Attracting top talent, the ‘War for Talent’, engaging talent, myriad HR Technology vendors hoping to sell you solutions for Integrated Talent Management, even this site, with its name Fistful of Talent – there is no shortage of conversation, content, and concern amongst leaders and in organizations about the importance of attracting, deploying, developing, and retaining the right talent in order to have any chance of success in today’s marketplace. But while conceptually the formulas and processes seem pretty simple, the execution is the tricky part.
The conclusion, at least for the NBA, is that while possessing at least one player with superstar level talent is not a guarantee of success, it looks to be a requirement. Sure, to win it all, that superstar has to be supported and surrounded by many other good players, complimentary talent to build on the star’s skills, and having a tactically adept coach that can help place the team in situations where they are most likely to leverage their abilities doesn’t hurt. But to win, the ostensible goal of every team in the league, a superstar is needed.
Having stars on the team isn’t easy of course. They tend to earn a ton of money. More than all the other players, more than the coach, and so much that they can occasionally forego the odd million or ten to join a team they feel is in a better competitive position. And they often want ‘special’ treatment, different from the other players on the team. Better hotels on the road, freedom to skip team practices, access to the team owner’s private jet – that kind of thing. Finally, really big stars often have to be consulted by team officials on potential player trades, draft picks, and even the selection (or termination) of the head coach.
Yep, it isn’t always easy or fun to put up with all the baggage and hassle of having a superstar player on the team, (or a ‘star’ employee in the department). But you know what is fun? Winning championships. And in the NBA anyway, you have to make that deal if championships are your goal. And is the same true in organizations as well?
OK, so a championship team needs a superstar.
More interesting question, does a superstar — and coddling of such — result in a championship team? I don’t have access to the stats, but I expect the answer is an even more decisive NO.
The problem with sports analogies is that most leagues have only one champion. In real life success can be a little less exclusive. Stars are important to a successful organization; pampered stars not so much so.
Be careful too with the work equivalent of the “wins produced” metric. Just because we can measure it doesn’t mean we can or should manage to it.
Alastair’s comment is GREAT. Look at the sports superstars who create team dissension and wind up getting traded at a loss. Look at the superstars who don’t pan out. Look at the superstars that can’t share the spotlight. Mike didn’t win any championships until Scotty came along — which one was the superstar?
well I think that you do not need a superstar talent, but a talent indeed and also dedication and believe in yourself to become someone, I can tell you some of the greatest people that were underestimated in their younger days, but then the world realized how great they were.
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