Winning Well

1. Win Well: Achieve Results Without Losing Your Soul

"Winning Well means that you sustain excellent performance over time, because you refuse to succumb to harsh, stress-inducing shortcuts that temporarily scare people into 'performing.'"

Winning Well philosophy. This approach combines achieving results with maintaining healthy relationships. It rejects the false dichotomy between being "nice" and being "effective." Instead, it advocates for a balanced approach that values both outcomes and people.

Four principles of Winning Well:

• Confidence: Know your strengths and use them
• Humility: Recognize your limitations and learn from others
• Results: Focus on measurable outcomes and goals
• Relationships: Build genuine connections with your team

Managers who win well create sustainable success by fostering an environment where people are energized, motivated, and working together towards common goals. This approach leads to better long-term performance and reduces burnout and turnover.

2. Balance Confidence and Humility for Effective Leadership

"The foundation of your success as a manager—the secret to begin Winning Well—is in this one word. The more you can use the 'and,' the more you will be able to win well and sustain excellent results over time."

Embrace the power of "and". Rather than choosing between confidence or humility, results or relationships, effective managers integrate these seemingly opposing qualities. This balanced approach allows for strong leadership while remaining open to feedback and growth.

Key aspects of balancing confidence and humility:

• Know your strengths, but admit when you need help
• Stand up for what matters, while being open to other perspectives
• Speak the truth, and be willing to hear difficult truths from others
• Have an accurate self-image, neither inflated nor diminished

By embodying both confidence and humility, leaders create an environment where team members feel valued and empowered to contribute their best work. This balance also sets the tone for a culture of continuous improvement and mutual respect.

3. Focus on Both Results and Relationships to Sustain Success

"You get more of what you celebrate and encourage; you get less of what you criticize or ignore."

Dual focus for success. Winning Well managers understand that sustainable success comes from balancing a focus on measurable outcomes with building strong, positive relationships within the team. This approach creates a virtuous cycle where improved relationships lead to better results, and achieved results strengthen relationships.

Strategies for balancing results and relationships:

• Set clear, measurable goals while also investing in team development
• Celebrate achievements and provide constructive feedback
• Foster collaboration and healthy competition
• Regularly communicate both performance expectations and appreciation for efforts

By maintaining this dual focus, managers create an environment where team members are motivated to perform at their best while feeling valued and supported. This leads to higher engagement, increased productivity, and long-term success for both individuals and the organization.

4. Set Clear Expectations and Practice Consistent Accountability

"Accountability is not code for beating someone up when they don't perform."

Clarity and consistency. Setting clear expectations and following through with consistent accountability are crucial for team success. This approach creates a foundation of trust and mutual understanding, allowing team members to perform at their best.

Key elements of effective expectation-setting and accountability:

• Clearly communicate goals, roles, and responsibilities
• Ensure understanding by asking team members to repeat expectations back
• Regularly check in on progress and provide feedback
• Address issues promptly and constructively
• Celebrate successes and learn from failures

The INSPIRE method for accountability conversations:

1. Initiate the conversation respectfully
2. Notice and share your observation
3. Specific support with evidence
4. Probe for the employee's perspective
5. Invite the employee to solve the problem
6. Review for understanding and commitment
7. Enforce the behavior and reinforce confidence

By setting clear expectations and practicing consistent accountability, managers create a culture of trust, transparency, and continuous improvement. This approach helps team members understand their role in the organization's success and feel empowered to meet and exceed expectations.

5. Master Effective Delegation and Time Management

"When you tell a competent person how to do something she already knows how to do, it's insulting and demeaning, and it degrades trust."

Empower through delegation. Effective delegation is not about micromanaging or offloading work. It's about empowering team members, developing their skills, and freeing up your time for high-impact activities. When done well, delegation builds trust, increases team capacity, and improves overall productivity.

Key principles for effective delegation:

• Delegate outcomes, not processes
• Clearly define what success looks like
• Set realistic deadlines and check-in points
• Provide necessary resources and support
• Build in accountability through follow-up meetings

Time management strategies:

• Identify your MIT (Most Important Task) daily
• Use the "Rule of One" to focus on one task at a time
• Practice the "infinite need, finite me" mindset
• Regularly assess and prioritize activities
• Learn to say no to low-impact requests

By mastering delegation and time management, managers can focus on high-value activities, develop their team's capabilities, and create a more efficient and productive work environment. This approach also demonstrates trust in team members, boosting morale and engagement.

6. Cultivate a Culture of Problem-Solving and Innovation

"Not every problem needs a solution."

Empower problem-solving. Creating an environment where team members feel empowered to solve problems and innovate is crucial for long-term success. This culture encourages creative thinking, improves efficiency, and develops future leaders within the organization.

Strategies to foster problem-solving and innovation:

• Encourage questions and ideas from all team members
• Teach and use structured problem-solving methods
• Celebrate both successes and well-intentioned failures
• Provide resources and time for innovation and experimentation
• Remove barriers to implementation of good ideas

When faced with problems:

1. Identify the real issue (not just symptoms)
2. Assess if it truly needs solving
3. Define what success looks like
4. Generate multiple potential solutions
5. Evaluate options against success criteria
6. Implement and learn from the results

By cultivating a culture of problem-solving and innovation, managers tap into the collective intelligence of their team. This approach leads to better solutions, increased engagement, and a more adaptive organization capable of thriving in changing environments.

7. Inspire and Motivate Your Team Through Authentic Leadership

"You can't motivate your employees. By definition, motivation comes from inside a person."

Lead authentically. Inspiration and motivation are internal processes, but leaders can create an environment that fosters these qualities. Authentic leadership builds trust, creates psychological safety, and helps team members connect their work to a larger purpose.

Elements of authentic, inspiring leadership:

• Be transparent about challenges and decisions
• Share your own vulnerabilities and learning experiences
• Connect individual roles to the larger mission and vision
• Recognize and appreciate unique contributions
• Provide opportunities for growth and development
• Lead by example in embodying organizational values

Techniques for uncovering internal motivation:

• Hold deeper developmental discussions
• Understand each team member's personal goals and values
• Create opportunities for employees to use their strengths
• Provide autonomy in how work is accomplished
• Offer meaningful challenges that stretch capabilities

By leading authentically and creating an environment that nurtures intrinsic motivation, managers can inspire their teams to higher levels of performance and engagement. This approach creates a workplace where people are excited to contribute their best efforts and grow both personally and professionally.

8. Navigate Difficult Conversations and Decisions with Grace

"When you apologize, you model accountability, you build trust, and you give everyone a chance to move forward."

Handle challenges skillfully. Difficult conversations and decisions are inevitable in management. Approaching these situations with grace, empathy, and clarity can turn potential conflicts into opportunities for growth and strengthened relationships.

Guidelines for navigating difficult conversations:

• Prepare and plan the conversation in advance
• Focus on specific behaviors, not personal attributes
• Use "I" statements to express your perspective
• Listen actively and seek to understand the other person's view
• Collaboratively develop solutions and action plans
• Follow up to ensure understanding and progress

Decision-making principles:

• Clearly define the decision to be made
• Gather relevant information and consider multiple perspectives
• Evaluate potential outcomes and risks
• Make the decision with confidence, but be open to adjusting course
• Communicate the decision and rationale clearly
• Take responsibility for the outcomes

By handling difficult conversations and decisions with grace, managers build trust, demonstrate leadership, and create a culture of open communication. This approach helps resolve conflicts constructively and leads to better decision-making and stronger team relationships.

9. Create a Positive Work Environment That Fosters Growth

"Laughter is a signal of organizational health."

Cultivate positivity. A positive work environment is not about forced happiness, but about creating conditions where people can thrive, grow, and enjoy their work. This type of environment leads to higher engagement, creativity, and productivity.

Elements of a positive work environment:

• Encourage open communication and idea-sharing
• Provide opportunities for learning and development
• Recognize and celebrate achievements, both big and small
• Foster a sense of purpose and meaning in work
• Promote work-life balance and well-being
• Allow for appropriate humor and playfulness

Strategies for personal and team growth:

• Set challenging but achievable goals
• Provide regular, constructive feedback
• Offer mentoring and coaching opportunities
• Encourage cross-functional collaboration
• Support personal development plans
• Create a culture of continuous learning

By creating a positive work environment that fosters growth, managers tap into their team's full potential. This approach leads to higher job satisfaction, increased innovation, and better overall performance, while also making the workplace more enjoyable for everyone.

10. Build Trust and Credibility Through Actions, Not Just Words

"Real is a two-way street."

Actions speak louder. Trust and credibility are foundational to effective leadership and team performance. They are built over time through consistent actions that align with stated values and commitments.

Key practices for building trust and credibility:

• Follow through on commitments consistently
• Communicate transparently, even when it's difficult
• Admit mistakes and take responsibility
• Show vulnerability and ask for help when needed
• Recognize and appreciate others' contributions
• Demonstrate competence in your role
• Treat all team members with respect and fairness

Building trust with your team:

• Delegate meaningful work and trust them to deliver
• Provide autonomy in how work is accomplished
• Listen to and act on feedback
• Stand up for your team when necessary
• Be consistent in your behavior and decision-making

By focusing on building trust and credibility through actions, managers create a foundation for strong relationships and high performance. This approach fosters an environment of mutual respect and collaboration, where team members feel valued and empowered to do their best work.

11. Leave a Lasting Legacy by Developing People and Purpose

"Long after everything else fades away, it is your influence, your relationships, and how you impact the people around you—these things endure. That's a Winning Well legacy."

Focus on lasting impact. A true legacy isn't about short-term results or personal accolades, but about the positive, enduring impact you have on people and the organization. This legacy is built by consistently developing others and connecting work to a larger purpose.

Strategies for leaving a positive legacy:

• Invest in developing your team members' skills and careers
• Connect daily work to the organization's mission and values
• Create opportunities for others to lead and grow
• Share your knowledge and experience generously
• Build systems and processes that outlast your tenure
• Cultivate a culture of continuous improvement
• Recognize and celebrate others' achievements

Reflection questions for legacy-building:

• How have you helped others grow and succeed?
• What lasting positive changes have you implemented?
• How will your team members describe working with you years from now?
• What values and principles have you consistently demonstrated?
• How have you contributed to the organization's long-term success?

By focusing on developing people and connecting work to a larger purpose, managers create a legacy that extends far beyond their immediate tenure. This approach not only leads to personal fulfillment but also ensures the long-term success and sustainability of the organization.

Last updated: November 22, 2024