 The competition for your spot on the roster is relentless. So, it’s up to you to
make sure that you get noticed by those who decide who is ON and who is OFF the roster.
So how do you get a coach, manager, or GM to realize, and remember, what you're doing now — and even more important for them to grasp what you're truly capable of???
One easy way for progressive professional baseball players to get more people to see their potential is to get and use a wingman. The term wingman comes from aviation in which a wingman (or wingmate) is a pilot who supports another in a potentially dangerous flying environment. Wingman was originally a term referring to the plane flying beside and slightly behind the lead plane in an aircraft formation.
So here’s how you can use a wingman in baseball to help others see your potential.
First, you must find a reliable wingman. No one likes players who go on and on about how great they are, so that is why you need a wingman. The job of your wingman is to have him do the bragging for you.
People don't like people who self-promote, so it's better to have someone else toot your horn. At this point in your career, you’re not going to hire a publicist, so an option is to find a like-minded teammate to serve as your wingman. You and he can then take turns promoting each other!
Then, at any time you and your teammate can make a point of mentioning each other's accomplishments or where your wingman excels. It may sound artificial or fake, but it doesn't have to be. Just consider it a chance to help your teammate shine — and let him reciprocate by returning the favor.
By finding and using a wingman to help spread the word about your unlimited potential as a baseball player, you can get noticed and move your career along more rapidly to the next level.
Source: How to Get Others to See Your Potential by D. Clark (HBR) May 2013
Never underestimate the power of a single conversation to strengthen your relationship with your manager.  Successful managers evaluate team members at every encounter and through every conversation. Knowing what your manager is looking and listening for is both a critical survival and success skill for all professional baseball players.
Top 10 Things the Manager Is Thinking About in Every Conversation with His Players:
1. Do I trust you to make good decisions?
2. Do I have confidence in you?
3. How confident are you in yourself?
4. Do you have important information that you're not sharing with me?
5. Does your actual performance match what you think your performance is?
6. Do you tackle problems with the big picture of our team’s goals in mind?
7. How strong are your problem solving skills during actual game situations?
8. Are you a positive influence in the clubhouse?
9. Have you actively sought out the advice or input of others to improve your performance?
10. What else can you do for our club?
When connecting with the manager, think about the questions above and make certain that you can go from the big picture to the details. Managers at all levels like "complete thinkers" who take every opportunity to solve even bigger problems for the teams. Above all, never underestimate the power of a single conversation to strengthen your relationship with your manager.
High potentials always deliver strong results, master new types of expertise, and recognize that behavior counts. But it’s their secret weapon—the four X-factors—that distinguishes them from the pack.
X-Factor No. 1 - Drive to Excel. High potentials aren’t just high achievers, they are driven to succeed. Good is never good enough. Outstanding is their standard. They also realize they may have to make sacrifices in their personal lives in order to advance in their professional lives. That doesn’t mean they aren’t true to their values, but they understand that their sheer ambition may lead them to make some tough decisions.
X-Factor No. 2 – Desire for Continual Learning. A lot of baseball players do learn continually, yet many lack a follow-up, results orientation to the learning. High potentials have the capacity to scan for new ideas, the intellectual capability to absorb them, and the common sense to translate the learning into productive actions supporting professional growth. They are never satisfied with what they know, and seek advice and mentoring from veteran players to continue to add to their knowledge base.
X-Factor No. 3 – Enterprising Spirit. High potentials are always searching for productive ways to blaze new paths. They take on all challenges and aren’t afraid of leaving their comfort zones to try something new. It might mean a risky move that involves learning an entirely new set of skills, or volunteering for a task that no one else wants to do. Given a high potential’s drive to succeed, you might think he’d be reluctant to take such risks, but high potential baseball players find that the advantages – the excitement and opportunity – outweigh the risks.
X-Factor No. 4 – Dynamic Sensors. High potentials have a well-tuned radar that puts a higher premium on quality results. They are alert to changes that need to be made, and make them. No hesitation here. They keep an ear and an eye open for anything that supports their drive to excel, their desire for continual learning, and their enterprising spirit.
In summary, getting on your team’s high-potential list is a significant growth opportunity. Are you ready for high-potential status? Is it what you really want? The rewards that come from obtaining it can be a career-changer. Remember, performance always counts; your behavior matters more and more as you grow, and be sure to utilize the four x-factors as your secret weapon.
Source: Are you a high potential? by Douglas A. Ready, Jay A. Conger, & Linda A. Hill, HBR, June 2010.
| Alto potencial siempre producirá resultados muy positivos, los tipos de maestros nuevos de especialización, y reconocer lo que cuenta el comportamiento. Pero es su arma secreta: el. Cuatro factores-X-que los distingue de la manada
X-Factor No. 1 - Unidad de Excel. Altos potenciales no son simplemente cumplidores de alto, están obligados a tener éxito. Bueno no es lo suficientemente bueno. Destaca su nivel. También se dan cuenta que pueden tener que hacer sacrificios en sus vidas personales a fin de avanzar en su vida profesional. Eso no quiere decir que no son fieles a sus valores, pero entienden que su pura ambición les puede llevar a tomar algunas decisiones difíciles.
X-Factor No. 2 - El deseo de aprendizaje continuo. Una gran cantidad de jugadores de béisbol se aprende continuamente, sin embargo, muchos carecen de un seguimiento, orientación a los resultados del aprendizaje. De alto potencial tienen la capacidad de buscar nuevas ideas, la capacidad intelectual para absorberlos, y el sentido común para traducir el aprendizaje en acciones productivas que apoyen el crecimiento profesional. Nunca están satisfechos con lo que saben, y buscar asesoramiento y tutoría de los jugadores veteranos a seguir para añadir a su base de conocimientos.
X-Factor No. 3 - Espíritu Emprendedor. Altos potenciales siempre están buscando formas productivas para arder nuevos caminos. Se toman en todos los desafíos y no tienen miedo de dejar a sus zonas de confort para probar algo nuevo. Podría significar un movimiento arriesgado que implica aprender un nuevo conjunto de habilidades, o ser voluntario para una tarea que nadie más quiere hacer. Teniendo en cuenta la unidad un alto potencial para tener éxito, se podría pensar que estaría renuente a tomar estos riesgos, pero los jugadores de béisbol potenciales encuentran que las ventajas, la emoción y la oportunidad - superan los riesgos.
X-Factor No. 4 - Sensores dinámicos. De alto potencial tienen un radar bien ajustado que pone una prima más alta en los resultados de calidad. Ellos están alertas a los cambios que se necesitan hacer, y hacerlas. Sin dudas aquí. Mantienen una oreja y un ojo abierto para cualquier cosa que se apoya su unidad de superación, su deseo de aprendizaje continuo, y su espíritu emprendedor.
En resumen, conseguir el alto potencial de la lista de su equipo es una importante oportunidad de crecimiento. ¿Estás listo para alto potencial de estado? ¿Es lo que realmente quieres? Las recompensas que vienen de su obtención puede ser una carrera del cambiador. Recuerde que el rendimiento siempre cuenta, su comportamiento es más importante y más a medida que crece, y asegúrese de utilizar los cuatro factores X como su arma secreta.
Fuente: ¿Es usted un alto potencial? por Douglas A. Ready, Jay A. Conger, y Linda A. Hill, Harvard Business Review, Junio de 2010. |
Are You a High Potential?
Managers, coaches, and scouts are wondering that about you. Do you: Consistently and significantly outperform your peers in a variety of settings and circumstances? Exhibit behaviors reflecting your organization’s culture and values? Show a strong capacity to grow and succeed throughout your career?
Gaining membership into the high potential group starts with three essential elements.
1. Deliver strong results with credibility. Making your numbers is important, but it isn’t enough. You’ll never get on a high-potential list if you don’t perform with distinction or if your results come at the expense of something else such as performance-enhancing substances. Everyone in your organization must have trust and confidence in you. This begins with you making good decisions.
2. Master new types of expertise. Early in your career, getting noticed is all about your mastering the technical expertise that your particular position requires. As you progress, you need to broaden that expertise in other areas where you’re not quite as strong. Ask your coach or mentor for specific areas you need to develop.
3. Recognize that behavior counts. Although your performance is what gets you noticed and promoted early in your career, your behavior is what keeps you on the radar as a high potential. For example, strong leadership behaviors such as mentoring a rookie teammate or volunteering for community outreach activities are noticed by others who can put your name on the high-potential list.
Okay. You’re doing everything right. You’re delivering value and early results. You’re mastering new areas of expertise. You model your team’s culture and values. You exude confidence and have earned the respect of others. Yet despite all your hard work, your name is still not on the high-potential list.
This can be frustrating, but not to worry. All you need to add are the four “x-factors” to tip the scales in your favor. We’ll cover those critical x-factors in our next newsletter, so check back in about two weeks. Until then, be sure that you work on the three essential elements listed above.
Source: Are you a high potential? by Douglas A. Ready, Jay A. Conger, & Linda A. Hill, HBR, June 2010.
| ¿Es Usted Un Alto Potencial?
Los gerentes, entrenadores y scouts que se está preguntando acerca de usted. ¿Tiene usted: Consistente y superan significativamente a sus compañeros en una variedad de entornos y circunstancias? Muestran comportamientos que reflejan la cultura de su organización y los valores? Mostrar una fuerte capacidad para crecer y tener éxito a lo largo de su carrera?
Ganar membresía en el grupo de alto potencial se inicia con tres elementos esenciales.
1. Entregar buenos resultados con credibilidad. Hacer que sus números es importante, pero no es suficiente. Nunca vas a conseguir en una lista de alto potencial, si no se realiza con distinción o si sus resultados se obtienen a expensas de algo distinto, como sustancias para mejorar el rendimiento. Cada uno en su organización debe tener la confianza y la confianza en ti. Esto comienza con usted para tomar buenas decisiones.
2. Maestros nuevos tipos de experiencia. Temprano en su carrera, hacerse notar es todo acerca de su dominio de los conocimientos técnicos que su posición en particular requiere. A medida que avance, es necesario ampliar esa experiencia en otras áreas en las que no eres tan fuerte. Pregúntele a su entrenador o mentor para las áreas específicas que usted necesita para desarrollarse.
3. Reconocer lo que cuenta el comportamiento. Aunque su rendimiento es lo que llamará su atención y promovido a principios de su carrera, su comportamiento es lo que mantiene en el radar como un alto potencial. Por ejemplo, los comportamientos de liderazgo fuertes, como mentor de un compañero de equipo, el novato o el voluntariado para actividades de alcance comunitario son percibidas por otras personas que puedan poner su nombre en la lista de alto potencial.
Muy bien. Estás haciendo las cosas bien. Estás entrega de valor y los primeros resultados. Usted es el dominio de nuevas áreas de especialización. Usted modelar la cultura de su equipo y los valores. Usted exuda confianza y se han ganado el respeto de los demás. Sin embargo, a pesar de todo su duro trabajo, su nombre todavía no está en la lista de alto potencial.
Esto puede ser frustrante, pero no te preocupes. Todo lo que necesitas para añadir son las cuatro "factores X" para inclinar la balanza a su favor. Vamos a cubrir los críticos factores X en nuestro próximo boletín, a fin de comprobar de nuevo en unas dos semanas. Hasta ese momento, asegúrese de que usted trabaja en los tres elementos esenciales mencionados anteriormente.
Fuente: ¿Es usted un alto potencial? por Douglas A. Ready, Jay A. Conger, y Linda A. Hill, HBR, Junio de 2010 |
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