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    Entries in Sports (108)

    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.

    Friday
    Aug082014

    You have to get lighter as you get older

    Recent buzz around NBA circles, (no, this post is not ANOTHER one just about basketball, I promise - just hang with it for a second), has been the off-season weight loss of superstar player LeBron James, (see the new, slimmer LBJ from a crop of one of LBJ's Instagram pics for some visual evidence).

    The general line of thinking around LeBron's trim down this off season is that as NBA players get older (and LeBron is not 'old' in the normal sense, but he does have 10+ years in the NBA at this point), carrying less weight helps to keep knees, ankles, backs, etc. less likely to break down over the course of a long season. It is a pretty simple and obvious realization for basketball players and anyone else really - the less bulk you are dragging around makes it easier on the other parts of the body that are tasked with hauling that bulk. And for us non-NBA players, being lighter makes it infinitely easier to just navigate daily life - hustling through airports, getting in and out of your car, tossing the ball around with little Timmy or the frisbee to your adorable little dog. Being lighter just helps sometimes.

    But I think that advice, You have to get lighter as you get older, doesn't just apply in that literal, physical sense, it also has some value in a mental/emotional way as well. We are not just carrying around with us the physical accumulation of all the bad decisions we might have made at the buffet line or the donut shop, most of us our lugging around a pretty sizable collection of guilt or resentment or disappointment or even clinging for too long to some kind of romanticized version of the past that was probably never that romantic back then, and is certainly not ever coming back even if it did exist once. At work, we might be carrying around the excess weight of outdated processes, legacy technologies, and a history of 'that is the way we do things around here' that may no longer have value or relevance to what you and the organization really needs today.

    Letting go of things, both physical as in a weight loss or with cutting loose material possessions like cars or houses or old clothes, or simply dropping bad habits as a way to move forward is not some kind of new idea or concept, and certainly not one I claim any specific insight towards. It's been talked about and done for ages. But I do think in some ways modern technology and social networks and our tendency to want/need/have to be always connected, makes letting go a little bit harder than it used to be. It seems like sometimes the digital connections (combined with the ease of which most of us can be contacted via these networks), make getting lighter harder than in used to be, and harder than it should be. Someone is always out there on the the end of their iPhone and is either trying to actively hold us back or is just making it more difficult to move forward because we know they're watching. And that kind of stinks.

    But putting that aside, I also wanted to mention that LeBron looks really happy in most of these latest 'Slimmer LBJ' pictures. And while it is easy to say that LeBron should be happy all the time, after all he is a mega-rich superstar athlete, he is underneath it all a person like anyone else. He probably isn't happy all the time, even if most of the rest of us can't relate to that. He also, like most of the rest of us in our careers, need to make changes and adjustments to prepare for the next phase of his career that he is moving towards, one where he will soon be an aging player that needs to adapt to remain on top.  

    If getting lighter as you get older and to move forward works for the most famous athlete in the world it will probably work for you too. 

    Have a great weekend!

    Tuesday
    Jul292014

    The value of keeping the team intact: NBA edition

    Drowned out by the overwhelming amount of fan and media attention that accompanied the recent decision by basketball's LeBron James to leave his team of the last four seasons, Miami, and return to his original club in Cleveland, another team in the NBA has quietly completed the execution of a different kind of talent strategy in advance of the 2014-2015 NBA season.

    The talent strategy? The retention of key players and team leadership. The team? The NBA Champion San Antonio Spurs who recently defeated James and Miami 4 games to 1 in the NBA Finals, thus setting off a chain of events of player movement (starting with the league's best player, James), that is still not completely settled almost two months from the end of the season.

    The Spurs' retention strategy concluded with the re-signing to a multi-year contract extension of the team's longtime coach Gregg Popovich. From the ESPN.com piece announcing Coach Pop's contract extension:

    Gregg Popovich has agreed to a multiyear contract extension to continue coaching the reigning NBA champion San Antonio Spurs.

    Popovich, 65, has coached San Antonio to five NBA titles since becoming the team's coach in 1996-97. 

    The Spurs won their first championship since 2007 last month when they defeated the Miami Heat in five games in the NBA Finals.

    With Tim DuncanBoris Diaw and the rest of San Antonio's key players all set to return next season, it was no surprise that Popovich has signed on for a few more years.

    The long time coach, Popovich. The 'Big Three' star players, Tim Duncan, Tony Parker, Manu Ginobili. All of the important reserve/role players that helped the team vanquish the Heat in a five game series that was for the most part, incredibly one-sided. Everyone that played a key part and made needed contributions to the Spurs' great season and eventual NBA title are returning to the team next season.

    In modern professional sports, the ability to retain so much of the key talent from a championship team is almost unheard of. Individual players, emboldened by their status as 'championship winners', often seek (rightly), to leverage that status into more lucrative contracts with competing teams. Some reserve players get uncomfortable returning to a team where they are likely to remain reserves for another season, thus potentially detracting from their longer term market value. And in sports, just like in any other business, sometimes people get tired of working with each other after a few years, and seek to use the success as a launch pad to something and somewhere else.

    Retention as a strategy is sometimes, perhaps even regularly overlooked in sports and in many other types of organizations as well. Some people like to say retention is an outcome, and not really a strategy in of itself. It could be, but either way that does not diminish its importance and role in long-term organizational success.

    ALL the NBA chatter this off-season has been about where LeBron was going to play next season, what his decision meant for the other stars on Miami, and how these moves impacted the eventual recruiting strategies of the other teams in the league. And while all this talk about player movement, potential trades, and how certain players might fit in with their new teams is fun and interesting for fans, it completely obscures what the most successful organization of the past 15 years has been doing.

    The Spurs led the NBA in victories, won their 5th NBA title in the Popovich/Duncan era by defeating James and Miami in convincing fashion, and then re-signed Popovich and all the important players from that team and NO ONE is talking about them.

    It is because retention is boring. Recruiting is fun and exciting though, so we like to talk about that instead. But retention, stability, and sticking to a winning formula probably gives the Spurs, (and your organization too), a better shot at long term success than chasing elusive talent and not doing enough to convince your home grown talent to stick around.

    Tuesday
    Jul222014

    PODCAST - #HRHappyHour 188 - Live from the NBA Summer League

    HR Happy Hour 188 - Live from the NBA Summer League - Featuring The 8 Man Rotation

    Recorded Live from Las Vegas, Saturday July 19, 2014

    Host: Steve Boese

    Guests: Kris DunnLance HaunMatt 'The Professor' Stollak

    This week on a very special HR Happy Hour Show, the guys from The 8 Man Rotation series of Ebooks on Sports and HR made their annual midsummer pilgrimage to Las Vegas to take in a few days of the Samsung NBA Summer League competition, catch a little music courtesy of Soundgarden and Nine Inch Nails, and record a fun HR Happy Hour podcast over a few cheeseburgers.

    Steve and the boys talked basketball (of course), but also hit upon many of the angles that apply to non-sports contexts as well, and can be relevant to HR, talent management, and building teams of any kind. The NBA Summer League is one of the great, real-life experiments in talent management and development - you have players trying to learn and acclimate, coaches and on-court officials also trying to prove themselves, and you see played out how team executives talent management strategies manifest in how they try to build their teams.

    You can listen to the show on the show page here, or using the widget player below:

    Check Out Business Podcasts at Blog Talk Radio with Steve Boese Trish McFarlane on BlogTalkRadio

     

    Additionally, you can subscribe to the HR Happy Hour Show on iTunes, or for Android device users, from a free app called Stitcher Radio. In both cases just search for 'HR Happy Hour' and add the show to your podcast subscription list. 

    This was a really fun show, (apologies for the background music and the occasional interruption of the waiters), and many thanks to the guys for participating.

    Back to more 'normal' HR content in the next show, we promise!

    See you next year at NBA Summer League...