NBA Hall of Fame basketball player David Robinson and business coach Clay Clark talk how to deal with culture killing employees and the importance of developing a mission statement.
Get ready to enter that thrive time business coach show 321 boom. Have you ever had somebody in your office? That is an absolutely cantankerous personality, who you are one hundred percent convinced i, just trying to hurt your culture and the overall way that you do business the gossiper, the rumor spreader, the person that just kills the mojo in every day and every workday the person is always attacking the very culture itself. If you have ever dealt with a person like this, then you are not alone, and so during today’s podcast I had the opportunity to interview my business coach friend and nba hall of fame basketball player, david, robinson, david robinson play for 14 years and the national basketball association. During that time he went to nba national basketball association title. He won two gold medals, while being a member of the us olympic team and since retiring from the nba, he has formed a brace accessible, nonprofit charter school called the carver academy. Massively successful investment fund call the admiral capital call admiral capital, as of david. Robinson has had a lot of success on the court, but much more success off the court since retiring from the game of basketball, he has been able to truly show his leadership skills and he’s going to teach us during today’s podcast how did deal with culture killing employees in the importance of developing a mission statement for you and your organization, I am trying to make things black and white. If you can the more that you have to find the easier it is to determine the outcomes, and so I always try to understand. What’s my rule, what’s their role? What’s the goal, one thing I learned doing:nonprofits is going back to the mission statement.
You always go back to the mission statement. What are we trying to accomplish if it doesn’t help? What we’re trying to accomplish it’s? It’s a it’s, a useless endeavor! What about the personality type? Who tries to corrode the culture so I’m sure it I’m sure it? Maybe it never happened on the spurs, but other teams, but you know what happens to the player, who is trying to stir up something between another player there trying to create animosity panama on it that you just scared I mean they’re always trying to how do you deal with that? There’s always people like that actually have a culture established, so I mean if you don’t have one establish it’s very hard to deal with a person like that, because there are no expectations there, you don’t know they. Don’t you can’t specifically call them out on the types of things that they’re doing, because there’s no real culture, but if it once you have a culture which, at the spurs we always did have a great culture. We there was when you came in. You knew what you were getting into and what we expected of you. So it was very easy to call someone out when, when you’re doing things that your mental to what the team is about this is we don’t talk about your business coach salary. We don’t talk about it to the media in men’s locker room. That’s your business has nothing to do with what we’re trying to accomplish on the floor, so that was very clear and if people came in and they started whining about salary or they started picking fights with other individuals, then that was clearly unacceptable in our organization nuggets. Here always will attendees businesses are small businesses. You’re headed understand who you are what your core business is and what you’re trying to accomplish, because everything you do needs to go into that if it doesn’t go into that, then you’re wasting your time and energy lovett drive in our purpose is to help provide mentorship and entertaining education for entrepreneurs.
That’s are our niche and it’s of our focus and I think that, on the on the spurs, your goal was to win championships, absolutely absolutely to win the championship, the right ways to win, but in order to win, we felt like we had to build the right team. That was not only the competition of the day, but the business coach changes for tomorrow right so you’re trying to build this team. That’s flexible, that’s intelligent! That works together. Well, that that is focused and-and so that’s what I felt like when I came to the team, how do I get us from here to there? We were not a very competitive team when I came, how do i? How do I help move this organization over here so that we can be competitive, cheer teams record when you took it when you took the year before, I came in we 121 games, we lost 6061 game, 256 wins and we lost 26 games. We pretty much flip the record, which was great but a very good coach. We had some players that we had brought in which which were fantastic, but it was the beginning of a changing culture and we consistently over the last 20 something years and have have been at a high level, because I culture was established in has grown disciplinary procedures. A lot where you see a small business does something they Say: i’m going to talk to danny I’m, going to tell danny when he eat you I’m going to talk to her I’m going to talk to him. When we talk, we do have a meeting there’s all this business coach talking and there’s no disciplinary procedure expectations at the what happens next door. So it’s all these empty threats, and it’s and it’s again it’s a bunch of small businesses where they’re stuck and the key to make money to feed your family dollar customer absolute