Golden State Warrior’s Secret Sauce: A Culture of Safety

The stakes are high. In one hour, the 4th game of the NBA Finals will begin. The Golden State Warriors are ahead 3-0 in against the Cleveland Cavaliers. No one is sure of the outcome.

Whatever the outcome of tonight’s game, I am confident the Warriors will win the series, due, in large part, to the organizational culture of safety that transformational leader Steve Kerr has cultivated since his arrival in 2015. Simon Sinak provided this insight in his very famous TED talk, Why good leaders make you feel safe

Both teams reached  the 2017 Finals  with resounding victories in the NBA Playoff series–demolishing their respective opponents in each playoffs 7-game series ending in 4-0 or 4-1 in for the victor.

Without question, both teams have some of the very best players in the NBA today–LaBron James, Kevin Durant, Kyrie Irving, Steph Curry,  Draymon Green, Kevin Love.  In addition to the well-known names, each team has other highly talented and experienced players who bring valuable skills and knowledge to the Finals.

Every player and coach is committed to winning this all important game, on the way to winning the 2017 NBA Finals, no matter the odds. No doubt it will be an ‘all-out game’.

From my perspective, what has been overlooked by all the analysis and speculation is that Steve Kerr understands what all authentic leaders facing profound challenges and uncertainty must do: . Create a climate where people are safe to fail, to try again, to improve themselves in a forgiving environment.

Even those at the ‘top of their game’ have off nights, go cold, feel fatigue, just can’t put it together. A culture of safety allows everyone to find a way out of discouragement. This is what transformational leaders understand.

A very important lesson for any leader seeking to bring out the best of their team/organization in challenging times.




What do these 5 great leaders have in common?

These remarkable human beings lived in different generations, on different continents, had different life circumstances. And yet, each embodied the four qualities of transformational leadership.

The goal of transformational leadership is to “transform” people and organizations in a literal sense–to change them in mind and heart; enlarge vision, insight, and understanding; clarify purposes; make behavior congruent with beliefs, principles, or values; and bring about changes that are permanent, self-perpetuating, and momentum building.

Steven Covey, Author of 7 Habits of Highly Successful People

Two were born about a century apart, trained as lawyers, and became political leaders.  Abraham Lincoln and Nelson Mandela both brought about irreversable positive changes to their people, nations, and the world…that is still in the process of transforming.

An ‘ordinary Kenyan village woman’ (as she liked to call herself), Wangeri Maathai became the first environmentalist and African woman to be awarded a Nobel Peace Prize in 2004 for her global activist work planting millions of trees. As with most transformational leaders, she was ahead of her time…but persisted against all odds to bring her vision to fruition. She helped transform our understanding of global ecology.

Some transformational leaders change the way we live our lives through business and the world of work.  Steve Jobs co-founded Apple Computer with his fellow inventor Steve Wozniak in 1976.Together, with their team of developers, designers, and marketers, Apple creates electronic devices that have transformed how and where we work; how we listen to music; and how we communicate…around the globe.

Often, our most significant transformational leaders are thought leaders. These men and women challenge existing beliefs/assumptions about some important aspect of our lives, develop new theories, test them rigorously, and put them into practice. As a graduate student in cognitive and developmental psychology at Harvard University in ’70s, Howard Gardner challenged the prevailing viewpoint about human intelligence: we are born with just a single intelligence that we inherit. He went much further than a challenge. Instead, he developed a new theory that states that each one of us, as human beings, are born with multiple intelligences (So far, he’s identified 8 distinct intelligences). Gardner’s superior insight of how our intelligences are used in daily life, coupled with the new brain science of  neuro-plasticity  is transforming how we educate young people…and sustain healthier brains in older adults.

By now you’re probably asking what exactly are those four qualities that these transformational leaders embody? Each one:

  • Articulates a compelling vision of the future so effectively that it attracts others to ‘the cause’
  • Behaves in ways that allow him or her to serve as a role model…earning admiration, respect, and trust.
  • Stimulates their followers’ efforts to be innovative and creative by questioning assumptions, reframing problems, and approaching old situations in new ways
  • Pays attention to each individual follower’s need for achievement and growth by allowing for new learning opportunities in a supportive environment.

Great concepts…but how does a someone in a leadership role bring them to life within him or herself… in your own context?

For the next several months through this blog, I’ll be unpacking each quality, providing deeper insight into their importance, and offer some practical skill-building exercises for anyone committed to improving their own leadership capability.

I welcome your thoughts, reflections and perspective as we undertake this journey together.

Until the next time

Marguerite Callaway