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15 Sports Quotes that Translate to Business

15 Sports Quotes that Translate to Business 1120 630 Sprockets

We have compiled 15 sports quotes from the world’s greatest competitors, leaders, and winners! Apply these words to your work and reap the benefits!

  • “You miss 100% of the shots you don’t take.” – Wayne Gretzky
  • “I’ve learned that something constructive comes from every defeat.” – Tom Landry
  • “Talent wins games, but teamwork and intelligence win championships.” – Michael Jordan
  • “The difference between the impossible and the possible lies in a person’s determination.” – Tommy Lasorda
  • “Mediocre people don’t like high achievers. High achievers don’t like mediocre people.” – Nick Saban
  • “Hard work beats talent when talent doesn’t work hard.” – Tim Notke
  • “The harder the battle, the sweeter the victory.” – Les Brown
  • “It’s not whether you get knocked down; it’s whether you get up.” – Vince Lombardi
  • “Nobody who ever gave his best regretted it.” – George Halas
  • “If you can believe it, the mind can achieve it.” – Ronnie Lott
  • “Without self-discipline, success is impossible, period.” – Lou Holtz
  • “Success is where preparation and opportunity meet.” – Bobby Unser
  • “It isn’t the mountains ahead to climb that wear you out; it’s the pebble in your shoe.” – Muhammad Ali
  • “I’ve learned that something constructive comes from every defeat.” –  Tom Landr
  • “Mediocre people don’t like high achievers. High achievers don’t like mediocre people.” – Nick Saban

There you have it, wise words from proven winners! Let us know which sports quotes motivate you!


Sprockets

Sprockets helps companies hire more top-performing people. Our assessment discovers the shared characteristics of your best people and sees that information to predict a new hire’s likelihood to succeed in a position before they’re hired. Plus, learn about Sprockets’ start in sports.

Sprockets decreases the number of screening interviews you conduct, allows you to conduct unlimited candidate assessments, and reduces turnover through increased employee engagement.

A woman and text reading "X-FACTOR"

Sprockets’ Start in Sports

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“We succeeded in building the best sports recruiting tool in the country. Now, it’s time to change the HR industry.”

Did you know that Sprockets started as a sports recruiting tool for professional sports teams? After watching a documentary about Tom Brady being selected 199th in the draft, our Founder researched hundreds of existing metrics that would explain how 32 NFL teams with all the resources in the world (salary cap $155 million per year) could pass on the greatest athlete of all time… 6 times. Five Super Bowls later, NFL scouts credit Brady’s success to nebulous and overused sports terms like “heart”, “grit”, and a “winner’s mentality”.

Using those phrases only contributes to the problem as they require subjective and biased opinion. If they were useful, the best players in the league would also be recruited and picked first.

The following 4 questions lived on our whiteboard for 10 months:

  • What makes an athlete great?

  • Why aren’t the most physically superior athletes the most successful?

  • Can we identify an athlete with the “x-factor”?

  • Can we identify which athletes will fail?

So, we went to work developing technology that could effectively measure an individual’s mental makeup, determine the shared characteristics of the best athletes in the world, and create predictive algorithms to help teams with prospecting.

In two short years, college and professional sports teams that used our software doubled (from 31% to 63%) their win percentage. The Denver Outlaws, as an example, just won the Major League Lacrosse Championship.

Bringing the Tech to Businesses

As we started to scale, we engaged with a few smart human resource departments at big companies. The results were better than expected. We always had confidence that the technology would work in sports, but the case studies in “the business world” far exceeded our wildest expectations.

  • Sprockets reduced the turnover of our customers.

  • The technology accurately predicted the success rate of 94% of the employees observed.

  • The Sprockets system cost 250X less than competitors in the space.

  • Every company that we worked with saw an increase in sales, employees, and engagement.

  • Sprockets helped companies that previously could not use assessment technology.

Previously, our total available market (TAM) was roughly 150 professional sports teams. If we transitioned our proven technology to help companies with hiring, the TAM would exceed 27,000,000 prospects.


Sprockets helps companies hire more top-performing people. We are able to decrease the number of screening interviews, allow you to conduct unlimited candidate assessments for only $99 per month, and reduce turnover through increased employee engagement.

Why NFL Teams Fail When Selecting Players

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Article Takeaways
  • Professional sports teams and corporations use similar methods for prospecting talent and player selection. Consequently, they both fail with huge financial consequences.

  • Traditional assessments and probing interviews do not effectively predict the probability that a prospect will succeed on their team.

  • An organization must look beyond ‘skills’ if they want to be successful.

Every year, 32 NFL teams have seven rounds to select the best 254 players in college football. Despite having overwhelming amounts of player data, coaching references, and game film, organizations with a $155 million annual salary-cap still struggle to draft the right players.

Similarly, companies in the United States spend billions of dollars per year on hiring with little success. 46% of all new hires fail. 31% fail in the first 30 days. The current hiring process is time-intensive, biased, expensive, and inefficient.

Misconceptions

There’s a misconception that the most physically gifted athletes will become the highest performing. Scouts religiously review the prospects’ 40 Yard Dash, Long Jump, Bench Press, and 60-yard shuttle. These metrics are easily captured but oftentimes overused. Tom Brady failed these tests in historic fashion in 2002. Because of this, he fell to the 199th pick in the draft. Eighteen years later he is now widely considered to be the greatest football player of all time.

80% of employee turnover is due to bad hiring decisions. When hiring managers select candidates solely on factors like education and skillsets, they are surrendering to a candidate’s self-reporting and ignoring how the candidate will ‘fit’ within their culture resulting in bad hires and future turnover.

What makes Tom Brady “the goat” is not his physicality. It’s his mental makeup. The way he thinks. The way he computes information. His wants, values. and personality.

The single most important factor to a candidate’s success is their mental makeup. If they do not have what it takes to flourish in your unique culture, they’ll likely either leave or become a bottom performer. When their core values, needs, and personality traits fit your corporate mission, they will become a positive contributor, love coming to work every day, and become more successful.

The next dynasty will belong to the team that can quantify and weaponize the “mental side of the game”.

Companies that quantify and weaponize “mental makeup” will experience less turnover, more engaged workforces, and better hires.

Tools for Assessing Prospects

Today, NFL teams do not use the proper tools to measure a prospect’s mental makeup and subsequently draft the wrong players. The most common and broadcasted way that an NFL team measures “between the ears” is the Wonderlic test. Although designed to help teams better understand the IQ of athletes, there doesn’t appear to be a correlation between an individual’s score and their performance in the NFL. Below are a few notable quarterbacks.

A chart with names of quarterbacks and their stats

Wonderlic does not officially release these results but they are routinely leaked and can be found here.

As seen in the chart, there is no correlation between an individual’s high Wonderlic score and the success as an NFL quarterback. A high score or a low score may be an indication into the quarterback’s IQ, but it does not provide any valuable information as to future performance or success.

Personality assessments today presume to know what it takes to be successful by reporting numerical scales and personality types. Although filled with psychological cookie-cutter paragraphs and graphs, the reports do not yield any predictive or tailored data to predict a candidate’s success within your organization. They overgeneralize position requirements and produce reports that all salespeople, as an example, share personality traits from company to company and industry to industry. What we know to a mathematical certainty is that every culture is different. Every job is different. Every position has different responsibilities with equally different pressures and success requirements. Does a used car salesman have the same mental makeup as someone who sells nonprofit software? No.

Current Interview and Assessment Questions

Every year, the top college prospects are invited to the NFL combine. This is oftentimes the first time NFL teams meet and interview prospects. Instead of administering predictive personality assessments, many scouts opt to spend their time asking unconventional questions.

  • Obum Gwacham was asked, “When did you lose your virginity?”

  • Austin Lane was asked, “Would you use a gun or knife to murder someone?”

  • Willie Beavers was asked, “Would you rather be a cat or dog?”

  • Dane Brugler reported that a prospect was asked, “Do you find your mother attractive?”

It’s difficult to gather useful information and data from questions like that. Many coaches may claim that the answers are telling of personality, but there is little to no scientific backing supporting said claims.

When not done properly, interviews can be misleading, biased, and time-consuming. 33% of hiring managers claim “they know” if they will hire someone within 90 seconds.

Hiring managers draw much of their conclusions before an interview begins. 26% of candidates get rejected because of a bad handshake. 33% because of bad posture. 38% because of lack of smiles. 55% because of “the way they walked through the door”. “70%” because of trendy clothes.

Companies like Google and Facebook ask notoriously strange questions, but there’s no data to suggest that any set of questions are indicators of success.

Simply put, current personality tests and probing interviews do not effectively measure the likelihood that a prospect will become an NFL star rendering them completely useless.

This is true for businesses as well. Current personality tests and probing interviews do not effectively measure the likelihood that a prospect will become a successful employee at your company rendering them completely useless.


At Sprockets, we help organizations recruit great people by determining the mental makeup of the highest performing people, discovering what they have in common, and using that as a benchmark for all future prospecting. We combine 80 years of scientific research with cutting edge artificial intelligence to provide assessments that predict performance and success. Although today we focus on helping companies, we got our start in sports.
Tom Brady

How Tom Brady Started Sprockets

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As Super Bowl LIII nears, Tom Brady (again) makes headlines. This time for willing his Patriots to another AFC Championship win and outdueling rising star Patrick Mahomes and the Chiefs. It took Brady a full 60 minutes plus, but he’s back in the Super Bowl for the 9th time in his career. That’s more appearances for Brady than any NFL franchise.

To be clear, All-Time Super Bowl Appearances:

Tom Brady: 9

Steelers: 8

Cowboys: 8

Broncos: 8

49ers: 6

Packers:5

Brady, like him or not, is clearly in a league of his own.

So How Did Tom Brady Inspire Sprockets?

Sprockets was started as a recruiting tool for professional sports teams!

After watching a documentary about Tom Brady being selected 199th in the draft, our Founder researched hundreds of existing metrics that would explain how 32 NFL teams with all the resources in the world (salary cap $155 million per year) could pass on the greatest athlete of all time… 6 times. Five (#6 pending) Super Bowls later, NFL scouts credit Brady’s success to nebulous and overused sports terms like “heart”, “grit”, and a “winner’s mentality”.

Using those phrases only contribute to the problem as they require subjective and biased opinion. If they were useful, the best players in the league would also be picked first.

So how did Tom, four-time Super Bowl MVP, Brady fall to the 6th round? With the right predictive data could someone have foreseen his dominance?

The following four questions lived on our whiteboard for 10 months:

  • What makes an athlete great?

  • Why aren’t the most physically superior athletes the most successful?

  • Can we identify an athlete with the “x-factor”?

  • Can we identify which athletes will fail?

So, we went to work developing technology that could effectively measure an individual’s mental makeup, determine the shared characteristics of the best athletes in the world, and create predictive algorithms to help teams with prospecting.

In two short years, college and professional sports teams that used our software doubled (from 31% to 63%) their win percentage. The Denver Outlaws, as an example, just won the Major League Lacrosse Championship. Congrats, team!

Sports-Selection Tool to Hiring?

As we started to scale, we engaged with a few really smart human resource professionals at big companies… and the results were better than expected. We always had confidence that the technology would work in sports, but the case studies in “the business world” far exceeded our wildest expectations.

  • Sprockets reduced the turnover of our customers.

  • Sprockets accurately predicted the success rate of 94% of the employees observed.

  • Sprockets cost 250X less than competitors in the space.

  • Every company that we worked with saw an increase in sales, employees, and engagement.

  • Sprockets helped companies that previously could not use assessment technology.

Whether you are searching for the next greatest QB of all time, a CEO, or a cashier, Sprockets provides you with all the data you need to build your best team.