Social Loafing Theory: Why Bill Russell Was A Great Captain

Why do people put in less effort when working in a group compared to when they’re doing a project themselves?

In 1913, French professor Maximilien Ringelmann labelled this phenomenon Social Loafing.

In the tug-of-war example above, this is a rough breakdown of how much effort people exert in relation to how many people they are working with.

I’m sure you have experienced the Ringelmann Effect if you’ve worked in a team before.

But that begs the question: is there a way to prevent this from happening?

Thankfully, researchers from Ohio State found the answer 💡

In 1979, they put Ringelmann’s idea to the test with a new variable: motivation.

In their study, participants were asked to shout.

First alone, then in pairs.

As expected, they were quieter when paired.

But when told that their teammate was exceptionally good at shouting, something changed….

They pushed themselves just as hard in a group as they did alone.

They matched the intensity.

What does this mean for leadership?

People don’t always give their best just because they’re on a team.

It requires a leader within the group to be that person to set the standards and effort requirements.

Take Carles Puyol, the legendary FC Barcelona captain of the 2000s.

He wasn’t the most skilful player on the pitch, but he was the hardest worker.

He threw himself into every challenge and once broke his cheekbone trying to block a shot because to him, saving a goal mattered more than protecting himself.

As a leader, your job isn’t just to set expectations.

It’s to create the conditions where people want to give their best.

The same principle applies in business.

If you want a high-performing team, you need leaders at every level who don’t just demand effort but set the pace for it.

When people see their manager pushing hard, staying late, and solving problems instead of making excuses, they step up.

Because when the captain raises the bar, the team follows.

The Bolton Celtics Dynasty with Bill Russell

Every once in a while, a team comes along that dominates its sport.

Between 1956 and 1969, that team was the Boston Celtics.

Their success during this period highlights a simple but powerful truth: one key player can change everything.

In 1956, the Celtics had never won a championship.

Then they added Bill Russell.

Over the next 13 seasons, they won 11 titles.

But when Russell retired in 1969, the team collapsed and wouldn’t win another championship for five years.

This pattern repeats across multiple sports and geographies:

• The New York Yankees had Yogi Berra 🇺🇸

• The Collingwood Magpies had Sid Coventry 🇦🇺

In each case, these players were eventually made team captains.

But they weren’t the biggest stars, and they weren’t the most talented athletes on their teams.

In fact, they were often considered average.

Coaches could point to key skills they lacked.

They weren’t the loudest voices in the locker room or the players making last-second, game-winning plays.

The best teams have great captains, but they’re rarely the superstars you expect.

The best captains don’t just play the game,

• They shape the culture

• They set the standard for effort

• They keep the team connected

• They create an environment where others perform at their peak.

Talent wins games. Leadership builds dynasties.

So let’s talk about how you select the right type of leaders 👇

2. SEVEN TRAITS TO LOOK FOR WHEN HIRING SENIOR ROLES

The leaders you hire will define your company’s trajectory. 

Don’t get distracted by CVs and credentials.

Hire for the traits that actually drive results.

These seven qualities separate the ones who make noise from the ones who make a difference 👇

1. Not the Superstar, But the Backbone

✅ Prioritises team success over personal recognition.

✅ Shows up in the toughest moments and dependable under pressure.

✅ Elevates teammates by filling gaps, not seeking the spotlight.

❌ Needs external validation to stay motivated.

How to spot it: Watch what happens when the team struggles. Do they take responsibility and problem-solve, or do they fade into the background?

2. Leads Through Actions, Not Words

✅ Sets the tone through relentless effort and consistency.

✅ Raises the standard just by how they practice and perform.

✅ Holds themselves accountable before they hold others accountable.

❌ Talks big but doesn’t back it up with action.

How to spot it: Do teammates naturally follow their lead, or do they need to be reminded to step up?

3. Plays With Controlled Aggression

.✅ Competes with intensity but never loses emotional control.

✅ Knows when to push the limits without crossing the line.

✅ Uses pressure situations to elevate performance, not crack under them.

❌ Reacts emotionally, gets reckless, or becomes a liability under stress.

How to spot it: Look at their response to adversity. Do they get sharper, or do they lose their edge?

4. Competes Like Losing is Unacceptable

✅ Hates losing more than they love winning.

✅ Pushes themselves and others to improve, never satisfied.

✅ Refuses to let standards slip, even after success.

❌ Gets complacent once they’ve won or achieved something.

How to spot it: Do they keep raising the bar even after a big win, or do they relax?

5. Serves the Team, Not Their Own Ego

✅ Willingly sacrifices personal stats for team success.

✅ Steps up in unglamorous roles that others avoid.

✅ Prioritises results over recognition and gets the job done.

❌ Plays for personal glory at the team’s expense.

How to spot it: Watch how they react to a thankless but critical role. Do they embrace it or avoid it?

6. Reinforces a Strong, Resilient Culture

✅ Holds teammates accountable and not afraid of difficult conversations.

✅ Maintains the team’s core values, even when leadership changes.

✅ Keeps energy and focus high, especially during long seasons or tough times.

❌ Lets bad habits, low effort, or excuses creep in.

How to spot it: Ask teammates: “Who keeps the group locked in when things get tough?” If it’s them, they’re your person.

7. Challenges What’s Broken (Without Being a Disruptor)

✅ Speaks up when something isn’t working—even to authority.

✅ Pushes back on decisions that hurt team performance.

✅ Focuses on solutions, not just complaints.

❌ Stays silent or complains without taking action.

How to spot it: Do they respectfully challenge the status quo rather than merely going along with it?

As a senior leader, your job isn’t just to hire talented people, it’s to build a system that scales performance.

A single high-performer is valuable, but a leader who elevates the entire team is game-changing.

Keep these traits in mind next time you are hiring.

3. ONE MILLION-DOLLAR QUESTION

When recruiting any key hire, especially a senior leader…

Don’t just evaluate based on how good they are in their role.

Ask the question:

If someone is just individually great, their impact is limited.

If they make everyone around them better, their value is uncapped.

This single question separates good hires from transformational ones.

MY TOP FINDS OF THE WEEK 🏆

For Your Performance

• Two skills to master to become an exceptional communicator (video)

For Your Team

• Practice the Michelangelo Effect on your team this week (video)

For Your Health

• UFC superstar Israel Adesanya on why he does this one performance hack every single day (video)

Hope you enjoyed this week’s tactics. I’ll be back next Sunday with a new lineup 👋 - Alex 

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