By True North Learning Director and Senior Facilitator: Errol Amerasekera
I have just finished watching (again) one of my all-time favourite movies: “Remember the Titans”. In the movie, Denzel Washington plays coach Herman Boone. He is the newly appointed coach of the TC Williams High School football team. The movie is set in 1971, in the era when America was de-segregating the education system and for the first time allowing black and white students to attend the same high school. As such, the football team, much like society at the time, was deeply divided along the lines of race. Black and white players were more concerned with their place on the team, defending what they believed was theirs and reducing the accountability of members of their own race so that they would maintain their place on the team. Needless to say, this created a dysfunctional and conflictual culture and one that would have been highly ineffective on a football field.
While this occurs within the context of a Hollywood movie, unfortunately, this kind of division, divisiveness and territorialism is not that uncommon within the teams we work with. And whilst the severity of this dysfunction is rarely as obvious as within the movie, elements of these dynamics still play out on a regular basis.
From the start of their off-season training camp, coach Boone sets the tone for the team; he makes the purpose of the team clear and explicit – the purpose is to be “perfect” in every aspect of the game. He also sets the culture by holding team members and even fellow coaches accountable to “perfect” culture, as well as personally demonstrating the very culture he is trying to create within his team.
In the final stages of the movie, when the team is behind at half time in the State Championship game, he tells the team that in his eyes they are already perfect, and if they win or lose that game is immaterial. One of the team leaders then speaks on behalf of the team and reminds coach Boone as well as his team mates of the original purpose and goal with which they commenced the season – to be “perfect”. He says that as individuals they are not perfect, but as a team they are still perfect as they are still undefeated and intend to stay that way. At this point, it is clear that the original goal and purpose of the coach, has now become the purpose of the players themselves. As one would expect, the team goes on to win the game and the somewhat predictable Hollywood ending ensues.
But what lessons can we learn from this movie which we can apply to our own teams and organisations?
Firstly, for teams to be effective the purpose must be clearly stated. Also the team leaders need to model and embody that purpose themselves.
Secondly, there needs to be process whereby individuals within the team are aligned to that purpose; they need to buy-in to the purpose so that it becomes their own. Team members will usually not go above and beyond the call, they will not strive for excellence and they will not be able to create high performance workplaces if they are working towards someone else’s purpose or a purpose that they don’t identify with. It is once that purpose becomes their own that truly exceptional teams are created.
Thirdly, there needs to be a strong culture of accountability so that individuals within the team act, think, behave and communicate, etc in a way that’s in service of that purpose. Building individual and team capacity to have “difficult conversations” allows managers and team members to hold themselves, and each other, accountable when actions are not in service and aligned to the stated purpose.
How can you use the lessons from the movie to create/review the purpose of your organisation or team so that it inspires and moves team members towards the creation of a high performance workplace?
For more infomation about True North Learning’s Vision and Purpose Development programs visit http://truenorthlearning.com.au/cultural-alignment/vision-and-purpose.php