Corporate Culture: Family or Football Team?

In the world of corporate culture, a significant debate persists: should a company be seen as a football team or a family? This question is more than just a metaphor; it shapes how we lead, manage, and interact within our organizations. At Vindelici Advisors, we embrace a unique philosophy that views our company as a family, which we call ‘Vamily’. This perspective has sparked extensive discussions and some criticism, as the term ‘family’ in a corporate context can be controversial. However, this article provides my subjective view on the issue, grounded in my experiences and beliefs.

Inspired by Bob Chapman’s people-centric leadership (Chapman & Sisodia, 2015), the 'Vamily' philosophy emphasizes the importance of finding and nurturing the best in each employee. As the founder and managing partner, I believe it is my most important task to help every individual in our company unfold and become the best version of themselves. This approach is rooted in the belief that only unconditional love and support can unlock the full potential, the unconditional love you otherwise provide to your children.

In contrast, some leaders advocate for viewing a company as a football team. This analogy, often cited in business literature, emphasizes a shared goal of winning, clear roles, performance metrics, and a competitive spirit. For instance, renowned management expert Patrick Lencioni (Lencioni, 2002) uses the football team analogy to highlight the importance of teamwork and clear roles in his book 'The Five Dysfunctions of a Team'.

In this article, I will explore viewing a company as a family versus a football team. I will conclude by analyzing the pros and cons of each approach and a short explanation why we choose the family analogy.

The Football Team Analogy

In the football team analogy, each player has a specific role and responsibility, much like employees in a company. This approach ensures that everyone knows their duties and how they contribute to the overall success of the team. Just as a quarterback leads the offense and a defender protects the goal, employees have defined roles that align with their skills and expertise. This clarity can enhance efficiency and productivity, as everyone understands their part in the larger strategy.

And everyone understands that the direct or implicit purpose is to 'win' for the team (i.e. firm). A key aspect of the football team analogy is the emphasis on performance metrics. In sports, success is measured by wins, goals, and other statistics. Similarly, companies that adopt this approach focus on measurable outcomes such as sales targets, project completions, and key performance indicators (KPIs). This focus on metrics can drive a competitive spirit and motivate employees to achieve their best, striving for excellence and continuous improvement.

Teamwork is at the heart of the football team analogy. Just as a football team relies on coordinated efforts and strategic plays to win games, companies benefit from collaborative efforts and well-thought-out strategies. This analogy underscores the importance of working together towards a common goal, leveraging each team member’s strengths, and executing a cohesive game plan. Effective communication and collaboration are essential to ensure that everyone is aligned, moving in the same direction, and win.

The Family Analogy

In a family, each person is seen as a subject with their own unique potential, not as an object that exists to increase someone else’s well-being or profit. This perspective is fundamental to our philosophy. We have a genuine interest in helping each individual develop to their fullest potential. This means investing in their personal and professional growth, understanding their aspirations, and supporting them through their challenges.

One of the core principles of the family analogy is the focus on long-term commitment for a person's growth. In a family, relationships are built on love, trust, and loyalty, and members are committed to each other’s growth and success. Similarly, we strive to build lasting bonds with our employees, encouraging them to stay with the company for the long haul. However, our commitment goes beyond the boarders of our organization. We also proactively support individuals who can better realize their potential elsewhere. This requires a high level of trust from both sides but ultimately builds a world-class network of professionals who remain connected and supportive of each other.

Holistic development is a cornerstone of the family analogy. Just as parents nurture their children’s overall growth to help them become the best versions of themselves, we aim to support our employees in their comprehensive development. This involves providing opportunities for continuous learning, career advancement, and personal growth, while also addressing emotional and mental growth. By focusing on and investing in overall growth opportunities for our employees, we foster a culture of continuous improvement and individual growth.

Weighing the Scales: Football Team vs. Family

In examining the football team and family analogies, each approach offers distinct advantages and challenges. The football team analogy emphasizes structured roles and measurable outcomes, fostering a competitive and goal-oriented environment. This clarity and focus can drive high performance and efficiency, as each member understands their contribution to the collective success. However, this approach can also lead to a high-pressure atmosphere, where the pursuit of targets may overshadow personal well-being and long-term growth. Relationships might become transactional, prioritizing results over meaningful connections, and the short-term focus on winning can sometimes neglect sustainable development.

Conversely, the family analogy prioritizes individual potential and holistic development, fostering a nurturing and supportive environment. This approach builds deep trust and loyalty, encouraging long-term commitment and personal growth. Employees are valued as unique individuals, and their emotional and mental well-being is given significant attention. However, this philosophy requires substantial emotional investment from both sides and can blur professional boundaries, potentially complicating objective decision-making. Additionally, the resource-intensive nature of providing comprehensive support is challenging to sustain.

Lifting Humans: Why We Choose Family

At our firm, we have chosen the family analogy because we believe it aligns with the natural human drive to become the best version of oneself. Our purpose is to build the best versions of our people. When our corporate purpose deeply resonates with the individual purposes of our employees, their engagement and performance are significantly enhanced. Unlike the externally infused purpose of winning in a football team, this approach builds on the most natural individual motivation of human beings, to improve as a person.

By focusing on genuine care and support, we create an environment where true potential can be unlocked. This not only benefits our employees but also benefits significantly our clients and contributes to a thriving, innovative, and resilient organization. We believe that by nurturing the best in each individual, we build a stronger, more cohesive, and ultimately more successful company.

Bibliography

Chapman, B., & Sisodia, R. (2016). Everybody Matters: The Extraordinary Power of Caring for Your People Like Family. Penguin Random House.

Lencioni, P. (2002). The Five Dysfunctions of a Team: A Leadership Fable. Jossey-Bass.