When it comes to sports, I know the basics.
But when it comes to business, I look to sports for some great metaphors. This is one of them.
Every year the NFL holds the NFL Draft. Its a big deal. And here’s why–each of the 32 National Football League teams select new eligible college football players. It is the NFL’s most common source of player recruitment–through drafting.
Here’s what they don’t have. They don’t have “the NFL Barter,” that’s for sure. No one says “I’ll trade my treasured goat for your untrained, under-producing calf.”
Why do I mention this?
First, its NFL preseason, so i can’t escape it.
Second, there’s a great principle here.
When building teams, its easier to draft new players and teach them how you as a team work together, how you as a coach inspire them, and how they as a player fit in the big picture.
I can think of many players, such as Albert Hainsworth or Kerry Collins–who right now are in a different position than when they first entered the NFL. They had a coach that invited them in, taught them a certain way, and quite possibly molded them according to the perspective the coach thought was best. Then they go to a new team. Start all over again. Now, they’re with new teams, and how they respond to their new team, new coaches, and new role has to do with how they’re brought in and the attitude they have. Their stories aren’t done yet–
The Free Agents
Ah, but the talent. They’re so talented. And appealing. You as a manager or small business owner think “Jeepers, my company would be so much better if I had people like…” – and you name John or Jane Doe. You know who I’m talking about–that person who writes the blog you love, that book you just can’t stop talking about at every business luncheon or person you always see out and about at events. “They sure seem talented.” Yep, they’re a free agent.
I’m not saying you can’t have these people on your team–but basing all your success and reputation on them? That’s not healthy–for you nor them. And when you’re building your team, one of the last things you may actually need is someone who’s been playing the game by their own rules, is used to being catered to, and has their own demands. Think about it–they’re a Prima Donna–and they’re not going to be the star of your show, they’re going to take down your whole company.
Good Drafting
While in the NFL drafting is giving people million-dollar contracts, in your industry it may look very different. At QCMG the term drafting means that every person that we’re connected to serves as a valuable set of eyes and ears, able to “draft” someone–simply meaning, they make an introduction for a possible connection.
By doing so, there’s no obligation or million-dollar contract. Instead, they connect via email, we grab coffee and discover who they are, what they’re passionate about and where they want to go. We’ll make a recommendation or connection if there’s one there, but overall, we’re putting them on our radar–almost like a future referral, but in a career-related way. You think of them when an opportunity you know opens up and you think of them immediately.
And as your organization grows, you’ve got people on your radar. You don’t have to post online for that senior-level position since you’ve been drafting in folks and growing them up through your organization, from ground-level to mid-level and then on to senior-team.
Ways to Draft
But you DO have to create entry points for drafting. You can create career openings that rotate, to ensure that applicants don’t get stale and you don’t get a poor reputation. You ask for vendors and professional partners for connections for people to work with.
- Always be scouting– There’s no reason you can’t always be on the lookout for talented folks for your organization. Don’t have a job opening for them? Doesn’t matter. Be looking for them anyways.
- Anyone can scout–When it comes to scouting, there’s no such thing as the Medicine Doctor or the resident Head Hunter. This is garbage. I’d encourage you to consider that EVERYONE is talented and EVERYONE can make connections to the extent they believe and act on.
- Know what you’re scouting + scouting for–One time I was told to look for red jeeps. Then, lo and behold–a saw 14 one day on the interstate. They were there before, but I didn’t notice them. If you know what you’re looking for, then you’ll find it.
Thoughts to Consider
1.) Am I thinking like a scout?
2.) Do people in my organization have the freedom (actual or perceived) that they can scout?
3.) Does my organization pay more attention / value to free agents? How does that make our team feel? How does that make me feel?
4.) How was I brought into the organization? Was I a free agent or was I drafted? Was I given time to learn their playbook? What was that experience like?
5.) What experience are you committed to create within your organization as you recruit and build your team and its members?
We believe in the draft.
