To be of importance to others is to be alive.
~ T. S. Eliot
Last time, we discussed how to build a culture of appreciation where everyone knows that they matter. In this kind of culture, every team member knows that they are valued by teammates and coaches, add value to our goals and way, and grow in value from the experience of the journey.
The place where this gets tested the most is the depth chart—how we name roles and coach behaviors will either reinforce or erode our culture. At each level of our depth chart, team members should know how they uniquely matter and what they’re expected to bring. Then, even with different roles and outcomes—whether preferred or not—everyone is noticed, needed, and transformed.
We discuss:
- Shaping a culture where everyone, regardless of role, grows in commitment, confidence, and significance.
- Properly naming the levels of our depth chart to convey the identity and value of each group and to avoid triggering ego and comparison.
- Setting specific, contextualized optimal performance indicators so each level knows what to do better or differently to add value to our goals and way.