Press Room

Corporate Leadership - Should Brett Favre Be Your Company's CEO?

Posted on September 14, 2009

A recent conversation about Brett Favre joining the Vikings led me to consider the implications of corporate leadership and a company hiring a CEO superstar, such as Brett Favre. I was debating with a friend in the private equity business whether we would make the decision to sign Favre if we owned the Minnesota Vikings. As a retained executive recruiter, this discussion led me to consider whether I would recommend a Brett Favre CEO to a client.

Brett Favre recently changed his mind about retirement (for the second time) and signed with his former rival, the Minnesota Vikings, sparking mixed emotions among NFL fans. Whether you like him or not, the 39-year-old legendary quarterback has had a Hall of Fame career. The Vikings have signed him to a two-year, $25 million contract in order to upgrade the QB position, bring corporate leadership to the team and deliver a Super Bowl victory to the Viking's.

Critics and fans have responded with fervor. Despite the media circus surrounding the news, the August 21st edition of USA Today reported that fans have purchased more than 4,000 season tickets, 14,000 individual game tickets and 4,000 Favre jerseys within 72 hours of his signing. However, critics have questioned Favre's abilities given his injuries; others question whether he wanted to play this season, but didn't want to attend training camp. Still others are critical of Favre, and that his retirement flip-flops have become tiresome.

From the perspective of a retained executive recruiter focused on corporate leadership, the drama of hiring of Favre creates an interesting discussion about corporate leadership decisions within a company. Let's explore the benefits that a Brett Favre can bring to corporate leadership.

Accelerate Growth:

Let's assume a client's company is similar to the Viking's organization in regard to their 2008 performance. They maintained their performance - at times on the verge of tremendous success - but are looking to enhance and accelerate growth.

The following outlines the state of the Vikings in 2008.

In 2008, the Minnesota Vikings' offense was:
1. 5th in rushing offense but 28th in passing attempts per game and
2. 25th in total yards and 25th in passing completions

The Vikings defense was:
1. 7th in giving up the fewest number of yards per play and
2. 6th in terms of giving up the fewest total yards per game

The Vikings delivered a strong defensive performance and a few offensive players performed well individually. However, the Vikings could not pull it all together. The Viking's organizational metrics and results for make it obvious that the team's missing piece was corporate leadership and competence at the sport's most critical position - quarterback.

In business terms, the Vikings had employees in place, but were missing the corporate leadership to call and execute a successful business plan. If a business continually performs, but is consistently missing on one or two metrics, it is missing big opportunities.

Some companies have a strong product or service and are able to expand the business at a steady pace; however, they are missing out on achieving a large, positive growth curve. These organizations may employ strong functional executives and solid financial systems, IT systems and operational processes, yet they lack the corporate leadership to pull it all together and execute a business growth plan.

Organizational Turnaround

In assessing whether or not to hire a Brett Favre as CEO for a company in crisis management, it is important to consider a candidate's track record. With CEOs as well as quarterbacks, prior success is a strong indicator for future performance.

Let's consider Favre's background: he owns records for completions, completion percentage, interceptions, sacks, touchdowns, yards passing, pass attempts, 3 NFL MVPs and starts, among others. In 2008, Favre had a 65.7 percent completion rate, which was the second-best completion rate of his career. His best season for completion rate was just one year earlier, the 2007 season. Favre is second in NFL history with "come-from-behind" fourth-quarter or overtime victories, second only to John Elway's 47 victories. High completion percentages and the ability to pull through in the clutch are key attributes a company needs from corporate leadership.

Favre's past successes - coupled with his performance in the last two years - indicate he has what it takes for a corporate leadership role. Additionally, the Vikings have the team members to support Favre and take some of the pressure off of him, including Adrian Peterson, the Viking's star running back.

In business, a Favre CEO has played through almost every conceivable situation he could encounter. If a CEO knows the business, the key drivers, the right playmakers and how to execute the business plan, he is a great choice.

A Sound Solution

If a company is in need of dramatic change or accelerated growth, is the best choice someone untested with promising credentials or someone with a proven track record and veteran corporate leadership? In the case of the Vikings, their choice is right on target with their goal: Brett Favre was a good hire.

While a thorough assessment would need to be completed, I would recommend to my private equity friend that he and a company's board of directors consider a Brett Favre CEO for both a corporate turnaround and accelerated growth situation.

Paul Frankenberg
C.E.O., President & Co-Founder
Kraft Search Associates, LLC
http://www.KraftSearch.com
555 Great Circle Rd., Suite #200
Nashville, TN 37228
direct: 615-782-4276
cell: 615-243-8912

Read Paul Frankenberg's Professional Biography.