This morning’s New York Times featured an article about New York Giants head coach Brian Daboll.  For those of you not tuned into the NFL, Coach Daboll has taken the Giants from a team that finished last in wins and losses in the NFL for five straight years, to a berth in the playoffs this year.

The article focused the chemistry of the coaching staff and Daboll’s hiring method.  Most head coaches in the NFL hire people they have met on the coaching journey: friends, buddies, people who shared the vagabond life of a coach.  Daboll has focused on chemistry and competence.  Chemistry is how people mesh on the team.  Competency is “Can they do the job?”

Daboll involves his coaching staff in the hiring process.  They get a chance to interact with candidates.  Daboll askes them to vote; if the vote is a tie, he says, “Let’s think about this a little bit.”  Position coaches participate in the hiring of their bosses, the coordinators.  This approached created chemistry for the existing staff; their voice was heard, their opinion mattered. 

Daboll believes that strong chemistry among the coaches leads to strong chemistry among the players.  He said, “When you’re bringing people in, as a leader, you’re also looking at how everybody meshes.  Because just as important as players are to team chemistry, I’d say the coaches are as important and they have to set the culture and the chemistry.”

The leader is responsible for the chemistry of the team!

My neighbor recently complained about his church staff team.  “They are two good people who refuse to work together,” he said.  That’s a chemistry problem.

In church world, where hiring is often done by committee, the leader must be part of the process.  He or she must be courageous enough to speak up and say, “I do not feel a connection with this person.”  Otherwise, bad chemistry is headed your way.

Firing might be easier in the corporate world, but hours will be wasted in frustration and decision making.  A wise friend told me, “You are better off wanting someone you do not have, than having someone you do not want.”

How do you know if you have good chemistry with someone?  Personality tests can give language to the comfort and the discomfort you might feel in the interview.  Spend time with people.  Patrick Lencioni suggests spending time with people outside the normal interview environment (see The Ideal Team Player).   Involve your team in the interview process.  Respect their feedback.

Chemistry is an accelerator!  It helps your team win!