Written Off: Lessons to Learn from the 2022 Seattle Seahawks
You wrote them off.
That isn't meant to be accusatory or to try to dish out shame, but it's the reality. If you were the average NFL fan, you wrote off the 2022 Seattle Seahawks – and you definitely weren't alone. Sportsbooks widely projected the Seahawks to have 5.5 wins, which was tied for second lowest total in the league. They were "supposed to" be one of the five worst teams in football; they were "supposed to" have to fight and claw over the course of the 17 game season to even get to five wins. Instead? By Week 9, the Seahawks had already secured six victories and the narrative quickly shifted from how bad they are, to just how good they can be. Playoffs, and even a division title, are now both firmly within reach – something most football fans wouldn't have believed, had you told them in August*.
How could so many people (including sportsbooks, whose entire business is based on ruthless forecasting accuracy) get it so wrong? It isn't just that this Seahawks season is unlikely – most saw it as borderline impossible. However, not everyone bought into the notion that the Seahawks would suddenly implode – and I'm one of them.
In every failure or mistake, there are lessons to be learned. That's why I want to share what about the team's leadership led me to take the unpopular stance that they would be average at worst, and maybe even good. You don't need to be a football fan to take something away from this article; my goal is to share ideas you could apply to your world, whether that be in your professional or personal life.
Note: I will include some important nuances or caveats in each section, which I'll call "audibles".
-------------------------------------------------------------
Leadership Starts with a Positive Outlook
One of the biggest reasons for the pessimism surrounding the Seahawks was that they were at a crossroads – they had to make a decision between the team's leadership (Head Coach Pete Carroll), and their "Top Performer" (Future Hall of Fame Quarterback Russell Wilson). In the modern NFL, the predominant belief is that having a top quarterback is the biggest determinant of success and, without one, you are likely dead in the water trying to win a Super Bowl. While many fans, analysts, and the general public clamored for the Seahawks to move on from Pete Carroll, ownership sided with him and instead approved the shocking decision to trade Russell Wilson.
The entire football world collectively shifted their assessment of the Seahawks from perennial playoff team, to a group expected to be among the league's worst. Despite the overwhelming flood of negativity, Pete Carroll did what he's always done: pop a piece of Juicy Fruit gum and stay positive. When he met with the media in the spring and talked about how excited he was about the team's fresh start (including quarterbacks Geno Smith and Drew Lock), everyone assumed it was shallow and meaningless "coach speak". In reality, Pete meant every word he said – partly because he knew his attitude would help every person in his organization be the best versions of themselves. Positivity is like a magnet – it draws people in, energizes them, and (arguably most importantly) makes them feel good about working with you. Optimism (when realistic) is the single greatest tool that any leader has in motivating their teams and keeping them engaged.
What separates true leaders is how they operate in turbulent times – do they panic and let negativity creep in? Or do they stay consistently positive and give their teams hope to latch onto? Do they swirl the drain, or do they help those around them climb out of the gutter? (Or, even better, prevent them from getting there in the first place)
Audible: One caveat is that being positive only works if you have a tangible vision or insights that the positivity is anchored to, and that you truly and deeply believe in those. It is obvious now that Pete had a plan about what type of football team he wanted the Seahawks to be, clearly communicated that plan internally, and empowered his players and coaches to execute it. Being positive for the sake of being positive is often easy to pick up on and uninspiring.
Thoughtful Leadership Trickles Down and Establishes a Culture
"A rising tide lifts all boats" was a phrase popularized by president John F. Kennedy. While its intended use was in the economic context (i.e., a thriving economy benefits all who participate), I believe there is something to be said about its relevance when discussing leadership and culture. To me, it is clear that the purpose of leadership is to elevate those around you. We should all strive to be the "high tides" in our organizations, families, and friend groups, and raise those around us when they otherwise might falter or sink.
As mentioned earlier, Pete's positivity and clear plan helped keep the Seahawks organization from getting to a negative place. However, being a "high tide" is a vague concept – how specifically did he execute on it? One aspect is that he identified others to help share the load. He's been coaching long enough to know that no organization can have sustained success when banking on just one person – a diversity of voices that are united around a specific goal, purpose, or message is much more powerful.
The reality is that every organization has blind spots (or, to keep up with the analogy, shallow waters). To mitigate for those and ensure maximum alignment, you need secondary leaders who can be their own "high tides" within different pockets of the team. In the Seahawks example, after trading Russell Wilson and releasing legendary linebacker Bobby Wagner, Pete knew there would be a massive leadership void. This is why it was a priority to engage with other proven and up-and-coming leaders on the team (e.g., Quandre Diggs, Tyler Lockett, and DK Metcalf) and proactively get them bought into what the next chapter of Seahawks football would look like. If the first step of leadership is pairing a positive outlook with a vision and plan?– the second step is learning how to clearly communicate those and get others aligned. Having others around you who independently choose to believe in your vision and voluntarily help bring it to life is, in my opinion, what establishes a consistent culture. The followers make the leader, and not the other way around – a concept popularized within the philosophy of Servant Leadership.
Audible: While consistency in messaging and alignment is important, successful teams thrive on individuality and diversity – no one wants to listen to a robot. If you try to shape secondary leaders to be carbon copies of yourself, you're missing a huge opportunity. The goal should be to elevate different voices with unique, nuanced perspectives and stay connected with them on what is most important (e.g., purpose, values, attitude etc.).
领英推荐
Nothing Detracts from Trust like Negativity or Disparagement
Whether it's the high stakes pressure of business, or navigating the infinite complexities of our personal relationships – life is hard, and no one is denying that. It's only human to have negative thoughts and think that something is impossible, unfair, or just straight up annoying. However, the same way that leadership starts with a positive outlook – it withers and dies with negativity. If you aren't hopeful about the future, why should anyone else on your team be? If you are willing to speak negatively about someone else (even when it may be warranted), why should anyone think you wouldn't speak negatively of them as well?
When a suspicious package is reported and presumed to be dangerous, an explosives disposal unit (i.e., bomb squad) will put themselves at risk to safely dispose of it in a detonation chamber. Similarly, great leaders are "bomb squads" when it comes to negativity – they understand the dangerous potential of their negative thoughts, and deal with them in an isolated and contained manner. That isn't to say that they ignore or repress them; just that they find appropriate ways to handle them that don't put their team at risk (e.g., privately venting to a loved one).
I have no doubt that Pete Carroll was deeply hurt by Russell Wilson's insistence to move on – Pete has made no shortage of sacrifices to protect Russ. However, he also knows that nothing good would come of walking around the Seahawks facilities and badmouthing his former quarterback (who many current players still like and respect). I suspect that Pete, knowing the poisonous nature of negativity, compartmentalized any non-positive thoughts and kept them safely locked away, far from his coaches and players. While they (and the public) saw the consistently positive and calm Pete they knew and trusted, there is no doubt he had moments of frustration or doubt that he actively managed to keep private.
Audible: Avoiding negativity doesn't mean that you should avoid having direct communication when things need to change (whether that is within the context of a personal relationship, or business performance). Criticism or feedback isn't negative – but these conversations can feel that way if there is a sense of distrust or judgement.
There is a Sweet Spot Where Talent, Environment, and Opportunity All Meet
It's impossible to write about the 2022 Seattle Seahawks without touching on the incredible story of Geno Smith. Geno struggled early in his career, which is not unusual for young quarterbacks. However, unlike many others, he never got a true second chance to compete for a starting role – until this season (you can read more about his journey here, if you're interested). What has he done with the opportunity? Through 10 weeks, Geno leads the NFL in completion percentage, while also being in the top 5 in touchdowns, yards, and passer rating (he also ranks very favorably in many advanced metrics).
How did this happen? Geno was available for any team to sign for almost a month after free agency began. He is being paid only $3.5M this season, which is tied for 30th in QB salary (the two players he is tied with are both clear backups). What did the Seahawks know that the rest of the league didn't, and why were they willing to give him a chance to be the starter when no one else was? The answer is almost irritatingly simple: while the rest of the league lazily evaluated him for who he had been, the Seahawks evaluated him for who he is – and who he could be.
The team knew it had a one of a kind environment that brings out the best in players, and that Geno's attitude fit perfectly within their culture. Having seen him every day in practice and during his limited playtime in 2021, it also knew that he had the talent. So all that was missing was the opportunity – and once they handed it to him, Geno never looked back. The lesson here is that environment, talent, and opportunity are all connected and the best results come when all three fit seamlessly.
The same way that Pete recognized Geno's talent and gave him the opportunity to battle for the starting job, Geno had to recognize the value of Pete's leadership and trust in Pete's plan for him. That pure, open line of trust and vulnerability is why both individuals have the Seahawks competing for their 9th playoff appearance in 11 years. When they're at their best, opportunities are a partnership, or contract; a two-way commitment: "If you sign on the dotted line, I will believe in you (and your individual talent) and trust you to accomplish this specific job, task, or goal. In return, I will ask for you to be vulnerable and trust in me to provide an environment that can bring out the best in you".
Success comes when credit is shared – when it is earned not alone, but as partners. Geno's ascendance this season isn't all on him, but it's also not all on the organization for "unlocking" him, either. Both Geno and Pete showed the maturity and wisdom to recognize the value of the other and fully embrace the upcoming challenge, together. If Geno could not perform this season, he would forever be written off as someone who couldn't cut it as an NFL starter. If Pete and the Seahawks fell apart, many would question whether it was Russell Wilson who carried the organization for the last decade. Instead, they doubled down on each other – and are now reaping the rewards.
Do you think there might be a Geno Smith in your organization? Do you think that you can provide an environment, like the Seahawks, that could bring out the best in them? If so, then all that's missing is the opportunity.
-------------------------------------------------------------
Thank you for taking some time out of your day to read this article – I genuinely hope you took away something that will help you navigate future interactions or decisions more thoughtfully (whether those are personal or professional). If you found this insightful, please consider reading some of my other work at the links below:
*Before the season, you could have gotten 4.5:1 odds if you bet the Seahawks would make the playoffs (which they currently have a 76% chance to do, per FiveThirtyEight). If you had bet on them to win their division, you could have gotten 14:1 odds (they are currently leading after 10 weeks).
DISCLAIMER: If you own the rights to the photo used in this article and have issue with its use, please reach out to me and I will gladly change it.