Talent Acquisition- A Lesson From the Philadelphia Eagles

On January 21, 2021 the Philadelphia Eagles hired Nick Sirianni.  Hiring Sirianni was risky.  He wasn’t a former NFL or Division I player; instead, his playing career was at Division III Mount Union University.  He was also young and lacking in experience. Fans and media alike watched his opening presser intently.  Unfortunately, he bombed.

“It ain’t everything, but it is something.  He was nervous, anxious, and completely over his ski’s.  Imagine walking into a room with 50 Alpha males, you’re going to lose half of them.  We buy in if we believe you.  That was really hard to believe in.” – Colin Cowherd

“He looked like a deer in headlights.  I don’t know what the hell he was talking about.  He was mumbling his words.  When you’re the guy who has to talk to the media…..my prayers are extended to Nick.”- Steven A. Smith

The pundits claimed the Sirianni era was destined for failure.  However, the Eagles just finished the regular season 14-3 and earned the #1 seed in the NFC.   

“Things that Make You Go Hmmmm”

As a collegiate baseball coach, I frequently meet with student-athletes and their parents.  I’m always looking for red flags.  After a campus visit, I like to believe I have a solid sense of the values of the individual.

Here’s the crazy part, two of the all-time best players and people I have coached had major red flags.  If the institutions I worked for had athletic scholarship money there is no way we would have invested in them.

Sirianni was loaded with coaching red flags. How could someone with his background and communication skills lead an NFL franchise? 

Attracting Top Talent:

When I connect with leaders in sports and business, they inevitably mention the talent shortage.  Talent is in demand.  However, few organizations are willing to challenge their hiring process.

My personal experience recruiting, coupled with the success of Sirianni, leaves me curious: how can we take risks in the hiring process to ensure we attract top talent into our organizations?

Steps to Consider:

To ensure we are competitive at identifying and attracting “A” players- here’s a framework to consider.

1.             Know Thyself: The first step is having a complete understanding of the organization’s shared purpose.  Drilling down further, it’s imperative to have defined values which will serve as a pathway for goal attainment.  Having a deep knowledge of the purpose and values sets the foundation.

2.             Clarity is King: Investing the time and energy to create a thorough job description is critical.  What are the skills and competencies necessary?  What pain points are we trying to address?  What does success (or failure) look like in this role?  Creating clarity allows us to think critically about what’s needed functionally and less about the stereotype of the person who should fill the role.

3.             You’re Always Hiring: The best leaders are constantly prospecting.  They have a deep understanding of the purpose, values, and pain points.  Every interaction is a job interview.  How do they add value?  How can we get creative in attracting this person? Who are some other talented people they know? 

4.             Do the Homework:  Even the best can be fooled.  In Malcolm Gladwell’s most recent book, “Talking with Strangers,” he explains how CIA agents, judges, and Heads of States have been duped.  To combat this, seeking information from past supervisors, colleagues, and employees is highly recommended.  Most organizations do some type of reference check, but I am suggesting a more comprehensive exam.

5.             Sing It into Existence: Hiring is a two-way street.  Talented people have options.  What’s the organization’s story?  How does this person impact the future?  Storytelling is powerful.  We must possess the humility to understand that our offer may not be enough.  People want to know how they can contribute and how they can grow.

6.              Informal Opportunities: Most interview processes are formal; however, when hired, the interactions become informal.  Creating space for conversation is important.  This could be done over a meal or on a walk.  We observe the candidate in different environments, not just within the buttoned-up interview space.

Conclusion:

Recently, college baseball lost a legend in former University of Texas Coach, Cliff Gustafson.  He was once asked what made a great coach: “I’ve found that having better players than the other coach always helps.”

For the foreseeable future, talent will be at a premium.  There is truth in the old sports saying, “it’s not about x’s and o’s it’s about Jimmy’s and Joe’s.” Future success depends upon attracting the right people.

It’s time to examine our hiring processes.  Have we overvalued things like: a firm handshake, eye contact, educational background, and the reference list? 

The future will tell whether or not Sirianni was a good hire. I do believe, however, that the Eagles had a process which allowed them to take a chance on a super talented, but risky candidate.  I’m hoping they are rewarded for possessing the courage.

What about you?  Have you considered your process?  Can you be more intentional when it comes to hiring?

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A Video, A Podcast and A Book on Culture

If you’ve made it this far I’m impressed. Many of my friends and mentors are tired of the word culture. I get it, I really do. The word has become over used and lacks substance. I still believe, however, being intentional about creating the optimal environment within an organization is the key to sustained success.

I wanted to share with you one video, one podcast, and one book recommendation. They are three of the best resources I’ve seen on culture in a long time.
Tim Corbin Vanderbilt BaseballTim Corbin is a baseball coach, but I believe anyone running a team or organization would benefit from his wisdom. My favorite quote from the presentation is, “Culture is the total personality of the organization.”


What’s your biggest takeaway from Coach’s talk?

Greg Carvel Head Coach of UMass HockeyCarvel took over one of the worst hockey programs in the country. In his first year, they went 5-29 and lost 17 straight to finish the year. Five years later, they won the national championship.
During the presentation Carver articulates how clarity of vision and people lead to a peak performance culture. Two quotes stopped me in my tracks:

  1. “Cumulative character is the backbone of championship teams.”
  2. “Our culture beats their culture.” (The last thing his team hears before they take the ice).

Driven by Insight

Belonging by Owen EastwoodI recently finished Belonging by performance coach, Owen Eastwood. In all my study of culture, this book did the best job articulating the work necessary to build an elite environment. Two ideas I loved:

  1. The word for leader in Maori culture is rangatira which means, “to weave a group of people together.”
  2. The differences between ‘collectivist’ and ‘individualist.’ “In collectivist societies behaviour is dominated by the needs of the group.” Individualist societies, on the other hand, have, “an ethos of looking out for number one.”

Action Step:Here’s what I would like for you to do: watch, listen or read one of these resources. From there, shoot me an email and let’s find a time to discuss your thoughts and observations. You will be doing me a favor….this is how I best learn, retain, and implement ideas.My schedule frees up in mid-October. I’d love to connect.
Mike
P.S. If you are looking for a framework on creating culture or analyzing your current culture look into my course on Clear Learn. Creating Culture

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A Willingness to Share

I heard an uplifting story this spring. The setting was a major league baseball training facility. A young prospect was in big league camp vying for a roster spot. This player is talented and thought to be the centerfielder of the future. The team had a veteran in that position who was expected to be the starter when camp broke. Those closest to the situation believed it was a matter of time before he would be replaced by the young kid. 
 
One day the young player showed up in a brand new, expensive suit. A late round draft pick, he was not a player who made big money. Someone noticed his fresh look and said, “You haven’t made the club yet. Isn’t it a little soon to be buying expensive suits?”  The young man responded, “Billy bought it for me.” 
 
Billy was the veteran he was competing with.   
 
You’re not going to start by pulling a fast one
One of the toughest things for many athletes is their obsession with playing time. It’s tough to be a junior or senior and embrace a first-year athlete. Players with an average mindset see them as a threat. They’ll withhold information and try to make the new players transition difficult. 
 
Great teammates are not this way. Confident in their ability and preparation, they are quick to lend support and share knowledge. Young, talented players are vital to a program’s success; veterans know this. They will do everything they can to help the new members feel welcomed. 
 
If the culture has been properly developed, it is clear that withholding information is not the path to more minutes. Keeping trade secrets will not improve their situation- the other members see right through it. 
 
A starting role won’t be earned by pulling a fast one.
 
Job Security
Unfortunately, this type of behavior is present in the “real world.” Many years ago I was partnered with a veteran employee. In the business for years, he accumulated a wealth of knowledge; however, he rarely shared information. In fact, when I would ask him questions he would say, “I’m not telling you. This knowledge is job security.”
 
As I listen in to friends in education, business and other sectors it’s amazing how prevalent this behavior is. In athletics, it’s the belief that making it difficult for the younger player will help their status. In business, the thought is the new employee is trying to steal their job- not sharing trade secrets will increase their value.
 
 
Covering your Homework
Remember in high school when you couldn’t figure out a homework problem and you needed help? There was always the one person who had their head, arms and whole body trying to cover their precious work. No way would they let you see the answer. They knew how to do it and you didn’t.  If they shared their work it wouldn’t make them seem as smart.
 
On the other hand, there was the wicked smart person who was willing to share and help in any way possible. Confident in their self-worth, they liked seeing you succeed. There was an aura about them- your success didn’t diminish their value.  In fact, it only enhanced their reputation as being smart, kind and a great classmate. 
 
The person who shares is likely on to the next skill or competency. By the time others figure out how to master the shared information, the true expert is off to a new endeavor.
 
Conclusion:
Don’t be someone who covers their homework. Better yet, work to create a culture where sharing homework is required.
 
High performance environments demand the free flowing sharing of knowledge. It’s possible to “pull a fast one” for a little while hoarding information, but overtime this behavior gets exposed. 
 
I want to be a part of teams where no one cares who gets the credit. The team is curious and collaborative. Everyone is striving together.
 
Can you buy a junior team member on your team a new suit this week?

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Some Thoughts on Recruiting, Hiring, and Job Searching

Recruiting is the life blood of college athletics. Effective hiring is the equivalent to recruiting in business.  And, happiness and fulfillment are directly related to the relationships we develop over our lifetime.    

Who we surround ourselves with is mission critical. We must be intentional about the teams we build and join. This requires doing a deep dive into understanding who we are as individuals and as an organization. 

Recruiting and Hiring:
When looking to add members to a team, the majority of people seek individuals for what they do; a need that can be filled.  For example:

  1. Sports: Recruiting for a particular skill set.  “We need a catcher, outfielder, middle infielder, and two pitchers.” Coaches then search for student-athletes that fit the profile.
  2. Business: The job ad focuses on what competency they desire.  “We are looking for an accountant, machinist, or business analyst.”  The organization hopes their search produces candidates that can meet the companies immediate need. 
  3. Friends: People seek out others who have similar interests: sports, music, art or those who have the ability to increase their social status. 

I believe it is more effective to approach team formation in a different manner.  Consider the following questions:

  1. Sports: Does the student-athlete align with the core principles of the program? How’s their competitive spirit?  Have they demonstrated the ability to persevere and overcome obstacles?
  2. Business: Are they a cultural fit? How’s their emotional intelligence? What’s their relationship with growth and development?  Can they work in a team?
  3. Friends: Do the core values align? Can they live authentically?

A Lesson from Coach Schembechler:
“Well, if you really want a guy and don’t get him that’s ok. He’ll only beat you once a year.  On the other hand, if you get the wrong guy on your team he’ll beat you every day.”  Bo Schembechler. 

Over my career, the majority of our recruiting mistakes have been when we rushed.  We made a decision on the premise that the person could fill an immediate void.  That approach rarely works. 

There’s nothing more important than getting the right team members on board.  Doing the self-reflective work on the front end, ensures less headaches (and less money spent) in the long-run.  Making decisions on fit and feel instead of a particular skill set is more effective. 

Searching and Aligning:
The chances of living a fulfilled life are enhanced if we join tremendous teams. This starts with being an agent of our own life. We often fail to perform the hard work necessary to understand ourselves. Our values are blurry.  Because of this, we search for opportunities with external validations.  For example, in the world that I’m involved with most, athletics, kids frequently say they are looking for:

  1. Immediate playing time
  2. Division 1 level
  3. Fancy facilities
  4. Swag- sweet uniforms and gear.

I’m not judging those wishes, but they are typically societal answers- they aren’t what the student-athlete needs to have an enjoyable experience.

I  suggest:

  1. Examining the school’s culture.
  2. The leadership of the program.
  3. If there is alignment throughout the team (coaches, players, student managers, etc.)

This same logic follows in job searches.  The focus is on the salary and title.  I suggest examining the organizational culture, your boss, and growth possibilities. 

Instead of seeking a set of physical characteristics (hair, eye color, height) in a partner be more invested in knowing the things you value. 

I’ve seen many student-athletes super excited because they made a college decision and a few years later they are miserable.  They made the decision without careful reflection and settled for other’s dreams. 

I’ve seen people pumped for their new, well-paying job soon be disenchanted because they can’t stand the organizational values. 

The life-hack is to do the work upfront.  We should know our values and look to align with others who are on a similar path. 

Final Thought:
How intentional are you about your recruiting/hiring process?  Can you demonstrate the courage to stand out from others in your industry and do things differently?  Are you willing to take a short-term loss for long-term advantage?  Remember Coach Bo: losing out is tough but the wrong selection can be disastrous. 

When looking for your next opportunity, are you willing to invest in understanding what you value?  Are there relationships you can cultivate for future opportunities?  Are you willing to take less salary for higher growth opportunities? 

There is nothing more important than the teams we join and develop. Most people rely on luck.  Our mission is to be intentional about the teams we build and the forces we join. Our happiness depends upon it. 

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What to Do When Adversity Strikes

We learn so much about ourselves in times of adversity. Fortunately for us, the cameras were rolling last weekend giving us a glimpse of how champions respond to a setback.

With the Kansas City Chiefs trailing 3-0 to the Buffalo Bills, second year player, Mecole Hardman, fumbled a punt. He was distraught as the Bills went on to score making the score 9-0.

Here’s where it gets special. You see and hear star player, Patrick Mahomes, grab the young player’s attention. “We are good. You’re going to make a play for us.” Then he starts rallying the team saying “Be us! We’ve been here before.”

The next series, Hardman makes a “splash” play on an end around. He follows it up with a wide receiver screen for a touchdown.
Here’s my favorite part. After the score, All-Pro tight end, Travis Kelce smacks Hardman’s hand and says, “That’s how you handle adversity. You smack it right in the mouth!”

I don’t know much, but the one thing I do know is that adversity is a part of life. No one is immune to it. Whoever it is that you admire, I can promise you that there have been obstacles along the way.

Since adversity is a part of the game, how we choose to handle it is the difference maker.

The Chiefs gave us a Master’s class in handling a challenge. That’s what champions do.

This week, when the life’s inevitable challenges present themselves let’s respond like champions. While others complain, let’s choose to “smack it in the mouth.”

Sideline Exchange

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Trash or Treasure:

How did the Miami Heat reach the NBA finals?  They entered as the 5th seed in the Eastern Conference. The playoffs began with them handling the Indiana pacers (4-0), then slaying the #1 Milwaukee Bucks (4-1), before defeating the Boston Celtics (4-2). The person who has been given major credit for their success is someone who was previously seen as a clubhouse cancer, Jimmy Butler. 

Over his NBA career, Butler developed a reputation as a bad teammate.  He entered the league with the Chicago Bulls in 2011, but it wasn’t a fit.  He clashed with teammates and fought with the coaches.  Next, he landed in Minnesota with young stars Andrew Wiggins and Karl Anthony Towns.  Butler’s intense work ethic and fierce desire to win were met with resistance.  There is a legendary story from this time when Butler took a group of reserve players and DUSTED the starters in a scrimmage.  In the process he called out the entire organization, aggressively shouting at the GM that they needed him to win.  Not long after he was traded to Philadelphia where things once again failed to work out.

Here’s where the story takes a turn.  During his time with the Bulls, Butler got close to former Miami Heat icon, Dwyane Wade.  Wade’s time in Chicago was not good either. Like Butler, he clashed with the organization. When Wade went back to Miami, he told the front office they had to get Jimmy Butler; that he was their type of guy. Several years later, after a meeting with President Pat Riley and Head Coach Erik Spoelstra, Butler jumped at the chance to join the Heat. 

With Butler leading the way, the Heat are now competing in the NBA finals against the LA Lakers. 

Three Questions:
This story has my mind racing. Here are three questions to ponder regardless of your business:

  1. Who is the problem? Butler was seen as a bad teammate.  He couldn’t get along with players, coaches or the front office.  Could it be that those organizations were not focused on the right things?  Is it possible that they valued talent (like Wiggins and Townsend) over championship behaviors? We often write people off as being too brash, opinionated, or selfish.  Would it be in our best interest to listen to these difficult people?  To provide the space to express their frustrations.  It takes courage to listen, to REALLY listen,  because we may hear uncomfortable things. Have you ever felt like you weren’t being heard?  It’s extremely frustrating.  As leaders we must ask ourselves: “Who is the problem?”
  1. Is the culture strong enough to handle an outlier? The Heat have a clearly defined culture based on hard work, competing and winning.  Pat Riley has a long history of success.  This type of stability and awareness allows them to take calculated risks on players that others may be leery of.  Jimmy Butler, or anyone for that matter, isn’t bigger than the organization. Do you believe in your culture?  Is your culture strong enough to take a shot on a high leverage person that others fear?  It’s ok to say, “no, we aren’t ready for that, yet.” It’s actually admirable.  Cultures like the Heat, Spurs, Patriots, Steelers, Cardinals, and others are equipped for the risk.  But many are not. 
  1. What if it’s a bad fit?  The story of former NBA star, Dennis Rodman, is compelling.  Rodman was a fit for the “Bad Boy” Pistons during their championship runs.  He was then dealt to San Antonio Spurs where his eccentric style wasn’t embraced.  Eventually he landed in Chicago where the coach (Phil Jackson) and leaders (Michael Jordan and Scottie Pippen) decided his skill-set was necessary for them to win championships.  The documentary, “The Last Dance,” does an amazing job recounting the Bulls internal struggle with Rodman’s antics.Were the Spurs wrong for letting Rodman go? No. Were the Bulls wrong for comprising some of their values to accommodate him? No. Fit is everything. Knowing the people and values of the organization are critical to long-term success. The Bulls won multiple championships with Rodman. The Spurs shine came later when they hired Greg Popovich and went on to win five championships. Their journey was a slower play. How well do you know your organization?  Are you ok with someone leaving and flourishing in another role? 

Final Thoughts:
The Jimmy Butler odyssey challenged me to reflect. I’m reminded that some of my all-time favorite kids entered with a checkered past. “Be careful, he can rub his teammates wrong.” “He’s not coachable.” Sometimes a new culture can make the difference. 

On the other hand, many athletes have left our program and flourished in other environments. Our program didn’t bring out that person’s best.

Butler went from being seen as a cancer, a horrible teammate, to an exemplary leader. “As I’ve said time and time again and Spo constantly says, ‘We’re not for everybody.’ I’m not for everybody. But, here I am. The guys we have, we’re (perfect) for one another. We’re going to constantly compete for one another.  This is home for me.” 

One person’s trash is another person’s treasure. 

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One Question That Builds Team Loyalty

Recently, I attended a workshop on Servant Leadership hosted by Paul Scanlon.  Besides being the best orator I’ve witnessed, Paul’s content was phenomenal. He took shots at nearly every profession represented in the room: bankers, politicians, educators and clergy members.  However, he walked the fine line of honesty and candor without making it personal. 

Paul was on the topic of building committed teams when he dropped the nugget of the night.  He asked, “how do you build loyalty within your team?” I was on the edge of my seat waiting for a long answer.  He responded with, “Ask someone, ‘How’s your momma doing’?” 

His statement sent me back nearly a decade ago when I was on a job interview.  Somehow the topic of my parents came up and I mentioned my father was deceased.  The interviewer sat back and with a welcoming smile said, “Tell me about your dad.”

Despite the job having many problems and clearly not a fit for me, I almost took the position.  Why? Because I felt a tremendous connection with the person interviewing. Her willingness to break the pattern of a typical interview, take a risk, and connect was powerful.

Our world is moving fast.  Automation, science and data have changed the landscape of nearly every business.  While information is being exchanged at warp speed it’s important to remember that humans need connection. 

I believe the organizations that can maintain the human touch will be ones that thrive in the years to come.  Sure, advancement in technology is important, but nothing can motivate, inspire, and create loyalty like a warm smile, a friendly pat on the back, or an inquisitive question. 

Paul challenged the audience, “lift your chin and realize there is a human on the other side.”  I challenge you to do the same this week. Let’s put the devices down and sit across from someone we care about and ask with genuine curiosity, “How’s your momma doing?” 

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Conor McGregor, Coach K, and Confidence


Webinar Wednesday, January 6, 2021

Before we get into this week’s article I wanted to invite you to a webinar discussing my new on-line course: Creating Culture. Joe Ferraro host of the 1% Better Podcast will be joining me for a conversation on culture, change and high-performing organizations. Here is the link. I hope to see you there!

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Is there any better environment to test confidence than a UFC fight? 

Can you imagine standing outside of a dressing room waiting for the fight? Then walking down the aisle in front of thousands of live fans and millions watching on TV.  Waiting in the ring is a person highly trained in the art of doing physical damage. 

Did I mention you are doing this while wearing basically your underwear?   

You’d learn pretty quickly whether or not you were confident.  Don’t you think? 

Confidence is an amazing phenomenon.  Most will agree that to perform at a high level confidence is a must.  Recently, I went down a rabbit hole pondering this elusive trait. 

From the Dictionary

To help, I turned to the Merriam-Webster on-line dictionary. Confidence is “having or showing assurance and self-reliance; full of conviction.”  Needing more clarity I looked further into assurance, “freedom from self-doubt or uncertainty” and conviction, “a strong persuasion or belief.”

Get in the Arena

How does one become confident?  It’s important to understand we’ll never know our confidence level until we are in a high stakes environment: a big game, job interview, first date, a performance, standing over a four foot putt, speaking in public….a UFC fight.  It’s easy to believe we have assurance in times of comfort.  It’s when the pressure dials up where our conviction is tested. 

Can it be inherited? 

Earlier this month, I tuned into Duke Basketball’s press conference following their loss against Illinois.  Duke is a national power, but they experienced back-to-back losses.  Coach Krzyzewski’s team is young and struggling with confidence.  “This is a learned experience.  This is not inherited wealth. You have to earn that with a new group.” 

Coach K has made it clear that the past success of their program doesn’t create confidence for the present team.  Confidence is developed with hard work, struggle, perseverance, and ultimately triumph. 

The process cannot be cheated. 

Conor McGregor’s Walkout:

I showed our team this video of Connor McGregor walking into the ring.  Here were the observations:

“He’s calm but alert.”

“He’s using his body: chest is out and eyes forward.”

“He’s weird and unusual”- Joe Rogan

“He owns the ring when he climbs through the ropes.”

 “He’s won the fight in his mind.  There’s no doubt.”

To me, this is a 3:00 minute clip of what confidence looks like.  He’s walking into the ring against a highly skilled fighter.  He’s putting it all on the line.  He’s earned the right to believe. 

Three Confidence To Do’s:

Coach K taught us that confidence can’t be inherited.  So, here are a few things to consider to become confident:

  1. Do the Work: Nothing can replace ridiculous hard work.  There’s no way McGregor could enter the ring free of doubt if his training wasn’t thorough.  No amount of showmanship can deliver results.  The plan and process must be there.
  2. Do something Hard: We are in the middle of a pandemic.  There are constraints on just about anything we do. For some athletes, training facilities are closed or heavily restricted. It’s easy to throw in the towel. I believe this is an opportunity to do something hard.  Go run a hill.  Dribble in the snow.  Get up early.  Making sacrifices and doing things that make no sense to anyone but you is a pathway to confidence. 
  3. Do You: Rogan calls McGregor, “weird and unusual.”  How cool is that!  Being confident requires leaning into our authentic self.  Accepting and welcoming judgement and criticism are ways to combat being self-conscious.  Who cares what others think?

Final Thought

“You need to know you’ve done everything possible for this moment.  You will not quit on yourself.  You’ve been in difficult situations and overcame them.”- Forrest Griffin, UFC Vice President of Athlete Development, on what it takes to have confidence on fight night.

I’ll never be in a UFC bout; I doubt you will either.  We will, however, have moments where confidence is needed.

Reflect on what we know about confidence. It takes assurance- being absent of self-doubt.  It requires the conviction knowing you will get the job done.

Remember that confidence can’t be inherited. It takes work, sacrifice, and understanding that your self-worth will not be defined by an event.

What if the next time we ran a meeting, entered a classroom, made the sales pitch- we visualized standing outside of a dressing room. We imagined there was a crowd and our competition was fierce (you can be fully dressed for this exercise).

What if we decided to do everything in our power to make that event a success?

Would our preparation look different than usual? 

That’s how we gain confidence- through hard work, perseverance and being authentic.  Not some shortcut.   

Question for Coaches/Leaders?

How can you foster environments that breed confidence?

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Leading Through Change

My relationship with change is complicated.  I get anxious considering the uncomfortable steps it requires; however, I’m attracted to the new possibilities it creates: better health, a new look, a change of scenery, and different responsibilities.  The thought of change causes fright. The notion of a mundane life repulses. 

When it impacts only myself, I’ve gotten better with change.  When considering the impact on those I love, it has become harder.  While the excitement of something new fires me up, it also leaves me feeling selfish.

I told you, it’s complicated. 

Connecting on Three Levels:

Recently, I attended a virtual conference focused on high-performance in sports.  There were fascinating speakers from the Premier League, NBA and the NHL. Who would have thought the presenter who impacted me the most would come from the luxury fashion industry?

Kim Wylie is the global director of people development and change at Farfetch.  According to Wylie, a leader must connect on three levels to produce lasting change.

  1. The Head-Rational Connection: How does it connect with the big picture? When discussing change leaders should explain how the change is affecting the larger operation. People need to know they are making contributions to something larger than themselves. When a leader asks an individual to change, it’s critical to articulate the impact it will create. 
  2. The Heart-Emotional Connection: What’s in it for them? Wylie contends that this is the hardest level of connection but the most important.  Leaders must work to make others feel a part of the change and allow them to shape the transition. Allowing individuals to own their new role enhances buy-in. 
  3. The Feet-Behavioral Connection: What support can you provide? A powerful example of this comes from the Brooklyn Nets.  Their General Manager, Steve Marks, understands how a new job impacts the entire family. The Nets work to ensure a smooth transition by providing lists of schools and daycares.  They realize transition can place a tremendous burden on families. The organization acknowledges this and has a process to assist. 

Final Thought:

If I wasn’t a believer before, 2020 has made it crystal clear: change is a part of life; whether I like it or not. Change is often positive, but that doesn’t mean it’s not scary. 

My guess is like me, you believe change is both unavoidable and necessary.  While this is true, we have to remember that not everyone feels this way.  We can’t dismiss people’s feelings with “stay positive” or “you should be thankful you still have a job.” Worse yet, we can’t assume our loved ones should simply adapt when asked to move to a new city, change schools and leave behind old friends. 

Investing the energy to listen and have a deep conversation is powerful.  Connecting on different levels: rational, emotional and behavioral- will help the process.  In these times of uncertainty going above and beyond to provide some level of certainty is not only necessary; it’s just the right thing to do.

Change is coming. The effective leader of the next decade will do more than just demand compliance.  They’ll be intentional about developing a culture filled with processes ensuring smooth and effective transitions. 

Question for the Week:

What are ways you can provide a level of certainty in these uncertain times? 

Upcoming Webinar:

On Wednesday, January 6th there will be a webinar discussing my new on-line course: Creating Culture.  Joe Ferraro host of the 1% Better Podcast will be joining me for a conversation on culture, change and high-performing organizations.  Here’s the link.  It would be great if you could attend. 

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Announcing A Professional Development Course: Creating Culture with Coach Mike Deegan

Today, we are excited to launch a new professional development course: Creating Culture Change.  I’ve partnered with ClearLearn.com to develop rich content which intends to add value to you and your organization.  

For nearly 20 years, I’ve been obsessed with winning teams: businesses, schools, sports, even families. Like most, I first believed the success of groups or individuals was directly related to talent or luck. I’ve found successful organizations are intentional about their culture. They understand who they are, where they want to go, and develop processes to ensure success.  

The course we created provides a structure to evaluate your current culture and a process for developing the organization desired in the future. It can found exclusively at ClearLearn.com.  

Who’s this course for?

This course is created for any professional, executive or organization that wants to be intentional about culture building. I’ve done workshops with Fortune 500 companies, schools and sports teams using this system.  

Also, this course is for anyone who wants to create change in their personal life. The six steps can be used to reimagine new possibilities. The interactive nature with video, journaling and community provides a different growth platform than traditional modes of self-development.
There is a process that will guide; however, the heavy lifting will be done by the individual or group taking the course. This is definitely not a “quick fix.” People or organizations that are ready to take a deep dive into becoming architects of their future will find tremendous value. 

The Design:

As a coach and teacher, learning environments are critical to me. This course provides video, audio, and written means of communication. The most important component is the self-reflection portion. The answers to your best self and your organization’s best culture reside within you. It was important for me to be able to collaborate with members of this community. While there are no “graded assignments” there are platforms available to ask questions as you work through the course.  There are also additional reading resources that I’ve found critical in my pursuit. I want to be a resource for those aspiring to create a special culture.

Final Thought:

Thank you for accompanying me on this journey. For years, I’ve grappled with the idea of putting my ideas into the universe. It’s still tough for me.
I decided six years ago I wouldn’t let fear stop me. What’s helped me is doubling down on being authentic, vulnerable and humble. I only share content that is my true self and can make a positive difference. I believe in this project.

Here’s how you can help:

Everything helps. Visiting and sharing the website will help us attract the right people and organizations. Thank you in advance for spreading the word. 

If you have questions about the course, feel free to reach out or talk to a member of the Clear Learn team.  

Thank you,

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