Lessons from the Ballpark: Why Talent Development is Key in Media
During the early part of my career, I was fortunate enough to work as a minor-league baseball broadcaster for five years. Being around professional baseball players and witnessing their efforts to get to the next level was one of the most enjoyable experiences I’ve had in the media industry. I saw some exceptionally talented athletes during my travels, some of whom eventually made it to the major leagues and built successful careers.
The relevance of this experience to today’s world lies in the importance of talent development in baseball. Every year, various publications release their lists of top prospects. While some of these players make it to the major leagues, others do not. However, what is essential is that baseball is focused on finding and developing future talent. This is a part of the plan, and every team has a plan for finding the next great ballplayer who will make a positive impact on the team’s performance.
In the media industry, talent recruitment and development have never been more critical. Regardless of the medium, research shows that a high-profile personality can make a significant difference in terms of awareness and revenue generation. The challenge, however, is that the push to find new talent can sometimes take a back seat.
In baseball and other sports, most teams have a scouting department dedicated to finding the next great player who can make a difference. When a prospect is found, the scouts spend more time with that person and prepare data for senior management. This process is relentless and never-ending, and while most reviewed talent may not make it to the next level, finding that one standout can be a difference-maker. When the team starts winning more, ticket sales increase, and everyone wants a new jersey with the standout’s name.
Similarly, in broadcasting, one talented personality can make all the difference in generating consumption and revenue. The challenge is to have a talent development plan, followed by a coaching strategy to help the talent achieve the next level of experience. I have found that the best way to do this is for everyone on staff to be part of the scouting department, as potential talent can come from anywhere. There are those who do not even know how good they can be, and like baseball, it takes time to build relationships, trust, and potential.
Even when things are going well, a strategy for succession planning is crucial. Change happens when you least expect it. A high-profile personality may decide to move on to a new opportunity or retire. Therefore, it is essential to be ready for what may be the next big opportunity for your organization.
Baseball gets it right when it comes to building from a foundation of talent with the understanding that there is a lot of work that goes into finding and developing one talent. The right choice can change the attitude and fortunes of an organization in a short amount of time. Knowing what to look for and having a team-based approach to staff improvement that is consistent will improve the awareness needed to drive consumer engagement.
Once you find the next great talent, the work is just beginning. The best personalities have a thirst to get even better at what they do. Teaching, coaching, and feedback should be part of an ongoing process. Installing good habits in that talent will have an impact on other team members who will also want to learn. The great talent can eventually become part of the scouting department that is looking for new members of the team.
Key Takeaways:
- Talent development is essential in baseball and the media industry.
- The next big talent hire can be a significant difference maker.
- Everyone in the organization should consider themselves scouts, looking for the next big personality.
- The talent development process takes time and should be ongoing.
- Be prepared for the unexpected.
- One major personality can be the foundation for a media outlet.
- Coaching and feedback are critical in the long-term growth of all staff members.
