The Seed Sower Coach

Learning New Tricks

“We’re doing twice the work we used to do and getting paid the same.”

“This new machine’s not as good as what we had before.”

Are these common refrains from your work environment? Although we’re all no doubt busy, I tend to find that the underlying issues have more to do with technological frustration and change more than most other factors.

Consider the first statement, which essentially addresses the “do more with less” argument. It is entirely true that nearly all of us are and are required to be more productive than we were 20 or even 10 years ago. Yet, look at the tools that are now at our disposal. Computer speeds are faster than ever. A single cell phone has more capability than the early computers that helped us land on the moon. Groceries and other goods are delivered to our doorsteps often within a day or even hours of ordering. Scientists developed an immunization for a threatening and sometimes deadly virus in less than a year, far exceeding our expected standards.

So yes, most of us are doing more than we used to do, yet with the aid of technology. If we are still where we were in 2001, we have simply not kept up.

Still, learning how to Zoom, text, or even email can be uncomfortable propositions for many. The reward for first tackling the challenge and then succeeding at it can be immensely rewarding.

In my work in college football, basketball, baseball, and softball for ESPN I provide statistical data and observations to the “on air” broadcasters during the course of a telecast. Basically the job description summary is to share information during an event that will enrich the production and allow the announcers to come across as even more informed and up to date than they already are.

Although sports has slowly made a return during Covid, the broadcasts are different. For one, there may or may not be fans in attendance. Further, the on air talent may not even be present, announcing from a room or basement in their home or some other venue. The same goes for me: out of the events I have been assigned and worked thus far in 2021 all have been from my home office in Florida.

I recall my very first remote production a few months back. Admittedly not as technically proficient as I would like to be, I was overwhelmed at how I was going to adapt, produce quality information, and communicate it effectively. From that experience, I developed a step-by-step formula that not only worked for me, but that I believe can apply to many of the challenges any of us face to make them seem not so intimidating. If I may share:

1. First of all be grateful that the powers that be have demonstrated the confidence in your abilities to entrust you with the responsibility. They may very well see or know some things that are not so readily apparent to you.

2. The long-time question and adage of “how do you eat an elephant?, “one bite at a time,” is very helpful. Break the project down into smaller increments.

3. Seek advice next from those who may have some experience with the same or a similar challenge.

4. Begin tackling the undertaking from the perspective of what you do know. For me that translates to studying game notes and statistics from a variety of websites and transferring that information into the format and tools with which I have most familiarity.

5. Next, tackle the technology options that are most comfortable. For me that is Zoom. In my instance it also meant acquiring two laptops to begin with—one for the live game broadcast and another in which to communicate notes specifically to on air talent.

6. A third laptop was then to be added to the equation in order to receive “live” or current statistical information.

7. Assure that internet connectivity is strong and that there is reliable back up, such as a cell phone “hot spot” in order to remedy a communications void.

8. Speaking of the cell phone, it plays a role in continuing to serve as a communication device, however, through an app that allows the ability to talk to the announcers and production truck, much like a headset at an on site event.

9. Finally take a deep breath, say a prayer, have a good show, and feel gratified that you did it.

Resourcefulness feels good. These sophisticated times of ours also provide a reminder that none of us are ever too old to learn new things. It is good for me to get a taste of obstacles similar to those I task to my coaching clients.

What is the new challenge that you’re going to take on?

The Seed Sower

Who Do You Want on Your Team?

September 14, 2022

My son, Kyle, is an aficionado and fan of Steve Harvey on the Family Feud. He posed the question to me recently of, “if I were to be selected to appear on the show, who would be the four other family members that I would select to join me?” From my competitive and at times harsh perspective, my response was it would be those relations that would lead to the best chances of winning. I also opined to Kyle that if it were my wife and his mother’s call she would focus more on not hurting anyone’s feelings. She’s a lot nicer than me.

We ran an exercise during basketball practices, the three-man weave. The objective was to pass the ball to a teammate and “cut” behind them, creating a “weave” up and down the court. If any of the three passed errantly, or dropped the ball, all would end up running laps as punishment. In the midst of the drill our coach would bellow, “watch who you get with,” adding “no matter how good you are, if you surround yourself with ‘mullets’ you will perform down to that level.” Years later, I’ve found no truer words to be spoken personally or professionally.

How do you go about deciding who to “get with?” Oftentimes in friendships and relationships that seems at least initially to be an organic process predicated upon commonalities such as similar interests, goals, and socioeconomic factors. Later as those connections deepen, a determination manifests as to whether the association flourishes. I am fortunate to have several “buddies” that I have been in community with me now for more than 50 years, with another now going on 55!

In Career Coaching, and especially during the job search process, the focus is on the job candidate. Does the cover letter and resume, create attraction? Are there others I know of and respect, that can attest to the character and ethic of the individual? Does the applicant’s work record reflect stability, integrity, and progression?

With those boxes checked, a process usually continues to where the person is invited for an actual job interview. Having interviewed literally thousands of people over the years, I became aware of not only the patterns and rhythm of applicants, but also some of my own biases. I’ve heard it said that an interviewer tendency is to reach an opinion on an individual within the first three to five minutes of the encounter. Cognizant of that inclination I would often find fascination with candidates who did not make the most favorable first impression, but rather 20 or 30 minutes into the interview would offer something profound or differentiate themselves from others. I ended up being drawn to those persons from the standpoint of attempting to build a team comprised of those that would offer diverse viewpoints and perspectives. As a result, I believe stronger work units were developed.

Leave no doubt, in my experience those who were most articulate and thoughtful during the interview were most often successful in their job pursuits.

Thoughtful… So often the emphasis during the interview process is predicated upon the questions the interviewer asks and the answers the applicants provide. Yet equally important, I believe, are the questions the applicant asks of the interviewer. They indicate not only preparation for the interview but demonstrate a genuine interest in the job itself and the people associated with it. In addition, they can be key to determining for the candidate whether the environment is a place where community and connection may be found.

What are some good questions?

· Tell me about yourself (to the interviewer).

· What do you enjoy most about working here?

· What does the organization value?

· What are the traits of those who are most successful in this environment?

· In what ways does this company contribute back to the community?

· What are the greatest challenges this organization faces in the short- to mid-term future? How is the company positioning itself to be up to those obstacles?

· If there were one thing that you were to see as an opportunity for improvement in the organization, what might that be?

By all means, have questions. I always found the least impressive interviews were ones where at the end I would ask, “what questions might you have?,” and the applicant would answer, “none.”

In my career coaching practice, it is notable the number of clients regretful of some of their work choices. More often than not, I find it was either a case of a “desperate” decision coupled with a failure to adequately vet the company.

Watch who you get with.

The Seed Sower

The Treasures of Botched Opportunties

Kirk McCarley, The Seed Sower Coach

Planting seeds of confidence . . .

Who Do You Want on Your Team?

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The Treasures of Botched Opportunties

Kirk McCarley, The Seed Sower Coach

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