Did the Jacksonville Jaguars err by not pushing harder to getTim Tebow, especially during the window when negotiations seeminglyfell apart with the New York Jets? The sports pundits seemevenly split, with some calling Tebow a distraction, while othersare openly critical of the Jaguars lost opportunity to fill thestands. Perhaps ESPN's Pete Prisco summed it up best, “Tebow playing for the New York Jets makes about as much sense assomebody in a Manhattan restaurant ordering shrimp and grits with anice sweet tea.”

So how does this analogy tie into your organization? Simplyput, businesses routinely make decisions—some right, some wrong,and some questionable. From the Jaguar's perspective, it was ano-brainer not to take Tebow when he first entered thedraft, as there were many better players on the board. Thistime around, the decision wasn't so black and white.

Now the situation presents itself to acquire Tebow for littlemore than a fourth-round draft pick. The returnon investment (ROI), in terms of ticket sales alone, would havebeen significant to the organizational bottom line.

Arguably it is very easy to play Monday morning quarterback,which many non decision makers do. For the folks actuallymaking, and paying for the decisions, game time is a far moredifficult proposition.

Ripe with Possibility

Tebow certainly has his detractors who focus on his awkwardmechanics. That said, he has established himself as a winnerwith state and national championships, the Heisman trophy, and theNFL playoffs. Perhaps more than anything ishis character which makes him an incredible role model for millionsof fans in a day and age where such examples are few and farbetween.

As discussed in Re-Adjusted: 20 Essential Rules To Take YourClaims Organization From Ordinary To Extraordinary,enterprises become successful in direct correlation to the qualityof the talent they acquire. By identifying “A” players,motivating ”B” players and eliminating “C” players, anymanagement team can fundamentally transform anyorganization.

While Tebow may not be the greatest quarterback in the NFL, orany teams long-term solution for that matter, he is an Aplayer. His demeanor and work ethic speak volumes about hispotential to improve a dysfunctional locker room, as is reportedlythe case with the New York Jets.

Are You Winning or Whining?

The same holds true in any organization, as winnersdifferentiate themselves from whiners. The former leadorganizations in the right direction while the latter serve as animpediment to progress, resulting in organizationaldysfunction.

Collectively, the lesson learned for business leaders is toalways seek the best available talent. With the three prongedmeasure for organizational success being people, processes,and technology, it is the people who are the catalyst to ensuringoptimization of all other aspects of the business.

Of course, one of the greatest challenges is to identify thesought after talent. In a situation such as Tim Tebow, hiscelebrity status is evident.

He has performed beyond expectation whiledemonstrating an ability to attract fans. Within anyindustry, such talent also exists. As legendary UCLAbasketball coach John Wooden once said, “I'd rather have a lot oftalent and a little experience than a lot of experience and alittle talent.”

A Vital Distinction: Talent andExperience

To better understand this statement, it is important todifferentiate talent and experience. While the two CAN go handin hand, they often don't. A prime example is Tebow, whodoes not have a lot of experience, yet he is a talented individual,both on and off of the field.

Now, let's discuss how to find the talent:

1) Recognize that there is not a linear relationshipbetween talent and ability.

2) Acknowledge that technical skills can be taught, whereasattitude cannot.

3) Seek out those ambitious candidates, across the businesslandscape, who may possess the qualities that have driven successwithin your organization.

4) Understand that just because a person has never done thejob, does not necessarily mean they lack the capability to succeed.Case in point are many of the trainees I have hired over the yearswho have outperformed long tenured employees.

5) Look at hiring as a combination of the draft and freeagency. Building a winning franchise will come through thedraft; however, key components necessary to win the championshipwill often come through free agency.

While nobody can predict the impact that Tebow will have on theJets, or a lack of Tebow on the Jags, there are lessons to belearned. Let's face it, talent acquisition isn't a simpleprocess. We have all had Ryan Leaf moments, but hopefullylearning from the success of others will result in fewer of them aswe seek to move our organizations from ordinary toextraordinary.

“For all the cries that Tebow isn't an NFL quarterback, heis still one hell of a football player, and trading a fourth- andsixth-round pick to get him is a good gamble.” – StevePoliti, Newark Star Ledger