Did the Jacksonville Jaguars err by not pushing harder to get Tim Tebow, especially during the window when negotiations seemingly fell apart with the New York Jets? The sports pundits seem evenly split, with some calling Tebow a distraction, while others are openly critical of the Jaguars lost opportunity to fill the stands. Perhaps ESPN’s Pete Prisco summed it up best, “Tebow playing for the New York Jets makes about as much sense as somebody in a Manhattan restaurant ordering shrimp and grits with a nice sweet tea.”
So how does this analogy tie into your organization? Simply put, businesses routinely make decisions—some right, some wrong, and some questionable. From the Jaguar’s perspective, it was a no-brainer not to take Tebow when he first entered the draft, as there were many better players on the board. This time around, the decision wasn’t so black and white.
As discussed in Re-Adjusted: 20 Essential Rules To Take Your Claims Organization From Ordinary To Extraordinary, enterprises become successful in direct correlation to the quality of the talent they acquire. By identifying "A" players, motivating "B" players and eliminating "C" players, any management team can fundamentally transform any organization.
He has performed beyond expectation while demonstrating an ability to attract fans. Within any industry, such talent also exists. As legendary UCLA basketball coach John Wooden once said, “I’d rather have a lot of talent and a little experience than a lot of experience and a little talent.”
A Vital Distinction: Talent and Experience