Creating paths for coaches - Deepstash

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.

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

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.

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.

Deepstash helps you become inspired, wiser and productive, through bite-sized ideas from the best articles, books and videos out there.

RELATED IDEA

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.

Behavioral questions about a past experience can help anticipate future behavior. "Tell me about a time when..." Include some situational questions. "What would you do if..." Pick something that is important for success in the job and work culture.

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 graduate are not sufficient for a senior job, in spite of the years of experience gained during the course of time.

The way out of this crisis is to be forever employable, a concept that involves continuous learning, sharing and re-purposing of one’s experience, expertise and skillsets to create a brand.

Diversity & Inclusion

There is a significant relationship between competitive profit gains and diversity.

Companies with gender, ethnic and racial diversity are at least 15 percent more likely to experience above-average financial returns.