The Secrets to Building Your Super Bowl Team

With the Super Bowl right around the corner, it’s only fitting to discuss the strategies that go into building a Super Bowl team and how it relates to your business.Super Bowl Trophy - Winning Team

As we begin, I want to ask you a few questions about your team.

  • Do you have a team of high performers?
  • Do you have a high level of trust in your team?
  • Are you confident that everyone on your team knows his or her role and are they able to fulfill that role without making you feeling like you have to do everything?

Were you able to answer “yes” to all of the questions above?  If you answered “No” to one or all the questions above, you are not alone.  Many business owners and leaders experience the same challenges and often they do not know where to start or feel like they lack the time to focus on their human capital.  Other times, they feel like they cannot afford the right talent or think the best talents already taken.

As you think about these challenges, I would like you to look at Pete Carroll and John Schneider.  When they joined into the Seahawks in 2010, they understood there was serious work to be done.  In fact, they made over 300 transactions the first year they were together.  Undoubtedly, the critics expected them to fall short of expectations even after winning the NFC West with a record of 7-9 that first year.  But, what has evolved since their arrival in 2010, with only 10 players wearing a Seattle uniform the following year, to where they are today, is something we can all learn about getting the right people on the bus, but more importantly, getting the right people into the right seats.

Price isn’t always a factor.
Look no further than Russell Wilson.  He was a third-round draft pick selected over Matt Flynn, who came with a $6-million signing bonus and guaranteed contract, to take the starting quarterback role.  Since day one, Carrol always promoted competition without destruction.  He had a vision that’s still there today:  To build a team that wins.  He focuses on bringing out the best in his people through this competition.  These “people” are players who came to the Seahawks as lower draft picks, undrafted free agents, and from other teams who weren’t able to fulfill their full potential until they came to Seattle.  In NFL terms, they were a deal.  These are the same people who you might see applying for a position at your company with limited experience, coming from a smaller company that hasn’t had your tempo, or are even unemployed.  Sometimes a company outgrows the person and other times, the person outgrows the company.  Could your next employee be one of these people?

Sometimes you get it right and sometimes you don’t. 
Look no further than Percy Harvin.  It was risk bringing him into the mix, but hiring employees involves some risk.  Pete focuses on chemistry, both on the field and off.  Unfortunately, Percy did not fit in with the overall vision and Pete quickly solved the problem.  It cost the Seahawks both financially and in draft picks, but the decision was made looking at the bigger picture:  To build a team that wins.  No one person is bigger than the team and often times, that one person can be a huge detriment to the success of your team.  Do you have someone you are hanging on to out of fear?

Invest time to find the right employee is critical.
When you do not have people you can trust or you feel like you have to do everything yourself, you will never feel like you have enough time.  A great solution to finding employees that belong on the field, who have the right attitude, and are a great fit in your team is with job benchmarking.  Job benchmarking takes the guesswork out of hiring and workplace dynamics in general, making it easy to remove common biases often associated with hiring and retention. Instead, factual data based on job requirements provides a solid foundation for coaching and hiring success.  Job benchmarking identifies key accountabilities, skills for superior performance, and the candidates’ behavior and intrinsic motivators for achieving the key accountabilities for the job.  Do you realize the cost of having someone one your team who should be out on the field instead of riding the bench?

Human capital is one of your company’s greatest assets.  Employees who don’t know the vision and don’t fit in are one of the biggest suckers to your bottom line.  Investing time and effort to finding the right employees who understand and believe in your vision will help your company find the courage to win the game outright or to take it into overtime.  Do you have a Super Bowl Team?  If not, contact Prosperity Logic to learn more about building your own Super Bowl Team.