The Search Criteria
Not sure about the rest of you, but I feel like I’ve lived my life inside an electrical storm the past several weeks when it comes to Texas football. With the coaching search heading to the home stretch, it seems important to focus on the objectives of the search. Any successful executive hunt has to consider the state of the business, what needs to continue to be done well, and what needs to change. In spite of our discontent the past four years, there are things that have been done well. Certainly there are countless things to improve.
When I came onto new organizations, I wanted to know what was done well. I wanted to make certain I conveyed a clear and concise vision for the future, one that led to success and was understood by everyone in the company. I also wanted to know I had the right team around me to have the organization move forward and succeed. However, I also had to understand the culture. Texas doesn’t need to be “burned down†as some proclaim. It does need a huge breath of fresh air and blood. Like most of you, I’m tired of the smoke of hope being blown up the rear end of mediocrity.
What are we looking for in a new coach? I offer the following as a partial list:
1. A proven winner. This is not the Bonneville Salt Flats. We don’t test drive here (thank you Manny Diaz).
2. A coach with an offensive and defensive identity and the ability to adapt to player personnel shortcomings in the short-term. It takes time to build an organization to suit you.
3. A coach with connections to build a top leadership team around him that not only compliments, but also challenges him. A coach that not only recognizes his own shortcomings but hires talent to bridge those shortcomings.
4. A great eye for talent and the ability to recruit it.
5. Recognize the brand you have. It is one of the top three in all college football. Leverage it without coming across as condescending (if you are the Jones’s, you don’t have to say so. People will know).
6. Do what Mack did with high school coaches when he came to Texas only do it even better.
7. A coach with a strategic plan and values for organizational growth and success. Pretty words, but he better have shown he can do it. Texas is “no country for old men†(thank you, Mack).
8. The ability to effectively handle multiple complex tasks simultaneously. This job gets paid a LOT for a reason.
9. Understand the national landscape of college football. It’s dynamic.
10. Make the tough decisions and do it with conviction. Understand the stewardship of this job. It is huge.
Steve Patterson has a big job ahead of him. His career will be defined by this hire and I doubt this is lost on him. I’ve had experience with Korn/Ferry, the search firm he hired, and in my opinion, they are among the top three in the world. This has to be a highly energized transition, not only in actuality but also with public perception. He and Korn Ferry cannot afford to miss.
I’ve listed ten of the things I think are important. Please comment and add to this. I’d love to hear your thoughts on what criteria we need and who best fits is. It’s easy to want the anti-Mack, but great hires are done without the emotion attached, passion yes, but not emotion.
Hook Em and Happy New Year!
Not sure about the rest of you, but I feel like I’ve lived my life inside an electrical storm the past several weeks when it comes to Texas football. With the coaching search heading to the home stretch, it seems important to focus on the objectives of the search. Any successful executive hunt has to consider the state of the business, what needs to continue to be done well, and what needs to change. In spite of our discontent the past four years, there are things that have been done well. Certainly there are countless things to improve.
When I came onto new organizations, I wanted to know what was done well. I wanted to make certain I conveyed a clear and concise vision for the future, one that led to success and was understood by everyone in the company. I also wanted to know I had the right team around me to have the organization move forward and succeed. However, I also had to understand the culture. Texas doesn’t need to be “burned down†as some proclaim. It does need a huge breath of fresh air and blood. Like most of you, I’m tired of the smoke of hope being blown up the rear end of mediocrity.
What are we looking for in a new coach? I offer the following as a partial list:
1. A proven winner. This is not the Bonneville Salt Flats. We don’t test drive here (thank you Manny Diaz).
2. A coach with an offensive and defensive identity and the ability to adapt to player personnel shortcomings in the short-term. It takes time to build an organization to suit you.
3. A coach with connections to build a top leadership team around him that not only compliments, but also challenges him. A coach that not only recognizes his own shortcomings but hires talent to bridge those shortcomings.
4. A great eye for talent and the ability to recruit it.
5. Recognize the brand you have. It is one of the top three in all college football. Leverage it without coming across as condescending (if you are the Jones’s, you don’t have to say so. People will know).
6. Do what Mack did with high school coaches when he came to Texas only do it even better.
7. A coach with a strategic plan and values for organizational growth and success. Pretty words, but he better have shown he can do it. Texas is “no country for old men†(thank you, Mack).
8. The ability to effectively handle multiple complex tasks simultaneously. This job gets paid a LOT for a reason.
9. Understand the national landscape of college football. It’s dynamic.
10. Make the tough decisions and do it with conviction. Understand the stewardship of this job. It is huge.
Steve Patterson has a big job ahead of him. His career will be defined by this hire and I doubt this is lost on him. I’ve had experience with Korn/Ferry, the search firm he hired, and in my opinion, they are among the top three in the world. This has to be a highly energized transition, not only in actuality but also with public perception. He and Korn Ferry cannot afford to miss.
I’ve listed ten of the things I think are important. Please comment and add to this. I’d love to hear your thoughts on what criteria we need and who best fits is. It’s easy to want the anti-Mack, but great hires are done without the emotion attached, passion yes, but not emotion.
Hook Em and Happy New Year!
