FROM THE
SIDELINES.

That moment made something clear: values show up in where you place your attention. If developing people matters, you pay attention to people whose achievements may not yet show up on a scoreboard.

For your next team meeting: Acknowledge one contribution that didn't produce a visible win—someone who supported a colleague, prepared thoroughly, or solved a problem before it grew.

When leaders respond to every fire drill equally, priorities change, confidence erodes, and the team loses its rhythm. Dunphy's focus was clarity, consistency, and a small number of repeatable standards.

Try this: Before reacting to an urgent request, ask whether it changes your team's direction or simply demands attention. Then restate the three priorities that matter most.

Think of three moments that triggered a strong emotional response. What principle was at stake: respect, fairness, effort, discipline, or something else?

Narrow your list to three to five values, then choose one observable behavior for each. Put them where you'll see them before difficult conversations. For seven days, practice living them.

At week's end: Would your team recognize those values without being told?

Pass: Share accurate and useful information. Set: Align your plans, roles, and priorities. Hit: Execute with confidence. Skipping straight to action creates motion without coordination.

Ask your team which step is most often missing from its week.