Building Resilient Teams: Lessons from the Hockey Rink to the Boardroom

As a parent of two hockey players, I’ve spent countless hours at the rink, witnessing teamwork, grit, and the occasional spectacular goal. Watching my kids play, I’ve come to appreciate that the lessons from the ice can be just as valuable in the boardroom as they are on the rink. Like hockey coaches, business leaders need to build resilient teams that adapt quickly, recover from setbacks, and play to their collective strengths.

Here are three leadership lessons from hockey that translate into better team management:

1. Play as a Team, Win as a Team

Hockey is a fast-paced sport where individual talent shines only when it integrates with team strategy. A star player is nothing without teammates setting up the play. Similarly, in business, fostering collaboration ensures the whole team succeeds. Leaders should focus on creating environments where every individual contributes to the team’s goals, not just their own.

Business Takeaway: Encourage cross-departmental collaboration and celebrate team wins. Recognize those who assist behind the scenes as much as those who score the “goals.”

2. Resilience is Built Through Challenges

Hockey players take hits, lose games, and face setbacks—but they always get back on the ice. Resilient teams in the workplace also recover quickly, learning from failures rather than fearing them. The ability to pivot and adapt is key in today’s unpredictable business landscape.

Business Takeaway: Foster a culture where mistakes are treated as learning opportunities. Offer support and resources for your team to bounce back stronger.

3. Adapt to the Fast Pace of the Game

In hockey, the game changes in seconds. Players must make split-second decisions, adapt to new plays, and react to opponents’ moves. Similarly, businesses must be agile, constantly adjusting strategies in response to market changes, customer needs, and industry trends.

Business Takeaway: Equip your team with the tools and training needed to make informed, rapid decisions. Regularly review and refine strategies to keep pace with changing conditions.

A Leader’s Role: The Coach on the Bench

As a leader, your job mirrors that of a hockey coach: provide the vision, define the strategy, and support your players in executing the plan. Whether you’re leading a product development team or managing a sales department, resilience and teamwork will be your winning combination.

The next time I’m watching my kids take the ice, I’ll be reminded that the lessons they’re learning—teamwork, perseverance, and adaptability—are the same principles I strive to embody and instill in my professional life. As leaders, we don’t need a rink to practice these principles, but a hockey mindset can make all the difference.

standardDecember 24Tom SalonekHappy Employees

Holiday Spirit in Leadership: Ways to Be Thankful and Lift Others Up

The holiday season is a perfect time for leaders to pause, reflect, and spread gratitude. It’s not just about celebrating—it’s about fostering a sense of community and making others feel valued. Here are practical ways for business leaders and managers to show appreciation and inspire others this holiday season.

1. Start with Gratitude

Take the time to recognize the contributions of your team. A heartfelt “thank you” goes a long way. Acknowledge specific accomplishments or qualities of each team member in a personal and genuine way.

Idea: Host a gratitude meeting or write personalized notes to your team, sharing specific reasons why their work has mattered this year.

2. Celebrate Small Wins

Not every success is headline-worthy, but small wins fuel long-term momentum. Use the holiday season to highlight these achievements and the individuals who made them possible.

Idea: Create a “holiday highlight reel” to share with your team. Recap achievements from the year and showcase unsung heroes.

3. Give Back to the Community

Model the spirit of giving by involving your business in a cause. Helping others fosters a sense of purpose and connection that resonates throughout your organization.

Idea: Organize a volunteer day or match employee donations to a charitable cause. Choose an initiative that aligns with your company’s values, like supporting STEM education or local nonprofits.

4. Spread Joy with Small Gestures

Thoughtful acts can brighten someone’s day, even in simple ways. Consider gestures that show you care about your team beyond their professional roles.

Idea: Send a small, meaningful gift or provide extra time off so employees can spend quality time with loved ones. It doesn’t have to be elaborate—authenticity matters more than price.

5. Foster a Culture of Appreciation

Make gratitude a year-round practice by embedding it in your workplace culture. When employees feel valued, they’re more likely to stay engaged and motivated.

Idea: Create a virtual “kudos wall” or implement a peer-to-peer recognition program where employees can celebrate each other’s contributions.

6. Lift Up and Inspire

As a leader, your optimism and encouragement can have a ripple effect. Share stories of perseverance, kindness, or teamwork to end the year on a high note.

Idea: Send a holiday message to your team highlighting how their work has made a difference, both within the organization and beyond. Inspire them with a vision for the year ahead.

The holidays are a reminder of the importance of connection and appreciation. As business leaders, we have a unique opportunity to lift others up—not just now, but all year long. Let’s make it a season of thankfulness, generosity, and joy.

standardDecember 18Tom SalonekLeadership

Leading Through the Holidays: Balancing Productivity with Time Off

The holiday season brings both opportunities and challenges for managers trying to balance productivity with the need to give employees time off for family and personal commitments. Setting a tone of empathy and flexibility can be key to maintaining morale while still meeting end-of-year goals.

First, plan proactively by identifying critical projects and deadlines, then work with team members to map out who will be available and when. Encouraging early requests for time off helps avoid last-minute bottlenecks and ensures there’s enough coverage for essential tasks.

Consider setting realistic goals for what needs to be completed versus what can wait until the new year. This prioritization allows the team to focus on high-impact work, avoiding stress over less urgent tasks. Be transparent with the team on how workloads may shift, and discuss expectations openly to keep everyone aligned.

Flexibility is crucial during this season. If possible, offer remote or flexible hours so employees can attend holiday events or travel, making it easier for them to maintain work-life balance. Small adjustments in work hours or project timelines can make a big difference in employee satisfaction.

Finally, lead by example by respecting holiday boundaries yourself. Taking time off or setting limits on your availability shows the team that it’s okay to unplug. This approach fosters a healthy holiday culture that balances both work and the joys of the season, helping everyone return refreshed and ready for the year ahead.

standardNovember 26Tom SalonekCommunication

Mastering the Art of Delegation: Empowering Your Team for Success

Delegation is a vital skill for effective leaders, yet it’s often underutilized or misunderstood. Done well, it empowers teams, builds trust, and allows leaders to focus on strategic priorities. Here are five ways to master the art of delegation:

1. Define Clear Expectations and Outcomes

Before assigning a task, clarify the desired outcome, success metrics, and deadlines. Clear expectations help employees understand the “what” and “why” behind the task, reducing the need for constant guidance.

Example: Instead of saying, “Handle the client presentation,” specify, “Create a 15-slide presentation for our healthcare client focused on our last quarter’s progress and next steps, ready for review by Thursday.”

2. Match the Right Task to the Right Person

Know your team’s strengths and weaknesses. Align tasks with individuals whose skills best match the requirements to increase both efficiency and engagement. When employees use their strengths, they’re more likely to perform well and feel fulfilled.

Example: If a team member has strong analytical skills, delegate tasks involving data or metrics. For creative tasks, assign them to someone with a knack for design or storytelling.

3. Grant Autonomy but Offer Support

Empower team members to make decisions within the framework you’ve set. While it’s essential to offer support, avoid micromanaging. Trusting employees to make decisions fosters accountability and confidence.

Example: Say, “You have the freedom to choose the presentation format. I trust your judgment. I’ll be here if you need any input along the way.”

4. Provide Constructive Feedback and Recognition

Feedback is crucial for growth. After the task is complete, provide feedback that highlights what went well and areas for improvement. Recognize good performance to reinforce positive behavior and motivate further development.

Example: After a project, schedule a quick debrief. “Your approach to structuring the report was spot on, and it made a great impact. For next time, consider adding a brief executive summary for even more clarity.”

5. Evaluate and Adjust for Future Delegation

After each delegated task, take time to reflect. Did the task align well with the individual’s skills? Were the expectations clear? Continuously refine your delegation style based on these learnings.

Example: If you find you’re consistently revising delegated work, it may be a sign that the initial instructions weren’t clear or the task wasn’t a good fit for the employee’s skill set. Adjust your approach accordingly for smoother delegation next time.

Mastering delegation enables leaders to empower their teams, distribute workload efficiently, and focus on high-level strategy. By following these steps, leaders can delegate more effectively, building stronger teams and driving greater success.

standardNovember 20Tom SalonekLeadership