Reply To: Daily Drill Section Thirteen

[Tom Molloy]

Great Article on Leadership by Ryan Walter

Team Signs – How is your culture doing?

Team and Culture – these concepts in business and sport seem to be interchangeable. They both involve how your people feel about your organization, function in your organization and consequently, how well your people produce results.

In business and sports… "Leaders influence culture and culture brings in results."

I will turn fifty-seven this April. Fifty-one years ago I began a lifetime of participating on teams. Like you, I have played on amazing teams, difficult teams, teams I couldn’t wait to be around, and teams I couldn’t wait to leave.

Most of us can feel when our team is going wrong, but few people invest the time required to understand how to fix their cultures. This reminds me of an NHL coach who reads the team’s stats, complains to his centres that their face-off percentage is way down, but doesn’t know how to work with them to improve their face-off skill.

It’s not good enough to just complain. Fans complain… Players find solutions.

How do we tinker with culture? How about the team will? Leadership is involved for sure, but fixing these things must start with recognizing what needs to be fixed.

Here is my list of indicators to help you discover which Team Development work you need most in 2015:

When our Team is on, this is what you will observe:

1- Logos not Numbers

This is a learned people skill. When it is operating at an optimum level, our people consistently do not talk to our numbers (no gossip), they talk to our LOGOS (face to face). This team concept is simple, but when it isn’t in place, the fallout can be highly destructive.

Conversely, when it is fully implemented, the results are incredibly refreshing. Speaking to the person you were going to complain about takes courage, but in the end, this action allows that person to create a solution. (For real life examples of this concept, check out the videos at http://www.ryanwalter.com)

Opening up communication does not begin and end with a one-time speech. In order to be fully implemented, this concept must become part of your 2015 Business Process. We would enjoy helping you use the Os Guinness technique to sink this deep into your culture’s psyche.

Key Question: “What happens if our culture consistently complains behind leadership’s back?”

2- Culture and Brand are not an after-thought

Some leaders I meet laugh off soft-skill development. “Those soft skills are for soft people!” they say. Woops! These are the same leaders who wake up one day and ask, “Why isn’t our culture bringing in the results that I promised my board?”

Remember, Leaders INFLUENCE culture, and culture delivers RESULTS!

When the desired results are not being consistently produced, either the way the leader is influencing the culture must change, or the leader must personally change. The mindset of our people influences the mindset of our culture and in turn, the mindset of our clients. Do you have a plan in place to positively and progressively influence your people’s thinking in 2015?

Over the past 8 months our company finds ourselves creating client-impact by increasing cultural awareness of the 5 states of mind where our people ruminate. With this new knowledge we work to help equip leaders to shift our people's personal and cultural thinking into what we call an F+ (FUTURE POSITIVE- a more productive mindset). As the visual demonstrates below, in order to improve results, we must positively influence MINDSET.

Key Question: “How do we positively influence our people’s thinking, and our clients’ mindset?”

3- Leadership is focused on, honoured, developed and multiplied

The missing ingredient essential for NHL teams to win the Stanley Cup is usually not more talent, but rather, more leadership. Why do some teams trade for that veteran player who has played on successful teams in the past? He or she brings the right experience, wrapped in the right attitude to help generate a long run deep into the playoffs.

Trading for leaders is an option, but it isn’t foolproof. Leaders from other cultures bring baggage. Long-term success in the NHL and in business comes from growing the leadership capacity of the rookies in our culture who are showing promise in this area.

John Maxwell says, “Leadership is Influence!” By keeping our eyes open to who has influence in our culture, we gain a sense of who our next leaders might be. Maxwell also says, “Leaders are Learners!” The multiplier of your success is to implement a process that helps develop the people who are showing leadership promise in your culture.

Finally (a lot of Maxwell here), John Maxwell warns, “If we grow ourselves to be a 6 out of 10 as a leader, our people have a chance to be a 5. If we grow ourselves to be anv8 out of 10 as a leader, our people have a chance to be a 7.” Our culture will never grow past our own personal leadership capacity!

Key Question: “Have we formalized a plan to grow the multiplier of our success, our people's leadership capacity, in 2015?”

4- Focus on Energy, not Time

It takes consistent energy, not just putting in the time, to bring results. Hard work is critical to maximizing performance, but hard work should not be disguised as more hours, rather, more results. If you are leading a team most of your people will feel obligated to stay at the office as long as you do. But are they productive, energized and creating results or are they reading the paper on their computer? I have been a President and CEO of a professional hockey team as well as an NHL Assistant Coach. I have done this; I have seen this.

Leaders focus on results, which is great, but sometimes forget that the energy of their people and team is the important long-term generator of optimal results – that means physical energy, emotional energy, cultural energy, mental energy and yes, spiritual energy. As many leaders have learned, all of our energy is interconnected. If you hire a young sales person full of energy and he or she is surrounded by a lethargic culture, what happens?

Key Question: “What will we do to enhance our personal and cultural energy in 2015?”

5- What we believe… expands

Some leaders believe that their people should fear them (insecure leaders consistently need to feel feared). Other leaders believe that culture is not important. Still others command: “you just do what I say!” Many more believe in collaboration. Whatever it is that we believe as leaders, influences our culture. As my agent during my NHL career, Herb Pinder, often reminded me, “After 3 or 4 months, every team takes on the personality and character of its coach.”
I have often heard coaches and leaders consistently talk down the character and qualities of their people. This is always misguided because we receive what we believe about our people. I once had a coach who believed more in me than I believed in myself, and I developed towards his expectations of me, and had an amazing season.

Early in 2015, I recommend that we talk through (and I would love to coach you here) how you want to develop as a leader personally, because your attitude towards growth, culture, your players’ energy and your process to communicate will be the main thing that holds back or enhance your business and grow your results in 2015!

Key Question: “How can we positively impact our personal and cultural belief system in 2015?”

When you added up your 5 answers to our Key Questions how does 2015 look for you and your team? Looking forward to helping you implement your desired solutions over these next months.

'The Game is the Greatest Coach'
'Enjoy the Game'