Life After The Pivotal Decision In XLIX

I’m sure most of you saw the last minute of Super Bowl XLIX and went to bed thinking about the pivotal decision that the Seattle Seahawks made at the one yard line with under a minute remaining that cost them the game. If you’re a football fan, especially a Seattle Seahawks fan, I’m sure you’re still shaking your head wondering why didn’t they call a running play in that situation? The obvious questions that are being asked in sports talk shows, in bars and restaurants, and around the water cooler this week are:

– Why did this happen?
– Who made that call?
– Why was that call made?
– Whose fault was it?

But, let’s face it, what’s done is done! All this commentary won’t change the outcome, will it? But, as I sit here and hear all of this, I wonder: how does an experience like this really affect someone that’s directly impacted by it? In this case, the Seattle Seahawks…

Obviously, for the Seattle Seahawks football team and organization, the end result of Super Bowl XLIX was very disappointing and will leave a sour taste in their mouths for awhile. But, really…where do they go from here? How will it affect them psychologically? What will their mojo be like going into the offseason and training camp in 2015?

Like him or not, Pete Carroll is not only good football coach, but he is a good mentor and leader. He’s a catalyst of an organization that promotes a team culture built upon trust, loyalty, and learning. Just like after every game, the coaching staff won’t point fingers or repeatedly dwell on the negatives. They will breakdown the game plan, play scripts, and the game tape to determine what happened, what they could have done better, learn from the experience, and start preparing for the next season. My guess is that this team and organization will rebound stronger than ever because they believe in its mission and culture. I believe that their psychic and mojo will be just fine.

So, for the rest of us, what we can we take away from this? Well, to start, a team or organizational culture like Seattle’s just doesn’t magically happen without effort. That’s true with any business or organization as well. It’s psychic, culture, and mojo must start at the very top and trickle down through the rest of the organization. The best organizations promote learning cultures to make themselves better by continually assessing their performance , successes, and failures and share and teach what was experienced from good or bad decisions with their employees, members, or followers.

In a nutshell, they don’t point fingers, they get to the root causes, learn and teach, and correct the flaws to make every one better for the good of the whole.

“An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.”
– Jack Welch –

An effective CEO, like Pete Carroll, will make that happen…

Want To Improve Performance? Just Ask…

There are various tools and techniques you can use to assess your business or organizational performance, right? But, which ones should I use?  I won’t get into a discussion about answering that question here. But rather, I will give you some simple advice. Use this one and it won’t cost you a thing. Get out there and talk to people. Some of the best information that you can gather comes from the folks on the front- line. From my perspective, consider asking them two basic open-ended questions and LISTEN:

  • Could you tell me the top two or three things that help you do your job well?
  • Could you tell me the top two or three things that prevent you from doing your job well?

Let them speak openly, and strike up an open conversation with them. If you give them the time and are sincere with them, you stand to gain a wealth of information to help you start improving your performance.

Why Is Strategic Planning Important?

Nowadays, customer and stakeholder needs, perceptions, and expectations are constantly changing. There are different drivers that make our culture, market, and environment so dynamic. How can a business, organization, or entrepreneur keep ahead of the curve to assure they are doing the right things and at the right time? Using an effective strategic planning process can help you anticipate what to plan for and execute for continued short and long term success. But, keep in mind, strategic planning is not just a once and done exercise. A continued focus on the right drivers and managing your performance trends should help assure that your plan continues to point you in the right direction.

The Three Pillars Of A Teaming Culture

The drivers for success in today’s business, social, and economic environment are becoming more and more dynamic, diversified, and challenging;however, today’s leaders should recognize that an effective teaming culture is one of the most critical drivers for success in any business or organization.

The three pillars for a successful teaming culture are: Curiosity, Passion, and Empathy.

Curiosity drives people to find out what others know, what they bring to the table, what they can add. Passion fuels enthusiasm and effort. It makes people care enough to stretch, to go all out. Empathy is the ability to see another’s perspective, which is absolutely critical to effective collaboration under pressure.

Are Your Business Processes Too Complex?

Many detailed strategies, initiatives, and project plans are typically used to execute a successful business plan;however, the execution of effective and efficient processes are the roadmaps that really get you there. What are your processes like?

Build and Encourage The Right Team Behaviors

It’s important to build,encourage, and recognize the right team behaviors to nurture a team’s success as is pointed out in this short article . How do you set a team out on the right foot to begin with? As a starting point, have your team document a team charter that each team member understands and buys into. If  you want to understand more on what a team charter is and how to document and use one, we can help you.