Lou Holtz is one of the greatest turnaround coaches in the history of
college football. Wherever he coaches, he has the knack of turning a losing atmosphere into a winning culture. I believe it is much harder to change a losing culture than it is to maintain a winning culture. What Lou Holtz has accomplished in organizations as diverse as
These questions led him to fold a piece of paper in half and generate two lists: on one side he listed the names of successful people and on the other side he listed the names of unsuccessful people. Then, he attempted to determine the difference between the characteristics of the people on the successful side of the page versus the people on the unsuccessful side of the page. What did he find? It wasn't appearance, intelligence, race, religion, or stature that made the difference. The difference between the successful and the unsuccessful people boiled down to three things that the successful group possessed and the unsuccessful group did not: you could trust them because they did the right thing, they were committed to excellence and did everything to the best of their ability, and they genuinely cared about other people. Lou Holtz had learned how to distinguish gold from iron pyrite, and his ability to successfully tell the difference between the two has continued to serve him well ever since. After defining these three characteristics of successful people, Coach Holtz developed the three rules and expectations he has used in his role as a leader: do the right thing, do the best that you can, and show people you care. When considering your feelings about the people with whom you interact, Coach Holtz advises asking the following three questions: "Can I trust you? Are you committed to excellence? Do you care about me?" To see for yourself if the technique works, Coach Holtz suggests putting the method to the test in the following way. Think of two people: one whom you admire and respect and one whom you have a problem with. Answer yes or no to three questions about each person. Can you trust him or her? Is he or she committed to excellence? Does he or she care about you and the organization? With the person you admire and respect, you have clarified why. With the person you have a problem with, you have clarified that either you can not trust the person, he or she is not committed, or he or she does not care.
Aren’t these great questions to ask before you partner with a person or company? Let’s break down Coach Holtz’s three questions:
1. Can I trust you? - Can you trust the person or company to always do the right thing because it is the right thing? Is their worth their word or will they change their word to accomplish their goal regardless of the character consequences. Is their reputation more important than their character or is their character more important than their reputation? Coach Wooden has said, “Character is who you are and reputation is what people say you are. You can control the former but not the latter. Focus on character.”
2. Are you committed to excellence? - A person who is honest and truthful is not enough when partnering for success. To achieve success in life or business there must be an unceasing desire for continuous improvement to achieve excellence in all that is done. Does the person or company you are considering partnering with display this hunger to constantly improve? If they have years of business experience—what have they accomplished? What is the fruit on the tree from all these years of effort? A person or company committed to excellence will get results in the long term. To have the same or poorer results year after year is a sign of a person or company that is not committed to excellence.
3. Do you care about me? – A person or company which is honest and committed to excellence must still pass the empathy test. Do the potential partners care about you as a person and not just a number to accomplish a certain task or function? People deserve and must be treated as human beings with the dignity of being created in God’s image. Even if you must let someone go from your team or company—it must be done with the respect they deserve as a human being and former member of your team. To do any less would communicate a lack of caring on the person or company’s part. Look at the person or company’s track record in dealing with former associates. Did they care about the people as people or do they have a “What have you done for me lately attitude?” Yes results matter, but we do not have to step on people to accomplish them. Great companies and people can address people with dignity—even if they must let them go. Do you see people as means to an end? Do you treat people with dignity and respect or do you lord it over those under your leadership?
These questions display the wisdom of Coach Holtz’s many years in building successful cultures. As any organization or person violates these principles, they sacrifice their own long term success. I ask these questions of others and ask these questions of myself. Are you trustworthy? Are you committed to excellence? Do you care for the people on your team? If you can answer positively to all three—you are on your way to uncommon success in today’s world. If you cannot, then let today be the day to change! Your team and organization deserve your personal best. Before partnering with others ensure you can answer positively to all three questions concerning your potential teammates and yourself. It will make all the difference in the results of your team and life. God Bless, Orrin Woodward
Assignment: Look at any great teams or poor teams you have been associated with. How did you answer Lou’s three questions with both groups of teams?
