It’s the 21st of June and I’ve just watched my Queensland Maroons thrash the New South Wales Blues 32 – 6 in game 2 to win the State of Origin series for 2023, after winning game 1 last month in typical Queenslander, never-say-die fashion.
Leading up to the match, a couple of things I picked up from their preparations leading up to the game, as reported via various Australian media outlets, which I feel are great examples of how any organization should aim to operate like, whether in sports or in a corporate setting to achieve desired results:
1. Working towards one goal
It was reported that Queensland Maroons legend and current coach, Billy Slater, brought in a motto that team adopted in Maroon’s camp, to unite all the players and staff to achieve success. Using the African word, “Ubuntu”, as a team Mantra, which means ‘I am because we are” in the Zulu language of South Africa, has united the team across the board, to the point where regardless of where the player’s and staff’s respective NRL clubs are on the ladder or whatever in-house issues their clubs have or personal issues outside of camp the players are facing, they are focused on one vison, one mantra where the team can focus their mindset and efforts on to meet the expected results. Read this article to confirm: https://wwos.nine.com.au/nrl/state-of-origin-2023-queensland-maroons-reveal-meaningful-team-motto-ahead-of-game-two-exclusive/046cfddd-f555-4190-b365-2ae2150cb76a
2. Harnessing a winning culture from past to present
One of the great things I love about the Queensland Maroons is how they make sure they continue to harness a winning culture, by connecting the past players and victories to the jerseys they wear. Like when a new player wears a jersey, they remember the past players who wore that jersey number and recall from their childhood what they did on tv in that jersey number. And they can’t ever forget as their statues, films, posters, images are all are everywhere, coming towards the series. That would create a sense of passion and responsibility in the players, to match the feats past players achieved when they wore that jersey number.
It’s embedded further when majority of the coaching staff are former players who’ve been part of great victories from the past, especially from the era of the 8 series winning streak by the Mighty Maroons from 2006 – 2013. From from Head Coach Billy Slater, to his assistants in Cameron Smith, Jonathan Thurston, Josh Hannay, Greg Inglis, Nate Myles….to get insight from players from a time that bred success for so many years, that would be more then enough to instill a sense of pride and, purpose and passion to go above in beyond in the arena to perform at their best.
The same can be said for in the corporate arena: leaders in organizations must set the standard they expect from their organization by being an example of their own and the organisation’s expectations 1st before the organization can achieve the expected results. Doing this on a consistent basis will allow for the breeding of a winning culture in the workplace to flourish, allowing for new employees entering the organization to buy into it’s vision and goals, motivating existing employees to continue to work well too to maintain or build positive results. Find below a link to a YouTube video on the 2022 Queensland Maroons Coaching Staff and why their organization is special:
3. Creating a competent pool of talent
The Maroons “next man up” mentality has worked well for them so far, as when players initially selected in the side for game one miss out on game two due to injuries or suspensions in their club games. Fresh players are willing and motivated to come in and contribute to the team to win. Some have even been mentored during pre-season camps called “Emerging Maroons” camps and entered camps as reserves who take part in everything the starting squad does, but don’t actually play as they are on standby should anyone in the starting squad fall injured before the game.
In doing such programs, the Maroons are able to nurture talent before it gets into senior positions, which would ne the starting side. When spots are available after older players retire, “the next man up” mentality kicks in to play, allowing for fresh, motivated talent to enter the vacant spot and carry what needs to be done for the organisation.
Therefore, in my opinion, the key to managing competent and motivated talent pool in the workplace is to maintain and develop a positive environment for existing and new employees on a continues basis. Just like in the above examples, there are various ways of accomplishing this. A few examples in the workplace would be through bonuses, incentives, employee benefits, team bonding sessions, workplace trainings, performance appraisals, issuing pay rises that reward good performances in the workplace, etc. Graduate Development Programs (GDP) would be on par, in my opinion with the Maroon’s own “Emerging Maroons” camps so exposing potential young talents to various important functions of the business can mold and shape graduates to be better prepared for the any permanent vacancies in the organization or elsewhere.
The above are only my ideas and opinions, but if you’d like to discuss further, do leave a comment or message me. Cheers to another series win!