High-Performance Athletes in the Workplace

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I’ve had the privilege of leading teams across the board, from everyone in the same room to team members across cities and continents. This diversity has turned each project into a unique and rewarding experience. And over time, I’ve realized something: it’s the tough projects, the ones with big challenges, that teach us the most. They push us to adapt, find creative solutions, and avoid past mistakes.

Feedback: Fuel for Growth

Challenges within teams are actually growth opportunities, and feedback plays a huge role in that. Early in my career, I had monthly evaluations as required by my university during my internship. Sincerely, I never understood what the ratings were based on as they often seemed like subjective scores. 

My first job used annual feedback, but really, these were more to assign payment raises than helping us improve in our roles.

Around 2006, I heard about 360-degree evaluations as a system where you’re evaluated by your superiors, peers, and the people you lead. The first time I implemented this system was until 2016, with evaluations every three months. For my experience, 360 feedback allows us to have a better view from those who work with you daily, as it provides different points of view.

What Others See in Me That I Don’t

Having the Johari Window as a reference, this model divides self-knowledge into four areas:

  • Public Area: What both we and others know about us.
  • Blind Area: What others see but we don’t.
  • Hidden Area: Things we know but don’t share.
  • Unknown Area: What neither we nor others know about us.

Using 360 feedback, we can uncover those “blind spots” and learn a lot more about ourselves.

Toastmasters

I’ve been part of Toastmasters for several years, specifically the Communication and Participation club, where we practice public speaking and leadership. What I love most about the sessions is that we get continuous feedback, so there’s no need to wait months or years for results. If you ever have the chance to attend a meeting, I highly recommend it.

We’re Like High-Performance Athletes

Imagine Michael Phelps. How many medals would he have won if he only received feedback once a year? Just like athletes, leaders need continuous feedback to keep improving and help their teams grow. And it’s not just leaders, everyone on the team benefits from feedback. Remember you don’t need a fancy system; periodic sessions, whether every two weeks or monthly, can make a massive impact.

As leaders, we can be that source of feedback for our team. Let’s make sure everyone’s prepared, because one day, they’ll be leading too.

You want to lead one day? Well, learn how to follow - Lord Commander Jeor Mormont (Game of Thrones)




Location: Monterrey, Nuevo Leon, Mexico

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