career

How Academic & Professional Partnerships Work: Baylor S3 Pro Day

kirk_wakefield 2016, Lead, Learn, Networking, The S3 Program , , , , , , , , , , , , , , ,
How Academic & Professional Partnerships Work: Baylor S3 Pro Day
by Kirk Wakefield – November 2016

If we, will you?

In 2003, the Baylor Sports Sponsorship & Sales (S3) program began the day we walked into the San Antonio Spurs offices and asked Russ Bookbinder, “If we did this, would you help?”

Darryl Lehnus and I then set out to every other team in Texas asking the same question, getting feedback, making adjustments and gaining support to launch the program in 2004 with the first graduating class in 2006. Students will get a kick out of watching the original S3 promo video. The keys, then and now, to make academic and professional partnerships work are simple:

Steps to Build Partnerships Ask/Offer
Identify the unique need. What is your biggest need?
Identify competition. How is this need addressed now?
Ask for commitment. If we, will you?
Ask for referrals. Who else might be interested?
Develop relationships. How can we improve?

We keep asking these questions to maintain position and relevance. In the beginning, and in adding the CRM & Analytics track (2011) to the major, we did not accept more students than industry commitments to help with placement.

Today, with over 210 S3 Alumni, many reaching management and executive levels, our vision is the same: to instill integrity in the business of sports & entertainment. Integrity starts with delivering on what we promise to students and employers. And listening. And learning. A lot.

Listen. Learn. Launch.

Board members began asking for more recruits. Board members moved to new teams, which usually means adding another team to the board. We saw the opportunity to grow, but at the same time maintain Baylor’s goal to keep classes under 20 students. So, in the past three years, the number of qualified students admitted to the S3 major doubled from the original 19 to 38 as we increased the number of sections for each class. We launch a new Sports Sales Management course Spring 2017, with board member Bill Glenn, leading the class. More changes are in the works for the CRM & Analytics graduate program, as we launch a global partnership in the United Kingdom.

For the first 12 years (2004-2016), recruitment was combined with the S3 Board Meeting. The S3 Pro Day was launched based on feedback from board members Alan Aldwell (Pittsburgh Pirates) and Rob Erwin (Dallas Mavericks), among others. After asking others for input, with the support of Patrick Ryan & Eventellect, we launched the first ever S3 event dedicated entirely to recruitment. We moved the S3 Board Meeting to a different date (January 17-18, click here for more information), focused on best practices and developing mentor relationships for career-long impact. We will keep listening and learning.

In the process, we also developed an interview scorecard to help both students and recruiters focus on the values and skills important to us. Feel free to edit and adjust for your own use in developing or recruiting talent. Click here to review and download.

Eventellect S3 Pro Day in Pictures

Thanks to the recruiters from the teams, companies, and leagues that participated in the Eventellect S3 Pro Day!

pro-day-attendees

Here are the S3 Senior Pro Days in pictures.

Night at Vitek’s

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Ticket Sales Interviews

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 Partnerships and CRM & Analytics Interviews

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How a Team’s Values Can Shape Lives

kirk_wakefield 2016, Integrity, Lead, Learn, Personal Development, Work ethic , , , , , , , ,
How a Team’s Values Can Shape Lives
by Joey Harvey – April 2016

HOW THE SPURS’ VALUES SHAPED MY CAREER LIFE

Spurs Sports & Entertainment operates its business on a daily basis under the umbrella of three primary values: integrity, success, and caring. The aim is to make every decision while upholding each value. These three values have led to growth not only in my career, but my personal life.

Start with integrity

It begins with integrity. Spurs head coach Gregg Popovich has said multiple times that he looks to bring in players and coaches that are “over themselves.” That is, people who are able to put aside their own egos and realize the betterment of the team is the most important.

On the business side, the people that stick around and build good careers do so while doing things the right way. Treating coworkers with respect, avoiding office drama, rumors, and politics, and focusing on being the best person at your job are the simplest ways to uphold your integrity and build a name for yourself.

Add attitude & effort to get results

The order or formula of what leads to success was taught to me as: Attitude + Effort = Results. When you combine a positive attitude with maximum effort, the results will come. Effort isn’t all about repetition, but it’s about repeating (or practicing) the right way. It’s not about making 100 phone calls a day, but rather perfecting your technique on those calls and using each one as an opportunity to make yourself better.

The right attitude and effort leads to success. You can be the nicest person in the world and have the highest level of integrity, but if you don’t effectively do the job you’re hired to do, there is no place for you with the company. We are a business, after all.

Ticket sales is much like a sport. Regardless of success rate or revenue you’ve brought in, the landscape constantly moves forward. You have to adjust. If you don’t adapt and think ahead about what’s next, you’ll fall behind. Always be open to sharpening your skills and learning more. Take something from each trainer or manager you come across and figure out how it could apply to your own approach. Never stop learning and striving to become better. The more open you are to being coached, the more success you will have.

Give a care

Most importantly, to me, is caring. When I approached a few of my managers to discuss some personal issues that might cause me to miss some time at work, the response was “We love you man, and we are here to support you.” Do you know how powerful that is to hear? You don’t find that level of care at just any company.

We don’t try to force caring; it’s just who you are. I sat in on a session led by Spurs General Manager RC Buford a few years ago. He said it simply: “A company’s culture is developed by the kind of people you bring in.” When the right people are brought in, the culture essentially develops itself.

My closest friends now are current coworkers or have worked for the Spurs in the past. I’m in a wedding in June between two former Spurs coworkers. The groom’s bachelor party? Mostly members of our 2010 inside sales class. Many of them live in different states now across the country. When you have a culture that treats employees like family, it allows you to invest in each other as people, develop lasting relationships, and create a network of support that only translates into more cohesiveness in the workplace.

I can’t help but believe that the values of integrity, success and caring have led to so much success for the Spurs on the basketball court. I can say with certainty it’s what’s led to my personal success in the business office.

 

8 Tips to Getting Promoted in the Sports Industry

kirk_wakefield 2015, Careers, Lead, Learn, Personal Development, S3, Work ethic , , , , , , , 0 Comment
8 Tips to Getting Promoted in the Sports Industry
by Rocky Harris – October 2015

Managing expectations

I get asked all the time what it takes to get promoted in the sports industry. Over the last 15 years the industry has encountered rapid growth, which has provided more professional opportunities and raised expectations for getting promoted faster.

When I got my first full-time job with the San Francisco 49ers, I felt lucky to have an entry-level position. It was highly competitive. No one seemed to get promoted or leave for other jobs. Upward mobility was more aspirational than realistic. Today, people enter the industry expecting to become athletics director, president or general manager by the time they are 30. Somewhere along the way, we stopped worrying about excelling at our current jobs and only focused on reaching the next step.

How to advance in 8 easy steps

Instead of trying to reverse the course of the industry, I have some direction for those looking to advance their careers.

  1. nickbakerExcel at your current job: Many people think all they have to do to get promoted is meet the minimum expectations for their current positions. I always tell my staff that the first step is to excel at what you were hired to accomplish. AEG Senior Vice President Nick Baker, who started at AEG as an intern and worked his way up, explained: “You have to have proven excellence in your current role before you can be considered for additional responsibilities and opportunities.”
  2. Impact other departments: Once you effectively manage all current responsibilities, the next step is to positively impact and contribute to other departments. It shows you are a team player. Other leaders within the organization will notice your contribution in helping them reach their goals.
  3. Focus on solving organizational objectives: I was told early in my career to solve the problems of the most senior decision-maker in the department (president, athletics director, owner, etc.). After perfecting the job you are hired to do and helping other departments reach their goals, spend your spare time figuring out ways to solve organizational problems. Delivering a solution to an issue that keeps the team owner up at night will help you get noticed and promoted.
  4. Know your strengths and weaknesses: Focus on using your strengths to deliver short-term results. Develop and display a skill set relevant to the objectives of the organization. Example: If your boss is a luddite, and you are tech-savvy, your technology skills can deliver value to the organization that no one else can that sets you apart.
  5. Dress for the job you want, not the one you have: One employee asked for a promotion because he felt he was ready to take on a more senior role. I told my boss about his desire for advancement and we were considering it. The next day, the employee walked in to the office with tennis shoes and his shirt un-tucked. My boss said he refused to promote him, regardless of the work he produces, until he learns professionalism.
  6. Find mentors: I wouldn’t be where I am without the help of others. It is critical to your professional development. Mentors can help you develop your personal plan and provide much-needed guidance.
  7. Build relationships: Have a positive attitude. Be the kind of person people want to work with. Leaders can easily identify divisive people. Dividers will not be promoted regardless of the results they drive.
  8. stevewebbBe open to change: Executive Director of Compliance at Arizona State University, Steve Webb, has lived in four different states to pursue his goals in the sports industry. Webb said, “In the sports industry, you have to be willing to change jobs, move and take on new roles in order to grow. The more flexible you are, the more likely you will move up the ladder quicker.”

 

These steps do not guarantee you will fast-track to the top of an organization. But, if that is your goal, these pointers will give you the best chance to reach your career goals.

Cover photo courtesy of Pascal.

 

Eric Sudol’s 3 Lessons From a Career in Sports Sales

kirk_wakefield 2015, Luxury Suites & Premium Tickets, S3 Spotlight, Sell, Sponsorships , , , , , , , 0 Comment
Eric Sudol’s 3 Lessons From a Career in Sports Sales
by Brooks Byers – April 2015

S3 Board Member Spotlight: Eric Sudol, Dallas Cowboys

Eric Sudol, the Dallas Cowboys’ Senior Director of Corporate Partnership Sales & Service, has worked for the Cowboys organization for eight seasons. Mr. Sudol completed his undergraduate work at Cornell College, before earning joint masters degrees from Ohio University in Business Administration (MBA) and Sports Administration.  After starting his career in corporate partnership sales for the Memphis Grizzlies, Mr. Sudol came to Dallas intrigued by the opportunity to sell suites for the new AT&T Stadium in 2007.  Since joining the Cowboys, he has been promoted five times, moving from suite sales to Manager of Premium Sales, Director of Sales, Director of Sponsorship Sales, to his current position as Senior Director.  As a member of the Baylor S3 Advisory Board, he enjoys sharing his experience and advice with students.   Some of his key takeaways from his years in Memphis and Dallas include:

1.       Discipline is the key to sales.

  “The job is daunting. If you bat .300, then you’re in the Sales Hall of Fame,” says Mr. Sudol.  “It’s tough to do this job if you’re not very disciplined in your approach.”

2.       Sales and business acumen go hand-in-hand.

“You can’t go wrong with a first job in sales; if you want to be a leader in your company, then you have to understand what it takes to make money.”  Mr. Sudol came to Dallas to learn a different aspect of his industry.  He believes that his experience selling suites made him a better leader and manager because all areas of revenue generation are important and related.

3.      Selling sponsorships lends itself to creativity.

“You can allow your entrepreneurial spirit to run in sponsorship.  We’re always looking to innovate and create new ways to generate revenue.  We want to be at the forefront and look to invent the next sponsorship category,” says Mr. Sudol.

Mr. Sudol is proud to be a part of the S3 program because its curriculum recognizes the importance of sales as an entry point to the sports industry and gives students hands-on experience in call centers to prepare them to excel in their careers.

Just trust me

kirk_wakefield 2013, Integrity, Lead , , , , , , , , , , 0 Comment
Just trust me
by Lolly Daskal – May 2013

Imagine

Imagine telling someone: “I’m going to be taking you on a long, dangerous, and difficult trip. There will be times you are likely to be very uncomfortable, and there may be terrible storms. I’m not going to tell you where we are going, why we are going, when we are going, or how we will get there. Just TRUST ME.”

How do you think that would make anyone feel?

When a leader implements organizational change – when a boss makes major decisions affecting employees – it doesn’t work to say “just trust me.”

Like frightened children, people will come up with all kinds of reasons to resist and refuse why they do not want to come along on the trip – even if it’s a good one![dropshadowbox align=”right” effect=”lifted-both” width=”250px” height=”” background_color=”#ffffff” border_width=”1″ border_color=”#dddddd” ]

The CMO’s View

Sales managers develop trust based on this basic formula:

Trust = Rapport X Credibility
Risk

Alan See
Alan See

The manager, or anyone in a relationship, does things to develop and build rapport and credibility, while also doing things to reduce perceived risks for the other. The relationship won’t move forward without trust. [/dropshadowbox]

Most of us do not want to take trips into the unknown and without a destination.

Telling people “just trust me” is naiveté at its worst.

It shows an enormous amount of disrespect, sometimes dishonesty, and maybe just delusional!

In the sports business today, trust has to be earned. In leadership today, trust has to be gained.

What is trust?

  1. Trust is  being congruent. Match your words with your actions; what you say you will do you do.  Being trusted is being dependable.
  2. Trust is embracing transparency. When it comes to trust, the more you reveal the more you can see. When trust is transparent it can be embraced.
  3. Trust is  honoring promises. Keep what you promised. Better yet, go the extra mile and deliver more than you promised.
  4. Trust is a two-way street. To make someone trustworthy, you need to trust them first. The best way to find out if you can trust somebody is to trust them.
  5. Trust is risk. Trust lies between faith and probability. To risk is to put yourself out of your comfort zone. Take the risk and have the faith and trust to pull you through.
  6. Trust is a relationship. Trust begins with the self in relationship with another.  Trust others as you would wish to be trusted.
  7. Trust is the glue helping us stick through organizational change. Trust is foundational to holding us together.

[dropshadowbox align=”center” effect=”lifted-both” width=”450px” height=”” background_color=”#ffffff” border_width=”1″ border_color=”#dddddd” ] How am I going to lead today? 

  • Trust my people so they can engage and be part of the change.
  • Trust my people so they can enroll and add value to the change.
  • Trust my people so they can embrace and understand and respect the change.[/dropshadowbox]

Lead from within: Any leader who says “just trust me”  expecting loyalty will get a group of employees resenting the journey instead of enjoying the adventure.

Trust  grasps others on your team at their innermost core of loyalty.

What does your Twitter and LinkedIn say about your personal brand?

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What does your Twitter and LinkedIn say about your personal brand?
by Ken Troupe – March 2013

Last month we talked about the importance of laying the foundation for your personal brand.  Now let’s turn to the tools of the trade to communicate your personal brand online.

Twitter

[dropshadowbox align=”right” effect=”lifted-both” width=”250px” height=”” background_color=”#ffffff” border_width=”1″ border_color=”#dddddd” ]Twitter allows for another channel of communication with your customers outside phone calls, email, direct mail, or face-to-face meetings.Secondly, it gives the opportunity to build your personal brand by

Brandon Steffek
Brandon Steffek

sharing relevant and exclusive content others normally would not have access to.[/dropshadowbox]If you are not on Twitter, start today. Why? Because Twitter is the greatest customer service tool since the hand shake.  A few rules and tips:

Rule #1. Twitter is a business tool.   Twitter is not a place for you to give life updates on your kids, friends, and hot sports opinions…….leave that kind of stuff on Facebook (more on that later).

Rule #2. Don’t Tweet original content.  At first you have no voice.  You need to develop followers. How?

  • Get started by following people that do have something to say and start to retweet them.
  • Find interesting articles relevant to your job or sports business niche and retweet them.
  • Take part in sports business Twitter chats like #social4tixsales, #sbchat, #sportsprchat, among others.

Within these Twitter chats you can begin to develop your voice by taking part in the conversation.  You are answering questions and engaging one-on-one with other sports industry pros.  Too many treat Twitter as a monologue instead of a dialogue. There is a difference.

  • Commit to being active on Twitter.  Nothing kills your personal brand faster than a Twitter account with zero activity.

LinkedIn

[dropshadowbox align=”right” effect=”lifted-both” width=”250px” height=”” background_color=”#ffffff” border_width=”1″ border_color=”#dddddd” ]

Trent Nielsen
Trent Nielsen

When I look at a Twitter or LinkedIn page for someone in the sports industry, I may have a desire to learn more about their reach. However I’m also using the page as a window into their professional conduct. If you’re looking at a page that isn’t completely built out, has basic grammatical errors or even immature content, it’s typically a direct reflection of how that person goes about day-to-day life. I gravitate towards those who take their social media branding as seriously as their resumes and direct interpersonal communication.[/dropshadowbox]LinkedIn may be the number one social media site for learning how to do your job better and proving to others you know what you are doing. LinkedIn is so big we could do an all-day seminar, but I’ll hit the highlights.

Your profile

If someone Googles your name, your LinkedIn profile shows up near the top. What does your profile say about you?

  1. Is it complete?
  2. A complete summary section?
  3. List all your past jobs and a little detail of what you did?
  4. Are you using the “skills and expertise” section?
  5. Any recommendations?
  6. Updated contact information?
  7. A professional looking photo?

Groups

With your profile ready, head to the “Groups” section. Join industry specific groups like “Ticket Sales Best Practices,” “Ticket Sales & Technology,” or “Sports Marketing 2.0,” among others.  Within these groups you start to build your brand.

Watch the conversations and start to take part.   Avoid offering wild or opinionated comments at first.  Keep early interaction pretty vanilla. Once you have a little “street cred,” spread your wings to engage and offer divergent opinions.

Career Insight

LinkedIn is a great place to seek advice from people with a job you’d like to have one day.  Ask their advice. You will be surprised how open some sports industry vets are if you just ask.

Facebook

Here’s the thing about our old social media friend Facebook: Facebook is great. A great place to stay in touch with friends and family. To read and comments on all those cute kids’ photos, updates on meals, and whatever else in on their minds. I love it. But, I really don’t think it is essential part of building your “professional” personal brand.

Facebook is, however, a place to quickly undo all your personal branding efforts.

My advice? Especially for young people entering or wanting to enter this business? Keep it clean and simple.  No need posting photos drunk at parties or posts using bad language.  Good rule of thumb: If your mom would not approve, odds are other adults won’t either. And these other adults are hiring managers or work in human resources.

Start Now!

Developing your personal brand means so much more. But if you take just one thing away from this:

Your Personal Brand is Important!

Start developing yours today.