The Behavioural Theories Behind Coach Lasso's Successful Leadership

Taking management lessons from a TV show is a bit like scrolling through Pinterest. You may not find the exact answers to your problems, but you’ll be inspired to look at your options from a different angle.

While ceaseless optimism and playfulness are not always realistic in a fast-paced environment as it is on Apple’s hit show, the series reveals great lessons that any leader would be wise to follow.

Ted Lasso’s leadership strategies provide examples of a truly effective management style, and don’t just take it from us…

Read on to understand why Lasso’s management style works and why you should learn from him.

There are countless tips for improving soft skills, but knowledge of behavioural science will shift your perspective and surely influence how you approach your role as a leader. This article will cover 3 behavioural theories behind Coach Lasso’s success.

Self-Determination Theory

Self-determination theory (STD) is centered around the importance of creating the right environment to promote and boost motivation - an indispensable factor to organisational success.

??How Ted uses it.

SDT recognises relatedness as an inherent driver of motivation, as humans need to experience personal relationships and a sense of belonging to social groups. Well, anyone who watches Ted Lasso knows how he puts on the effort to develop relationships with and among everyone connected to the team. He promotes rituals and celebrations to encourage connections and constantly emphasizes the importance of team spirit.

???How you can use it.

As a leader, you can benefit from the SDT by establishing your own rituals and creating opportunities for employees to connect. Fostering healthy relationships in the office is a great way to build motivation and a strong organisational culture.

“For me, success is not about the wins and losses. It’s about helping these young fellas be the best versions of themselves on and off the field.”

McClelland's need theory

McClelland's need theory proposes there are three desires an individual could possibly have: power, affiliation, or achievement. While one desire is usually more dominant, the others are also present in an individual. Today, we’ll tap into achievement.

??How Ted uses it.

If an individual’s predominant need is achievement, they are motivated by exceeding expectations and experiencing success. Coach Lasso does a brilliant job of using rewards and recognition to drive his team to perform at their best. He works hard to ensure all parties acknowledge their respective roles' importance, praising and celebrating every individual little win along the way.

???How you can use it.

Whatever form they take, rewards and recognition create a positive work environment and encourage staff to work productively and reach goals. Remember to frequently check in, recognize progress and show appreciation for your team's growth. Acknowledging your employee's efforts and accomplishments, whether big or small, will reinforce the value of development and motivate the team to keep striving for success.

???Pro tip: If you’re a UJJI user, an efficient way to boost motivation for achievement-oriented individuals is to congratulate employees as they gain upskilling points and rise to the top of the leaderboard!

Competence theory

The competence theory proposes people are keen to engage in activities that demonstrate their skills, as this helps them acknowledge that they can control their performance. Feeling competent increases one’s confidence when performing a task, consequently improving productivity and efficiency.

??How Ted uses it.

Lasso is one that truly leverages this behavioural theory to his team’s advantage. He is an expert in aligning his player’s greatest strengths to the team’s needs and central strategies, creating opportunities for each to grow and succeed. He recognises individual’s needs and expectations, using those insights to boost motivation and productivity.

???How you can use it.

To benefit from the competence theory, keep a finger in the pulse of employees’ unique capacities and ensure they are appropriately trained and in suitable roles. This will allow you to assign tasks that are personally interesting to employees and set appropriately challenging goals.

The bottom line is: When you shift the expert-who-tells for a coach-who-inspires attitude, you will help your team fulfill their human need for autonomy, competence, and relatedness. As a plus, you’ll meet a motivated workforce driven to deliver at the very best level.