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• tonydorigo
• Blog
• October 9, 2024

Mutual Accountability – A key to Unlocking Exceptional Teamwork

Mutual Accountability – Another key to Unlocking Exceptional Teamwork 

I thought about Ilan Meslier, the Leeds United goalkeeper, when he made an almighty error during a recent game away to Sunderland. I was commentating on the game from the stadium and interviewed the manager, Daniel Farke, and the captain, Pascal Struijk, post-match.

They both offered support and collective responsibility, which was pleasing to hear. We will always make mistakes; we’re human. This is how strong teams respond – win and fail together.

Team members holding each other accountable creates a culture of reliability and high performance. It’s not about blame but supporting each other to meet commitments, especially when a teammate makes a howler.

In business, for your team, the key aspects:

• Clear responsibilities: Everyone should know who’s responsible for what

• Peer reviews: Implement systems for team members to provide feedback to each other

• Celebrate collective wins (and learn from collective setbacks): Reinforce the idea that the team succeeds or fails together

In team meetings, have members publicly commit to their tasks for the week. In the following meeting, start with a quick round of progress updates. In strong teams, no one wants to let their teammates down!

No one will feel worse than goalkeeper Ilan Meslier for his teammates at Leeds United. With the support of a strong team around him, watch him respond and play a leading part in the subsequent victory!

#Teamwork #DreamTeam #Leadership

• tonydorigo
• Blog
• October 7, 2024

Another Key to Exceptional Teamwork – Diverse Skill Sets

Another Key to Exceptional Teamwork – Diverse Skill Sets

Sport instantly makes you realise that each position on the pitch is very specialised, and even within a specific position, it can be done in different ways depending on the make-up of your team and the goals that have been set out.

Imagine a team entirely made up of goalkeepers…..no thanks! Or a team containing only wingers….. who plays in the middle or in goal? Chaos would ensue, and performance levels would be poor.

A team with diverse skills is required to approach problems and challenges from multiple angles, leading to more innovative solutions and comprehensive performance/project execution.

Key aspects:

• Complementary abilities: Look for skills that fill gaps in the team’s capabilities
• Alternative ways of thinking: Different thinking styles can lead to more robust problem-solving
• Continuous learning: Encourage team members to develop new skills

In football, recruitment is critical—who will be leaving the team and when? Has a member of the team sustained a long-term injury? What skills are we missing to make us a better team? What about the youngsters coming through? Football recruitment departments monitor, assess, and evaluate for the short, medium, and long term.

They plan, plan, plan for the most important asset a business has—its people. Does your business? Do you know where the gaps are in your team? Do you understand who the next hire should be and why? Or, like many businesses, you react when someone leaves?

Get ahead of the game and start building that Dream Team 😊

#Teamwork #Diverseskillset #Leadership #DreamTeam

• tonydorigo
• Blog
• October 4, 2024

The COVID-19 era – one of reflection and podcasts!

The era of COVID-19 was one of reflection…and many podcasts!

I enjoyed still having contact, albeit via Zoom or Teams, but I was asked many questions about my career – over and over again! How it started and ended, what I achieved and how I achieved it.

It was then that I started to reflect on my journey in a far more profound manner. Why did I achieve a certain level in my career when many others, given the same opportunity, did not? What were the differences? I’ve played in outstanding and terrible teams – what were their traits and learnings from all these experiences?

During this period, I knew I had more helpful information and experience to impart to others. Hence, my speaking career began. I’ve also been part of the business world, having developed an 84-unit resort in the Algarve, taking it from a brownfield site to completion. The lessons in sport and business align so well for the simple fact that we are all part of a team in one way or another.

I concentrate on two areas:

• The Team – understanding team dynamics and leadership
• The individual – how can I maximise my abilities and achieve my goals?

Of all the people I’ve worked with or encountered in business, one outstanding trait runs through the very best at what they do – and that is their MINDSET. Football was great at training physically and tactically but was late to the party when training the mind. My first experience was with England at the Euro 92 Championship and then at club level with Derby County in the Premier League in 1998 – but this was not the norm.

After devouring many team and leadership books, I found one that aligned with my experiences and beliefs. It’s imaginatively called “Mindset” …..by Stanford University Professor of Psychology Carol Dweck. Her concepts of a Fixed and Growth mindset are fascinating and so true. Well worth a read, but I’ll delve into this in future posts.

I’ll leave you with one of her quotes:

“You don’t know what your abilities are until you make a full commitment to developing them”

#Mindset #Teamwork #Leadership #DreamTeam

• tonydorigo
• Blog
• October 2, 2024

🔑Open Communication – Another Key to Unlocking Exceptional Teamwork

Open Communication

Open communication fosters trust, encourages innovation, and prevents misunderstandings. It’s about creating an environment where all team members feel safe to express ideas, concerns, and feedback and ask what you might think is a silly question…

This brings me back to half-time team talks in the ’80s and ’90s. On one particular occasion, Jim Smith (my excellent but old-school Derby County manager) used more expletives than meaningful words, ending in a one-way tirade at our goalkeeper. Yes, he made a mistake that cost us a goal in the first half, but in the second half, he shrunk 6 inches and wouldn’t leave his goal line….and we conceded two more! This is an extreme example, but you get the drift!

Key aspects:

• Psychological safety: Team members should feel comfortable taking interpersonal risks.

Enables honest feedback, innovative ideas and admission of mistakes.

• Active listening: Encourage team members to truly hear and consider others’ perspectives. This leads to messages being accurately received and understood. If you still aren’t clear, ask a question!
• Transparent information sharing: Ensure all relevant information is accessible to the team

I came across a company with a “no-stupid-questions” policy in team meetings, encouraging even junior members to speak up. It worked a treat—if you don’t know the answer, then the question is not stupid!

Many tools exist, such as Slack or Microsoft Teams, which are great for creating open channels for different projects or topics and allowing for accessible, transparent communication. The tools and learning are there; it’s now up to you how you use them.

#Communication #Leadership #DreamTeam

• tonydorigo
• Blog
• September 30, 2024

The ROI of Teamwork: By the Numbers

📊 The ROI of Teamwork: By the Numbers

The data around football has exploded in the last decade; clubs who harness this intelligence have reaped the rewards. Now, every club can access as much data as they can handle, but what you learn and action from the data will make the difference.

Data in business has always been fundamental – that bottom line doesn’t lie! However, are you sceptical about the impact of teamwork on your business – then let the data speak for itself:

– 37% higher productivity in collaborative companies (Deloitte)

– 21% higher profitability in organisations with connected employees (Gallup)

– 41% lower absenteeism in teams with high engagement (Gallup)

However, fostering great teamwork can be challenging. Common issues:

1. Communication barriers (cited by 33% of employees)

2. Lack of trust (experienced in 45% of teams)

3. Unclear goals (affects 37% of projects)

The solution? Intentional team building.

I first encountered a professional example of this in the build-up to Euro 92 in Sweden when the England national football team was in a training camp in Finland. We had a renowned sports psychologist who put us through various group activities. I found it fascinating, but I’m not sure it was a great success—we lost all three games we played at the tournament! Although I’m sure there may have been other mitigating circumstances….

There are many ways to achieve intentional team building, but here are a few examples:

·     Problem-solving challenges: Give the team a complex task, like an escape room or a puzzle.

·     Skill-sharing sessions: Have team members teach each other skills or share knowledge in informal workshops.

·     Volunteer projects: Engage in community service activities as a group.

·     Team sports or games: Participate in friendly competitions that require cooperation.

·     Offsite retreats: Spend time together outside the work environment to focus on team dynamics.

·     Cultural diversity celebrations: Host events to share and appreciate team members’ diverse backgrounds.

·     Goal-setting workshops: Collaboratively establish team objectives and individual roles.

·     Improv exercises: Use improvisational theatre techniques to build communication skills.

·     Personality assessments: Use tools like MBTI or DiSC to understand team dynamics better.

·     Mentorship programs: Pair team members for mutual learning and support.

We provide a Dream Team Experience Day that combines some of the above items, another great way to get your leadership on track with teamwork.

#DataDrivenLeadership #TeamPerformance #WorkplaceProductivity #DreamTeamExperienceDay

• tonydorigo
• Blog
• September 27, 2024

🔑 Another Key to Unlocking Exceptional Teamwork – Trust

Trust – do you trust your team?

Trust is the bedrock upon which all effective teamwork is built. It creates a psychologically safe environment where team members feel comfortable taking risks, sharing ideas, and being vulnerable.

91/92 with Leeds was a season during which we all had complete trust in one another—but it had to be earned, worked on and safeguarded.

In high-trust teams:

1. Communication flows freely
2. Conflicts are addressed constructively
3. Innovation thrives
4. Productivity/performance increases
5. Employee engagement and satisfaction improve

Components of Trust in Teams

1. Competence Trust: Belief in teammates’ abilities to do their jobs effectively.
2. Interpersonal Trust: Confidence in teammates’ intentions and integrity.
3. Institutional Trust: Faith in the organisation’s fairness and support.

There are many strategies to build and maintain trust, but I believe there is one component that rises above all others:

Lead by Example

1. • Leaders must model trustworthy behaviour
   • Be transparent about decisions and challenges
   • Admit mistakes and show vulnerability

There are ways of measuring trust and addressing breaches of trust, which will still inevitably occur even in high-trust environments.

Building trust is an ongoing process, not a one-time event. It requires consistent effort and attention from all team members, especially leaders.

I played for several teams where the trust element was very high. I used to stand in the tunnel before a game, look around at my teammates, and think, “I trust these guys; there is no way we’re not winning this game!”

Trust—When a teammate makes a mistake, it is an opportunity to help and support them, not blame and criticise. I’m curious if some of my managers got that memo!

#TeamExcellence #Leadership #Teamwork #DreamTeam