Talent is no match for the destructive power of ill-discipline. Not surprisingly, then, ill-disciplined teams will underperform, no matter how talented they are. This isn’t meant to imply that talent doesn’t matter. It does. Nor is this meant to imply that ill-disciplined teams can’t win. They can. But ill-disciplined teams will never win at the highest level against teams that are both talented and disciplined. And, odds are, ill-disciplined teams will occasionally fall short against less-talented-but-highly-disciplined teams. Simply put, there is no substitution for discipline.
My teammate, Jason Cummins, published a fantastic blog in January about institutional drift. I encourage you to read it. Jason explained that institutional drift is a “phenomenon in which an organization gradually moves away from its stated standards and values — not because leaders decide to change them, but because those standards are no longer actively reinforced.” One key factor in avoiding institutional drift is appreciating/understanding the role of discipline.
Discipline is often poorly defined and misunderstood. Some believe that discipline is associated with punishment. Others consider discipline to be associated with habit. But make no mistake, ideal team discipline is functional. It has purpose. In his essay, Discipline: Creating the Foundation for an Initiative-Based Organization, Chris Kolenda explains, “Discipline must directly contribute to the accomplishment of organizational goals and objectives or else it is meaningless.” Where functional discipline is woven into the fabric of a talented team’s culture, winning is a natural result of competitive effort. The opposite is equally true of ill-disciplined teams.
I’ve been part of both highly disciplined and ill-disciplined teams. I’ve experienced the tragedy of loss in combat due to poor discipline. But on highly disciplined teams I’ve experienced unbelievable wins against the odds. One thing I’ve learned from both circumstances is that fostering functional discipline is the province of leaders. Absent the hard work associated with dynamic leadership, functional discipline will fail to materialize.
So, just exactly how do you build functional discipline? Consider these three principles.
- “Uniformity is the spice of life.”
I spent nearly 30 years in the US Army. During that time, uniformity was one of the greatest debates that occupied conversation. “Why should everyone have to wear the same uniform and wear it to the same standard?” There are many answers to that question, but consider this one. Uniformity promotes the team rather than the individual. It promotes a sense of collective identity (a team) rather than just a collection of individuals. Uniformity also provides leaders with the ability to identify those on the team who might become unreliable in moments that matter. If an individual team member can’t comply with or perform to a basic standard in the routine day-to-day business of your team, why should you believe that he/she will be reliable in a moment that matters? Establishing expectations and standards of team uniformity is a foundational component of functional discipline. Consider you unique leadership environment. What should be uniform on your team that isn’t?
2. Ruthless enforcement of standards.
But let’s be honest. The world won’t stop spinning if a member of your team decides to buck your uniform standards. “Why did it matter how a soldier wore his uniform?” More importantly, some questioned, “Why did it matter that everyone on the team dressed the same?” Let’s be honest. Okay…but no one gets hurt for wearing shorts and a T-shirt rather than a combat uniform, right? True. Unless of course you’re stationed at a remote outpost and must burn your platoon’s feces each night for sanitation purposes. Wearing a fire-retardant combat uniform would protect you in the event you set yourself on fire. Can you see where this is going? Indeed…such a situation really happened, and the soldier, wearing a T-shirt, shorts, and flip-flops had to be evacuated. The platoon was now a man short in a combat zone because leaders failed to to enforce functional discipline. “But I’m not in combat,” you may say. Still, uniformity matters. Imagine for a minute that everyone on your team recruited differently, conducted operational planning differently, and/or used different doctrines. Standards and standard operating procedures matter. Establishing and enforcing standards of uniformity speeds up collaboration and promotes initiative.
3. Focus on the fundamentals.
At the core of fostering functional discipline is the need for every member of the team to be a master of the basics. Such mastery requires leaders to emphasize the basics before anything else. You might have the perfect game plan or business strategy, but you’ll struggle to succeed if you’re team can’t perform the basics. Can’t block or tackle? Good luck finding the endzone. Can’t provide guests in your restaurant with a hospitable experience? Great food won’t bring them back. Consider the team you lead: How well does it perform the basics? Are you allowing the complexity of your operations to interfere with your emphasis on the fundamentals? If so, make a plan to get back to the basics.
Regardless of your profession or the type of team you lead, don’t underestimate the importance of fostering an environment that promotes functional discipline. By focusing on the collective identity and purpose of your team, ruthlessly enforcing your team’s standards, and taking pride in mastering the basics, you’ll set the conditions for functional discipline to take root.
On Functional Discipline was originally published in Horizon Performance on Medium, where people are continuing the conversation by highlighting and responding to this story.
