Zappos v.s Liverpool FC: 15 Key Indicators Of A Winning Culture

Coming up in today’s edition:

1. One quick win: Richard Branson’s technique to manage emotions

2. One proven system: To build your culture from the ground up

3. One million-dollar question: To give the best feedback to your team

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1. YOUR REACTIONS SET THE TONE FOR THE TEAM

In the heat of the moment, we can make snap decisions or react in a way we regret.

The gap between an event (an argument, team disagreement etc) and your reaction is two things:

• Very important and impactful.

• Within your control.

Try to make this gap as large as possible.

The majority of situations don’t require an immediate response, despite the urge in the moment.

A tactic used by Richard Branson is to carry a notebook everywhere he goes so he can write ideas and thoughts down before responding in the moment.

This helps you get the most important thoughts and feelings out of your mind so you can make clear-headed decisions.

This also helps clear your head if you are feeling particularly overwhelmed or anxious.

Writing things for other people to read also makes us order our thoughts better and they often can understand much better.

• We write about 10-12 words per minute by hand.

• We write about 40 words per minute by typing.

• BUT we think and process information at a rate off around 400 words per minute.

Writing forces us to slow down and process our thoughts before reacting.

If you can, give yourself 12-24 hours before replying… do it!

Then you can then either:

1. Send it in written format.

2. Say it in person.

3. Bin it (if you’ve reflected and don’t think it will help the situation).

The third point is an important one.

We don’t always have to send the message if we don’t think it will help/add to the situation.

This coping strategy lets you get it off your chest and make the right call with a clear head.

2. BUILD A CULTURE THAT ISN’T FOR EVERYONE

A strong culture needs to stand for something.

Like great branding, indifference is a killer.

It attracts the best talent but it ALSO repels those who don’t share the beliefs or values.

The founder of Morning Brew hit the nail on the head with this quote below 👇

During the Michael Jordan era, the Chicago Bulls culture led to six championships and a historic dynasty but they weren’t for everyone.

It was intense, challenging and Jordan demanded players pushed beyond limits as you can see in the clip below 👇

Here are some examples of well defined team cultures from some of the most successful sports organisations on the planet 👇

• New England Patriots (NFL): Bill Belichick’s coaching philosophy creates an environment where only those willing to fully commit to the team’s vision and “Do Your Job” mentality with intense focus on discipline, accountability, and team over individual.

• Liverpool FC (Football): Their “Never Walk Alone” ethos emphasises unity, resilience, and hard work where players and staff at the club are expected to come with a strong work ethic, intense team loyalty and total committment.

• NZ All Blacks (Rugby): Known for their “no superstar” culture, humility, and high standards encapsulated by their motto “Better people make better All Blacks.” The focus on discipline, respect, and selflessness attracts players and employees committed to personal and team excellence.

These environments aren’t for everybody.

But they sure as hell speak to the people that they want to attract.

Here are a few for inspiration from the business world 👇

• Patagonia: Their culture is built around environmental activism and social responsibility. It isn’t for those who don’t share the same level of passion for sustainability or a work-life balance over profit maximisation.

• Basecamp: Their culture is famously unconventional and low-stress, with a strict focus on “calm” work. It emphasises work-life balance, no long hours, and minimal meetings, which doesn’t work for people who thrive on fast-paced environments or career advancement.

• Zappos: Known for its “fun and a little weird” culture, Zappos encourages employees to embrace individuality and prioritise customer service above all else. It also tried holacracy (a self-managed organisational structure), which required high adaptability.

• Buffer: operates on radical transparency, sharing everything from salaries to board meeting notes. This transparency demands high levels of accountability and isn’t comfortable for everyone, especially those who prefer privacy or traditional corporate structure.

15 Key Indicators Of A Winning Culture:

1. Purpose that goes beyond commercial goals.

2. Shared mission or commitment to an extreme ideology or idea that others haven’t cottoned onto yet.

3. Values that align with mission, vision and purpose.

4. Expected behaviours and standards for all team members.

5. Clear shared identity.

6. Sense of exclusivity and pride within the team.

7. Inspirational, charismatic leader(s).

8. An us vs them mentality.

9. People sufficiently challenged in their work.

10. High degree of autonomy across teams.

11. Belief that you’re going to change the world.

12. Stories and company specific vocab to reinforce culture.

13. Environment that celebrates achievements and progress.

14. Caring, supportive group that love to work together and provide each other psychological safety.

15. Emphasis on the unique qualities and contributions of both employees and the collective, positioning them as distinct and exceptional.

How many from this checklist do you tick off?

There is no culture that suits everyone.

Define yours before someone else does it for you.

3. HOW DID THAT GO COMPARED TO WHAT YOU EXPECTED?

Next time you are coaching one of your team, try this technique.

Instead of asking how the big pitch went or how they performed on the day at an event.

Ask this question…

“How did that go compared to what you expected?”

Why?

You’ll learn a few really important things:

• If they can assess themselves accurately.

• If they shared the same expectations as you or if you need to communicate clearer next time.

• Elements that you might have overlooked as the leader.

Worst Case: You gather insights to give more effective feedback.

Best Case: They play the critic; you step up as the coach.

MY TOP FINDS OF THE WEEK 🔍

For your performance:

• Footballer Ollie Watkins 🗣️ best piece of advice he received from his mom - especially important if your performance relies on others in a team (Link)

For your team:

• Head Coach Curt Cignetti 🗣️ on why it’s imperative to lead by example (Link)

For your health:

• Joe Rogan’s step-by-step workout routine to stay in the best shape of your life all year round (Link)

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

P.S. Did you get something useful from this email? Do me a solid by sharing this link with 1 newsletter pal… 🙏

P.P.S. If you want some one-on-one time to apply some of the concepts to specific challenges you are having with your own team, please get in touch.