Every country in sport has its unique style, flair and system that expresses who they are. The All Blacks, the Pacific Island teams and Australians are teams who play a different brand of rugby, and if it works for them, why change it?
As a former Springbok friend told me:
"We play by pressuring the opposition with box kicks and strangle the opposition with our defence. No one really cares how you play the game if it means you win."
The Boks winning against the Lions came down to a last-minute penalty and a tight head. (It's not all about the backs!) The Boks culture allows their big men and defensive tactics to dominate. Their strategy is to win by combining their approach, and their past successes give them clues to follow the exact formula. Why change if this works? Your organisation's culture may be dull or exciting, depending on who you ask. But if you are creating a positive, engaging and challenging environment, then your people succeed.
High-performance Cultures continuous learn and adapt. There may be times to include something different, significantly when rules-laws, coaches and management change. Societal changes we evolve and systemise.
Sports teams evolve every day of the week. The culture allows individuals to express themselves and to speak openly on issues that may undermine the group. There is belief, confidence and structure to culture. In games, you see it in how each person plays within the team and when you walk into organisations, especially the front desk.
"A person is a person through another person,...I can't be all I can be unless you are all you can be." Doc Rivers, Boston Celtics NBA winning coach.
In rugby teams, you only focus on your own mental and physical preparation. Implementing the process of your role is essential for the flow and consistent performance.
Any team member that stalls or loses focus will cost the team. It is the responsibility of each individual to be prepared to perform in be in the zone when the time comes.
There are a few takeaways here which relate to teams.
1. Firstly, the team is first.
2. Second, there is no blaming. We look into the problem, not the person.
3. Thirdly, taking ownership of performance and allowing feedback in setbacks or wins to adjust and learn quickly to improve and grow before the next project.
Your culture and organisational systems allow flow, work and creativity into each minute, hour, day, week, and month. The little things add up, and performance and leadership are only as good as the system and culture you create.
Click High-Performance Teams Programme and PDF
https://www.filipolevi.com/services-programs/high-performance-teams
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