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Upgrading The Roster | No BS HIring Advice

Upgrading The Roster | No BS HIring Advice


Opening Day is in less than two weeks! Following up on the baseball metaphor I used a few weeks ago, I’m going to use another example from Major League Baseball
Summary

Baseball season is starting in less than two weeks. Pitchers and catchers have come in. Players have been getting ready. We've had a lot of players already sent out or cut and, you know, it gave me the idea of doing this show working with a baseball theme.
There's one thing I know from baseball and other sports and that it's pretty common for team to get off to a slow start and then have to start making decisions. And the decision is whether or not the upgrade the team or to sell it off, basically bringing in a bunch of young players to play in or to really bringing better talent to be able to successfully compete.
Now, when I look at many of your firm's and I see the talent that's there, you've got some great people in place and you've got some "B" performers and you've got some "C's" and worse. Now, there's a point in in many people's careers where all the advice and all the counseling that you give them isn't going to do crap for them. It just doesn't.
And if you're like the Yankees who for years . . . I'm not going to say the Yankees today, but maybe the Dodgers . . . The Dodgers today and the Yankees in the past and you have a good player in a particular position someone who did "well enough" well, maybe it's time that you need to upgrade the roster.
As an organization, one of the hardest things that you have to contend with is being in an “also ran” in your field. You're doing okay, but you could be doing a lot better and it may be time to improve the roster on makes some trades. Improve that right fielder. Improve that developer on the team. You know, I assume that you would have given them notice or had managers talk. with them about improving performance because you don't want to just come in like a bolt out of the blue and fire people willy-nilly. What you want to be doing is, frankly, looking at the talent pool that's available at a given time, deciding who can prove the roster both in terms of skill level both in terms of fit within your organization, someone will be excited about being there.
I spent a lot of time at an agency in New York and I joined that there like a bat out of hell. After a number of years, they numbed me out and it just didn't perform at the same level I had up until that point or after but it was great for them. They thought it was terrific. You know the fact is I know the difference and if I were my manager, I'd might have looked at me very differently and said, "what's happened? "
"Excuse me?"
"What's happened? You know, you're a 280 hitter. That's pretty good. But when we hired you you were batting .345. What can we do to get your performance back up the previous levels?" You have to think of your roster of players the same way I do and look at them in terms of "okay. What can we be doing to improve our performance to get better results, to get a better caliber of individual?" Again, I want to be clear. You've starting off by talking with the individual as I did in that simple example of "You are doing pretty well. You are batting .285, but when we hired you, you were .345 hitter."
T him hink in terms of starting to interview people to see how you can improve performance. Frankly, the first time you do this, it will scare The Living Daylights out of folks and people will step up their game once they start seeing that you're interviewing again because they'll figure out pretty quickly by who get involved in the process as to whether or not this is an addition or, in point of fact, a replacement. Since it's going to be a replacement, it's going to have an impact on the people in that organization that's going to cause them to want to perform at a higher level.
So, think about it for a minute. Do you want to be an "also ran" or do you want to be a middle of the pack team in your division or do you want to go for the gold and be a champion?

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years.

No BS Hiring Advice
No BS Hiring Advice

He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 episodes and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

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