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    Entries in 8 Man Rotation (87)

    Wednesday
    Nov262014

    OFF TOPIC: Basketball Shots, Ranked

    There are many ways and methods by which one can direct the basketball into the basket.

    Here is the ranking of many of these methods, from least interesting/appealing up to most awesome.

    The Finger Roll

    20. Basic layup

    19. Reverse layup

    18. Standard jumper

    17. Corner three

    16. Willis Reed's two buckets in Game 7 of the 1969-70 NBA Finals

    15. Heave from 30+ feet to beat the buzzer

    14. Basic dunk

    13. Put-back slam dunk

    12. Two-handed set shot (see Schayes, Dolph)

    11. Underhand free throw (see Barry, Rick)

    10. Catch-and-shoot 3-pointer (see Miller, Reggie)

    9. Jump Hook (see McHale, Kevin)

    8. Reverse pivot step-back jumper (see Sikma, Jack)

    7. Alley Oop jam (see Griffin, Blake, (among many))

    6. Fall back, baby (see Barnett, Dick)

    5. Running two-hand dunk (see King, Bernard)

    4. Teardrop (see Jackson, Mark)

    3. Sky Hook (see Abdul-Jabbar, Kareem)

    2. Mid-range bank shot (see Duncan, Tim)

    1. The Finger Roll (see Gervin, George)

    Note: The blog is taking the rest of the week off. Have a fantastic Thanksgiving weekend and if you are not in the USA, well, pretend you are in the USA and take a few days off.

    Tuesday
    Nov252014

    Great players win early

    I remain convinced that everything, everything (pretty much) you need to know about HR/Talent Management/The Workplace you can learn from watching the NBA. I even said as much a few weeks back.

    The dynamics of NBA basketball exhibit remarkable similarities to many of the most common workplace situations: Relatively small working teams, (even in large organizations, most work gets done in much smaller groups), a need for the team to function cohesively, and, importantly, plenty of opportunity (and need for), individual expressions of creativity and high performance.Yao

    With that setup, I want to call out yet another example of how understanding the NBA can help you with HR and Talent management, this time a look at how early-career NBA player performance can help you in evaluating tricky things like how long should it take a new hire to be 'fully productive' and an even more challenging question - 'What is the performance ceiling, or potential of this new hire?'

    At Deadspin, they took a look at the early career results, (defined by team regular season win totals), for high draft choices (in HR-speak 'Top talent'), over the last 15 or so years. What they found after examining the data is for the most part is that really truly great players begin to show positive results for their (almost always 'bad') teams, by their third season in the NBA.  Here is an excerpt from the analysis, then a couple of comments from me about how you might be able to consider this data in a 'normal' workplace context.

    This is a look at regular season wins. Taking just the regular season gets us out of theringsssssss mentality. The NBA playoffs are the most meaningful of any sport's, but geting 66 wins out of Mo Williams, Boobie Gibson and Delonte West is a version of greatness that hasn't been explored as deeply as it probably should. (Steve here - this is a reference to the stiffs that LeBron James carried on his back in his first stint with the Cavaliers).

    So let's draw a totally arbitrary line in the sand at 50 wins, and plot out not just who gets there, but when they get there, the idea being that in those first few years, we can isolate talented players on inferior teams. As it happens, the hunch mostly bears out: In today's NBA, good players win, great players win early.

    The Deadspin piece goes on to list the players that meet this (admittedly subjective) criteria - 50 wins by year three, the player was a high draft pick, and the 'new hire' played significant minutes from the beginning of their career. And the list reads like a 'Who's Who?' of current NBA stars - Chris Paul, LeBron James, Kevin Durant etc.  The point is not really that LeBron and Durant and Paul are great players, it is pretty easy to tell that by just watching them, but rather how that greatness actually manifests in organizational success, i.e., wins.

    The point is (quoting from the piece), 'Good players win. Great players win early.'

    What takeaways about new hire productivity and longer-term potential might you be able to glean from the data about NBA stars? I have three quick ideas:

    1. The 'learning curve' for really talented, special performers is likely much, much shorter than for average performers. They will 'get' the basic elements of the industry/organization/role really quickly, and might be bored if your typical onboarding/training program feels too slow and too restrictive. 

    2. Great, transformative talent will likely demonstrate that talent in some manner pretty early in the process. It might be a great new idea for a product/service, an improvement in an existing process that saves time or money, or simply how they begin to elevate the performance of those around them. But the point is, you likely can tell pretty quickly if you have a potentially great performer on your hands.

    3. But in order to one; not be bored with a slow training cycle, and two; even have the chance to demonstrate great ability and potential, the new player on the team has to be given some opportunity to do just that. In the NBA study, the new players had to have averaged 28 (out of 48) minutes of game action, i.e. they had to essentially be starting, featured players even though they were new. The same is true in any workplace really. In order to contribute meanigfully, you have to have a chance or platform to do just that. The overwhelming tendency is to shield new hires from the most complex and important projects until they are 'ready', but by doing that you might be preventing both their chance to demonstrate their true capability and potential. 

    It's all about the NBA. It is. I will convince you eventually. Ok, I am out.

    Have a great day! 

    Wednesday
    Nov122014

    To fail this often, you have to be pretty good

    Quick post from the Western NY satellite office of The 8 Man Rotation - wanted to point out an important NBA milestone that happened last night: Lakers star Kobe Bryant set the record for most missed shots for an NBA career.

    From the ESPN piece on the 'achievement':

    Kobe Bryant made history Tuesday, setting the NBA record for missed field goals.

    The Los Angeles Lakers star set the mark with 6:22 left in the fourth quarter of a 107-102 lossto the Memphis Grizzlies. He missed a 14-foot fadeaway jumper from the left side, giving him 13,418 career missed field goals, one more than Boston Celtics legend John Havlicek

    Asked about the record, Bryant, who scored a game-high 28 points on 10-of-26 shooting and finished with 13,421 misses for his career, smiled and said he wasn't aware of it.

    "Nah, I don't follow that stuff, man," he said.

    How does he explain setting the mark?

    "Well, I'm a shooting guard that's played 19 years," he said, shrugging and smiling. He later added, "Like I said, 'shooting' guard, 19th year."

    Wow, over 13,000 missed shots in a career, more than any other player. You would think that this ignominious mark speaks pretty badly of our man Kobe. But before you come down too hard on the Mamba, take a quick look at the next half-dozen or so names on the 'Most career missed shots' leader board

    John Havlicek - (Celtics legend from the 60s and 70s, Hall of Fame member)

    Elvin Hayes - (The Big 'E', great scored and rebounder in the 70s, Hall of Fame member)

    Karl Malone - (The Mailman, Utah Jazz legend, possibly greatest power forward ever, Hall of Fame member)

    Kareem Abdul-Jabbar - (the NBA's all-time leading scorer, Hall of Fame member)

    Michael Jordan - (probably greatest player of all time, Hall of Fame member)

    I think you get the idea here. In order to be able to miss so many shots, you have to be an amazingly good and valuable player. Players who can't actually perform are not kept around long enough to climb very high on this kind of 'failure' list. 

    The bigger picture takeaway from the 'Kobe has missed more shots than anyone' story?

    That in many fields (sales, content marketing, natural resource exploration, showing price pigs at the county fair....), failure might come just as often, if not more, than success. You have to be out there competing, hustling, working it in order to fail so often. And your best performers, maybe even you, are naturally going to fail, sometimes often. But that might be ok.

    I will leave this story with a quote from Kobe, asked to comment on over 13,000 misses over 19 years:

    "You've got to go out and figure that out and play and do the best you can, and whatever happens, happens. You can't be held captive by the fear of failure or the fear of what people may say."

    If you are open, take the shot.

    Have a great Wednesday!

    Tuesday
    Oct282014

    How the NBA can teach you (almost) everything you need to know about talent management

    Tonight is the opening of the 2014-2015 NBA season, (also known as the greatest day of the year in my house). I am a firm believer that sports, and particularly NBA basketball, offer some of the best real-world and public manifestations and examples of what HR and Talent pros would refer to as modern organizational Talent Management.

    I am also a firm believer that you too can learn just about everything you need to know about modern Talent Management from close observation of the NBA - the teams, the stars, the coaching, the executive decisions, even the marketing. Sure, I know what you are saying, sports isn't like real life and real business, and you can't constantly keep comparing the two very different worlds. To that I say, you're wrong. Or at least that is the argument I am going to make.

    Here are five (easy, and just the most obvious ones I could think of in the 26 minutes I allotted myself to write tihis post), of how following the NBA can raise your HR game in the major Talent Management process areas.

    Recruiting/Selection - The most obvious parallel between the NBA and 'real' business is probably in recruiting and selection. In both examples you have to make the critical determination of just who is likely to succeed and perhaps more importantly, succeed in your specific business/team/set of circumstances. Even really talented NBA players sometimes find themselves on the 'wrong' team or in a system that does not suit their talents, (see Paul, Chris). You know you have been there too, dealing with a smart, talented employee who for some reason or another doesn't 'fit' or simply needs a change of scenery, (maybe a transfer, a new boss, maybe leaving altogether), in order for them to realize their potential. 

    Learning/Development - Most players get to the NBA (mostly) fully formed, i.e., their skills and abilities are reasonably developed, and only need some refinement and experience in order to succeed. But there are some players, especially players later in their career, that end up adding new elements or skills to their games in order to extend their usefulness and their time in the league, (see Carter, Vince). I would argue that for successful people, just like for NBA players, learning and development needs have two peaks, right at the start of one's career, and again towards the end. What is the HR/Talent lesson? Probably not to neglect the learning and development needs of longer-tenured employees, who still have plenty to offer, but might just need a little more time in the gym learning a new skill or two.

    Performance Management - Coaching doesn't make a ton of difference in the NBA, as success or failure is primarily a function of the talent level of the players. But there are a couple of exceptions to this. Namely, the coaches at the very top, the ones that consistently have the most success, find a way to coax superior performance out of their players, (see Popovich, Gregg). Much like with players, the difference between the very best coaches and average coaches is incredibly significant, (and apparent). The HR pro takeaway from this? The best talent does not always win. The best talent, guided by the best managers usually does win. Don't skimp on trying to build the best team of managers that you can.

    Succession Planning - Lots to learn about succession planning from sports, but the best recent example might be what has been happening to the proud Los Angeles Lakers franchise since the passing of owner Dr. Jerry Buss in 2013. Under Buss' stewardship, the Lakers enjoyed a lengthy run of high performance and numerous championships. After his death, his ownership interests passed to his six children, with each one having an equal vote in team matters. Two of the children, Jeannie and Jim have the most direct involvement with the team, and their performance has been to put it kindly, less than stellar. The franchise seems kind of adrift, they have made several questionable decisions, (see Bryant Kobe), and are facing down what is likely to be their worst season in years. The takeaway here? Even the best performing, best-run companies have to have a plan for when their owner/leader moves on. Nothing lasts forever, but organizations with a deep bench of solid leaders will last longer than most. 

    Compensation - All NBA teams operate under a salary budget (cap), just like your organization does too. Allocating that budget intelligently across the roster is paramount to a team's success in the league. Spend too much on one or two superstar players, (see Bryant, Kobe), and then you're left with filling out the team with a collection of less talented players. But, fail to spend (or offer) top-level talent the top-level money they demand, and watch them walk to a competitor, (see Parsons, Chandler). Hey, that is exactly what happens to some of your best people too!

    Simple, right? Lessons abound everywhere in the NBA where you can see the actual outcomes of Talent Management strategies and decisions play out in real-time, every night, in arenas around the country.

    I am down with the NBA, and not just because basketball is by far the greatest of all team sports, but also for how studying the game can help us be better at what we are charged with doing - helping our organizations manage and utilize talent for successful results.

    Welcome back NBA and Go Knicks!

    Tuesday
    Oct212014

    Talent Attraction: The Real Reason to Keep Top Talent

    A few months ago I posted a recap of 'Why Stars Matter', a recent study out of the National Bureau of Economic Research that concluded the most important contribution that so-called 'Top Talent' makes to an organization is that they increase the organization's ability to recruit even more Top Talent.

    Here is an excerpt from my piece from April, then I will hit you with the reason why I wanted to revisit this topic today:

    ------------------------------------------------

    A recent National Bureau of Economic Research study titled Why Stars Matter, has attempted to identify just what are these 'top talent' effects. It turns out that just being better at their jobs only accounts for a part of the advantage these high performers provide and that possibly the more important benefit is how the presence of top talent impacts the other folks around them, (and the ones you are trying to recruit).

    Here is a summary of the findings of the 'top talent' effects from HBR:

    The researchers found that the superstar’s impact on recruiting was far and away the more significant driver of improved organizational productivity. Starting just one year after the superstar joins the department, the average quality of those who join the department at all levels increases significantly. As for the impact of a superstar on existing colleagues, the findings are more mixed. Incumbents who work on topics related to those the superstar focused on saw their output increase, but incumbents whose work was unrelated became slightly less productive.

    So 'top talent' (mostly) gets to be called 'top talent' because they are simply better, more productive employees. But a significant benefit of these talented individuals is that they help you recruit more people like them, who in turn also are more productive than average, continuing to raise the overall performance level of the organization.

    ------------------------------------------------------------------------------

    Back to October when we have from the world of sports, specifically the NBA, this effect of 'Top Talent as a recruiting magnet' playing out with one of the league's most well-known and successful teams, the Los Angeles Lakers, and superstars, 5-time NBA champion Kobe Bryant. Except in this case, if Henry Abbott's reporting on ESPN is accurate, the 'Top Talent', i.e. Kobe, is no longer attracting talent, he is in fact, serving to repel other top players (LeBron James, Carmelo Anthony, Chris Bosh, etc.), from even considering joining the Lakers when all three players had that option this off season.

    In Abbott's short video he essentially concludes that at this stage of his career, Kobe's personality, need to take most of the shots, (and claim all of the spotlight), and his past history of not being able to co-exist with other top players has made the Lakers, once the destination of choice for NBA legends like Wilt Chamberlain, Shaq, and Magic Johnson, into a place where no top player will consider playing for.

    It is worth watcing the quick (1:20) report from Abbott, even if you are not an NBA fan, just because it serves as a reminder of what the NBER talked about in their research. Once 'Top Talent' stops serving as a magnet for other top talent, then it is probably time to take a long, dispassionate look at what they are contributing to the organization overall. Not just in what they are producing themselves, but how they might be holding the organization hostage so to speak, if they are keeping away the next wave of star talent you need.

    Happy Tuesday.