Since it’s still football season…here is another great sports leadership story.  Graham Watson, college football writer for FanHouse, relates a story tailor made for every leader in every organization.

Any leader can relate to this.

Last year Mike Haywood was in his first year as football coach at Miami-Ohio and “several players didn’t buy into” his system. (Sound familiar?)

“There were rifts and cliques in the locker room, dissention and ultimately a total lack of cohesion across the program.” (This is a typical dysfunctional team, sports or corporate.)

“After last season, Haywood knew he needed to make some drastic changes.”

Haywood “brought in strength and condition coach Paul Jackson from LSU to make his team more physically capable to compete.” (This is equivalent to training and skill development in other organizations.)

“But more important, Haywood started trying to understand his players and learn WHY there were so many differences between them and the coaching staff.” (In other words, you ALWAYS have to find the CAUSE of the problem.)

Haywood called in a consultant to talk to the players and make an assessment of what was going on.  (Haywood knew an outsider could get to the root of the problem better and faster than an insider ever could.)

One of the players, captain and defensive back Jordan Gafford said this “he gave the coaches a more accurate picture of the psychological makeup of the guys. . . It was easy to be honest with (the consultant).”

Then the consultant told Haywood “the best way to coach the guys.” (That is, how to manage to individual differences.) The consultant also explained “how to help players fulfill their goals and ambitions.” (This is essential for any leader who wants to motivate team members to perform well.)

By recognizing the individual differences and needs of the players, “coaches started to breed trust and, in turn, players were more open to their coaches with both football and non-football issues.“ (Leaders, listen up. This formula ALWAYS works.)

Haywood says all of this has really been beneficial. Miami-Ohio is undefeated in conference play “and on the road to their first bowl game since 2007.”

Haywood often references “the 180 his team has done in just one season.”

This could be YOUR team.

Haywood provides the guide.

We provide the resources to make it happen for you. Contact us at the Belief System Institute. 678.576.5207.

Martha Forlines and Thad Green

Recap of Leader Quick Tip: Sally Ride puts listening as top quality of a good leader
There are other views.

1. “Leaders are supposed to tell, employees are to listen.”
2. “I don’t have time to run around listening to everybody!”
3. “I’d listen more if people had something worthwhile to say.”
4. “I get everything I need to know from my weekly (or daily) management reports.”

Why then does Sally Ride put so much emphasis on listening?

1. Leaders are faced with an information void. They don’t have enough information to lead effectively.
2. Listening does something technology can’t do—it lets you get inside a person’s head and shine a light on information you can’t get anywhere else.

If you don’t listen, where else will you get impressions, perceptions, opinions, observations, and experiences of savvy, experienced people on your team and in your larger organization?

What better way than listening can you uncover problems-causes-solutions, and wants, needs, and priorities of those you lead?

Why do leaders often shy away from listening?

All the best to your success,
Martha Forlines and Thad Green

Recap of today’s leader Quick Tip: Expand your leadership resource pool by taking “asking and listening” to social media, as well as to your employees.

Want to get your questions answered by leadership experts from around the world?

Social media gives you quick access to people like us who are willing to share a wealth of leadership expertise.

Here are a couple of recent examples.

One manager wanted to have dialog with us around employee engagement— “Have leaders forgotten about the importance of engagement during the downturn in the economy?”

Another asked our advice about the various behavior style instruments available.

Get in touch with us on LinkedIn, FaceBook or Twitter.

Follow our posts for nuggets of leadership wisdom on employee motivation and performance, or how to boost employee morale, for example.

Dialog with us on employee job satisfaction, the value of an employee engagement survey, and other issues of interest.

Ask us questions about executive coaching, leadership training, and improving employee engagement.

If you want to know, ASK! Simply go to any of our social media links below.

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Martha Forlines and Thad Green