BRUNO COSTA’s Post

Ever wondered what it takes to manage a sports team effectively? Having played Division 1 basketball, and contributed to a championship-level program, I've seen firsthand how the strategies behind the scenes are just as crucial as those on the court.  Here’s what drives results in sports management: 1. Culture is Everything: A strong team culture fosters resilience, focus, and unity. On successful teams, players feel valued and are clear on their roles, which translates to commitment. Managing culture isn’t just a one-time thing; it requires consistency, empathy, and reinforcement of shared values. 2. Motivation as a Key Differentiator: Motivation is the fuel that keeps athletes pushing through challenges. In sports management, this means creating an environment where both wins and growth are celebrated. Understanding what drives each player from performance goals to personal development is essential in building a motivated team. 3. Data-Driven Decisions: Analytics are reshaping how teams operate and strategize. The best managers use data to inform everything from training loads to game-day tactics. By leveraging performance metrics, managers can make adjustments that enhance performance and prevent burnout.

YOU’VE GOT BIG PROBLEMS—AND THEY’RE NOT GOING AWAY ON THEIR OWN. You’re a high-performing executive with too much on your plate. The kind of pressure that comes with leading teams, driving results, and navigating constant change. But here’s the real challenge: • Your team is stuck in silos, and collaboration is suffering. • Strategy feels reactive instead of focused. • You’re spending more time putting out fires than driving sustainable growth. This isn’t just business as usual—it’s holding you and your organization back. Here’s the thing: You don’t have to do this alone. My job is to help executives like YOU get out of overwhelm, re-align your team, and build strategies that work—clear, simple, and effective. Because big problems need BIG solutions, and that starts with a conversation. Let’s talk. Ready to stop spinning plates and start building systems? DM me.

Building high-performing teams isn’t just about having the right talent - it’s about placing that talent strategically. The most successful teams are composed of individuals who not only excel in their roles but also understand how to enhance the performance of their teammates and adjacent functions. In sports, the greatest athletes make everyone around them better. The winning shot may get the glory, but it’s set up by the assist from a teammate. As companies get bigger, they run the risk of becoming more siloed. Leaders and teams can suffer from “functional myopia”...the focus only on their function and the outcomes they are tasked with. An enterprise perspective is the ability to see across multiple functions and help drive integration across them. Of course, not everyone has direct experience in every function of the company but the willingness to be curious, learn what your colleagues need from you to be successful and think about the success of the enterprise rather than just the immediate incentives and outcomes of the function, this is the quality that makes everyone better. These are the individuals who drive true impact within an organization. The key lies in positioning your team members where their strengths not only shine but also elevate the performance of those around them. It’s about creating an environment where collaboration isn’t just encouraged - it’s the natural outcome of how roles are structured and the talent placed in the role. How do you ensure your team operates not just as a group of individuals, or an isolated team, but as an interconnected unit? That’s how impact is really made. 

Here's my playbook for building top performing teams: 1. Find the right talent. We can't miss on this one (or at least minimize the misses)! It's not just about hard skills an individual brings to the table. We need to seek individuals with a passion for growth and a knack for adaptability. Change is inevitable in every business, you need to have a team that is ready to change with it. 2. Cultivate that talent. Encourage continuous learning and provide opportunities for personal, professional, and financial development. This investment pays dividends in the long run. Studies show 57% of quit their bosses, not their jobs. Invest in your people. 3. Leverage the process and systems. Efficiency and scalability are the fruits of well-designed workflows and tools. Teams are happier with a blueprint. Don't reinvent the wheel, optimize what works. Rinse and repeat. 4. Trust your team. Trust your team to deliver. Delegate responsibilities and foster a culture of collaboration. When everyone feels empowered and valued, they rise to the occasion and do exceptional work. This is the hardest part for a lot of people. Great people + Processes + Trust = Results. Navigating challenges and seizing opportunities requires a strong, cohesive team in today's business world. Embrace growth, learning, and collaboration to drive success! #Growth #TalentDevelopment #Efficiency #Collaboration #BuildingTeams #InvestInPeople

Don't miss this kind 😉… A good team leader ensures they are surrounded by capable and motivated employees by focusing on recruitment, development, and retention. They hire individuals who not only have the right skills but also align with the team's values and culture. By providing ongoing training and development opportunities, they help employees grow and excel in their roles. Moreover, they foster a supportive and inclusive environment where employees feel valued and engaged, which enhances loyalty and reduces turnover. This holistic approach to leadership ensures a strong, cohesive, and high-performing team.

Building a high-performing team isn’t luck. It’s about intentional actions and habits. Here’s how top leaders make it happen: 1. Hire for Curiosity, Not Just Credentials ↳ Skills can be taught, but curiosity can’t.  ↳ Curious people drive innovation, learn fast, and challenge the status quo. 2. Define What “Great” Looks Like ↳ Ambiguity kills performance.  ↳ Set clear, shared expectations so your team knows what success means. 3. Create a Culture of Constructive Debate  ↳ Innovation thrives when people feel safe to share diverse ideas.  ↳ Encourage healthy debates to unlock smarter decisions and stronger bonds. 4. Align the Team Around a Mission ↳ Teams driven by purpose outperform those who aren’t.  ↳ A clear mission keeps everyone motivated, focused, and aligned. 5. Use Small Wins to Build Momentum ↳ Big goals feel daunting; break them down.  ↳ Celebrate progress to fuel motivation and keep moving forward. 6. Promote Accountability with Clear Ownership ↳ Ownership creates pride and urgency.  ↳ Make sure everyone knows their role and delivers on it. 7. Give Recognition to Boost Morale ↳ People thrive when they feel appreciated.  ↳ Celebrate effort and success to keep morale high and performance strong. The secret to a high-performing team? It’s not about doing everything yourself. It’s about empowering your team to thrive. Which of these will you implement today? 👇

Unpopular opinion: Shaping a vision is not a democratic process. Hear me out, Each department in your business excels within their own domain, sometimes with conflicting interests and priorities. However, it's the leadership's duty to balance these interests and ensure we all work towards a common goal. Effective communication and clear guidelines are essential. Starting with: 𝗔 𝗰𝗹𝗲𝗮𝗿 𝗮𝗻𝗱 𝗶𝗻𝘀𝗽𝗶𝗿𝗶𝗻𝗴 𝘃𝗶𝘀𝗶𝗼𝗻 𝘀𝘁𝗮𝘁𝗲𝗺𝗲𝗻𝘁. It helps all of us to stay focused on the bigger picture despite potential conflicts. Additionally, being open to feedback on how to work towards it, helps refine and improve the vision and results. Recently, I assisted a management team (70fte) that had been refining their vision for over five years. Together, we distilled it down to something simple yet comprehensive. 𝗧𝗵𝗲 𝗖𝗢𝗢 𝗼𝗳 𝘁𝗵𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝘀𝗮𝗶𝗱: "𝘚𝘢𝘮, 𝘫𝘶𝘴𝘵 𝘵𝘰 𝘣𝘦 𝘤𝘰𝘮𝘱𝘭𝘦𝘵𝘦𝘭𝘺 𝘩𝘰𝘯𝘦𝘴𝘵 𝘸𝘪𝘵𝘩 𝘺𝘰𝘶. 𝘞𝘦 𝘢𝘳𝘦 𝘴𝘵𝘳𝘶𝘨𝘨𝘭𝘪𝘯𝘨 𝘸𝘪𝘵𝘩 𝘵𝘩𝘪𝘴 𝘧𝘰𝘳 𝘰𝘷𝘦𝘳 5 𝘺𝘦𝘢𝘳𝘴 𝘯𝘰𝘸. 𝘞𝘩𝘢𝘵 𝘮𝘢𝘬𝘦𝘴 𝘺𝘰𝘶 𝘵𝘩𝘪𝘯𝘬 𝘺𝘰𝘶 𝘤𝘢𝘯 𝘧𝘪𝘹 𝘵𝘩𝘪𝘴 𝘸𝘩𝘪𝘭𝘦 𝘸𝘦 𝘤𝘢𝘯'𝘵?" After the proces, when we presented the new vision to the team, he shook my hand and gifted me a bottle of wine. "𝘚𝘢𝘮, 𝘐 𝘸𝘢𝘴 𝘸𝘳𝘰𝘯𝘨. 𝘞𝘦 𝘯𝘢𝘪𝘭𝘦𝘥 𝘪𝘵." Look at your own vision statement and check: It should be short and memorable, yet broad enough for everyone to relate to. - 👋🏻 Hey, I'm Sam.  🎯 My mission: Build strong teams in scale-ups. ➕ Follow me for: Inspiration on People & Culture.

It's time to start acting your (company's) age... Recently, I engaged in a thought-provoking discussion with leaders from a prominent consumer products company. We delved into the concept of "corporate lifecycles," exploring how this model parallels the evolution of products, businesses, and leadership needs. At LS International, we're constantly seeking innovative approaches to executive search. Reflecting on the "corporate lifecycles" concept, I'm excited to share insights on its application in hiring top-tier talent. Key Takeaways: 1️⃣ Product Lifecycles and Corporate Evolution: Like products, companies transition through various stages, each demanding distinct leadership competencies to thrive. 2️⃣ Strategic Hiring for Long-Term Success: Aligning hiring strategies with the business unit's lifecycle stage enhances outcomes and sustains competitiveness. 3️⃣ Matching Leadership Profiles to Lifecycle Phases: From visionary trailblazers to steady defenders, different lifecycle stages demand diverse leadership archetypes. 4️⃣ Striking the Balance Between Story and Numbers: Effective valuation hinges on a compelling narrative intertwined with financial performance. 5️⃣ Deliberate Search for Age-Appropriate Talent: Identifying leaders tailored to the company's lifecycle stage optimizes success and value creation. Let's ignite conversations and foster collaboration to elevate executive search practices and drive superior outcomes. Together, let's shape the future of talent acquisition!

Tips to Involving Your Team in the 2025 Strategic Planning Process Getting team buy-in is essential to creating and executing a successful strategic plan. Check out these essential tips to involving your team in the planning process.  Gather Input Early Conduct surveys, brainstorming sessions, or team meetings to capture diverse perspectives and build early buy-in. Assign Ownership Designate specific goals and actions to team members to promote accountability and shared responsibility Tie Strategy to Daily Work Incorporate strategic goals into annual work plans and performance reviews so everyone sees how their efforts contribute to the overall plan. Communicate and Celebrate Use dashboards, regular updates, and milestone celebrations to keep the plan visible and employees motivated. Create Feedback Channels Ensure there are open forums for employees to share ideas and provide ongoing feedback. Empower your team to shape the future. An engaged team is key to achieving your 205 vision and goals.