“There’s no “I” in team, but there sure as heck is a “ME”.”
Of all the stupid coach-things I ever said, this was one of my favorites and maybe the wisest stupid thing I’ve ever said. It kind of goes against the grain against the popular “No ‘I’ in team” sayings we are so familiar with.
A good team is not a group of harmoniously tuned clones; a good team is a collection of individuals, from diverse backgrounds and personalities, who work well together toward achieving a goal.
I did not care where you came from.
I did not care who your friends were or what interests you had.
I did not care who your parents were.
I did not care where you came from.
What I cared about was how you contributed to the team. What I cared about was this. When you stepped across the white line and onto the field, you put the blinders on and committed to working toward making the team better.
Every minute, every hour, every day.
There is some intriguing research being down on the team concept in education, business, etc. Po Bronson, co-author of TOP DOG: THE SCIENCE OF WINNING AND LOSING, has some interesting ideas about the team.
One very important find from the research identifies the 60/30/10 Rule as a formula for a team, whether business, sports, education, etc.
60% of a team’s success is directly related to who is on the team. This means talent. Talented teams succeed. Building a team and/or acquiring talent matters in a big way. The talent level matters more than most people ever realize (or wish to admit). Coaches/leaders are important, but not nearly for the reasons most of us believe.
30% of the success is in the setup of the team. The setup of a team includes the program’s philosophy, goals, and the road map plan to get there. The single most important thing a leader can do to give a team the best chance to succeed is to clarify the roles on the team. Every member of the team should have a role and understand this role.
10% has to do with leadership. The leader’s job, once the team’s goals and roles are established, is to keep the team on course. Don’t micromanage a team.
So what the research is saying is that coaches are not the wizards most people perceive them to be. Coach K, Bill Self, or Bill Snyder are all exceptional in their set up of a team by implementing their goals, philosophies, and role clarification. Where these coaches excel at is acquiring talent and getting those players onto the field with the program’s goals, philosophies and specific roles fully ingrained.
They set and keep the course, not micromanage.
There’s a misconception about a team that everyone must get along. This is crap. Seriously. Harmony and chemistry are two very different things. Harmony means a peaceful, constant state. Harmony does not equate to team, though. Harmony kills progress with complacency. Sure you need some team harmony; you can’t be a team that goes for each other’s throats at every turn, that’s dysfunctional.
One of my biggest coaching pet peeves was the deal making kids would do. The
‘I’ll go easy and scratch your back if you’ll go easy and scratch mine” of the #1’s on the depth chart vs the #2’s and #3’s on the depth chart during drills and scrimmages. I want competition, I want fire. I want an environment the #2 is out to beat the #1 and the #3 is out to put the #2 and the #1 on the edge.
A little skirmish every now and then is not a bad thing for a team. Just don’t allow these little skirmishes to develop into team rifts. Players should challenge each to get better, not beat down each other. Serious issues need to be addressed and resolved early prior to becoming team rifts.
Chemistry is a mix of team member’s personality and skills which move the team forward and drive every member to get better. The players in the mix don’t have to be homogenous. They can be as different as can be. The only thing that matters is the team moves toward its goals.
A team needs someone to rock the boat and be a catalyst to trigger improvement. A team needs someone to point out the deficiencies in the team AND (this AND is very, very important) work to find solutions to improve.
Don’t underestimate the power of the individual to a group or team. As a coach, boss, or team leader, make an effort to understand the 60/30/10 Rule. Assemble the best talent you can, define and assign roles, and let people do their jobs.
Individuals matter.
Don’t allow ego to get in the way of progress.
There’s is no “I” in team, but there is a “ME”.
THE COACH HAYS 