Lessons form Super Bowl…Executing a Philosophy of Winning Be Loosey-Goosey, In the Moment, Caring and Fun Loving

Aristotle once said “We are what we repeatedly do. Excellence is not an act but a habit”.

Russell Wilson Special example of Pete Carroll’s Winning Forever Philosophy– These words describe his core– Belief in Self and Others, Open Communication, Commonsense, Calm demeanor, Caring, Trust and Respect and Great Judgment, 18-25 completions and two touchdowns, not flashy just a solid leader…

Pete Carroll–“To accomplish the grand, you have to focus on the small. To exist in the eternal perspective, you have to live in the moment.” Well said! Ate heart of

 is competition and 24/7 responsibility and accountability, be authentic , caring and competition.

WOW, WOW, WOW………………………Talk about the domination of the Seahawks. The one-sided victory showed the power of the Pete Carroll Philosophy of Caring  and Playing in the Moment. This philosophy will definitely have an impact of the rest of the NFL. If you listened carefully to the interviews after the game you heard and saw the humility and pride of teamwork.  Let me  summarize, the “Winning Forever”  philosophy of Pete Carroll. The four words that capture the essence of the team culture are: Fundamentals, Man for Others, Caring and Respect. This means that “soft skills” as a leadership philosophy is on the ascent to building teams and producing results.  The Seahawks according to all the interviews is a “team of misfits” . What does that mean? It means that most of these players were not given the recognition they thought they deserved. The team is mostly made up of 3rd, 4th, 5th, 6th round draft picks and free agents. No stars just players who were committed to do  the best they could with their strengths and determination to reach their potential. Now let’s break down the philosophy:

1. Fundamentals — Know you X’s and O’s…, competition, play to strengths, plan do what you need to do, practice, practice, practice the details, stay focused, alert and execute in the moment.

2. Man for Others–A tenant of Jesuit Teaching –play for others, don’t let your team members down. You need me I am here for you.

3. Caring-Respect–be there for others and take care of them. Build the trust needed to fulfill your dream. Communicate openly and honestly. Let us be who we are, take care of one another and play to our strengths. Constantly learn the lessons present to you.

4. Fun–Enjoy and embrace the moment, celebrate your victories.

Daily Quote and Reflection by Bill Bradley-Synergistic Teamwork Formula 1+1 =3

Daily Quote: Bill Bradley, a great basket ball player for the New York Nicks and US Senator, once summarized teamwork saying, “Respect your fellow human being, treat them fairly, disagree with them honestly, enjoy their friendship, explore your thoughts about one another candidly, work together for a common goal and help one another achieve it.”  

Reflection: Following his thoughts, I feel will help you go along way to building a truly effective and transforming team. You will address employees’ needs to feel valued and respected by creating the climate for trust and support of a synergistic team being able to accomplish more than they could by themselves. I call this the Synergistic Team Effect.

Self-Coaching Challenge: 

Identifying the obstacles that block your team from being more synergistic. Once identify use the Smart-Step model or Plus 1 Principle to help open up constructive dialogue to see if your team can problem solve on how to eliminate these barriers.

Are your team meetings “Stuck” –Try this feedback exercise.

”A team is more than a collection of people. It is a process of give and take.”

Guidelines For: Constructive Feedback

  • Cover only behaviors over which the individual has some control
  • If the situation is not changeable, do not offer feedback
  • Refer to performance and be specific, not abstract
  • Specific behavior or outcomes rather than criticizing the person
  • Describe behavior on a continuum, for example, on a 1-10 scale–how high (10) or     low (1)  do you see  my need to control others and always be right
  • “More or less” – discuss highs and lows of performance
  • Focus on the sharing of ideas, listening and asking meaningful and challenging questions
  • An exploration of alternatives – if there are technical solutions of established     procedures, suggest as many as possible.

Team Exercise Instructions: Try this at your next team meeting .

  • Each team member writes one role clarification message to each team member.
  • The team members then exchange messages.
  • Each team member then reads their message and has an opportunity to ask for clarification.
  • Next, the message receiver responds to the message sender as to whether they can or will comply with the request.
  • The message sender and the message receiver then have an opportunity to negotiate expectations and reach agreement and commitment.
  • Finally, the message sender and message receiver draft an action plan outlining the agreed to tasks, responsibilities and completion dates.

An effective role clarification message needs to be:

  • Be specific and action oriented
  • Describe the help you need and the reason you need this help (the why)
  • Describe the action required from the other team members (the what)

Message Form-Use this form to capture and facilitate feedback-

To:  _____________________________________

 

From:  ___________________________________

 

In order to help me:

I need you to:

Do More:  ______________________________________________________________

Do Less:  ______________________________________________________________

Do the Same:  _____________________________________________________________

 

 

Thriving on Teamwork

Individual commitment to a group effort–that is what makes a team work, a company work, a society work, a civilization work”  Vince Lombardi

I think leadership is all about building great teams. That, in the end, is all personal — how do you think team involvement changed who you are today? I think  it humbled me. When you finally discover that your success is dependent on help from and cooperation with others, that almost every decision you make can’t go anywhere with  out followers and suppoerters. You feel a sense of pride, trust, and responsibility when your team is aligned and focused on the shared vision or dream you all want to reach. In the Five Dysfunctions of a Team, by Patrick Lencioni, presents the case for building effective and cohesive teams. He observes the obivious that building  a team  is hard work but also simple. Sound confusing it is. The author’s argument is focused on critical factors for ensuring success such as, courage and persistence. Of course individuals need to bring motivation and factors such as courage and persistence to the team. Yet to build an effective team producing desired results needs much more than just courage and persistence. One of critical factors for building an effective team is to pay attention to the selection of  individuals who make-up the team. Then we need to assess how the individuals will fit to together and assess their readiness to work together in a collobrative and synergistic way.

Here are a few questions for you to ask as you undertake the development of an effective and productive team.

1. Does your team have the right members who bring unique strengths and and talents for achieving the vision, solving the problems and finding opportunities to be tackled?

2. Is your group really a team or just a collection of independent people meeting together to share information but have no shared goal or purpose?

3. How does your team handle disagreements and conflicts –focusing on different points of view and styles or ignoring and burying differences ? 

4. Are team members clear on the expectations and task at hand?

5. What are you doing to measure the team’s readiness for team problem solving, interpersonal conflicts and reporting results of their work? What training do they need to work together and succeed in their mission?