Ted Lasso’s Leadership

Be More Shark
Jan 1
15 min read

Transforming Culture Through Curiosity, Accountability, and Compassion

I’ve never really been a football fan.

However, when a friend described to me a series that, as a leadership coach, would both visually describe and validate my own ideals in leadership, I just had to bite. The Ted Lasso series has captured global attention not only as entertainment but also as a powerful model of positive, people-centred leadership.

Ted’s ethos, “Be curious, not judgmental,” emphasises empathy, curiosity, and understanding, providing valuable insights into the art of leadership in both sports and business.

His journey with the fictional AFC Richmond is one of transformation, shifting from a toxic, blame-oriented culture to a harmonious and collaborative environment. For modern leaders, his approach offers a refreshing alternative and an effective path towards engagement, accountability, and building high-performing teams.

What makes Ted Lasso’s style so compelling is its deep recognition of people’s emotional realities. His leadership approach shines a spotlight on the power of incivility in creating toxic cultures, underscores the importance of having challenging conversations, and aligns strikingly with Paul Gilbert’s emotional regulation model of Threat, Drive, and Soothe.

By exploring each of these themes in detail, we can refine the practical lessons that contemporary leaders can integrate into their own organisations. This article explores how Ted Lasso’s leadership style can inspire transformative change and foster a positive culture in today’s workplace, one built on empathy, collaboration, and a profound respect for the individual.

From Toxic to Thriving

A Journey of Culture Transformation

At the very beginning of Ted Lasso, we meet a football club entrenched in a toxic culture, rife with hostility, ridicule, and blame. Players are often pitted against one another, jockeying for personal glory at the expense of collective success. Coaches and team managers (some well-intentioned, others less so) cultivate an atmosphere of win-at-all-costs, resulting in stress, fear, and at times, animosity amongst players. The environment is relentlessly uncivil and competitive, morale is at an all-time low, and collaboration is a distant afterthought.

Into this arena steps Ted Lasso, a small-time American college football coach inexperienced in Premier League football but armed with a seemingly inexhaustible supply of optimism and ‘folksy’ wisdom. Rather than being intimidated by the cynicism around him, Ted recognises that culture is the engine driving every team’s success. He knows that without a supportive and nurturing environment, even talented athletes struggle to reach their potential.

The Business Parallel

In many organisations, toxic cultures can develop when individuals feel undervalued, forced to compete against each other for recognition, or pressured to prioritise individual metrics over team-wide success. Ted’s story highlights a common dilemma in corporate environments, turning a toxic workplace into a positive, thriving environment requires a fundamental transformation of mindsets and behaviours. However, it can be done, and the key lies in leadership. Business leaders who invest in understanding their people, who learn to replace blame with support, can transform even the most entrenched toxic cultures into high-functioning, cohesive teams.

The Power of Incivility and the Need for Challenging Conversations

A driving force behind toxic cultures is incivility, the seemingly small but corrosive behaviours that degrade trust and respect over time. Incivility may begin as offhand remarks, gossip, or passive-aggressive commentary, but these micro-aggressions quickly add up, eroding psychological safety and encouraging a culture of silence. When left unaddressed, incivility grows like a weed, entangling relationships, disrupting collaboration, and intensifying conflict.

Ted Lasso, however, chooses a different path. Rather than ignoring these micro-incivilities, he addresses them head-on, but crucially, he does so with empathy and kindness. Whether he is dealing with the gruff, short-tempered Roy Kent or the self-centred, fame-seeking Jamie Tartt, Ted demonstrates a leadership style that calls people in rather than calling them out. This distinction might appear subtle at first, but it is a profound difference in approach.

Constructive Confrontation

Calling someone out suggests public critique or a blunt accusation that often leads to defensiveness and shame. Calling someone in, on the other hand, is about inviting them into a private, honest conversation, removing the spectacle or humiliation that so often accompanies criticism. Ted exemplifies this “call-in” model by showing genuine concern for the individual. Even when he is challenging behaviours that damage team morale, he does so by placing equal emphasis on the person’s inherent worth and potential.

These moments of constructive confrontation make all the difference. For instance, in one storyline, Ted addresses Roy Kent’s aggressive manner by probing gently into the root of his frustration and anger. Rather than chastising Roy in front of his teammates, Ted’s approach leads Roy to reflect on his own actions and develop more productive ways of channelling his passion. Such delicate, empathetic handling of incivility drives accountability without stripping anyone of their dignity.

Challenging Conversations in the Workplace

Leaders often struggle with difficult conversations. They may fear conflict, worry about hurting someone’s feelings, or simply not know how to broach the topic productively. However, avoiding these conversations only increases incivility and allows toxic behaviours to fester. By “calling people in” with empathy, leaders enable learning and growth rather than stifling it. This skill takes practice and requires a genuine willingness to listen, but its benefits are transformative -

Enhanced Trust - Employees who see that their leaders address issues fairly and compassionately develop greater trust in management.
Improved Morale - when leaders champion positive norms, people feel safer to innovate, take risks, and admit mistakes.
Stronger Relationships - Honest dialogue fosters understanding, even in moments of conflict, and can forge deeper connections amongst team members.

Building Engagement Through Genuine Curiosity

Ted Lasso’s foundational principle, “Be curious, not judgmental” reflects a distinct perspective on engagement. From his very first day, Ted invests significant effort in understanding each player on his team. He doesn’t assume he knows what motivates them. Instead, he asks questions, lots of them. He wants to know their backgrounds, aspirations, insecurities, and quirks.

This curiosity-driven approach quickly dismantles barriers of fear and judgement. Players who initially dismiss Ted as naïve or unqualified come to appreciate his genuine interest in who they are as human beings. This personal attention creates a powerful ripple effect, it builds engagement. Individuals who feel seen and valued by a leader tend to respond with increased enthusiasm, loyalty, and willingness to collaborate.

The Business Case for Curiosity

In business, engagement is often pursued through metrics, surveys, and structured initiatives. Yet true engagement stems from a more organic place, relationships. When leaders adopt Ted’s principle of curiosity, they -

Create Psychological Safety - Employees feel comfortable sharing opinions and ideas when they trust that their thoughts will be met with open-mindedness.
Uncover Hidden Talents - Genuine interest often reveals employees’ untapped strengths and passions, which can be leveraged for the organisation’s benefit.
Foster Inclusivity - Curiosity about diverse perspectives ensures that different voices are heard, enriching the workplace culture and driving innovation.

Ted’s success with the team underscores that sincere engagement cannot be merely a box-ticking exercise. It thrives on real relationships built through active listening and honest conversation.

Coaching for Reframing and Growth

One of Ted Lasso’s most compelling attributes is his skill in reframing conflicts or failures as opportunities for growth. Rather than directing blame or simply issuing top-down orders, Ted consistently offers guidance that prompts individuals to reconsider their perspectives.

The Reframing Technique

Identify the Core Issue - Ted zeroes in on the underlying factor, be it insecurity, fear, or pride, driving the problematic behaviour.
Offer a New Perspective - He then provides a constructive spin on the situation, turning what feels like a dead-end into a crossroads of opportunity.
Encourage Self-Reflection - By asking questions rather than issuing directives, Ted leads players to their own revelations about how they might improve.

This reframing approach carries over to broader leadership practices. When organisations experience setbacks, be it a missed deadline, a flawed product launch, or internal conflict, leaders who can pivot from finger-pointing to curiosity and problem-solving often unlock creative solutions. Forming in effect a true ‘Just & Learning’ culture. Ted’s example shows us that people are far more receptive to change when they feel genuinely supported rather than merely criticised.

Gilbert’s Emotional Model, Threat, Drive, and Soothe

Ted Lasso’s leadership philosophy resonates strongly with psychologist Paul Gilbert’s emotional regulation model. Gilbert identifies three primary emotional systems in humans -

Threat - Governs our survival instincts, leading to fear, anxiety, and defensiveness.
Drive - Fuels motivation, ambition, and goal-directed behaviour.
Soothe - Encourages calm, contentment, connection, and social bonding.

In a toxic environment, the Threat system often prevails. Individuals operate in survival mode, guarding themselves against perceived danger, whether it be public humiliation, job insecurity, or harsh criticism. This, in turn, suppresses creativity and stifles collaboration. Ted Lasso’s leadership aims to shift his team from a perpetual Threat state into healthy Drive and Soothe modes.

Bringing Balance to Emotional Systems

Threat to Soothe - By creating a safe, respectful space, Ted helps players relax into a sense of camaraderie and belonging. This move from Threat to Soothe helps them feel secure, enabling more open communication and better decision-making.
Soothe to Drive - Once players feel safe and valued, they are more inclined to tap into their Drive system. With a balanced sense of motivation, unburdened by fear, they pursue excellence not just for personal glory but also for the collective good.

A powerful example is Jamie Tartt’s character journey. Initially, Jamie is motivated by external validation (being the star player), which can trigger Threat responses if his status is questioned. Through Ted’s unwavering support and belief in his potential, Jamie gradually shifts into a healthier Drive mode, underpinned by collaboration and sustained by genuine team relationships (Soothe).

Applying Gilbert’s Model in the Workplace

Leaders can recreate this shift in organisational settings by identifying how often employees seem stuck in Threat mode and designing interventions that promote Soothe and Drive.

Threat Reduction - Minimise blame, reduce public shaming, and establish clear, fair feedback mechanisms.
Soothe Reinforcement - Encourage supportive team relationships, through mentoring, safe spaces to share ideas, and acknowledgement of achievements.
Drive Channel - Once employees feel supported, channel their motivation into clear, meaningful goals aligned with the organisation’s mission.

By doing so, leaders can cultivate a more harmonious, balanced environment where individuals strive for excellence because they want to, not because they have to.

Moving from a Culture of Blame

to a Culture of Accountability

Ted Lasso’s biggest challenge is transforming the ingrained culture of blame into one of accountability. When he first arrives, the team and its broader environment are accustomed to shifting responsibility onto others, a missed goal is the goalie’s fault, a loss is the coach’s strategy error, and inter-player conflict is pinned on “star players” hogging attention. This perpetuates fear, fuels distrust, and sabotages team spirit.

Ted, however, counters this trend by role-modelling humility, compassion, and honest self-reflection. For instance, he doesn’t shy away from admitting his own shortcomings, he openly acknowledges that his knowledge of English football tactics is limited. Far from eroding his authority, this candour helps build trust.

Creating Psychological Safety

One of the core elements of Ted’s leadership is the establishment of psychological safety, a concept studied extensively by Harvard researcher Amy Edmondson. Psychological safety means that people feel they can speak up, admit errors, and share ideas without fear of punishment or ridicule. Ted’s approach to accountability is not a punitive measure but an opportunity for learning. This shift allows team members to take ownership of their contributions and mistakes because they trust they will be treated with respect and understanding.

Blame vs. Accountability

Blame-oriented cultures are all too common, often spurred by rigid performance metrics, intense competition, and top-down pressure. Yet these cultures can lead to secrecy, organisational silos, and an exodus of top talent. Leaders looking to foster accountability instead of blame can take a page from Ted Lasso’s playbook.

Private, Honest Conversations - When mistakes happen, addressing them one-on-one fosters a sense of safety and respect.
Focus on the Lesson - Rather than dwelling on the error itself, direct attention to the insights and changes that can prevent future mishaps.
Celebrate the Attempt - Acknowledge the bravery it takes for someone to take a risk or propose a new idea, even if it doesn’t succeed.

Over time, these behaviours cultivate a team culture where individuals feel empowered to innovate, fail fast, learn, and ultimately succeed without the constant fear of blame.

Calling People In, Not Out,

The Art of Constructive Accountability

One of Ted Lasso’s most distinct leadership qualities lies in how he holds people accountable. He demonstrates a refined balance between compassion and firmness. When an individual’s behaviour threatens the team’s harmony, Ted addresses it directly but does so in a manner that encourages reflection rather than defensiveness.

Practical Steps to “Calling People In”

Choose the Right Setting - Publicly criticising someone escalates shame and anger. Ted’s preference for private dialogues fosters honesty and receptivity.
Seek to Understand - Before prescribing solutions, Ted actively listens, asking questions to understand the root cause of the troubling behaviour.
Link to Shared Goals -Ted frames accountability within the broader team purpose, showing how individual actions affect collective success.
Encourage Reciprocity -He remains open to feedback himself, which underscores that accountability is a two-way street.

This approach resonates deeply in organisation contexts, where leaders often hesitate to give feedback for fear of damaging relationships. By calling people in, leaders can maintain trust and rapport while still addressing the uncomfortable truths that may be impeding progress.

Forming Bonds and Building a Unified Team

Ted Lasso understands that true success goes beyond technical proficiency and star performers. His knack for forming deep bonds within the team stems from intentionally fostering moments of connection. Whether it is spontaneous karaoke nights, biscuits he bakes himself, or personal pep talks, Ted’s gestures demonstrate genuine care, helping players forge stronger, more authentic relationships with one another.

The Power of Solidarity

Shared experiences, be they challenging training sessions or fun social outings, serve as emotional glue for a team. When individuals collaborate or support each other through adversity, they form lasting bonds. This sense of unity translates directly into better on-field synergy. In business, fostering camaraderie can be as simple as organising informal team lunches, volunteer events, or small off-site retreats. These activities humanise colleagues, making them more than just co-workers or function-specific contributors.

Long-Term Impact on Morale

Once players (or employees) feel they are part of something bigger than themselves, morale soars. Individuals become more motivated to go the extra mile, not out of obligation but out of shared ownership and pride. Ted Lasso’s emphasis on building bonds is thus not merely a feel-good tactic but a strategic move to boost long-term performance and resilience.

Leveraging Diverse Strengths for Collective Success

A pivotal aspect of Ted Lasso’s coaching style is his recognition and appreciation of diversity, both in skill and personality. He avoids a homogenous, one-size-fits-all coaching technique. Instead, he tailors his approach to each individual’s strengths and weaknesses. The gruff Roy is handled differently from the flamboyant Jamie or the more anxious Sam.

Celebrating Differences

In a corporate environment, too many leaders attempt to standardise processes to such an extent that unique talents get overlooked. We see this as ‘Streamlining’ or cutting out the ‘niceties’. Ted Lasso’s method of celebrating differences ensures that no player’s potential goes underutilised. This principle translates into -

Empowered Teams - Individuals feel valued for their distinct contributions.
Better Problem-Solving - Diverse perspectives lead to more robust solutions.
Improved Retention - Employees who see their diversity respected and leveraged are more likely to remain loyal to the organisation.

By harnessing the varied strengths of his players, Ted builds a team with complementary skills. His assistant coaches also exhibit different coaching styles, but rather than creating confusion, these diverse approaches enrich the training process.

Creating Momentum Through Shared Successes

Ted Lasso understands that small wins can lead to big transformations. He celebrates every goal, every improved pass, every instance of collaboration, no matter how minor. By acknowledging these successes, he instils confidence and motivation in the team. These incremental achievements accumulate into a powerful wave of momentum that sustains morale, even when the scoreboard does not reflect immediate victory.

The Ripple Effect of Small Wins

When leaders consistently celebrate small milestones, individuals feel seen for their efforts and are more likely to keep trying new ideas or approaches. This ripple effect can -

Reinforce Positive Behaviours - Publicly recognising constructive team dynamics encourages others to follow suit.
Accelerate Learning - Celebrations of partial success often highlight the processes that work well, thus clarifying what to replicate or build upon in future.
Strengthen Commitment - People invest more in teams where they see results (however modest) and feel their progress is noticed and become more accountable.

“Be Curious, Not Judgmental”

The Power of a Growth Mindset

At the base of Ted Lasso’s leadership style is his unwavering commitment to curiosity. He refuses to make snap judgements; instead, he asks, listens, and seeks to understand. This orientation disarms defensiveness, fosters trust, and creates an inclusive environment where individuals are encouraged to share openly.

The Growth Mindset Connection

Ted’s motto links seamlessly with psychologist Carol Dweck’s concept of the “growth mindset.” In a growth mindset culture, mistakes are seen as learning opportunities, curiosity is prized, and talents can be developed rather than considered innate. Ted Lasso epitomises how a growth mindset can reshape team dynamics, leading to higher resilience and better outcomes.

In business, leaders who adopt this approach often find that employees are more engaged, less afraid to fail, and more innovative. Curiosity, combined with compassion, effectively transforms the corporate climate, shifting it from one of guardedness to one of exploration and shared discovery.

How This Method Empowers Neurodivergent Individuals

As with many of my articles, I like to have a frame around how these elements impact people like me. For a leader with ADHD, seeing the environment change from that hostile battlefield into a belonging state is very appealing.

The psychologically safe culture advocated by Ted Lasso proves particularly powerful for neurodivergent people. Those with ADHD, autism, or other neurodivergent conditions often thrive when leaders practice curiosity rather than judgement and provide consistent emotional support. Encouraging open, empathetic dialogue helps reduce the anxiety that can come from sudden changes or unclear expectations.

Moreover, celebrating each individual’s distinct capabilities, rather than forcing them into a rigid, one-size-fits-all model, empowers neurodivergent team members to channel their unique strengths in meaningful ways. For someone with ADHD, for example, a positive, supportive atmosphere that values experimentation and reframes mistakes as opportunities for learning can make all the difference between struggling with a sense of inadequacy and flourishing as a creative, high-contributing member of the team.

Challenging Conversations for Positive Outcomes

We have seen throughout Ted Lasso’s journey how crucial challenging conversations are for driving positive outcomes. Incivility can sink a team if left unchecked, but when a leader steps in with empathy and directness, there is potential for remarkable transformation. In Ted’s world, calling people in allows them to confront toxic behaviours or destructive habits without feeling shamed or dismissed.

In practical terms, every leader can benefit from developing a structured approach to these challenging conversations -

Preparation - Reflect on your purpose. What is the core issue you want to address?
Contextualisation - Start the conversation by setting a tone of respect, explaining why the issue matters for both the individual and the team.
Listening - Encourage the other person to share their perspective. Genuinely try to understand their viewpoint, this is where curiosity over judgement becomes paramount.
Solution-Focused Discussion - Collaboratively brainstorm ways to move forward, whether that entails a behaviour change, more coaching, or better mutual understanding.
Follow-Up - Provide continued feedback, monitor progress, and keep the lines of communication open.

As simple as these steps might sound, they require emotional intelligence, humility, and a sincere desire to help others grow. Ted Lasso’s leadership success underscores that these “soft skills” are the bedrock of a high-functioning team.

The Lasso Way

Lessons for Transformational Leadership

As we’ve looked at in the previous paragraphs, Ted Lasso’s journey is a striking illustration of transformational leadership in action. By blending empathy, curiosity, and accountability, he reshapes a struggling, conflict-ridden team into a collaborative and resilient force. His philosophy highlights that success is not just about talent or strategy. It hinges on nurturing a culture where individuals feel valued, encouraged, and inspired to give their best.

Key Takeaways for Leaders

Address Incivility Proactively - Challenge negative behaviours by “calling people in” rather than “calling them out.” Empathy and directness can coexist, leading to healthier team dynamics.
Champion Curiosity - Genuinely engage with employees as people, not cogs in a machine. This builds trust, loyalty, and psychological safety.
Emphasise Accountability Over Blame - Replace fear-based approaches with methods that foster learning and growth. Encourage open dialogue about mistakes and focus on how to improve.
Leverage Emotional Balance - Apply Gilbert’s model of Threat, Drive, and Soothe to create environments where people feel safe, motivated, and connected.
Celebrate Small Wins - Build momentum by recognising every success, regardless of its size. Such acknowledgements reinforce positive behaviours and help people see value in their contributions.
Promote a Growth Mindset - Cultivate an environment where curiosity, experimentation, and learning from failure are commonplace. This not only elevates performance but also instils resilience.

Beyond the Field

While Ted Lasso is of course fictional entertainment, the lessons are deeply relevant to contemporary work environments. The frenetic nature of business, constant digital disruptions, and remote or hybrid work scenarios amplify the importance of building cohesive, trusting teams. Ted’s reliance on empathy, warmth, and genuine respect for everyone provides a guiding light for leaders looking to thrive amidst complexity. His method is not a fleeting managerial trend but an enduring principle, people do their best work when they feel supported, respected, and connected to a shared vision.

True Leadership Lies in Connection, Not Control

Ted Lasso reminds us that effective leadership transcends positional authority or domain expertise. It is anchored in how one treats others, how one navigates conflict, and how one fosters belonging. By focusing on people, curiosity, and shared purpose, we can create workplaces where individuals not only perform at their best but also experience genuine fulfilment.

Whether you are leading a sports team or managing a global organisation, the ‘Lasso Way’ serves as an invaluable blueprint.

By proactively addressing incivility, having challenging conversations that elevate rather than diminish, and understanding the emotional elements that motivates all human behaviour, leaders can chart a path towards a more engaged, supportive, and high-performing culture.

Ted Lasso’s “Be curious, not judgmental” resonates because it speaks to something profoundly human, our innate desire to be understood, appreciated, and encouraged to grow.

Incorporating this ethos into your leadership style can transform not only your team’s results but also the individual journeys of the people under your guidance. In the end, this is the heart of leadership, shaping an environment where everyone can thrive, discovering the best in themselves and in each other.