Team Sports Can Lead DEI Efforts

Team Sports Can Lead DEI Efforts

How team sports culture can help you improve your company’s DEI efforts

Attaining diversity, equity, and inclusion (DE&I) within our workforce remains a challenge for many organizations in the sports tourism landscape. Even with an investment of time, energy, and resources - and money – in 2021 and 2022, many of our colleagues are not achieving their DE&I goals.

However, among team sports, DE&I standards are thriving.

Why is it that team sports can lead the way for DE&I efforts? How can industry leaders learn from team sports in this endeavor? Below are a few attributes that help distinguish the average office from a team.

Transparent Shared Goals

As in all sports, a team’s goal is to win. All those involved, from athletes to administrators, from coaches to support staff, strive for the same goal of accomplishment through winning. However, many small successes are also necessary to be victorious at the end of a season.

Team leadership will entrust a universal understanding of goal setting. Though personnel at most organizations only sometimes fully comprehend DE&I goals. Or the goals remain at the leadership level, and employees cannot be more involved in attaining the goal. How would you get inspired by a DE&I effort if you feel the same way? Those in leadership can find success individually, though we always witness teams and coaches winning together or losing together.

Relevant Measurement

Teams, athletes, and coaches do not spin their wheels on irrelevant statistics. Instead, teams consistently recognize and evaluate a system of measurement that makes a difference. Whether it is total games won in a specific month, points scored in the third quarter, or yards gained by play type. Doing so allows for the understanding and realization of small successes and failures that can continue to be improved as you move forward.

Play to Strengths vs. Weaknesses

How often have your strengths or work methods been discussed and evaluated?

It is more likely you were assigned a task or project for review to which you were expected to adapt. Your direct report did not adjust to you. You are the one who did the adjusting. That approach only leads to frustration and negativity.

By contrast, excellent coaches identify, improve, and exploit a team member’s strengths. By doing so, coaches and athletes must be flexible when required. Have you taken a Kolbe assessment? The Kolbe A Index (Instinct Test) does not measure intelligence, personality, or social style. It measures the instinctive ways you act. Kolbe’s results are used to be more productive, less stressed, and unlock enjoyment at work or in social settings. This is because once you, and your boss, understand how your mind and actions best fit into an organization, you will be better suited for success. How many bosses have had you take a Kolbe assessment and then work to highlight your strengths?

Accountability Across the Board

In a typical organization, accountability is transactional, meaning if you do what you are told, you get to keep your job. Oh, joy. With successful sports teams, being accountable begins with each team member. Each team member believes in their obligation to their team’s goals. Ever seen a post-game interview with a member of a losing team? You may have heard the following response to an interview question, “I have to get better.” The athlete points their finger at themselves, not others. Accountability also stretches among team members. Should a teammate be called out for the betterment of the team, it happens. Ultimately the coach is accountable. Responsibility encompasses all members of a team.

Discipline and Discharge

To have successful discipline traits, a coach and leader should act more like a mentor than a traditional commanding, “do as I say” boss. Always combine humility and courage when showcasing discipline and lead by listening instead of telling. Leaders should consistently demonstrate a genuine interest in ideas and contributions. And be a professional that treats people fairly and consistently.

While promoting DE&I initiatives, instituting a coaching culture enables human resources to be viewed as a coach helping leaders lead instead of a department cracking down on rules.

Think like a coach when creating a DE&I approach in your work environment. Change from the traditional command and control management model mindset to a team sports model. Your team will thrive.