With all due respect to Jerome Bettis, the bus in the title above refers to the image employed by Jim Collins in his book “Good to Great.” Collins uses the bus to represent the significance of having the appropriate people perform the tasks most suited to their abilities and personalities.
Over the years, my friend and NBA colleagueScott O’Neil and I have taken the same questions Collins asks in his book in discussingthe importance of developing a quality team that can help an organization attain growth and long-term success.
1. Does the bus driver have an itinerary for each passenger?
The assumption that everyone wants to go to the same place and get there at the same time with the same number of stops is a danger sign for employee development and retention.
All employees, regardless of the size or scope of the organization, want to be recognized and valued for their individual contributions as well as their potential value. Personal development plans are evidence that the manager understands not only the skills and talents of the employees but also his own aspirations and goals.
The PDP is a road map that delineates to both parties the best way to get to the desired destination. And if either party gets lost along the way, it shows how to get back on course.
2. Do the passengers have input in planning the trip?
Are the employees told where they are going and what to do, or are they part of the decision-making process?
Three of the best leaders I have had the pleasure to work with are Rick Welts of the Phoenix Suns, Eric Woolworth of the Miami Heat and Bernie Mullin of the Atlanta Hawks and Thrashers. All three are attentive listeners, consensus builders and enablers.
They solicit feedback as well as provide it. Thus their “buses” have little turnover, are filled with reliable performers and have a number of potential drivers for side trips along the route.
The three men are part of organizations that are nimble, that react quickly to changing marketing conditions. Everyone in the organization knows where he is going and how to make repairs and consider alternative routes in case of road hazards or detours.
3. Are the passengers enjoying the trip?
What type of collegiality and atmosphere is present on the bus? Do the passengers interact with one another, or are they isolated with their computers? Are there outings and celebrations? Does the organization instill a work-hard/play-hard culture?
There are a number of philosophies, such as Mike Veeck’s “Fun Is Good,” which address the philosophy of making the workplace a fun environment where people are comfortable and enjoy what they do.
In the sports industry, given our hours and schedules (remember, we work where others come to play), it really does need to be about fun and games.
4. Do the windows on the bus allow the passengers to enjoy their surroundings?
To fully appreciate where you are going, you must know where you have been and what you have accomplished. It is also important to identify what needs to transpire before goals can be realized.
Too often employees are consumed with simply “getting there” and fail to realize how far they have come. Managers need to provide an atmosphere in which employees are informed about the process as well as where the organization is headed.
The employees shouldn’t have to ask the typical passenger question “Are we there yet?” They should know because they all can read the map.
Knowledgeable employees are involved employees, and involved employees are inspired employees.
5. Are alternate routes considered?
Sometimes the fastest path might not be the best path. When planning a trip, consider that there are often points of interest off the most direct avenue.
Should you bypass them in order to arrive more quickly at your destination? Are you so focused on the road ahead that you forfeit opportunities you might have seized with a more detailed itinerary?
When mapping out the best route, managers need to rely on more than just themselves. Does the manager have a navigator (an adviser or mentor, within or outside the organization), an experienced and trusted traveler who can share his experience and offer direction?
When planning a journey, consider all of the possibilities. It could provide a trip with a variety of benefits and few unplanned road hazards.
6. When should I get off the bus?
There are a variety of reasons for leaving. You are not enjoying the trip. You have decided on a different destination. Other passengers are having a negative impact on your trip. Or perhaps you are ready to become a bus driver.
Knowing why and when to leave is essential. While there may be opportunities if a passenger elects to stay on the bus, there may be better trips ahead with more excitement and more rewards if the passenger elects to board another bus for a new destination.
To some, the comfort and safety of a familiar driver and the knowledge of where the bus is headed can be appealing. To others, it can be stifling, so they search for opportunities and adventures, depending on the desire for change and challenge.
In any event, it is always better to leave the bus on your own rather than to be asked to leave by the driver.
Good luck in your travels. Remember, there is always a seat on a bus for a talented individual. Just make sure that the seat you select is a comfortable fit for you and that you are excited about both the journey and the driver.
Bill Sutton (wsutton@bus.ucf.edu) is a professor at the DeVos Sport Business Management program at the University of Central Florida.
