Emperors made a lot of permanent substitutions using conscripted followers while conquering foreign lands. When more resources were needed, they’d just breach the borders of their neighbors and add to their working capital.

However, modern managers like Bill Bellichek, confined to headcount requirements and salary caps, have developed depth on their bench by hiring people with inherent leadership and performance qualities. He does it without increasing headcount. The Patriots are very adept at cross training players, using a linebacker to scores touchdowns, and a receiver to play defense. This cross training approach doubles the value of the players, the team and the franchise.

Another bench strength strategy the Patriots employ is to build depth at every position. The result of these strategies in Bellichek’s world of interchangeable parts has produced a team-first culture with an explosive offense and ironclad defense against the bravest of invading hordes.

My Request: When you finish reading this article is to take three minutes and jot down all your direct reports names and their primary area of responsibility (e.g. finance, operations, customer service, legal compliance, etc.). Ask yourself: if I lost any one of them what would I do? Who would fill the position? What if I lost more than one?

Who on your team, or in the ranks, can step in, or step up? Does your organization look like a collection of fiefdoms, or one that communicates broadly and cross-trains strategically? Do you have a leadership-training program in place that cultivates successors with multi-disciplinary skills?

Now, jot down just the positions and build a dream team from the people you have and those you want. Think about building your bench-strength in terms of where you expect your company to be in two to four years - when there is new technology, new competitors or new markets.

Do you have the leadership on hand to expand your operations, develop new products or acquire key competitors? Is your management group just adequate, or are they truly world-class? Have you thought about succession planning? Do you or your board have a vision, and is the right team on the field to deliver dynastic results?

Leadership Assessment

Imagine the Patriots’ recruiting reports and what the scouts are looking for – speed, agility, attitude, body-mass, and conditioning. What do they look for in their coaching staff? They recruit strategic thinkers, collaborators, and disciplined opportunistic and inquisitive individuals. They have leadership qualities as well as the skill sets to design and execute a plan.

Now think about your own objectives and determine what qualities your scouts should be looking for as they recruit from within, or at colleges, grad schools and industry conferences. Do you know where you’re going as a company and as a functional area, and the qualities and skill sets that will get you there?

If you need help designing criteria for building bench strength, that’s part of what we do at Vision Quest Consulting. We help leaders in corporations strategically build bench strength, increase their collaboration with cross functional and intra functional leadership teams, enhance leadership execution, and create an environment of effective communication.

So, while the example of world-championship performance holds its luster, seize the moment to determine not just how you will define success but the qualities you need to build in your organization in order to be a “dynasty” in your own industry.

Leadership Coaching Newsletter is written and produced by Wendy Capland. If you have any questions or comments, please send them to: wcapland@visionquestconsulting.com. We'd love to hear from you.

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Copyright Wendy Capland 2000, 2001, 2002, 2003, 2004, 2005. All rights reserved.