Extra Points: Quantitative Value

Dan Weedin Unleashed-40I’m a fan of the National Football League Draft, having watched it over the past 35 years it’s been televised. I’m fascinated by the process teams take in determining whom to “hire” and place the future success of their respective teams on. Some organizations are clearly better than others, even though the format is to help the bad teams.

The draft was held last week, and as always I watched a fair amount of it. The experts and gurus waxed poetic about the efficacy of team selections, often citing gobs of quantitative data. Football, like other sports, is heavy on quantitative physical metrics (speed, arm length, vertical jump, etc.) and quantitative performance metrics (yards per carry, touchdown passes thrown, tackles behind the line of scrimmage, etc.) One thing that often gets missed by the “experts” is the high value that needs to be placed on the qualitative human metric. For example: What’s this guy like? Is he competitive? Will he make a good teammate? What’s his motivation? Do we actually like him as a person?

While all teams utilize quantitative metrics, many of the successful ones will weight the value of the qualitative metrics to make sure a young man will actually fit well in the culture of the team.

Think about your “team.”

When you are seeking to hire people, how many great employees never make it to an interview because the quantitative metrics kicked them out before they had a chance? How much value is placed on what was studied in college versus the quality of character and personality of the individual? How are you measuring competitiveness, empathy, and teamwork in your future – AND current – employees?

If you’re building a team as an organizational leader, what qualitative measures are you using to find the best people to carry the football for you?

Bonus: If you’re not in charge of employees in your organization, you can still always ask the question, “If I were in charge of building this team, would I be on it?”

Numbers are only one factor in creating a strong company culture; make sure that you always remember to keep the qualitative human element a factor for your team.


Quote of the Week:

“One way to get the most out of life is to look upon it as an adventure.”

~ William Feather (20th century American author)

© 2018 Toro Consulting, Inc. All Rights Reserved

The key to personal and professional improvement is accountability. My mentoring and coaching program has availability. Contact me at dan@danweedin.com or (360) 271-1592 to apply.

Author: danweedin

Consultant / Speaker / Author

One thought on “Extra Points: Quantitative Value

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s