I’m re-watching the NBA documentary, The Last Dance, on Netflix. The mini series follows the 1997-98 Chicago Bulls’ run for their 6th NBA Championship. Watching the series the first time around, I was all wrapped up in the interviews and archival footage of basketball greats like Michael Jordan, Scottie Pippen, Dennis Rodman, and Steve Kerr. The showmanship, the drama, the adrenaline; I found it all there in abundance, and it is spectacular!

The second time around, I couldn’t help but note that there are also some interesting overlaps between what we (undoubtedly) experience in the corporate world and what happened within the Chicago Bulls back in 1997-98. Here are three overlaps that I thought to share with my LinkedIn peers. How many of these would you agree are relatable?

1. Undervalued High Performer? Early in the documentary, we learn about Scottie Pippen’s discontent because he was underpaid. Pippen was amongst the top performers in the Chicago Bulls’ line up–including stats like 1st in assists and steals–but was ranked 6th amongst his teammates on salary. He was also amongst the lower paid players in the NBA, even though he had contributed to all the championship trophies that the Bulls had won until that point.

Whether we work for a living or whether playing is our work, we do it as much for the monetary incentive as for anything else. Can an employee really feel valued if they are told that they are invaluable but are paid less than their peers for the same–or even better–work output?

“Why am I getting paid less than my peers?”

“Because they have more experience than you.”

“But we’re doing the same work!”

“Yes, but…the experience!”

Sure, salary negotiations are part and parcel of corporate life, but I believe that when an employee finds themselves having to negotiate a little too hard for what they obviously deserve…well, that’s a sure fire way to lose talent.

2. The Individual or the Corporation? One of the key characters featured prominently in the Last Dance is then General Manager of the Chicago Bulls, Jerry Krause. The series paints a compelling picture of the animosity that existed between the top players of the Bulls and the team manager. A lot of that animosity was related to various managerial decisions that Krause made at different times in his tenure. Some of these decisions did not sit well with the star players, but–as it turned out–were great for the team. One archival footage shows the Bulls celebrating their second championship trophy in the locker room. Amidst the celebrations, drenched in champagne–the footage shows Jerry Krause saying to a reporter, “the team is a great team, but the organization is one of the all time greats, if not the greatest.”

Krause’s comment raises the question: what makes a great organization?

During the course of our careers, we all have met the ‘star performers’. The ones with the indomitable spirt, the unending drive, the sheer will power to get things done, the outstanding creativity… thetalent. The stars seemingly control an organization’s destiny. It’s not easy being a star performer. You’re expected to always deliver and often times under immense pressure.

But it’s also not easy being on the opposite side: business management. You’re required to make tough calls; calls that may not sit well with your team. You’re expected to have vision, and then convince your headstrong star performers to fall in line with your vision. It’s a tough job, but someone’s got to do it!

In my opinion, successful organizations are the ones that pull together regardless of petty differences and individual bruised egos. Great things can be achieved when individuals, teams, functions, and, hence, the organization learn to move in unison. I suppose, when this happens, the whole does become greater than the sum of its parts.

3. Recruitment: would you bet your money on a Dennis Rodman? One of the most colourful characters that played for the Chicago Bulls was Dennis Rodman. According to the Last Dance, Rodman’s recruitment to the Bulls was somewhat controversial because of his off-court histrionics and the fact that prior to his recruitment he played for a team that was the most bitter rival of the Bulls! Rodman is one of the NBA greats and was part of three of the Chicago Bulls’ six championship victories.

Recruitment plays such a key role in building a great team. Finding the right talent that stays and works is as much a matter of trial and error as it is gut instinct and knowing exactly what you’re looking for. The Bulls’ management (including Jerry Krause) tried many different combinations of players over the years before they found that magic combination of Jordan-Pippen-Rodman (and Kerr) that won them the last three championships.

Some of the best organizations I’ve worked with are memorable because of the people I encountered there. People who made it fun to work late hours on challenging projects from demanding clients. The ‘wild cards’ who had a knack for pulling out brilliant ideas from their hat. The manager who could deftly handle the balance between playing the role of a team leader, mentor, and friend. A corporate environment that taught, nurtured, and helped the individual to grow through meaningful experiences that outlasted their tenures. Recruitment in the corporate world doesn’t necessarily follow the same processes as talent scouting in professional athletics, but when it all comes together the outcome is generally the same…a team that knows how to keep winning.