The Authority to Choose & Grow Team

300-500 staff, depending on the time of year. 31 recreation centers scattered throughout Denver. Dozens of pools and programs all meant to serve thousands of kids, families, seniors, etc. Status of the title that says I'm in charge. Couldn't get one damn thing accomplished!

I only lasted 2 yrs in city government. The civil service system stymied most opportunities to choose, promote, reward, discipline, or terminate my team. This was a hard but well learned lesson in leadership. Never accept a leadership position unless I have the authroity to choose and grow my team!

As the leader of a group, if the job and goals are far reaching enough, the leader is only as good as her/his team's exectution. Choosing and growing your team becomes a little more challenging for a leader who has layers of managers who also need the ability to choose and grow their teams. My philosophy is that "As the CEO I retain the right to overrule any personnel decision" (and any other decision, for that matter)...who to hire, promote, reward, discipline, terminate, etc. After all this entire organization is my team. Yet, if I want to grow my team's experience as leaders, I must allow my leaders to exercise their judgement in creating and growing their own teams. Sometimes their mistakes are more powerful learning tools than their successes. As my managers proceed through their hiring process, I make it clear that I will eventually want to know who are their top 3 candidates, the order of priority preferred by that manager, and the specific set of criteria and reasoning the manager is using to recommend their top choice and priorty order. I must use my ability to overrule sparingly, and if used I must thoroughly explain my reasoning. Of course this is only if you want a respectful and healthy work environment for your whole team.

Probably the biggest challenges for this philosophy is that we are often so pressured by our lack of time and patience to allow a more time consuming process, and our risk tolerance for making a mistake.

While choosing and growing your team involves some of the imporant decisions you'll ever make, and the most intense emotions that will swirl in your head and heart night and day, you will also experience some of the most significant joy when your team members and your team acheive at a level that inspires.

Listen

It was amazing how successful Tom Landry was as a coach. In January 1978 we won a Superbowl together, and the next year we were the runner up. Fast forward 6 years, and much water under the bridge, Al Davis and we won big (January 1984 Superbowl victory). Their philosophies were so different, yet they were both winners. Both philosophies work, but which fits best for an individual or at a point in an individual's life?

Tom's system was his priority. He found obscure young players and molded them to fit his system. His system did not change. It was up to the player to change. This can feel pretty restricting after a while.

My first day at the Raiders facility in El Segundo, in the middle of practice, I look to my side and there stands Al Davis. He asked me if I had any thoughts on how the Raider's defense could improve. What? Mr. Hall of Fame player and coach was asking me? Is this a trick? A set-up? No. While on most teams coaches do not ask players questions, everytime we left the field during a Raiders game the coaches would be asking, "What are you feeling out there? What will work? What should we know?" They didn't always implement our reply, but the respect that I felt changed me and my motivation. To this day I would assault a moving Mack truck for Al Davis.

While our society is most often telling our kids what to do, it's the truly effective street leader...the Crip or Blood gang leader...who really listens to that young boy on the block.

The pager on my hip buzzes late at night and the read out includes a phone number and 911. He's in a phone booth near Alameda and the Feds. He's so tired. He's so alone. He so wants, needs to end his pain. He answers yes, he is thinking of killing himself. He answers yes, he has a gun with him in the booth. Am I all the way present at this moment? Can I 100% focus on him? Can I help him tell me why he's so tired...and really hear him? Can I find the right question that will help him identify some hope? Could I ever find a more significant opportunity in life to truly listen? I so don't want him to be in pain, but thank you for allowing me this gift...an opportunity for true significance.

It's the hardest skill I've ever tried to master. Distraction. Impatience. Emotionally drained. My own issues.

The most powerful tool of life...of relationship...of management...of leadership.

Listen.