Attack the Work, Not the Worker

Miami Heat President Pat Riley sat at the podium in one of his rare appearances to discuss his team’s recent success and future.

Because of the tampering laws that govern the NBA, Riley was limited in what he could say about his plan for improving the roster, so he discussed his team’s culture and provided insight into its operations.

Like all great leaders, Riley acknowledged the past and the present and reinforced the “family-like culture” created and maintained by owner Micky Arison, his wife Madeleine, and Riley’s wife, Chris. Nothing is more important to Riley than making everyone understand what playing and working for the Heat represents.

When the subject ventured into how the team operated as it prepared for last week’s NBA Draft, Riley was once again clear and concise with his answers. He allowed everyone a voice, though he had the lone vote in its selection since he oversees basketball.

Riley isn’t trying to be a dictator or a control freak, but since he is the guardian of the culture, he must have the final say in who enters the building. Riley isn’t power-hungry; he is culture hungry.

Developing and maintaining culture can only have one guardian. Once others get involved, an unintentional shift occurs, and before long, the once-great culture can quickly erode.

Since Riley has the only vote, he must ensure every veto, every pivot away from certain voices isn’t an attack on the worker but rather the work.

One of the hardest achievements in any culture is making those aware of the difference between the worker and the work.

Attacking “the work,” not the “worker," is a guiding principle for any sustainable culture. It encourages focusing criticism and feedback on the quality of someone's output or ideas rather than personally attacking or demeaning him/her.

Riley understands he needs to listen to those voices; he also understands the worker wants the same thing he does — to help the team win. Adhering to this principle intends to foster a more constructive and respectful environment for discussions, evaluations and collaborations.

Engaging in healthy and productive dialogue entails addressing the merits, flaws or areas for improvement in a particular piece of work, argument or creative endeavor. It does not entail resorting to personal attacks, insults or ad hominem arguments.

This approach allows for a more objective evaluation of ideas and encourages individuals to contribute and grow without fear of being personally attacked or discredited.

When dealing with a room full of opinions, hearing the voices objectively is critical. It ultimately promotes professionalism, fairness and mutual respect, thus leading to better outcomes and fostering an atmosphere that encourages creativity, innovation and collaboration.

For the Heat, this then adds to their already-elite culture.