The Tom Brady Principle: Don’t Promote Your Best People - Deepstash

deepstash

Beta

Deepstash brings you key ideas from the most inspiring articles like this one:

Read more efficiently

Save what inspires you

Remember anything

The Tom Brady Principle: Don’t Promote Your Best People

https://medium.com/betterworkingworld/the-tom-brady-principle-dont-promote-your-best-people-e924fa308550

medium.com

The Tom Brady Principle: Don’t Promote Your Best People
Imagine after Tom Brady won his first Super Bowl in 2001, New England Patriots owner Robert Kraft sat Brady down and told him, “Tom, you had a fantastic season. We want to see you keep growing with…

3

Key Ideas

Save all ideas

Talent management

Talent management

After Tom Brady won his first Super Bowl in 2001, New England Patriots owner Robert Kraft promoted Tom to General Manager because they wanted to see him grow with the organization. In the corporate world, it is known as talent management.

Research from Ernest O’Boyle and Herman Aguinis shows that high performers have much higher levels of impact than average performers.

42 SAVES

50 READS

VIEW

Climbing the ladder

A 2016 McKinsey report laid out that only 40% of women and 56% of men desired to become a top executive in a company. It could be because the climb is exhausting since the range of expertise and skills has expanded. It means that today's leaders need to meet an almost impossible set of requirements.

We are requiring today’s leaders to be the best player on the team, the coach, general manager, and CEO. Instead of attracting people who want to lead, we attract the narcissists that are motivated by money, power, and status.

25 SAVES

26 READS

Creating paths for coaches

If we want more diversity, we need to change our assumptions that being ranked higher in a company should be the overall target. Being promoted is not always the best way to unlock potential and innovation.

We need more companies that want to let their best performers stay on the field and create paths for the leaders to inspire those stars.

32 SAVES

26 READS

SIMILAR ARTICLES & IDEAS:

Forever Employable: Brand Yourself

Forever Employable: Brand Yourself

As we climb up the corporate ladder, there are fewer options available, and a mid-life crisis of the corporate world comes. The reason is that the same skills that got a person hired as a young gra...

Reimagine the Second Half of Your Career

There are five core concepts to keep in mind as you think about the second half of your career:

  • The entrepreneurial mindset : Your life is not to be sold to a person who can give you a monthly paycheck (however large it is) but has to be moulded and perfected so that it becomes your business.
  • Self-confidence: It may seem like everything related to management, digital transformation, marketing and sales has been told already, and sharing your own experience would not be something new. What is to be understood is that your own experience has a unique value, which no one has or can steal from you.
  • Continuous learning: Staying curious and well informed will help you to shape your brand.
  • Continuous improvement: Being enthusiastically skeptical is a great strategy for a constant endeavour to improve oneself, and finding a better way to do one’s task.
  • Reinvention: Being forever employable means that you have to reinvent the core aspects of yourself.

The wrong questions

The wrong questions

Some questions are too easy to fake, for example, "What's your greatest weakness?" Other questions like brainteasers reveal more about the manager than the candidate.

Behaviora...

The wrong criteria

Some managers favor candidates who went to the same school. There's also evidence that African-American sounding names, birthmarks, being pregnant, and being overweight puts candidates at a disadvantage.

To overcome this bias, identify the key skills and values in advance, then create a standard set of behavioral and situational questions to ask every candidate. Doing this can triple the manager's accuracy in predicting job performance.

Favoring the best talkers

College seniors often stretch the truth in interviews to make a better impression. Be aware that when you meet someone for the first time, you meet their representative.

An antidote could include to let them showcase their skills by collecting a work sample. It might be a project they've done in the past or a live simulation of the job in real-time.

one more idea

Your work is your reward

Your work is your reward

A big mistake many people make in their careers is to treat work as a means to an end, be it money, power, or prestige.

When a career is just a means to an end, the payoff will be unsatisfy...

Choose an interesting career over a fun career

There are two basic types of speeches from commencement speakers: One is to “Go find your purpose.” The other is “Find work you love and you’ll never work a day in your life.” Scholars refer to two kinds of happiness as hedonic and eudaemonia. Hedonic is about feeling good; eudaemonia is about living a purpose-filled life.

But hedonic alone results in empty pleasure and eudaemonia by itself can become dry. In reality, we need a balance of enjoyable and meaningful. If you find something that genuinely interests you, it will lead to being intensely pleasurable.

A career doesn’t have to be a straight line

There are four basic career patterns:

  1. Linear careers, which climb steadily upward, such as the "corporate ladder" or the billionaire entrepreneur.
  2. Steady-state careers involve staying at one job and growing in expertise.
  3. Transitory careers are ones in which people jump from job to job or field to field, looking for new challenges.
  4. Spiral careers are like a series of mini careers. People spend many years developing in a profession, then shift fields seeking work that builds on the skills of their previous mini careers.