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Wednesday, December 12, 2012


One of my favorite followings on twitter is @TomFlickTom is a former NFL quarterback that is now a sought after speaker and an expert on leadership and team building.  His blog is also a frequent stop for me as well.  Here is one of his posts on what makes up a "Legacy Team."

There are seven prerequisites that make up a legacy team.

1. On legacy teams, lifetime friendships are formed. After years pass and the team disbands, one day you could end up eating at a restaurant and see a former teammate across the room—and because of the lifetime friendship that was formed from being legacy teammates, you have deep mutual respect and love for that person.

I was recently at the Orlando International Airport and spotted a former college teammate of mine whom I hadn’t seen in fifteen years. We were across the concourse from each other, and after making eye contact; we made a beeline toward each other and embraced. He happens to be six feet, ve inches tall, weighs 270 pounds, and is black. I’m six feet, three inches tall, weigh 175 pounds, and am white, but all that doesn’t matter. We were legacy teammates at the University of Washington and have a deep mutual respect and enduring love for one another.

2. On a legacy team there is a shared joy of the inner circle, which means it’s selective, restrictive, limited to team members only. You’ll have a hard time explaining your legacy team experience to your spouse, your neighbor, or your friend outside of work. People often say to me, “That sounds pretty exclusive,” and my response is, “Exactly!” That’s exactly what it’s supposed o be – exclusive!

3. On a legacy team there is accountability, personal responsibility, and reliability for the work that needs to be done. Legacy most talented members aren’t your hardest workers.

4. There is a good pride that is alive on a legacy team because teammates understand that the sum is always greater than any individual part. The opposite, of course, is bad pride. Bad pride is false pride and breeds a sense of entitlement—where rules don’t apply to me. Team members with bad pride don’t work hard—they save themselves. Bad pride creates people who are invested when it helps them, and yet you’ll nd they are the ones who criticize quickly and make excuses often. All that matters is what they get out of it. Bad pride is ugly for everyone, and it kills the team.

5. There is a quiet confidence on a legacy team. Great coaches understand this concept and so the first thing they always teach their teams are the concept of quiet con dence, meaning, “We know we’re good but we will show it well; we will walk with class and humility.”

6. The last two characteristics of a legacy team are the lynchpins. Legacy teams are built around the committed. A legacy team allows only the committed on their team. No selective participants allowed. Selective participants are those who form subgroups and cliques and have their own niche. The committed understand that we are all in this canoe together, all rowing in the same direction, with all we have to give. Legacy team members are all-in, going all-out.

7. Lastly, all roles are honored as equal. If you’re a sales executive who is out front and receives the bigger paycheck, remember that those people who work in the o ce, who answer the phones, who do the ful llment work, who are marketing the business, are equally important. NFL quarterbacks get their name in the paper every game because they throw touchdowns and lead their team. But the o ensive linemen, who scrap and ght it out in the trenches to protect the quarterback, are rarely ever mentioned in the paper, yet they’re equally important.

Read his entire "Legacy Teams" post here: