The recent Ryder Cup victory by 12 US professional golfers reversed losses in five of the last six years to the Europeans.

What does this say to business leaders?

To start, golfers play as individuals and rarely participate in a team effort, let alone a team of twelve. Captain, Paul Azinger broke the rules in selecting players and organizing them in light of the recent losing USA performances. He chose players up to two weeks before competition so he selected the hottest players. And, more importantly, he used a novel, multifaceted team building strategy.

Using a professional personal coach, he selected players and put them into three, 4 man pods, based on their behavioral styles. One pod consisted of aggressive players, another of steady players and the last was a mixed group of rookies and veteran players. The pods practiced together and played together in the tournament. Mr. Azinger created an environment where each player could succeed by being themselves. He learned how to effectively communicate with them based on their style preferences. He structured the group with similar-style assistant captains for each pod to take care of their specific needs. During the tournament he chose his messages deliberately depending on the situation and the team style….sometimes just a drive by supporting smile.

Why did this work? Mr. Azinger put the emphasis on personal commitment that helped each player be their best rather than asking them to think of a large team effort. It worked amazingly well. With a USA team without Tiger Woods and including 6 rookies, the American’s scored an impressive 16 ∏ to 11 ∏ victory!

Think of your many project teams, cross-functional teams, etc. Using individual preferences/strengths is a functional approach to success. I know, I’ve used it and seen it work!

Technology and leadership interact constantly….one affects the other.

Leaders I know are running hard with work, teams, projects, family and many experience the time pressure, time sensitive nature of it all. Red Bull sales meet a need in a multitasking environment.

Intensity reigns. Some leaders cannot define “vacation”….literally. I know because I ask them.

Jim Collins, author of “Good to Great” recently said a “stop doing list” is more important than the things that populate “to do lists”. Why? Without a way to define or put a boundary on expanding workloads, they overtake your life. There are no work limits and our bodies have limits…heart attacks, exhaustion, burn out…

What about technology? Do you establish controls on your interactions with emails, text messages, voice mails….or do you respond to their hits? Be honest. Do you know key players who converse while texting? Can you “hear” it even on the phone? Are you one of them?

I know one leadership development course that strips participants of their technology hardware on day one amid great angst. By day three, they do not want it back. Sound funny?

Without limits, your reality may be that you, in fact, report to your blackberry. Who’s leading here? 

The recently concluded Olympic games in Beijing showcased Michael Phelps’ accomplishments in a perfect 8 for 8 gold medal run establishing an Olympic record. He swam 17 times in nine days and broke the world record in 4 of his 5 individual swims and all 3 of his relay teams set world marks.

So, what is Michael saying and demonstrating about leadership?

The concept of focus and excellence are evident. The idea that leadership brings out the best in others was displayed in both competitive events and his team events. He widely endorsed and praised his teammates as the “best in the world” and that he needed them. He praised their efforts in a number of interviews.

How much of this kind of leadership do you see in action in the real world? Olympic swimming gave the world a lens for leadership.

Leading others to achieve extraordinary results is fulfilling work for me. I’ve experienced leadership in school, the military, non-profits, corporate settings (including being CEO), small business and my Rotary Club. I’ve learned from great bosses, being a student of leadership and executive politics.

I now enjoy working with business leaders as they face the challenges of change, relationships, self-management, developing others, having tough conversations, etc. I serve as a trusted advisor and coach among other roles.

This blog will discuss ways that leaders grow, stretch, and change to meet their circumstances…what engages them, what challenges them. Their time is precious, their demands many and the technology keeps the speed high.

So, let’s talk about what develops leaders well. What connects the dots for their success? I’ll start by suggesting a process of discovery….discovery of what matters right now for them.
What discovery process works for you?