We lost.

We lost.

Big.

My daughter Bianca recently played her first basketball game.

The team’s point guard is their best player.

Bigger.

Faster.

Stronger.

But every play, she drove down the middle and took most of the shots herself.

This went on for the entire first half.

At half-time, the coach took the point guard aside.

“Involve your teammates.”

“You can’t do it all yourself.”

“Give your teammates opportunities.”

The second half was more of the same.

As a result, her team started standing around and watching her.

The other team knew what was coming.

They’d swarm the point guard and steal the ball.

We got crushed.

To be fair, it was the first game.

The concept wasn’t resonating yet.

It will with more experience.

But on the ride home, Bianca and I discussed the game.

Our chat sparked a question for me.

Was I taking too many of our company’s ‘shots’?

Was I spending enough time getting our team involved in the ‘plays’?

The approach worked when we had fewer clients and employees.

However, it won’t as we continue to grow.

Most recognize that training is one of a manager’s highest-leverage activities.

Yet few of us plan, implement, measure, or reward for training in a meaningful way.

That must change.

Great leaders create great leaders.

Great Leaders Create Great Leaders