HR CONSULTING FOR improving recruiting processes

Share This Post

Once upon a time my favorite NFL team made a tough decision. A decision that I was not behind at the time. A decision that led several people to jump ship from supporting their organization and start supporting another. They made a decision to change and some people just couldn’t swallow that.My favorite NFL team decided it was time to end a 14 season relationship with Peyton Manning. While some fans jumped ship, I stayed put. Even though I was extremely sad about what had just happened I stayed put to see what was going to unfold. Don’t get me wrong, if Peyton had gone to the Redskins or the 49ers I probably would’ve followed, but the Broncos? Nah. Just kidding. #coltsforlife Full disclosure: I choose not to cheer for the Broncos, but I do enjoy watching Peyton play. The fans that did follow Peyton to his new home, or simply stopped cheering for the Colts because of this decision were only focused on one person and not the best direction for the entire organization.

Let me be perfectly honest and share that I adore the Mannings, they are something special! Every time “The Book of Manning” is on, I watch it. If an article about the Mannings surface, I read it. When Peyton hosts SNL, I watch it. I think Peyton has proved himself to be a great player, a hard worker, and an amazing leader. I would even dare say he was the Colts top talent. That’s a phrase we love in HR and recruiting right? “Top Talent.” He may have even been their “Hottest Talent” 😉 Anyway, we spend a lot of time trying to figure out what it takes to keep our top talent and we watched the Colts cut theirs a few years ago.

Why would an organization do that? Why would they cut a prior number one draft pick, a quarterback who had done so much for their team and brought in so much revenue? Well, because it was time. Because they had to make room for new talent. All good things must come to an end (and I’m starting to think that all the best talent gets fired at least once in their career). So what does that have to do with us? Our organizations don’t work like the NFL, right? Or do they… I remember going to the Colts/Titans game in October of 2011 and screaming from our seats  “SUCK FOR LUCK” the entire game. We had no desire to turn around a losing season at this point, it was all about charging forward through a terrible season to land the number one draft pick of the 2012 draft. There’s a recruiting strategy you don’t see in the workplace. Let’s have a really terrible year so we can have dibs on the best up and coming talent out there…

suck for luck

Rambling on, change is hard. Change is difficult. Change is a challenge… when you don’t understand where it can take you. When Colts nation realized that a terrible season meant a really good chance at landing Luck who was having an amazing season, we started to believe. When we understood the possibilities for the future of our team that we loved and cheered for it was easier to face change. Granted, I still held out hope that the Colts would keep Manning and let him mentor Luck-but who has room for two amazing quarterbacks other than my fantasy football team? Having a new amazing quarterback didn’t make Manning’s accomplishments any less or discount anything he had done in 14 seasons, it just meant that the Colts had another bright future ahead of them. Making room at the top, isn’t necessarily a bad thing.

More To Explore

Do You Want To Boost Your Business?

drop us a line and keep in touch

%d bloggers like this: