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Written by Jane Halford

When NBC Sports bought the streaming rights to the Premier League in 2012, they needed to find a way to make British football appealing to their American audience. Over time, what resulted was the now beloved show, Ted Lasso. The eponymous American college football coach who goes overseas to coach a British Premier League team has come to personify what it truly means to lead with kindness. Ted Lasso’s fictitious story is a typical fish out of water narrative, as he enters a foreign country for the first time as an incoming leader. Adapting to the culture of both his new home city and workplace is a steep learning curve he approaches with patience, an open mind, and most of all, optimism and joy. While navigating the stark difference between his sunny disposition and the stoic keep calm and carry on nature of his British colleagues, his energy is infectious, and in time, by living his moral values out loud, he is able to set the standard for his London team, AFC Richmond.

From the club owner, to the players, to the die-hard fans, Richmond is full of characters who aren’t afraid to speak their minds about the unusual choice of Ted as their new leader, especially given his lack of prior knowledge of the sport. Fortune Magazine statistics will tell us that 40% of new leaders fail within the first 18 months of their transition. Much of this depends upon the support they’ve been given within those crucial first months in the position. Ted’s situation is unique in that we find out early on that the team’s owner, Rebecca Welton, has actively set out to see him fail to spite her ex-husband and previous owner of the team. Yet Ted’s unfailing optimism in taking on the challenge of winning over the often rough personalities within the Premier League shows tenacity and resilience that ultimately leads him and his team to victory.

Here are some crucial lessons Ted Lasso teaches us about leading with kindness as an incoming leader:

Make improvements by eliciting feedback – At first, the players at Richmond are skeptical of their new coach and his leadership style. They write him off as a clueless leader not to be taken seriously. Ted’s first act in gradually earning their trust and respect is to set up a suggestion box where the team can leave their complaints. Most comments he receives are jokes, calling him names, but a submission mentioning the poor water pressure in the showers is more than enough to get him started. The team are both surprised and grateful when soon enough, they find the water pressure fixed. From then on, they realize their voices are being heard and that Ted is there to champion their needs. Here, Ted knows how to address what’s broken in new ways without overstepping the boundaries of the team’s existing culture.

Empower your team by building their confidence – From the onset, Ted wants his team to know that he believes in them and that they should believe in themselves and each other. He is so passionate about this, he even hand-paints a sign reading “BELIEVE” to hang over the door of the locker room. The handmade sign remains there throughout the series as a talisman to remind the players of their value and individual strength. When Ted first comes to coach for Richmond, the team is at the bottom of the league and facing relegation. It’s Ted’s positive affirmations that see the team through their time at rock bottom. He pushes each player to be the best they can be, expecting them to rise to the occasion. When the players see his belief in them, they’re driven to prove to him exactly what they’re capable of, and rise to the occasion, they do.

Value everyone’s contributions – One thing Ted refuses to entertain is a hierarchical leadership structure. He respects his colleagues at every level, beyond the managers with him at the top. He comes to Richmond with no knowledge of British football, and as such, knows he must lean on those who know the sport best. “I know I don’t have all the answers, he says, “but I got a room full of people who do.” He soaks up this knowledge from wherever he can and is never afraid to ask questions when he doesn’t know what to do next. When he asks for input on how to improve the team’s field strategy, it’s the kitman, Nate Shelley (who handles the team’s uniforms), who ultimately gives him his best strategic advice. Had Ted not indiscriminately opened the floor to let anyone speak up, he would never have known the value of Nate’s hidden talents. This exploration of strengths extends to the team itself, as Ted tests the limits of each player by experimenting with putting them in new positions in the game. As soon as the players can see their teammates’ individual superpowers, they can unlock the tools needed to rally together their combined strengths to make progress with each game.

Set ego aside for the benefit of your organization – Ted leads with an admirable level of vulnerability and humility. He leaves his ego at the door, setting the standard for others to do the same. With a culture as ego-driven as professional sports, this is no easy feat, which makes Ted’s shift in Richmond’s culture all the more impressive. At his introduction of the team, Richmond has two key players who have come to expect preferential treatment: Roy Kent and Jamie Tartt. Naturally, the longtime legend and the rising star’s big personalities clash, causing tension on and off the pitch. Ted aims to curtail this display of toxic behavior by benching them both to let the other players shine. As the other players’ talents emerge thanks to the added playing time, the focus begins to shift away from Jamie and Roy’s orbit to build up the team’s collective strengths. Over time, Jamie learns to be more generous with assisting his teammates’ goals, rather than taking the glory for himself, and Roy comes to terms with becoming a mentor to the other players off the field. Ted teaches each of his players to come to these personal development milestones with no judgment, or resentment because he knows everyone’s journey is going to be different.

Create a trusted support system for high-stress situations – An enduring theme throughout the show is that of mental health. Ted’s optimism covers up his darker insecurities he tries to tamp down. He manages his mental health by rallying people around him he can trust. He brings together a group of colleagues to openly discuss their mental health in a psychologically safe, judgment-free space (they call them the Diamond Dogs.) The Diamond Dogs can be called together at any time, no questions asked, to talk through any issues that arise. Ted Lasso shows that it can be lonely at the top, but that doesn’t mean you have to do it alone.

Each of these accomplishments set up throughout the show quickly gives Richmond a reputation for having the psychologically healthiest, most supportive locker room environment within the League. All this to say, the positive effects Ted brings to the team are felt by everyone he encounters, and his efforts don’t go unnoticed. By the end of the show, Ted’s seemingly unusual leadership style has taken the team from the bottom of the League to the very top. He’s brought Richmond tangible results even the fans have come to appreciate. Ultimately, his outward expression of belief and optimism creates something everyone can be proud of. By prioritizing the team’s strengths, personal growth, and mental health, any leader can be just as successful!

Further Reading

The History of Ted Lasso: How an Ad Character Turned Into an Award-winning Show, The Diamondback

Ted Lasso Shows That Great Leadership Travels, Forbes

Ted Lasso: Leadership Lessons Take 2, Forbes

‘Ted Lasso’ Shows Us Why Leaders Should Aspire to Be Kind, Rather Than Cutthroat, Fast Company