Limiting the talent pool
2019年9月24日 TVIn selecting talent for the business world, companies sometimes use the wrong criteria for evaluating talent. The best teacher does not make the best principal. Often, I found out that where they came from wouldnt determine how good theyd be. Behavioral interviewing and assessments can do the same for business that Gil Brandts stop watch and measuring tape did for the Dallas Cowboys. Limiting the talent pool to those who have specific experiences with an industry may be limiting an organizations ability to attract and retain top talent. The best nurse does not make the best administrator. He took each position and determined the real talents that were needed the position. The company was headquartered in Dallas, so one of our speakers was Gil Brandt, who at the time, was VP of Player Personnel for the Dallas Cowboys.
The principles that Brandt used to bring superior talent to Dallas have application in todays business world as well.
. I fell in love with resumes filled with degrees in different disciplines. http://www.sunrisetech-china.com/product/sports/frisbee/ Eventually I learned that I was really looking for people who were filled with passion and a desire to get things done. One of the pioneering changes that Brandt made was to redefine talent. For instance, he recognized that kicking a football was no different than kicking a soccer ball. So instead of looking at a college football players kicking statistics, he began to evaluate kickers differently. He never played college football, yet became a four time All Pro defensive back. His innovative methods for evaluating and selecting talent are now standard operating practice for all NFL teams. However, many skills are transferable from one industry to another. Academic pedigrees impressed me.
Many organizations are reluctant to hire people who do not have specific industry experience. I recognize that in some jobs, that a certain type of education or certification is required.
Another challenge to conventional wisdom that Brandt brought to evaluating talent was to understand the difference between talents that could be developed and talents that were natural.
In his book, Jack :Straight From The Gut, Jack Welch says:
The inconsistency of my first hires was laughable Many of the mistakes reflected my own prejudices. As a result, he drafted basketball players and turned them into outstanding defensive players. For example, a players speed and ability to jump were natural born talents that could not be further developed. During his tenure, Dallas had come to prominence and was the envy of the NFL for its ability to select talent. Cornell Green was a basketball player at Utah State. These are often soft skills and attitudes that cannot be determined through looking at experience and education. However, the techniques for playing certain positions such as defensive back were easier to develop. The best worker does not make the best supervisor.
The key to finding good talent is to better define the real talents needed for the job. The skill of kicking translated from one sport to another.Early in my management career, I had the opportunity to participate in a management development program that my company created for young managers with great potential.
The principles that Brandt used to bring superior talent to Dallas have application in todays business world as well.
. I fell in love with resumes filled with degrees in different disciplines. http://www.sunrisetech-china.com/product/sports/frisbee/ Eventually I learned that I was really looking for people who were filled with passion and a desire to get things done. One of the pioneering changes that Brandt made was to redefine talent. For instance, he recognized that kicking a football was no different than kicking a soccer ball. So instead of looking at a college football players kicking statistics, he began to evaluate kickers differently. He never played college football, yet became a four time All Pro defensive back. His innovative methods for evaluating and selecting talent are now standard operating practice for all NFL teams. However, many skills are transferable from one industry to another. Academic pedigrees impressed me.
Many organizations are reluctant to hire people who do not have specific industry experience. I recognize that in some jobs, that a certain type of education or certification is required.
Another challenge to conventional wisdom that Brandt brought to evaluating talent was to understand the difference between talents that could be developed and talents that were natural.
In his book, Jack :Straight From The Gut, Jack Welch says:
The inconsistency of my first hires was laughable Many of the mistakes reflected my own prejudices. As a result, he drafted basketball players and turned them into outstanding defensive players. For example, a players speed and ability to jump were natural born talents that could not be further developed. During his tenure, Dallas had come to prominence and was the envy of the NFL for its ability to select talent. Cornell Green was a basketball player at Utah State. These are often soft skills and attitudes that cannot be determined through looking at experience and education. However, the techniques for playing certain positions such as defensive back were easier to develop. The best worker does not make the best supervisor.
The key to finding good talent is to better define the real talents needed for the job. The skill of kicking translated from one sport to another.Early in my management career, I had the opportunity to participate in a management development program that my company created for young managers with great potential.
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