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The NFL’s Kansas City Chiefs have won three Super Bowls in the last five years. And while some fans may be happier about that than others, you don’t need to be a football expert to understand that a championship season takes not only on-field execution but incredible coordination and vision on the part of every aspect of an organization. This week’s piece does an instructive deep dive on the leadership tactics & vision that took the Chiefs from one of the worst teams in the NFL to one of its most storied dynasties. The insights explored form an interesting perspective on leadership that can be applied to group dynamics in any workplace.

Happy reading!

“Before the Super Bowls, the Chiefs were at rock bottom. One blueprint changed everything”
_{by Rustin Dodd for The New York Times}

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The Kansas City Chiefs got one in Head Coach Andy Reid. Since Andy Reid took over as head coach 12 years ago at Clark Hunt's invitation, the Chiefs have blossomed into one of the NFL's premier franchises, appearing in five of the last six championship games and winning three of them.

The piece praises Andy Reid as the pivotal figure in any organizational redirect: the Turnaround Leader. The piece looks at principles for building a turnaround framework that can be applied to any business. These are:

You don’t want to dwell on the past. But you do need to learn from it: When Andy Reid arrived in Kansas City, he took time to understand and then address the team’s rampant issues with communication and morale. He asked his players key questions that gave them a sense of agency, and then enacted a trust-based, responsive approach that made players feel heard and valued. Players went from thinking they were perpetually on the chopping block to wanting to be in the building.

Start with culture. In a losing organization, it’s always worse than you think: Reid emphasized applying the same respect and care to his interaction with everyone, from star players to janitorial staff. He set clear rules but allowed players to express their personalities, involving families in post-game celebrations and acknowledging players’ lives off of the field. When people feel valued, they’re more likely to stay, seeing their work as part of something meaningful and greater than themselves.

Let people know where they stand. Then move forward together: Reid would begin every pre-season training camp with a conditioning test. It wasn’t easy, but it was standardized. Everyone had to do it. This instituted a rigid, but transparent, standard. By being transparent and fair, he established accountability, shared expectation, and unity across the team.

Everyone knows communication is key. But is it good communication? Is it consistent? Early on, Reid created a “Unity Council” with appointed leaders from various player groups. This allowed him to maintain open dialogue between players and coaches, addressing concerns quickly and respectfully. He encouraged both formal and informal feedback, creating a steady, approachable dynamic that fostered trust, and increased engagement.

Through focused, visionary leadership and disciplined execution, the Kansas City Chiefs’ turnaround transformed from an unlikely success into a blueprint that can be followed by organizations everywhere.

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So tell us: Looking at Andy Reid’s strategies from this piece, does one stand out as particularly applicable to a group dynamic or team that you are involved in? Which do you think would be the most immediately effective?

Thank you,

The MAP Team

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