What it takes to make a High Potential a "Player"! Words of wisdom from Arsene Wenger

The Impact of Motivation, Development, and Recruitment: Lessons from Arsène Wenger

Those who know me will know how much the football club I support (YNWA) means to me and how sports overalls became for me a perfect metaphor of self actualisation and development.

Motivation and development are in the same way essential aspects of success, both on and off the football pitch. In a YouTube video I recently watched, legendary football manager Arsène Wenger shared his insights on nurturing young talent and the psychology of motivation. His observations hold valuable lessons for businesses and organizations seeking to strike a balance between recruiting top talent and developing their own workforce.

STAMINA VS INTENSITY OF MOTIVATION!        

Wenger singles out that the major difference in development is between the stamina and intensity of motivation of young players.

Stamina refers to the ability to maintain motivation over a long period, whereas intensity represents the level of motivation at a given moment. To succeed in any field, individuals must have both stamina and intensity of motivation, but it's the stamina that is often the determining factor in success. High potentials with stamina are more likely to overcome obstacles and persevere, whereas those with only intense motivation may burn out quickly.

WHY GROWTH MINDSET AND HUMILITY IS KEY?        

Some high potential are great in their cognitive ability but totally lack humility and think often they are already there... This is the major development trap and to avoid is to acknowledge the learnings of the growth mindset as a key indicator of future success and potential. Raw intelligence will get you in the room but will not help you in most jobs (aside of research roles in science etc) to get you far nowadays.

DEVELOPING YOUR HIGH POTENTIALS!        

Wenger acknowledges the difficulty of developing high potentials into players at the academy level, where a staggering 67% drop out of football by the age of 21. To address this challenge, he emphasizes the importance of allowing young talents to make mistakes and learn from them. Playing a 21-year-old may cost points during a season, but Wenger believes that this is a necessary part of the development process.

Allowing young talents to make mistakes and standing up for them is the mark of a great coach. This approach can be translated to the business world, where leaders must be willing to take responsibility for their team's development and provide opportunities for growth, even if it means making short-term sacrifices.

HOW TO SPOT THESE YOUNG KEY TALENTS        

Young talents, or rising stars, are those who possess exceptional abilities, skills, and potential to excel in their respective fields. We very often already know when we see them as these individuals as they demonstrate a unique blend of cognitive ability, adaptability, and drive to learn that sets them apart from their peers.

HOW TO INTEGRATE A HIGH POTENTIAL DEVELOPMENT FRAMEWORK 
WITH YOUR SEARCH & RECRUITMENT APPROACH?        

As an executive recruiter myself with 20+ years learning the trade, you acknowledge the importance of bringing in the best talent from outside while also nurturing talent from within. It builds the culture and truly enables people to progress, find space for their personal career journeys.

Wenger's insights can be applied to both recruitment and internal development strategies. When recruiting, it's essential to identify candidates who possess both stamina and intensity of motivation, but especially do assess their stamina!

These individuals are more likely to succeed in the long run and contribute positively to the organization.

From an internal development perspective, allowing employees to take on new challenges and make mistakes can help them grow and realize their full potential. It's important to provide support and guidance, but also to give them the freedom to learn from their experiences. This process can help employees understand their developmental gaps and empower them to progress in their careers.

Key Takeaways

- While cognitive capabilities are really key, do focus more on stamina of motivation are both critical for success, but stamina often determines long-term achievement.

- Allowing young talents to make mistakes and learn from them is essential for their development.

- Striking a balance between recruiting top talent and nurturing internal talent is vital for organizational success.

- Create space for vertical mobility and that there are no glass ceilings created by those that are afraid of hiring better people than themselves!

- Take risks in people and do not give up on them when they may make mistakes in the beginning. We we not perfect as well when young!

- Encourage recruiters to include potential candidates in the process, helping them understand their developmental gaps while also demonstrating that they have a chance to progress. Whenever we had the chance to speak and benchmark internal talent and engage with the organization, the feedback had been great as internal candidates felt that hiring became a more objective decision and not done by company politics...some also succeeded to be nominated by us..

I hope by understanding and to agree applying these lessons to your own firm's recruitment and development approach, you can cultivate a winning approach to talent management that benefits both your organizational culture and the individuals who work within it.

Marc Baloch

Founder, Resonance Asia