Leadership lessons from Ted Lasso

Does everyone at your workplace gasp, “I love Ted Lasso!” whenever it's mentioned? In today’s  dark, pessimistic television landscape, Ted Lasso is a breath of fresh air, motivating viewers through his unique formula of enthusiasm and vulnerability. After news of a fourth season, fans are delighted that one of AppleTV+'s most streamed shows is coming back. We all tune in to laugh, cry, and cheer for Ted and his team’s success. As one of the better bosses on TV, there are many valuable lessons to take from Ted’s leadership style.  

Let’s start right away with what will likely not work: Becoming a beacon of positivity that goes viral for your enthusiastic celebrations. There’s a lot more to being an effective leader than simply adopting an optimistic mindset.  

Not everyone wants to be a leader. Only 17% of our 2023 Pulse of Talent survey respondents said they aspire to senior leadership. And only 14% said they wanted to become a people manager. Many leaders feel unprepared to lead in today’s environment that is driven by growing complexity,  competing priorities, and the rise of new technologies like AI that are still transforming in front of us.  

People managers and future executives need to acknowledge the reality of leading through these unclear waters. And cutting a clear path through this friction is essential so that our teams can do the work they’re meant to do. Here are some tactics from Ted’s leadership style that can help you become a great leader in our complex new world of work.  

Create a shared mission the whole team can rally around 

One of Ted Lasso’s most recognizable tactics is his “BELIEVE” sign tacked up in the AFC Richmond locker room. This shared value guides his players to brush off lost games and continue to work toward winning.  

According to Gallup's recent Global Leadership Report, hope is one of the dominant needs people have from their leaders. Hope accounted for 56% of the attributes mentioned by people surveyed across 52 countries. Gallup suggests that once the need for hope is met, the ability to thrive rises to 38%.  

Is a “BELIEVE” sign enough to motivate your workforce? Probably not. However, shared ambition can be an excellent motivator to help your people understand what they’re working towards and how it contributes to your organization’s broader goals.  

Work with your direct reports to create personalized performance goals that are measurable, specific to their role, and ladder up to a key tactic for your business. Individually, they could be gearing up for a promotion, taking on a more complex project, or building new marketable skills. This can give your people a feeling of satisfaction and hope because they’re simultaneously working toward their own career goals and contributing to your company.  

Be a goldfish 

According to Ted Lasso, goldfish are the happiest animals on earth because they have a ten-second memory. Following the lesson of positivity above, dwelling on a loss is easy to do. Good leaders will take the time to reflect and learn from their mistakes. But they won’t let it consume everything they do moving forward.  

Maintain a positive and transparent workplace 

Ted Lasso might be the most optimistic man on television. But that doesn’t mean enthusiasm is essential for a good leader’s success. In fact, the show demonstrates that Ted has been suppressing pressure-related panic attacks.  

It is not realistic advice to suggest that leaders should show up full of smiles and energy every day. For some people, this isn’t their personality. And your people can spot disingenuous behavior. In fact, many employees have been making fun of the “forced joy” corporate trend, as reported by Bloomberg.  

It’s essential that leaders can motivate and inspire their direct reports. However, you can find the right balance between bringing an optimistic outlook to new challenges and acknowledging the tough decisions in the workplace. Building a positive workplace includes: 
 

• Maintaining open lines of feedback in both directions 

• Ensuring everyone is comfortable voicing their opinion and feeling heard 

• Following through on promises you make to build trust 

• Offering flexibility and support when your people need it 

Everyone has days when they feel symptoms of burnout. Managing your own health like an athlete means considering your physical and mental health to improve your own performance at work.  

Consider how you’re setting yourself up for success as a people manager. One of your most precious resources is your time. And you have much less of it when everyone is looking for your guidance. Carve out dedicated time on a regular cadence to check in with your people one-on-one. Instead of letting administrative tasks pile up for the last minute, see what tasks you can automate on a routine basis. When it comes to finding the right balance, AI-powered tools can help automate tasks that take leaders away from the work they’re meant to do – inspiring their people.  

What about time to recharge? Create more work-life balance by taking time away from your work phone to reconnect with family or hobbies. These are all important ways to manage your own health so you can come back to work refreshed for a new day.  

Approach with curiosity  

Many fans cite Ted’s darts game with antagonist Rupert as one of the show's most memorable scenes. Ted reflects on how he has been underestimated and misunderstood by others. He sees the value of being curious instead of judgmental and recognizes that is where others may not understand him.  

“Guys have underestimated me my entire life, and for years, I never understood why – it used to really bother me. All of them fellas that used to belittle me, not a single one of them was curious. You know, they thought they had everything all figured out,” says Ted as quoted from iMDb.  

Take a pause to enter a new challenge with curiosity. It can feel like you have to come in knowing all of the answers. Before giving your recommendation to a team member, ask for a quick refresher on what the goal is, what requirements there are, and what problem-solving they’ve already done. You’ll quickly have a better sense of what is working and what potential solutions are left. Your employees will feel like you listened to understand their problem, and you will be able to give more informed guidance. 

Leaders can also encourage and satisfy their curiosity by using data analytics to make informed decisions. One of the biggest strengths leaders can have in their pockets when everything is moving at a high speed is data to be certain about decisions and make them faster. 

Recognize the individuality of each team member  

Ted works with his individual players to be a higher-performing team together. But his coaching style isn’t the same for everyone. Ted gently builds up the team’s kit man Nate Shelley’s observant qualities and eventually promotes him to assistant coach. He motivates aging team leader Roy Kent to bring some fresh energy to lead the team on and off the field in a leadership role that Ted can’t do from the sidelines. He continues to train past Jamie Tart’s more selfish, antagonistic behavior to redirect him into becoming a team player.  

Management styles aren’t one-size-fits-all. Every person brings different experiences, skills, and knowledge to the table to benefit your whole team. Take a couple of notes on the hobbies, interests, or family life of each of your team members to help you build a connection. When employees feel like you’ve taken an interest in their life outside of work, it can help establish that you see them as a whole person with work-life balance.  

When it comes to individual treatment, each of your direct reports will likely respond differently to feedback. And providing regular direction is an essential part of performance management, from both positive recognition and areas to improve. To create a workplace that continuously improves together, start acknowledging wins and losses as part of your regular touchpoint cadence instead of quarterly acknowledgement cycles.  

In a more delicate situation? Start with an open mind about the strengths that this team member brings. When you’re providing constructive criticism, remember that delivery is just as important as the feedback you’re giving. And always communicate the outcome you expect. Otherwise, your feedback is just advice. 

When Jamie leaves for the Manchester season to inevitably end up on the winning side, Ted sends him a note congratulating him on “Way to make that extra pass.” Even after losing a team member to the opposition, he still finds accomplishment in seeing someone he coached succeed. From cultivating a diverse team of players that win together to showcasing his agility of moving from the U.S. to the UK, Ted Lasso is one of the more aspirational leaders on TV. We want to see him succeed and feel the same about the new leaders stepping into their roles.  

On the surface, Ted Lasso is voraciously positive. When you take a step further to examine his leadership style, you can see how he uses curiosity, a focus on individual strengths, and shared goals to drive a more successful, engaged team. He may be a fish out of water in the UK, but he’s a prepared leader of this team and this show for the new season to come.