Keeping your workforce engaged is critical to high performance organizations. A key to this is understanding how to position your employees for success.

1. Positioning vs Position
GCATD
October 6, 2017

2. Bio – Darrin Murriner

3. Position Examples

4. Positioning Examples
Plays:
1. 100 base plays
2. 5-6 Variations for
routes / reads (500)
3. 12+ Defensive
schemes (6,000)

5. Positioning Requires Context
Positioning requires an understanding of the context our
people work well in:
• Score (winning or losing, by how much?)
• Point in the game (Q1 or Q4)
• Down & distance (4th & 1 or 1st & 10)
• Play sequence (5th running play in a row?)
• Defense’s ability to stop the run (32nd in the
league or 1st?)

6. Traditional Career Path
(Position Focus)

7. How Positioning is Changing
“Instead of wanting to switch jobs between companies, Gen Z appears
interested in switching roles within companies.”
~Ryan Jenkins, author of The Millennial Manual

8. Position Focus Positioning
Focus
No Context Search for
Exceptional
Talent
Context Nurturing the
Environment
Positioning & Talent Development

9. The “Exceptional Talent” Myth

10. Carmelo Anthony Example
Season Team / W-L Record Scoring Average
06-07 Den / 45-37 22.8
07-08 Den / 50-32 28.2
08-09 Den / 54-28 25.2
09-10 Knicks / 29-53 26.3
10-11 Knicks / 42-40 25.6
11-12 Knicks / 36-46 22.6
12-13 Knicks / 54-28* 28.7
13-14 Knicks / 37-45 27.4
14-15 Knicks / 17-65 24.2
15-16 Knicks / 32-50 21.8
16-17 Knicks / 31-51 22.4

11. Exceptional talent can fail when we don’t position
them correctly
Anyone can be an exceptional talent if positioned
correctly for success
The “Exceptional Talent” Myth

12. Context Exercise
Go to cloverleaf.me/live
1. 2.

13. Positioning Requires Context
We need a framework to evaluate context to determine
how to position our people for success:
• Growth expectations
• Manager relationship
• Team dynamics
• Strengths / skillset
• Clear understanding of goals
• Work environment

14. Conflict /
Agreement
Skill
Inventory
Work
Styles
Team
Roles
Strengths

15. Non-technology approaches
• Growth expectations – hiring practices, interview questions
• Manager relationship – 1:1’s, tailored approaches
• Team dynamics – work environment, regular group
meetings (with purpose)
• Strengths – assign more work that energizes
• Clear understanding of goals – personal goals are
often more powerful than professional goals
• Work environment – budgets for workspace
enhancements

16. Peter’s Example

17. www.cloverleaf.me
darrin@cloverleaf.me