I agree - better teams are well run and good at maximizing their players.
To me the management portion of success is having a system and recruiting that system to each individual position. Minimizing weaknesses. If they luck out and get the performer that others overlooked it makes them look even more genius. Back in my playing days I assembled successful slow pitch softball teams. Rather than run only with my three friends, their 3 friends and their 3 friends and then trying to figure where to hide 3 or 4 weak links, I would scour the nightly leagues looking for the positions my team needed the most. I didn’t have big HR hitters but I had fundamentally sound players who could catch, throw, get on base and run all with a good attitude as a teammate. I have more “city championship” sweat shirts than I could ever wear.
I like to consider my park and rec recruiting similar to what the successful coaches with relatively unknown players do. They find players that have a skill to give their program a chance at success. It’s like the proverbial well oiled machine that produces. If the successful coaches get a superstar (Bohl and Allen) they look even more genius. Bohl had a system that was successful at being competitive. But, his system had challenges countering opponents who were able to expose the weaknesses (passing when the rush was stymied) which is why he was great at getting to 6-7 wins with 5-6 losses in the majority of his years at UW.