#73 - Former NFL Executive Mike Smith on Sports as a Framework for Leadership, Establishing Trust & Psychological Safety, the Importance of Feedback, and Seeing the System
May 21, 2023
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Former NFL Executive Mike Smith discusses using sports for leadership, trust, and feedback. He reflects on childhood experiences, balance in finance, building organizational culture, leadership qualities, challenges in obtaining feedback, reflections on leadership and empathy, and the importance of supportive bosses in career development.
Focusing on trust over character or competence resolves performance gaps effectively.
Using 'Five Whys' technique shifts focus from surface issues to systemic challenges for better resolutions.
Breaking down complex issues into manageable steps initiates progress and ensures steady improvement.
Applying the Ladder of Inference model enhances communication, fosters learning, and collaborative problem-solving within organizations.
Deep dives
Understanding the Importance of Trust in Performance
Feedback became a critical aspect in addressing performance gaps when a situation involving a partner's underperformance emerged. Initially perceived as a lack of skill or work ethic, digging deeper with a trust breakdown showed there was a more nuanced situation. It was revealed that a loss of trust was crucial, impacting the overall performance. This insight led to an understanding that focusing on trust rather than character or competence issues was key to resolving the performance gap effectively.
Using the 'Five Whys' Approach to Identify Root Causes
Utilizing the 'Five Whys' technique, a client's concern about a partner's performance shifted from surface issues like skill and work ethic to identifying the root cause. By delving deeper and questioning why certain outcomes were not achieved, the focus turned toward systemic challenges rather than individual attributes. This approach allowed for a more targeted and effective resolution strategy that addressed the underlying issues affecting performance.
Taking Small Steps Toward Progress
Recognizing the significance of taking incremental steps, a strategic framework was applied to address challenges within the client's organization. By reframing the problem-solving process and breaking down complex issues into manageable steps, the organization could initiate progress. Emphasizing the importance of identifying the smallest actionable measures allowed for tangible advancements while minimizing overwhelm and ensuring a steady momentum towards improvement.
Utilizing the Ladder of Inference for Enhanced Communication
The Ladder of Inference model was employed to enhance communication and decision-making processes within organizations. By prompting individuals to assess their mindset biases, effectively advocate personal positions, and engage in inquiry-driven conversations, the model facilitated clearer exchanges. Encouraging self-reflection, unbiased expression, and openness to diverse perspectives, the approach fostered a culture of understanding, learning, and collaborative problem-solving.
Achieving Consensus through Difficult Conversations
Navigating disagreements and reaching a consensus through challenging conversations can lead to improved outcomes. The process involves addressing disagreements, finding common ground, and building from a shared foundation. Despite the time-consuming and sometimes painful nature of these discussions, focusing on what agreements are reached, even a minimal 10%, can serve as a grounding point to progress.
Defining Successful Cultures in the NFL
Successful cultures in the NFL are attributed to effective leadership, starting from the top with owners, coaches, or general managers setting the vision and establishing norms. Cultures are shaped by collaborative decision-making processes and clear communication channels. The emphasis lies on aligning values with everyday practices, fostering internal expectations, and promoting a shared understanding of how things operate within the organization.
Incorporating Values into Organizational Culture
Implementing values within an organization involves going beyond written policies to infuse them into daily interactions and practices. This includes integrating values into various aspects such as hiring processes, performance evaluations, and internal communications. By aligning employee behaviors with organizational values, a culture that embodies integrity, respect, and responsibility can be cultivated.
Reflecting on Personal Growth through Coaching
Continual growth as a coach involves honing skills to ask insightful questions that guide clients towards self-realization. Striving to maintain a balance between advising and coaching, with a focus on encouraging clients to arrive at their solutions, marks growth in the coaching journey. Embracing opportunities to learn and adapt strategies for more effective client engagement represents a key area of personal development.
Mike Smith is the founder of Huddle Advisory, a firm that guides leaders and teams to peak performance. When organizations maximize the potential of their "Leadership Athletes", they consistently deliver better results.
Having been both a CHRO and CFO, Mike has a special lens to align business and talent strategy. He guides leaders and teams through skilled inquiry, objective data analysis, and practical counsel. Mike’s diversified background allows him to work effectively with public company CEO’s, startup founders, and rising talent across consumer-facing and B2B industries.
Mike founded Huddle after 25+ years in sports and entertainment working with the National Football League, NBC, and Deloitte. His unique background includes leadership roles in Human Resources, Finance, Technology, and Administration. Mike has been repeatedly tapped to lead the most important initiatives ranging from creating a coaching culture at the NFL to Super Bowl weather planning to NBC’s acquisition of Universal.
Mike’s 16-season career at the NFL culminated as the Chief Human Resources Officer. He worked closely with Commissioner Goodell and Owners on compensation governance and executive succession planning. Previously, Mike was the NFL’s first SVP - Talent Management with oversight for the entire talent lifecycle. He spearheaded a leadership development process, a new compensation mechanism, and an engaged workforce with a more diverse leadership team.
Previously, Mike was the SVP – Finance and Administration, where he upgraded the League Office’s reporting and analytic capabilities. Mike also led an office relocation and served as Interim Chief Information Officer. Mike began his NFL career as the VP - Finance for the Media Group, where he played an important role in television rights negotiations and the launch of the NFL Network and Digital Media properties. Mike also co-led the project to create the current Flexible Game Scheduling Process.
Prior to joining the NFL, Mike worked for NBC in both Los Angeles and Philadelphia. He began his career with Deloitte in Philadelphia, working with the office’s largest client, Comcast Corporation.
Mike is enrolled in Vanderbilt University’s Doctoral Program in Leadership and Learning. He received his MBA from Villanova University and completed Stanford University’s Executive Program for Talent Leaders and Columbia University’s Coaching Program. Mike is certified in several leadership assessments, including Emotional Intelligence, NBI Thinking Preferences, and DISC.
Additionally, I’ll be donating to and raising awareness for the charity or organization of my guest’s choice with each episode now. This episode, the organization is called Philadelphia Eagles Autism Foundation. Any and all donations make a difference!
