Monthly Archives: April 2016

Vulnerability is the antidote to distance.

Teams are meant to work closely with each other. As a team experiences the ups and downs of their journey, they should develop dynamic relationships that allow for vulnerability. Vulnerability happens when people know us well enough to see through the personas we all tend to present in place of who we are deep down inside. Teams

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Subtle Poison

The poison of pride is overt and easier to deal with than the poison of passivity. Passivity is much more dangerous because it’s often hidden in plain sight. Leaders that hate to give correction are in danger of subtly poisoning their team dynamic over time. I once worked in a situation where correction was rarely given until

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Team Poison: Hating Correction

I can think of nothing more poisonous to a team dynamic than the attitude that hates correction. Prideful teammates that cannot receive feedback in a healthy way always become a thorn in the sides of their teammates. As time goes on, the teammates of a prideful individual begin to lose hope that any improvement is possible. That

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Hope: Motivational Fuel

Teams can run up against some tough circumstances. It’s up to the leader to always find a way to keep hope in front of the team. Hopelessness is where people quit. A team that has hope will fight to the last breath. A team with no hope will pack it up and go home. A great leader

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The Complainer Fallacy

Teams that have always abided complaining have no idea how amazing a truly unified team can be. Unified teams do not abide complainer’s scoffs because they desperately want to protect their unity. Teams will inevitably default to what they know. Believe it or not, I have found that ordinary teams stay ordinary because they are more comfortable

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The Unity Test: Suffering Together

The team is only truly ready to take on adversity when the team has been tested and the complainers and quitters have either been pruned or strengthened. The best teams gain their unity through the suffering they share in the hardest of times. Complainers and quitters make unity difficult because they slow the team down with discussions

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Plan for Rest

A plan without scheduled rest will not magically include it. Humans have a hard time accepting their limits. We often think we can accomplish much more than we are capable of and we sacrifice the rest our team’s needs. Pacesetting must plan for the appropriate rest required for the job. Fatigue sneaks in and makes us less

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Keeping Pace

There is always a pacesetter on a team. Leaders should always identify them. They are the teammates that have the highest capacity and best work ethic. It’s important to watch them during times of conditioning because if they begin to show signs of fatigue then the work is likely too much. This allows the leader to accurately

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Complaining cannot set the pace.

Some seasons demand more work in less time and that requires an increased threshold of effort. Complaining is an indicator of entitlement. Whenever I hear complaining, I usually look for another teammate doing more with less than the complaining teammate. The complainer will usually have a choice to make adjustments or find another team because that person

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Culling Through Conditioning

“Hell week” and other times of conditioning aren’t just about improving physical fitness but also about assessing mental toughness. How do the members of the team respond to an increased workload? Great teammates adjust and get the job done. This means they don’t feel entitled to a set amount of work in a set period of time.

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