve got our process locked in, and we’d love to know yours (unless you’re going with gut which, well talk about that later). 

      Here are our top tips for predicting your March Madness Road to the Final Four and how we cleverly and relevantly tie that into predicting the success of your teams, hiring for performance, and coaching your people all the way to the championship! 

      Scout out those Cinderella’s

      • You’ve got to get scouting, whose stats are predictive of great things, which defenses are controlling games, who are the flashy players that are nothing without the solid guard?  
      • Who has the guile and the talent to pull off a shocker? 
      • Can you predict greatness? We can and we’d love to share that with you. 

      Watch the Mid Conference Tourneys to see who’s trending in the right direction 

      • Who are those bracket busters lying in the shadows? 
      • Do your homework; past performance is a great indicator of future achievement. 
      • You have the big-name teams that can hit those deep runs but what if those teams aren’t performing, are they a safe bet? 
      • Check out those conference teams that are running hot and that have strong leadership in big games, those are the ones who are going to be marching toward the top 4. 

      Go with the back courts 

      • The best backcourts live to see another day. 
      • The decision makers who handle the rock the most and control the pace of the game; they come in clutch when it’s crunch time.  
      • Those who can handle the pressure will typically see success. 

      Go with your gut 

      Every office has that one “lucky cat” that hits the heights with the magic 8 ball approach.  

      That’s great when the only thing that’s at stake is your pride. When the tournament is over it’s on to baseball season, until next year, no love lost. But what if it was your own company and your own team? 

      Not a great idea for your hiring and talent optimization strategy though; just a thought, we have a process for that too and we’d love to share our secrets with you. In fact, here are just a few of them! 

      Our Secrets to Success 

      Know the Score 

      If you want your people to succeed, they need to know what success looks like, what they need to do to get there and where to adjust when things need to change. This is as much a part of the hiring process as it is the engagement process for current team members. 

      The use of performance metrics that point towards measurable and actionable data is essential for development and growth. We like to call it the scoreboard and we have a separate video and blog on it here.

      Having a coaching culture in companies helps people know what it’s going to take to be an A-player, and it delivers coaching competencies around their individual performance. How do you help them get to the next level? How do you help stretch them and give them a greater level of confidence to hit their performance goals and objectives? What skills do they need added so that they can hit their goal? 

       Every coach wants to win the championship, but you have to have a strategic plan. You have to know what it’s going to take to win the championship, who you need to beat, and your competency gaps to get you to the ability to actually exceed your competition. Every single one of your team members needs to know what A looks like.  

      Know who’s on your team and get them engaged! 

       Among your entire company people fall into four categories.  

      • Committed Champions. These people are highly engaged and performing well. This is the goal.  
      • Lone Wolves. People in this category are very successful but they’re not engaged and tend to have team dynamic issues.  
      • Silent Killers. These people are very engaged and loved by everyone, but when it comes down to it, they’re not performing well.  
      • Contaminators. These are the individuals who are doing the most to bring a company down. They have low performance and low engagement, and their attitude negatively spreads across the company. They should be a primary concern when looking at engagement and retention efforts.  

      While you can categorize your people into four engagement boxes, that doesn’t mean that you can help move them into the Committed Champions box in the same way. Effective management and engagement efforts need to take the individual into consideration and deal with them as individuals.  

      By knowing who is on your team you can assess their impact, see what needs to change and how you can get the best out of them. How is a “Silent Killer” affecting your team and can you coach them up, or are you coaching them out? 

      It Begins with Leadership 

      Leaders who live out their values and who “coach” as opposed to “manage their people” are more likely to find their staff engaged, fulfilled, and excited about what they can achieve. Management suggests maintenance, a “keeping within the lines” whereas coaching suggests growth, opportunity, belief, achievement, and the ability to use mistakes and failure as learning tools to springboard future success. Coaches empower, managers well, manage…. 

      Leaders are increasingly moving away from a “telling” model of managing and more towards one of inspiring. In the past, managers were expected to tell their people what to do and make sure they did it. If employees completed their work, the manager would reward them. If they failed, the manager would punish them. This simplistic approach at best gets the job done. However, it fails to inspire, build relationships between managers and employees, and get the most out of people. Coaching, on the other hand, is designed to elicit self-motivation from employees.   

      Here are 3 reasons why coaching works: 

      1. It gives the employee a chance to express themselves and foster self-awareness.   
      2. It builds trust between the employee and manager.  
      3. It transforms workplace culture.  

           Check out our blog on why Managers Should be Coaches here, for more inspiration on what this could mean for your teams. 

          Have a Plan and do your Best to Stick to It 

          Finally, have a plan, remain objective and when your gut is telling you something then use it to ask questions that help temper the emotional with the practical. If you have defined your performance objectives for the role, solidified your company vision and values and defined what your team is going to benefit from in terms of behaviors then you are well placed to stop yourself from making an emotional decision. We all feel things, a great candidate who talks the talk can get us REALLY excited, but do they align with the core values of your organization and how can you guarantee they’ll love the culture you’ve created? Asking the right questions and balancing them against the non-negotiables will help you make an informed decision, especially in this volatile and ever-changing market.  

          How are you handling the madness of March when it comes to hiring? We’d love to talk strategy, move you up the court and help you solidify that defense! Let us make that post-game interview a good one that focuses on what the team did together, how they overcame adversity and prepare for future wins.  

          Post Categories: Insights
          Date Published: Mar 15, 2022
          Post Categories: Insights
          Date Published: Mar 15, 2022