I opened the email and could barely believe my eyes... "Hey guys! Pitchers and catchers are about to report which means we need to start thinking about who we want to man our fantasy teams."
Is it really that time already? I could feel the anticipation mount. Which quickly turned to fear as I read the next few line: "It's a keeper league, so I'll send out an email with a pdf of the players that each manager owned at the end of last year. You get to keep 3 players. The draft will be held on March 16th."
What? Less than 6 weeks until the draft? I have numbers to run and who are my keepers? Who showed me enough promise based on my limited interactions last year that warrants me making them the foundation upon which my season will be built? Do I keep grizzled veterans who have diminished slightly over the years but are still consistent? Do I take a chance on a younger player that had the dangerous p-word (potential) attached to him? Do I keep a player that can play multiple positions so that I have more freedom on my roster?
It sounds so harsh to only keep 3 players, what about the bond that we developed from April to October of last year? The many nights I spent scanning box scores to see which side of Jorge Posada and Shawn Marcum would show up.
This inevitably got me thinking the fateful question: Am I a keeper? When I close a transaction, or set up a new real estate LLC does the client consider me as their keeper or will my position be redrafted when the time comes. What benchmarks turn a real estate attorney from a redraftable position to a "keeper." So here are my top three theories about finding keepers both in fantasy teams, and in my professional occupation:
- Consistency - I want a player and real estate professional that is consistent, that I can recommend without fear, and know that they will perform their best whether on something that I need, or something that I refer a client to them for.
- Growth - My team must be composed of someone that is working to improve in the rankings, and is driven to succeed, not simply resting on their laurels, and happy with making it to the big show.
- Flexibility - My team must be flexible in order to meet growing and changing demands that are placed upon them.
So now I return the question to you. Are you a "keeper" in your market? What are your criteria for finding and/or becoming a "keeper?"