HR, Culture and the New England Patriots
How can the New England Patriots be a role model for a successful company culture?
Kris Dunn explained how on Workforce.com in “Why HR Should Love the New England Patriots”. A few points from the article stood out. First of all, they have 30% turnover. Pretty significant. Yet, they are incredibly successful. How?
They have a culture that is team-based from the top down. Successes are attributed to the team, not one player. And while they hire superstars, everyone works to imbue the culture on each team member. They hire “we”s, not “I”s. There is more to it, but this aspect stood out as the strongest.
Can you create a team that takes you to your own version of the Superbowl?
February 29th, 2008 at 9:38 pm
Interesting model. Though many may not realize the Pats model for success did not come overnight. As a 15-year Pats season ticket holder, I have a little knowledge on this!
Team owner Robert Kraft learned to keep out of football ops the hard way - baptism by Parcells! When he hired Bill Parcells Kraft appointed a GM that clashed with Parcells, resulting in Parcells analogy to being the chef but not being able to buy the groceries. When he hired Belichick, he let him manage the team ops, and Belichick brought in his own GM in Scott Pioli.
People also don’t realize that Tom Brady was a 6th round pick in the draft, definitely not a star. When Drew Bledsoe was taken out by the Jets (I was at that game) the team rallied around their QB, and their ascent began. Belichick brought in seasoned players who were not necessarily stars, forming a culture much different that the team that went to the Super Bowl in ‘96, just 5 years earlier. Veteran players quickly adapted, and thrived. Bringing in the likes of Corey Dillon and Randy Moss was a no-brainer - the team would take care of them before the coach would have to!
A lot of things came together eventually to make the Pats the dynasty they are. It’s hard to do - there’s 32 NFL teams and only one has figured it out!
mp/m