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Why Your Teams Won’t Win Without Deliberate Practice

In 1997, a young Tom Brady wasn’t the strongest, fastest, or most naturally gifted quarterback at the University of Michigan. He was seventh on the depth chart, barely seeing the field. But instead of relying on talent alone, he practiced relentlessly—studying film, refining his mechanics, and preparing for moments that hadn’t even arrived yet. Years later, that dedication turned him into a seven-time Super Bowl champion.

Business leaders often expect their teams to perform under pressure, but without consistent and deliberate practice, they will fall short. Talent alone isn’t enough. Here’s why practice is the foundation of high performance.

1. Practice Strengthens Skills

Top athletes don’t just play games—they spend most of their time in structured training, breaking down every movement, running drills, and repeating plays until they become second nature. The same principle applies to teams in business. Without practice, skills stagnate, and execution suffers.

How to apply it: Create deliberate training sessions where your team refines their skills—whether it’s pitching ideas, problem-solving, or customer interactions. Just like in sports, repetition builds mastery.

2. Safe Environments Make Practice More Effective

Great coaches know that mistakes are part of learning. If players fear making errors in practice, they won’t take risks or improve. The same applies to business. Teams need a space to experiment, fail, and learn without fear of judgment.

How to apply it: Foster a culture where learning is prioritized over immediate perfection. Encourage feedback, review mistakes openly, and make practice a place for growth, not punishment.

3. Winning Teams Focus on Continuous Improvement

The best teams don’t just practice—they review, adjust, and refine constantly. Tom Brady didn’t stop training after his first Super Bowl win. He analyzed every game, identified weaknesses, and adapted. The same approach applies in business. What worked yesterday won’t necessarily work tomorrow.

How to apply it: Regularly review team performance, identify areas for improvement, and adapt. Encourage a mindset that values growth over comfort.

The Leadership Challenge

A team that doesn’t practice can’t expect to win. Leaders must create an environment where practice isn’t an afterthought—it’s a core part of the culture. Whether in sports or business, the teams that prepare the most perform the best.

If your team had to perform at a championship level tomorrow, would they be ready?

February 28, 2025 by

4 Strategies to Develop a Coaching Mindset

A coaching mindset equips leaders to empower their teams, foster growth, and cultivate a culture of continuous learning and development. This mindset is not innate but can be cultivated through intentional strategies. 

Here are four proven approaches to developing a coaching mindset:

1. Embrace Active Listening

Active listening is a cornerstone of effective coaching. It involves fully concentrating on what the other person is saying, understanding their perspective, and responding thoughtfully. Unlike passive hearing, active listening requires focus and empathy. By practicing active listening, leaders can gain deeper insights into their team members’ needs, challenges, and aspirations. This understanding lays the foundation for meaningful guidance and support. For example, asking clarifying questions and summarizing what has been said can demonstrate genuine interest and build trust.

2. Foster a Growth Mindset

A growth mindset, a concept popularized by psychologist Carol Dweck, is the belief that abilities and intelligence can be developed through effort and learning. Leaders with a growth mindset view challenges as opportunities and failures as valuable learning experiences. This perspective inspires team members to adopt the same approach, leading to a more resilient and innovative workforce. By encouraging continuous learning, offering constructive feedback, and celebrating progress, leaders can create an environment where growth becomes a shared value.

3. Practice Powerful Questioning

One of the most effective tools in a coach’s arsenal is the ability to ask powerful, open-ended questions. These questions prompt self-reflection and deep thinking, helping individuals uncover their solutions and insights. For instance, instead of offering advice directly, a leader might ask, “What options have you considered for addressing this challenge?” or “How do you think this aligns with your long-term goals?” Such questions encourage autonomy and critical thinking, which are essential for personal and professional growth.

4. Commit to Continuous Self-Development

A coaching mindset requires a commitment to self-improvement. Leaders must model the behaviors they wish to see in their teams by engaging in ongoing learning and reflection. This might involve seeking feedback from peers, participating in professional development programs, or staying abreast of industry trends. Reflective practices, such as journaling or meditating, can also help leaders stay aligned with their goals and values. When leaders prioritize their growth, they set a powerful example for their teams, reinforcing the importance of development at every level.

By embracing active listening, fostering a growth mindset, practicing powerful questioning, and committing to continuous self-development, leaders can cultivate an environment where individuals feel supported and motivated to achieve their potential. 

February 21, 2025 by

Why the Best Leaders Have More Friends Than Enemies

In the corporate world, the image of the solitary, authoritative leader—decisive and unyielding—is often celebrated. 

However, recent insights suggest a different paradigm: 

The most effective leaders are those who build connections, foster trust, and lead with empathy.

They have more friends than enemies, and this approach yields significant results.

Consider the story of Tony, a CEO who took over a struggling company. Instead of implementing immediate cost-cutting measures or enforcing top-down directives, Tony chose to invest time in understanding his team, clients, and even competitors. He reached out to his harshest critics, inviting open dialogue to understand their concerns. This strategy, though unconventional, proved transformative.

Within a few years, Tony revitalized the company’s culture. Employees felt valued, customers appreciated being heard, and former critics became allies. His leadership style not only improved the company’s financial standing but also earned him widespread respect. People supported his initiatives not out of obligation, but because they believed in his vision. Tony exemplified the principle that effective leaders cultivate more allies than adversaries.

Supporting this approach, a study highlighted in the Navy Leader Development Framework emphasizes that top leaders inspire their teams to perform at or near their theoretical limits by making their teams stronger and relentlessly chasing the “best” performance.

Furthermore, Captain Mark Brouker, in his book Lessons from the Navy: How to Earn Trust, Lead Teams, and Achieve Organizational Excellence, underscores that a subordinate’s trust in their leader is the most important factor in the success of any organization. He emphasizes that leadership is about showing patience, kindness, mercy, caring, and, yes, love.

The takeaway is clear: 

The most effective leaders prioritize empathy over ego and listen more than they speak. 

They understand that true influence stems from nurturing relationships and building trust.

In the often adversarial world of business, could it be that having more friends than enemies is a strength rather than a weakness? 

Reflecting on your leadership style:

How do you handle relationships with those around you? Are you building bridges or burning them?

February 14, 2025 by

3 Leadership Habits from Super Bowl Coaches That Build a Connected Culture

As Super Bowl LIX approaches, featuring a showdown between the Kansas City Chiefs and the San Francisco 49ers, business leaders can draw valuable insights from the leadership styles of Andy Reid (Chiefs) and Kyle Shanahan (49ers). 

Both coaches have cultivated a winning culture built on connection, trust, and high performance. 

Here are three habits they use that can transform company culture.

1. Empower Your Team Through Trust and Delegation

Andy Reid is a master of delegation. He trusts his staff and players to take ownership, whether it’s letting offensive coordinators call plays or allowing quarterback Patrick Mahomes to innovate on the field. By empowering his team, Reid fosters confidence, accountability, and creativity—keys to long-term success.

Give your team autonomy to solve problems and execute strategies. Micromanagement stifles innovation, while trust breeds leadership. Set clear expectations and let people own their roles.

2. Adaptability and Innovation

Kyle Shanahan is known for his adaptability and forward-thinking offensive schemes. Whether it’s adjusting mid-game or designing game plans around his players’ strengths, Shanahan ensures his team is always ahead of the curve.

Markets shift, industries evolve, and companies that don’t adapt get left behind. Encourage a culture where innovation thrives. Analyze trends, take smart risks, and pivot when necessary. A business that remains flexible will outlast the competition.

3. Culture of Accountability and Consistency

Both Reid and Shanahan maintain high standards and clear accountability within their organizations. Players know what’s expected of them, and they rise to meet the challenge. This culture of consistency breeds trust and performance.

Set clear, unwavering standards for your team. If excellence is the expectation, make sure everyone is aligned. Great cultures don’t happen by accident—they are built through consistent leadership and accountability.

Super Bowl-winning coaches don’t just lead teams—they create cultures of connection, empowerment, and accountability. 

Business leaders can take these same principles and build organizations where people feel valued, motivated, and aligned toward a shared vision.

Which of these leadership habits do you prioritize in your business?

February 7, 2025 by

Priceless Leadership Lessons from a $6M Banana

In 2019, artist Maurizio Cattelan’s Comedian — a banana duct-taped to a wall — made its debut at Art Basel Miami Beach. It quickly became the talk of the art world, igniting debates about value, creativity, and the nature of art itself. Initially sold for $120,000, this conceptual artwork later achieved a new height when it was auctioned at Sotheby’s in New York in November 2024 for $6.2 million, including fees. This transformation from fruit to a multi-million-dollar masterpiece offers profound lessons for leaders about context, reputation, and perception.

1. Context Shapes Perception

At Art Basel Miami, an event synonymous with high art and exclusivity, an ordinary banana became a provocative statement. In a grocery store, it would have been overlooked entirely. The context of the presentation elevated its significance. Leaders can apply this principle by understanding how to frame their ideas and initiatives in environments that amplify their impact. The right stage can transform a simple concept into a groundbreaking one.

2. Reputation Is Key

The reputation of both Art Basel and Maurizio Cattelan played a critical role in the artwork’s success. Cattelan’s history of bold, thought-provoking pieces created an audience primed to see Comedian as valuable and meaningful. This underscores the importance of credibility in leadership. When leaders consistently demonstrate integrity and deliver results, their ideas are more likely to be embraced.

3. Symbolism Speaks Volumes

Comedian was more than a banana; it became a metaphor for the absurdity of value and the ways art challenges societal norms. Great leaders understand the power of symbolism to communicate messages that resonate deeply. Whether it’s through storytelling, metaphors, or visual elements, effective communication often relies on creating meaning beyond the obvious.

4. The Power of Provocation

Cattelan’s work invited people to question their assumptions about art and value. Similarly, leaders who challenge the status quo—asking unconventional questions or introducing bold ideas—can spark innovation and drive progress. By being willing to provoke thought and dialogue, leaders can inspire transformative change.

The Lesson

The story of the $6M banana reminds us that value is often created through context, credibility, and the ability to provoke and inspire. For leaders, this means understanding the environments in which ideas are shared, building reputations that lend weight to those ideas, and using symbolism and boldness to capture attention and inspire action. Sometimes, it’s not about the banana—it’s about what it represents. Leadership, much like art, is about transforming the ordinary into the extraordinary through vision and execution.

January 31, 2025 by

The CEO’s Guide to Aligning Internal Culture with External Branding

It was a crisp morning at Zappos headquarters when Tony Hsieh, the late visionary CEO, gathered his team for a meeting. The agenda was simple yet profound: “How do we make every interaction with our customers reflect the culture we live and breathe every day?” Hsieh believed that culture wasn’t just an internal function—it was the heartbeat of the entire organization. The discussion that day would set the stage for Zappos’ legendary reputation for customer service and employee engagement. The team knew that aligning their internal values with their external brand promise was key to their success, and they committed to making that alignment seamless and authentic.

This story isn’t unique to Zappos. 

It’s a challenge every CEO faces: 

Ensuring that what happens inside the organization mirrors the promises made to customers. When internal culture reflects external branding, the result is a seamless customer experience, engaged employees, and a brand that resonates with authenticity.

Why Alignment Matters

At its core, a brand is a promise—a set of expectations that customers hold about what they will experience when interacting with your company. When internal operations and culture fail to deliver on that promise, trust erodes, and customers disengage. Conversely, when employees embody the brand’s values and purpose, they become the living representation of the brand, creating emotional connections that drive loyalty.

Consider Zappos, renowned for its customer service. The company’s internal culture—centered on empowerment, happiness, and innovation—aligns perfectly with its external promise of delivering “wow” experiences. This alignment has made Zappos a model of customer-centricity and a beacon of employee engagement.

The CEO’s Role in Culture-Brand Alignment

As a CEO, you set the tone for how culture and brand intersect. Your leadership must prioritize:

  1. Defining Core Values: Identify the principles that drive both your internal culture and your external brand identity. These values should guide decision-making at every level of the organization.
  2. Living the Brand: Model the behaviors and attitudes that reflect your brand’s values. Authenticity starts at the top and cascades throughout the organization.
  3. Integrating Teams: Break down silos between marketing, sales, HR, and operations to ensure a cohesive approach to delivering the brand promise.

Steps to Align Culture and Branding

To bridge the gap between internal culture and external branding, CEOs can follow these actionable steps:

  1. Conduct a Cultural Audit Assess your organization’s current culture to identify strengths, weaknesses, and gaps. This can include employee surveys, interviews, and workshops to uncover what’s working and what needs improvement.
  2. Develop a Brand Purpose Statement Articulate a clear and inspiring purpose that resonates with both employees and customers. Patagonia’s commitment to “saving our home planet” is a powerful example of a purpose that unites internal and external stakeholders.
  3. Empower Employees as Brand Ambassadors Train employees to understand and embody the brand’s values. Programs that celebrate employee contributions to the brand’s mission can foster pride and engagement.
  4. Align Recruitment and Onboarding Hire for cultural fit and align onboarding processes with the brand’s values. Salesforce’s emphasis on its core values—trust, customer success, innovation, and equality—begins during recruitment and continues throughout the employee journey.
  5. Integrate Feedback Loops Regularly gather insights from both employees and customers to refine your culture and branding efforts. Feedback helps ensure that your internal and external narratives remain aligned and relevant.

The Business Impact of Alignment

When internal culture and external branding are aligned, the benefits are profound:

  • Increased Customer Loyalty: Customers are more likely to trust and advocate for brands that consistently deliver on their promises.
  • Higher Employee Engagement: Employees who feel connected to the brand’s mission are more motivated and productive.
  • Enhanced Reputation: Authentic alignment builds a reputation for integrity, attracting both top talent and loyal customers.

A Case in Point: Southwest Airlines

Southwest Airlines exemplifies culture-brand alignment. Its promise of “low fares, lots of love” is mirrored internally by a culture that prioritizes employee satisfaction, teamwork, and fun. This alignment has driven Southwest’s long-standing success in customer satisfaction and profitability.

The CEO’s Takeaway

Aligning internal culture with external branding is not a one-time initiative; it’s an ongoing journey. As a CEO, your role is to champion this alignment, ensuring that every team member understands and contributes to the brand’s mission. By fostering a unified culture and brand identity, you create a foundation for sustainable growth, customer loyalty, and employee satisfaction.

Are you ready to align your culture and brand for transformative impact? 

Let’s make it happen.

January 26, 2025 by

Daily Walking Could Significantly Extend Lifespan

Picture this: 

You’re stuck on a problem at work, the kind that gnaws at the edges of your mind, refusing to be solved. 

Frustrated, you decide to step away from your desk and take a walk. 

As you pace through the park or around your neighborhood, the rhythmic motion of walking begins to clear your mind. 

Suddenly, an idea strikes—the solution to your problem appears as if out of nowhere. 

Walking has an uncanny ability to unlock creativity and provide clarity, and its benefits don’t stop there. 

It’s also a simple, powerful way to enhance your health and extend your lifespan.

While high-intensity workouts and gym memberships often steal the spotlight in conversations about fitness, walking remains one of the most accessible and effective ways to improve health and longevity. 

Research consistently shows that incorporating even moderate amounts of walking into your daily routine can significantly extend lifespan and enhance overall well-being.

Here are three recommended articles for further reading on the benefits of walking:

  1. Walking: The Best Exercise
    Dr. Andrew Weil highlights why walking is one of the simplest yet most effective exercises for maintaining overall health and wellness. This article provides insights into how walking can be integrated into daily life.
  2. How Walking Improves Brain Function and Creativity
    Published by Harvard Health, this piece dives into the cognitive benefits of walking, including how it boosts creativity and helps problem-solving\u2014ideal for business professionals looking for mental clarity.
  3. The Secret to Longevity: Why Walking Is Good for Your Health
    A New York Times article explains how even moderate amounts of walking can lead to a longer life, with tips for incorporating more steps into your routine.

Take a step today and embrace walking as the easiest, most natural way to boost your creativity, health, and longevity.

January 24, 2025 by

“Wicked” Characters Hold Timely Lessons for Leaders

When the movie Wicked first came out, I took my daughter and family to see it in theaters. Watching it in 3D, I was completely taken in by the magic and artistry of the film. The vibrant visuals and the depth of the storytelling transported us to the world of Oz in a way I had never experienced before. As the story unfolded, I was captivated by Elphaba’s journey, but there was one scene that hit me unexpectedly hard. Elphaba, eager to showcase her talents and finally belong, faced rejection—mocked for the very thing that made her unique: her green skin. I glanced at my daughter and felt a lump in my throat. The rejection struck a chord, reminding me of the challenges each of us faces when we dare to stand out or be different.

The story of Wicked is more than just an alternate take on a classic tale. It’s a profound exploration of resilience, perception, and leadership. 

Here are three timely lessons from Wicked characters that can inspire leaders in today’s world:

1. Embrace Uniqueness

Elphaba’s green skin sets her apart, and for much of her life, it’s a source of pain and alienation. Yet, it’s also a symbol of her incredible individuality and strength. Leaders often face a choice: conform to expectations or embrace what makes them unique. The most inspiring leaders don’t hide their differences; they leverage them to offer fresh perspectives and drive innovation. Uniqueness can be a superpower—if you’re brave enough to own it.

2. Perception Isn’t Reality

Glinda, the “good” witch, and Elphaba, the “wicked” witch, are initially perceived as opposites. But as the story unfolds, it becomes clear that these labels don’t reflect the full truth. Elphaba’s “wickedness” stems from her refusal to compromise her values, while Glinda struggles with her need for approval. Leaders should be cautious about judging people based on surface impressions or popular opinion. Taking the time to understand the complexities of a situation or individual can lead to better decisions and stronger relationships.

3. Courage to Stand Alone

Elphaba’s journey is one of immense courage. She risks everything—popularity, safety, and even love—to stand up for what she believes is right. Leadership often requires this kind of bravery. Whether it’s making an unpopular decision, challenging the status quo, or advocating for change, true leaders are willing to stand alone when necessary. They know that integrity and purpose are worth the cost.

As I walked out of the theater with my family, I thought about how much Elphaba’s story mirrors the challenges we face as leaders. 

We all encounter moments when we feel misunderstood, when our differences seem like weaknesses, or when standing up for what’s right feels impossibly hard. 

But it’s in those moments that leadership truly shines.

Wicked reminds us that leadership isn’t about being perfect or universally liked. 

It’s about embracing your uniqueness, seeing beyond appearances, and having the courage to follow your convictions. 

And sometimes, it’s about being the “green” one in the room—the one who dares to be different.

January 17, 2025 by

Ask These 9 Questions as You Plan for 2025

As a CEO, planning for the year ahead isn’t just about hitting targets—it’s about setting the direction for your brand to thrive and inspire. With 2025 on the horizon, here are nine essential questions to help you sharpen your focus, strengthen your brand, and energize your go-to-market strategy.

1. What’s the one thing we want to be known for?

At the heart of every great brand is a single, clear promise. What’s ours? What’s the message we want customers to carry forward?

2. What truly sets us apart?

Let’s face it, competition is fierce. To stand out, we need to zero in on what makes us different—and amplify it.

3. Are we solving the right problems for our customers?

The best brands don’t just sell—they serve. Are we deeply connected to our customers’ biggest challenges, and are we the best solution?

4. What do customers rave about—and what still frustrates them?

Feedback is a gift. Knowing what lights customers up (and what lets them down) is critical for improving their experience and loyalty.

5. Where’s our biggest growth opportunity?

What’s the one area where we can truly move the needle? Focus drives results, whether it’s a new market, product, or initiative.

6. Are we using technology to elevate, not complicate?

Technology should work for us, not against us. Are we leveraging the tools that make things smoother, faster, and more impactful for our team and customers?

7. How can we be more human in how we connect?

People don’t fall in love with logos—they love brands that feel real. How can we bring more empathy, authenticity, and care into every interaction?

8. What’s our plan to stay unforgettable?

Out of sight, out of mind. How are we ensuring we show up consistently and memorably across all touchpoints?

9. What bold move can we make in 2025?

The brands that lead aren’t afraid to take risks. What’s one bold step we can take this year to challenge the status quo and leap forward?

Closing Thought

2025 isn’t just another year; it’s our chance to strengthen our brand, deepen connections with our customers, and take bold steps forward. Start with these questions, and you’ll set the stage for a year of growth and impact.

Which of these questions sparks the most ideas for you? 

Let’s discuss.

January 10, 2025 by

Why Your Brand Needs a Reason to Exist

“A company’s purpose flows expressly from its heritage and leads directly to its values.” – James H. Gilmore and B. Joseph Pine III, Authenticity

A brand isn’t just a logo or a tagline—it’s a living entity, composed of three critical elements: vision, culture, and customer.

Leadership defines a vision that inspires employees, whose behaviors—both in interactions and marketing—translate that vision into a brand experience for customers. These three elements don’t exist in isolation. They continuously influence one another, collectively shaping how your company is perceived.

And that perception? That is your brand.

Beneath these three elements lies a deeper force: purpose. Purpose is what your brand stands for beyond profits. It’s your reason for existing—a guiding principle that defines what you’re for and what you’re against.

The Foundation of Purpose

Purpose-driven brands are transformative. They don’t chase fleeting sales or try to be all things to all people. Instead, they stand firmly for something meaningful, which naturally draws some people in while pushing others away. Cult Brands excel at this.

They promote inclusivity—anyone can join their community. But not everyone wants to join. Their values are so clear that they resonate powerfully with some while leaving others unmoved.

The Impact of Purpose

When a brand operates with purpose, it changes lives—both for its customers and employees:

  • Customers find their lives improved in ways that align with the brand’s mission.
  • Employees discover meaning in their work, connecting with a cause that goes beyond the paycheck.

Purpose drives a company to become the best version of itself. It keeps the focus on long-term impact rather than short-term gains, ensuring the brand aligns deeply with its audience.

Without a purpose, a brand becomes directionless. It loses the ability to attract passionate customers and employees because it can’t offer something bigger than itself. People seek alignment with values that reflect their own. A brand with a purpose provides that connection.

Purpose: The Soul of Your Brand

Defining your purpose isn’t just good business—it’s the heart of your brand. A clear, authentic purpose gives your organization the clarity and motivation to grow in ways that matter, for the people who matter most.

So, ask yourself: 

What do you stand for?

Answer that, and your brand’s impact will go far beyond profits—it will create a legacy.

December 10, 2024 by