The Lasso Way: Transformational Leadership in Action

I’ve never really been a football fan. But when a friend described to me a series that as a leadership coach would depict and in fact validate my own beliefs in leadership, I just had to bite.

The Ted Lasso series has captured global attention not only as entertainment but as a powerful model of positive, people-centred leadership. Ted’s ethos, be curious, not judgemental, emphasises empathy, curiosity, and understanding, providing valuable insights into the art of leadership in both sports and business. Ted’s journey with his team is one of transformation, shifting from a toxic, blame-oriented culture to a harmonious and collaborative environment. For modern leaders, his approach offers a refreshing alternative, an effective path toward engagement, accountability, and building high-performing teams.

This article explores how Ted Lasso’s leadership style can inspire transformative change and foster a positive culture in today’s workplace.

From Toxic to Thriving: A Journey of Culture Transformation

Ted Lasso inherits a football team caught in a toxic culture, rife with hostility, ridicule, and blame. Players are pitted against one another, often prioritising personal fame over collective success. The environment is competitive rather than collaborative, and the players’ morale suffers as a result. However, Ted recognises that true change begins with culture, and he immediately sets about creating an atmosphere based on mutual respect, trust, and understanding.

In many organisations, toxic cultures arise when individuals feel undervalued, pitted against one another, or pressured to prioritise individual achievements over team success. Ted’s story reflects a common reality in business: turning a toxic workplace into a positive, thriving environment is possible with the right approach. Leaders can learn from Ted’s journey by investing in people, fostering respect, and replacing blame with support.

Building Engagement Through Genuine Curiosity

Ted’s first focus is engagement. Rather than imposing his authority, he invests time in getting to know each player individually, learning about their unique strengths, struggles, and motivations.

His mantra “be curious, not judgemental”, reflects his commitment to understanding rather than criticising.

He approaches each player with respect and curiosity, engaging with them not as mere athletes but as complex individuals with distinct personalities and goals.

In the leadership world of modern business, engagement is foundational for productive, cohesive teams. Leaders who take the time to understand their employees create a culture where people feel valued, seen, and motivated. Ted’s curiosity-driven approach reminds us that when leaders engage with genuine interest, they foster an environment of psychological safety where people are encouraged to be themselves and share their ideas openly, effectively co-creating that precious psychological safety. Regular one-on-ones, development discussions, and active listening can have a similar impact in corporate settings, building a sense of inclusivity and belonging.

Coaching for Reframing and Growth

Ted’s use of coaching as a tool for reframing shows how leaders can inspire resilience and personal growth. Rather than using authority to dictate changes, he encourages players to see challenges as growth opportunities. For instance, he challenges star player Jamie Tartt’s selfishness, but he does so by helping Jamie recognise his potential beyond individual glory. Ted’s way of reframing, through turning conflicts or mistakes into opportunities for reflection, he teaches the team that they are capable of continuous improvement, regardless of past mistakes.

Reframing is equally valuable in corporate settings. Leaders who coach their teams, especially during conflicts or setbacks, can foster resilience and a willingness to learn. By shifting focus from blaming in the “who is wrong” culture, to “how can we improve,” leaders encourage employees to view challenges as opportunities for growth. This approach strengthens a team’s adaptability and commitment to progress, as they come to see change as a positive part of the journey.

Moving from a Culture of Blame to a Culture of Accountability

One of Ted’s biggest challenges is transforming the team’s culture of blame into a culture of accountability. Initially, the team thrives on finger-pointing, fault-finding, and public criticism. Ted counters this by role modelling humility and compassion, creating a safe environment where players can admit their mistakes without fear of judgement. By addressing behaviour directly but constructively, Ted shows the team that mistakes are part of the learning process, not an opportunity for ridicule.

In business, a blame-oriented culture can be highly destructive, breeding mistrust, defensiveness, and fear. Leaders who shift the focus from blame to accountability create a more resilient, adaptable team. Ted’s approach, honest, private conversations and empathy-led feedback, vividly illustrates how to hold individuals accountable while respecting their dignity. By creating an environment where people are encouraged to learn from mistakes rather than hide them, leaders can build a culture of growth and improvement.

Calling People In, Not Out: The Art of Constructive Accountability

Ted Lasso’s approach to accountability is one of his most distinct leadership qualities. When challenging problematic behaviour, he employs a technique often called “calling people in” rather than “calling them out.” This approach is firm yet compassionate. Ted addresses issues directly but does so with empathy and understanding. When characters Jamie or Roy acts against the team’s interests, Ted discusses the impact with them in a way that encourages reflection rather than defensiveness.

Incorporating this technique in a business context can be transformative. Instead of harsh public criticism, leaders can hold private conversations, framing feedback as an opportunity for growth rather than punishment. By challenging behaviours constructively and directly, leaders can motivate employees to reflect on their actions and commit to improvement. Ted’s approach demonstrates that accountability can drive positive change without sacrificing morale.

Forming Bonds and Building a Unified Team

Ted Lasso recognises that winning isn’t solely about skill, it’s about cohesion. He dedicates time to fostering bonds within the team, organising casual outings, supporting small acts of kindness, and creating shared experiences. These efforts transform the team from a fragmented group of individuals into a unified unit with shared goals. As the team begins to trust and respect each other, they realise that their success is intertwined, fuelling a sense of collective momentum.

In business, creating unity through interpersonal bonds can lead to sustained high performance. Team-building activities, cross-functional projects, and informal meet-ups are practical ways to encourage camaraderie. Leaders who invest in these connections build a sense of belonging, helping individuals see that their successes and struggles are part of a larger team journey. By fostering a supportive and collaborative culture, leaders can generate the same kind of loyalty and cohesion that Ted creates on the field.

Leveraging Diverse Strengths for Collective Success

Ted also excels at recognising and leveraging the diverse strengths within his team. Instead of enforcing a one-size-fits-all approach, he tailors his coaching to each player’s unique personality and skill set. His assistant coaches are a testament to this philosophy, as each brings a different perspective and approach. By embracing these differences, Ted creates a well-rounded team that can tackle challenges from multiple angles.

In business, leaders can adopt a similar approach by building teams with complementary skills and viewpoints. By respecting and utilising the unique strengths of each team member, leaders encourage diversity of thought and foster an environment where people feel valued for their individuality. This diversity in approach creates a more innovative and resilient team, capable of responding to challenges with flexibility and creativity.

Creating Momentum Through Shared Successes

Ted’s team evolves into a harmonious, collaborative unit largely because he understands the importance of shared experiences and recognising small victories. He celebrates every win, no matter how minor, instilling confidence and enthusiasm within the team. These successes, whether on or off the field, create positive momentum, as players feel acknowledged and motivated to contribute.

In a corporate environment, celebrating achievements, both big and small, can have a similar effect. Leaders who recognise team efforts and celebrate milestones foster a sense of shared purpose and drive. By acknowledging each success, leaders create a positive cycle that strengthens team morale and motivation. Just as Ted’s team thrives on the momentum of their collective accomplishments, so too can business teams find strength and inspiration in their shared successes.

“Be Curious, Not Judgemental”: The Power of a Growth Mindset

At the heart of Ted’s leadership style is his commitment to curiosity. Rather than making assumptions, he asks questions, seeking to understand the root causes behind behaviours and decisions. This mindset disarms defensiveness and builds trust, as team members feel respected and seen as individuals. Ted’s ethos of “be curious, not judgemental” allows him to connect deeply with his players, fostering openness and mutual respect.

In the workplace, curiosity can be a powerful leadership tool. Leaders who approach challenges with curiosity rather than judgement encourage open dialogue and innovative thinking. By asking questions and seeking to understand, leaders foster a culture where people feel safe to share ideas, voice concerns, and contribute without fear of reproach. Curiosity-driven leadership not only builds rapport but also encourages continuous learning, driving both individual and organisational growth.

The Lasso Way: Lessons for Transformational Leadership

Ted Lasso’s journey with his team is a compelling narrative of transformational leadership in action. Through empathy, respect, and a commitment to understanding, he turns a toxic environment into a collaborative and resilient team. His approach illustrates that success is not just about talent, it’s about creating a culture where people feel valued, empowered, and unified.

For business leaders, Ted’s methods offer a roadmap to building compassionate, high-performing teams. By fostering engagement, embracing diversity, promoting accountability, and cultivating a growth-oriented mindset, leaders create an environment where people feel valued, motivated, and empowered to work toward shared goals. The Lasso Way reminds us that leadership goes beyond achieving results, it’s about cultivating a culture that inspires, supports, and celebrates the people who drive those results.

Ultimately, Ted Lasso shows us that true leadership lies in connection, not control. With a focus on people, curiosity, and shared purpose, compassionate leaders create workplaces where individuals thrive and teams succeed.

The Lasso Way is more than a strategy, it’s a philosophy that emphasises the transformative power of empathy, resilience, and authentic connection.