Feature Article - August 2008

It takes more than talent to build a winning team

2008 U.S. Men's Olympic Basketball Team shows how team building pays

                                                                                                                                                  by Tom Davidson

I recently trained a group of high performers in leading teams during emergencies and heard that one member would rather have his “teeth pulled than sit through another one of these.” 

Why do we still have to suffer with all the touchy-feely team building activities?  Spending time in “retreats” and “off sites” can be a fun distraction, but aren’t they really just a feel-good waste of time?  Surely, if you hire the right people, give them clear goals and provide good leadership, they will outwit the competition, especially if they aren’t bothered with any more foolishness like this.  Right?   

Dead wrong, as proven this month by the 2008 U.S. Men’s Olympic Basketball Team.

Case in point guards

Compare for a moment the 2004 with the 2008 U.S. Men’s Olympic Basketball Team.  Both were full of NBA all-stars -- the epitome of high performers with multimillionaire egos to prove it.  The 2004 team wasn't the original “Dream Team,” but they were the most notorious, becoming the first Team USA to lose the gold medal since professionals became eligible in 1992.

Also, proven talent lead and coached each team.  Larry Brown, the only coach in history to lead seven NBA teams to the playoffs and the only coach to win both an NCAA National Championship and an NBA Championship, coached the 2004 squad.  His pedigree for the role was impeccable, just like Mike Krzyzewski’s, the 2008 coach.  Hall-of-Fame winning “Coach K” had lead Duke University to three National Championships, 10 Final Four appearances, and 10 ACC Championships before being invited to the lead this year’s team. 

Both teams were highly ranked going into the competition.  The 2004 team was so sure of success they strutted their MVP stuff around Athens as if they were God’s gift (i.e. Allen Iverson) and would take home the gold without breaking a sweat.  Yet they were humiliated and finally set aside by Team Argentina, leaving them to grope for the bronze medal.  Many true blue Americans, including me, rooted for them to lose because they were such an embarrassment to their country, not in medal counts but in behaviors.

What a difference a team building makes

On August 24, 2008, the U.S. Men’s Olympic Basketball Team won the gold medal in the finest fashion.  These team players had been out supporting fellow Olympians in other venues for two weeks, talking proudly about their country and their team in media interviews, speaking respectfully of the other teams, acting humbly about their place in history, and showing up on the court with much more than the same logo merchandise.     

What lead to the remarkable difference between the desultory 2004 losers and the worthy 2008 champions?  After all, they had the same kind of NBA talent, even a few returning all-stars (i.e., LeBron James).  They had the same kind of coaching talent, even someone less experienced at coaching independent-minded professionals.  They even had the same adoring fans, even more fanatical and starry-eyed since the NBA now draws a more international audience and loyal fan base than ever before.

You think it was redemption that drove them to win?  After all, everyone was calling them the “Redeem Team” to counter the “Dream Team” debacle.  True to their talking points, this year’s coach and players downplayed the name, but they surely had redemption in their hearts.  I agree.  Nevertheless, if that were all it took, every losing team would win its next game or season.No.  The difference was a well-designed investment in the high art of team building.

A team turnaround for the ages

Although they won’t get much credit (and don’t want it), this year’s turnaround started at the top, with a new philosophy and system engineered by Managing Director Jerry Colangelo and Head Coach Mike Krzyzewski.  While the subtleties of what they did may never be fully revealed, here are some highlights of note.

The Selection.  This team was handpicked for talent and attitude.  Among the hurdles, every prospect had to answer in their own words why they wanted to represent their country.  There would be no pay or guaranteed playing time.  The country would not be a victim again to the can’t-be-bothered elites and the last-minute resignations of the 2004 version.  This team wanted to be there or they would be gone.

The Shared Vision. Building on this foundation, the leaders engineered more than just playbooks and practice time.  They kept the team focused on “the big picture,” what they were there to accomplish as a team more than their individual agenda.  They even took time for “off-sites” together such as a visit to the Statue of Liberty and an exhibition game at Rockefeller Center.  The team’s official slogan?  United We Rise.  As a result, "It's in vogue again to be playing for your national team,” said USA Basketball Executive Director Jim Tooley.  

The System.  The 2004 team started practicing together just three weeks before the start of the Olympic Games.  The 2008 squad made a three-year commitment this time, including regular summer practices and competing together in the world championships before their final exam.  They practiced, shared playing time, learned from their mistakes, leveraged each other’s skills, and supported their teammates on the court and in other venues. Even their uniforms sent a subtle message.  “USA” was big and red on the front, while the players’ names were a subtle blue on the back. 

Team building matters at work

What Team USA did was exciting, but how they did it was spectacular.  Yet, was it truly unusual?  Business leaders will recognize that the elements listed above can and should be duplicated in the workplace.  “Retreats” and “team building activities” get a bad name because they are not part of a well-engineered system that includes both the technical and human side of business.  Pooh-poohing team building is for the arrogant or the uninitiated.  If you are an experienced leader, you know that the people side of organizations is not just the “soft skills” but also the hardest work of all, and it’s your job. 

For a free primer called “Timeless Tips for Teams,” visit http://www.davidsonleadership.com/documents/Timelesstipsforteams_001.pdf.

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