Psychological safety

tonydorigo
Blog
January 24, 2025

The Key to Unlocking Team Innovation and Success

Psychological safety is the bedrock of high-performing teams. It’s the shared belief that team members can take interpersonal risks without fear of negative consequences. No question is too silly.

The old-style manager who ruled by fear and intimidation (I’ve had a few!) could never unlock a team’s full potential.

Here’s why Psychological Safety matters:

Encourages open communication: Team members feel comfortable sharing ideas, concerns, and mistakes.

Fosters innovation: Creativity flourishes when people aren’t afraid to speak up.

Improves problem-solving: Diverse perspectives are heard, leading to better solutions.

Increases engagement: Employees who feel psychologically safe are more invested in their work.

Enhances learning: Mistakes are seen as opportunities for growth rather than reasons for punishment.

Leaders, here are three ways to start building psychological safety in your teams:

Model vulnerability: Share your own challenges and mistakes.
Actively seek input: Regularly ask for feedback and ideas from all team members.
Respond positively to risk-taking: Celebrate attempts, not just successes.

Have you experienced the benefits of psychological safety in your workplace? How do you cultivate it in your teams? Share your thoughts below!

#PsychologicalSafety #TeamCulture #Leadership #EmployeeEngagement”

tonydorigo
Blog
January 22, 2025

We’ve all got Potential, but are you fulfilling yours?

The word ‘potential’ was often used when I was coming through the football ranks. This player or that player had great potential, but will it be fulfilled? Will they realise and make good use of their abilities?

As an individual, the more pertinent question is: What am I doing about identifying and nurturing my untapped potential?

For me, it’s about continuous learning and seeking challenges outside our comfort zone. As a footballer, I felt exposed or stretched to the next level at the right time. I also received continuous feedback in training, before, during, and after every match, as well as from the fans and media! Whether I liked it or not 😊

The better I performed, the higher the level I was exposed to, whether I made the first team, played for a better club, or played international football.

My performances were constantly evaluated, and the results of those performances were quickly felt—good and bad.

Although business is generally less brutal than football, the exact strategies remain true.

Keep learning (reading, listening to podcasts, diving into online courses, etc.), seek challenges outside your comfort zone, and actively seek feedback from your manager and peers.

Don’t wait for opportunities to come your way; be positive, proactive, and, most importantly, consistent in your efforts.

What strategies have worked best for you? What’s ONE thing you’re doing to unlock your hidden potential? Share your tips below!

#potential #personalgrowth #growthmindset #careergoals

tonydorigo
Blog
January 20, 2025

Teamwork Thrives on Diversity

Have you got the right diverse personalities on your team?

Throughout my 19-year professional career, I have played alongside numerous players and teams, but the most effective teams were always the most diverse. Diversity does not solely refer to nationality but, more importantly, to the personalities within the team.

Having too many of the same personality types means that we miss the right balance. Different personality types bring unique strengths and perspectives. Understanding these types can significantly enhance team dynamics and collaboration. Here’s how I envision a high-performing football team:

1. Goalkeepers tend to be a mix of Planner/Strategist and Analyst/Evaluator. However, most are also a touch crazy!

2. Defenders usually consist of Planners/Strategists and Doers/Implementers. They organise the defensive line, anticipate opposing attacks, and communicate effectively. These physical enforcers also tackle, block shots, head, and clear the ball as they implement the defensive strategy.

3. Midfielders are often a blend of Communicator/Collaborator and Doer/Implementer. They link attack and defence, facilitating play, relaying instructions, and maintaining team cohesion. They run tirelessly, passing, intercepting, and creating scoring opportunities (hopefully!).

4. Forwards and strikers typically embody a mix of Innovator/Creative and Doer/Implementer. Forwards frequently require creativity and improvisation to find space, outmanoeuvre defenders, and score goals. They also usually take risks. Executing attacks, shooting, making runs, and challenging defenders are all action-oriented tasks.

5. The Captain often displays traits from multiple types, particularly Communicator/Collaborator and Planner/Strategist. They are the team’s voice, building morale, resolving conflicts, and promoting team unity. They frequently contribute to tactical decisions, collaborating with the coach to devise game plans and adapt strategies as necessary.

6. Others can include the “Quiet Leader”, the “Motivator”, or maybe a “Problem-solver”.

A team with too many strategists might lack decisive action, whereas a team comprised solely of doers might lack direction. The coach’s role is crucial in recognising and harnessing these varied personalities to create a cohesive and effective unit.

What’s your team look like?

#Teamwork #Diversity #Leadership

tonydorigo
Blog
January 17, 2025

How Authentic Are You?

Authenticity in Leadership: Leading with Your Whole Self

During my football career, I remember working with a couple of outstanding coaches who went on to become managers. I found it interesting that they changed their personalities to fit their roles. Their strength and authenticity were altered by their idea of what a manager should be.

For one, the new ‘manager’ job drove him crazy, and he didn’t last long. The other had a degree of success, but I always felt the superb ‘coach’ I knew never fully came across in his new guise.

This brings me to genuine authenticity—leading with your whole self is desirable in leadership and essential for building trust, fostering collaboration, and driving sustainable success.

Authenticity in leadership isn’t a trend; it’s a fundamental requirement for navigating the challenges of the modern workplace and inspiring genuine engagement from those you lead.

Authentic leadership transcends the superficial. It’s not about mimicking successful leaders or adhering to rigid leadership models. Instead, it’s about embracing your unique strengths, acknowledging your weaknesses, and leading with integrity and self-awareness.

Authentic leaders are genuine and transparent in their actions and words. They operate from a place of genuine care and concern for their team members, fostering a culture of trust and psychological safety.

I had a few authentic leaders in my football career, but one sticks out—Sir Bobby Robson. He wasn’t perfect, but he never tried to be. He would get names mixed up and accidentally have the opposition with 14 players on a tactics board, among other minor clangers. However, every one of the best players in England would run through a brick wall for him. Time and time again. He led with integrity, embraced vulnerability, and fostered genuine connections.

Authentic leadership is not a destination; it’s a journey of ongoing self-discovery and development. Always strive to improve.

The rewards of authentic leadership are far-reaching. They impact not only your team but also the broader organisational culture and, ultimately, the success of your endeavours. It requires courage, self-awareness, and a commitment to continuous growth.

This type of leadership isn’t about perfection; it’s about self-acceptance and a willingness to be vulnerable. So, be yourself, be authentic!

#Authenticity #Leadership #Teamwork

tonydorigo
Blog
January 15, 2025

Communication – it’s just talking, right?

The obvious and not-so-obvious ways to Communicate

Excellent communication is vital in both personal and business life. Without it, issues would have arisen that could have been easily solved or may not have existed in the first place.

A corporate culture where open and honest communication abounds can stay ahead of the opposition through innovation and problem-solving, where no idea is too silly, and the team feels comfortable expressing opinions.

This brought me back to my football career and how I communicated differently. It certainly wasn’t just talking!

1: Verbal communication:

Calling out to teammates during a match
Discussing tactics with coaches and teammates
Giving interviews to media

2: Non-verbal communication:

Hand signals and gestures on the pitch
Body language to express emotions or intentions
Facial expressions to convey feelings or reactions
The weight/speed of passing the ball communicates to the receiving player
By example, all of your actions

3: Visual communication:

Using tactical boards to explain gameplay
Watching and analysing match footage
Learning from demonstrations of techniques

4: Written communication:

Corresponding with club officials or agents via email

5: Physical communication:

Physical contact during play (e.g., tapping a teammate to signal a run or a firm opposition tackle!)
Celebratory gestures after scoring (e.g., who doesn’t love a good goal hug! high-fives)

6: Media communication:

Press conferences
Television or radio interviews
Participating in promotional videos or advertisements

Since retiring in 2001, the digital world has increased significantly. So, add team communication apps for schedules and updates, video calls for remote team meetings or analysis sessions, instant messaging with teammates or coaching staff and communicating with fans through social media posts.

So, it’s a lot more than just talking! In your business, think of all the ways you communicate, whether intended or not. To be an effective communicator, be aware of all your forms of communication.

#Communication #Teamwork #Leadership

tonydorigo
Blog
January 13, 2025

Stop focusing on your Goal

When delivering a motivational keynote, I always like to start with a dream! Dream big; the bigger, the better.

The reason for this is twofold:

It removes the artificial ceiling we put on ourselves that restricts our belief of what we can achieve.
It is a marker in the sand and a direction of travel

A level down from your ‘dream’ is a goal. A goal is a specific objective that you either achieve or don’t sometime in the future.

For instance, your dream might be to win the World Cup, but your goal for the season might be to score 20 goals. Your dream might be to own a trillion $ company, but your goal this financial year will be to increase your turnover by 50%.

I then quickly return my audience to earth to focus on the ‘systems’ needed to achieve those goals. A system is something you do regularly that increases your odds of happiness in the long run. If you do something every day, it’s a system. If you’re waiting to achieve it someday, it’s a goal. Don’t focus on something you are waiting for – get on with working daily on the right ‘systems’.

Scott Adams, the artist behind the cartoon Dilbert, first proposed this goal/system theory. It resonated with me on many levels. How does a footballer, when he wins a cup or a league title, have the hunger to win more and more? The goal is always there for every season, but the focus is on the systems you put in place for endless refinement and constant improvement.

Looking back on my career, I can rest easy knowing that I attempted to listen, learn, and improve at (almost) every training session (go easy; no one’s perfect). My daily ‘system’ brought medals, titles, personal accolades and international caps over a 19-year football career.

Your daily commitment to those ‘systems’ will determine your progress and subsequent achievements. So, let’s stop focusing on those goals 😊

Remember, winners and losers have the same goals….now you know what sets them apart!

#Motivation #MaximiseYourPotential

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