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What Kind of Leaders or Players Do You Have on Your Team?

All of us at one point in our life played sports, either as an individual and/or team contributor growing up. Those early life lessons shaped us to be better today, either as a pro athlete performer or successful executive business contributor. I am sure you have your own powerful story and golden nuggets that helped you along the way to your rise to the top.

For me, it was a mix of bittersweet experiences that by looking in the “reverse side of the mirror” of accumulated events, I would not trade them for anything despite how they were painful and or challenging.
Henry Ford’s quote sums it up the best:

“Coming together is a beginning. Keeping together is progress. Working together is success.”

As I am reflecting more on specific kinds of players and leaders I have encountered along the way while dealing with both pro athletes and business executives, I was exposed to the following:

1. Aggressive Player – How aggressive do you need to and can you be? In my experience, it depends on the coach and mentors, as well as the overall team. It is essential to play smart and under control without being a detriment to others and the overall team. If you are coming across as an Individual and or Selfish Player, you may have more issues at hand. While aggressiveness is very welcome in sports and to some extent in business, it can go both ways within the team and organization. The key is to harness good traits and control the ones that get you in trouble.

2. Competitive Player – Can you be successful without healthy competition? The key is to turn competitiveness into “All Star” team competitive performance at every game – on the field or in front of the customer! Allowing internal competition before “a big game” to further develop and practice a certain skill is an excellent way to maintain the needed edge of the passionate competitive players ready to give their 100%. Be very careful if only one person gets the accolades most of the time, you may discourage other members to give their best.

3. Individual Player – Unless you are playing an individual sport and you are a “one person show,” like a professional tennis player or one-person company, it is essential to change that individual player mindset. We see all the time “All Star” performers that are struggling to deliver exceptional results within the team.

4. Negative Player – We always have someone on the team who at some point demonstrates frustration and or negativity. But if you have truly negative players that consistently blame others and or have a list of excuses for lack of their performance and or results, then you have a lot of work to do as a coach and leader to turn them around as high performers. Be strategic, not only tactical when leveraging the power of team lineup for success.

5. Passive Player – They can often be confused with a Quiet Player so it is essential to know the difference, or sometimes they may have traits of both types of players. Missing motivation, drive and “Why” can be a big problem. The key is to identify why they are passive and shutting down, and how they need to be supported to become an “all star” player.

6. Selfish Player – Need I say more? What I found is that Selfish Players can be even more challenging and destructive to the team than Negative Players. This type of player is in the game for his or her self-promoting and has an “all about me” attitude. These types of players can be turned around with coaching and strong motivational techniques in order to help them become a team player.

7. Team Player – You just love, appreciate, and want to be around them! They are ready to do anything at any time demonstrating servant leadership at its best. Also, they are flexible and approachable with a sparkling personality and attitude. The key is to make them appreciated and recognized when credits are due to exceptional results within the teams and organizations.

After distilling this even further, I found the undeniable truth of what is the makeup of an Exceptional Player, a player who has exceptional competencies based on their role and/or position. The key is to position the right talent for the best role on the team!

But is that enough? In addition to exceptional competencies that take time, practice and experience gained through a unique learning curve, it is essential to have highly developed Emotional Quotient (EQ) in addition to their Intelligence Quotient (IQ). In my next post, I will fully dedicate the importance of EQ and IQ and the best ways to integrate them to achieve Exceptional Performance among successful professional players, business executives and leaders.

Massive success to you on your journey as a transformational leader & player!

Leave a Legacy – A Legacy That Matters!

Be a Legend –  Your Legendary Way!

Learn… Lead… Love…  Izabela Lundberg  (@IzabelaLundberg) is CEO and Founder of Izabela Lundberg International. She is an Executive  Consultant, Trainer & Speaker for Fortune 500 and  Professional Athletes & Coaches. She is #1 International Best Selling Author & Leading Authority of Leadership Transformation From Fear to Greatness. Drawing on her extensive global business management, diversity, and high-performance impact expertise through her work with people from over 80 countries, Izabela also writes and speaks on topics such us  Strategic Leadership & InfluenceLegacy Leadership, & #HighPerformance #Impact.