Coaching basketball is something that I will always look back on fondly. As a coach it’s fun to come up with sets and plays that will help the team win games. But in order for those sets and plays to be successful, the players have to execute them properly. In the end, it all comes down to having the players buy into your plan, and motivating them to be better than their abilities.
Some of the best ways to keep players motivated is to give them ownership and responsibility for their roles on the team, and make sure that they’re in roles that are suited for them. You can, and should apply this same logic to business teams too.
The San Antonio Spurs are a world class professional basketball organization that consistently puts a championship level team on the court each year. Juggling talent and egos is no easy task, but the Spurs seem to have a handle on it and teams around the league look at the them as the standard for consistency and excellence.
Coach Gregg Popovich is at the center of the Spurs success, and while he will be the first to defer any praise to the players and the front office, it is Coach Popovich that the players want to play for. Coach Popovich “doesn’t give orders, he assigns responsibilities. And this is the ultimate sign of respect.” (GQ.com)
Giving responsibilities to the players gives them ownership, and this makes the player invested in the team. A personally invested team member will be more motivated to get the job done well as they have more of a personal connection to the job or role.
But allowing the players to take responsibility is only part of it, Coach Popovich “sizes [the players] up, accepts them for what they are, and entrusts them with the tasks suited to them.”
There are a couple of things to unpack here. First, the notion of assigning responsibilities to team members is different from assigning tasks. If all you do is assign your team members tasks, you are not giving them ownership for their roles. Instead, you’re just giving them ownership over the tasks, which gets old and dry really quickly. If you want to motivate your team, give your members ownership of their roles. As a leader, you can set the teams goals, and in some cases even the strategy, but by giving the team ownership of their roles they can set the tasks needed to accomplish the goals. This allows the team members to be invested in their roles and responsibilities.
Second, you need to fit jobs with the people that have the right skillset. Honestly, this should be the first thing to consider if you want your team to be successful. Do you have the right people to perform the tasks at hand? Finding the answer to this requires you to have conversations with your team members to see if they’re the right fit for the team and for what’s needed. There might not be a whole lot you can do right away if you find that someone on your team isn’t the right fit for what you need, but then consider how to make the best use of the skillset that person has. People are much more motivated when they’re doing something that can contribute positively to the team.
Lastly, you have to be comfortable with your team taking responsibility for their roles and completing the tasks they need to complete to achieve the team’s goals. As a leader, that means taking a step back and letting your team do what they have to do. That doesn’t mean that you walk away from the group and come back weeks later. You should still have constant communication with your team, you just don’t need to be a micro manager.
If you’re noticing that your team isn’t very motivated and it feels like morale is low, try taking a look at these three things and look for ways to change the status quo.