02-19-2019, 03:49 PM
(02-19-2019, 03:24 PM)Phil in BG Wrote: “You always have in mind the people that are critical if you ever get an opportunity,” Taylor said. “Over the years you always have a list. It’s not always on paper, necessarily, but you always have an idea. Then when this process unfolds you quickly put five or six names at every position to start with. Never in a particular order. You’re painting a picture of what you want. As this process unfolds and I knew I was going to get this job, I started honing in on it. This person is a good complement to that person and that’s the way we’ve approached things.”
“That’s a big part of it,” Taylor said of coming into the interview process with an idea what his staff could look like. “And it wasn’t as much the people as it was the vision, I think, that we have for each role. The people may change over the course of the process, and it’s important I think to establish a vision for every position and what you’re looking for, how they’re going to influence the team, and then you find the right people that fit that vision.”
Well he certainly has a good grasp on gobbledygook coach speak.
"First thing you do is get 5 or 6 names. Then you figure out which person compliments the others. Then you dump the names of actual people and come up with an imaginary vision because the vision is more important than the names. Then you start looking for names again."
What could possibly go wrong with a plan like that?
