This case study is available in a 90-minute or 180-minute online (Zoom) format.
The return of Mercedes-Benz to Formula 1 in 2010 saw the team achieving limited success. In 2013, Toto Wolff was offered the job of turning team success around. After recruiting Lewis Hamilton, the team has dominated in an incredibly competitive sport – winning 7 Driver’s Championships and 7 Constructor’s Championships and around 75% of all races.
It is clear that the Wolff/Hamilton partnership has helped take team performance to benchmark levels. Why has Mercedes’ success been such a monumental feat and why haven’t we seen it before?
It’s clear that the team’s competitive advantage is not technical – it’s operational. And it’s not about being talented, but rather, about maximising the potential of that talent.
After going through numerous owners, numerous changes in management, in leadership, and in championship performance, Toto Wolff focused on building trust and establishing a team culture based on openness, no blame and no internal politics – his vision for the team was to establish an environment where people would dare to speak up following Ceri Evans’ “See it, Say It, Fix It”.
“Success is a lousy teacher and it’s important to reflect on why failures happen.”- Toto Wolff
In Toto Wolff’s mind he has a simple formula “Failure + Reflection = Progress” – it’s about creating a culture of restlessness, constant curiosity, persistence and self-discipline.
Wolff’s approach to maximising talent potential is clear in the partnership he has established with Lewis Hamilton. Hamilton’s path to success serves as a powerful trigger for opening conversations around intentionally moving towards a more inclusive and diverse team, and organisational culture.
In this case study we explore what achievements might be produced through partnerships, collaboration, mentorship and teamwork, and learn how high-performing teams cope with challenges, create opportunities from problems, and seize opportunities to win.
Inclusive diversity laps conformity:
Teamwork pitstops and habits:
Partnership fuels collaboration:
Get under the bonnet and see how the engine runs:
Ignite your teams to think differently about performance. Engage them in a multimedia, facilitator-led conversation on Zoom, supported with interactive moderated conversations in breakout rooms (hosted by our team of Pod Coaches).
This case study is available in a 90-minute or 180-minute online (Zoom) format.
“We’ve just started a new chapter as a team, in terms of how we educate ourselves, how we understand what we’re going to do to help be more diverse moving forward and more inclusive.”- Lewis Hamilton
With a success record over 25 years and as the premier provider of the world’s best digital platforms, systems and content for human capital development, LRMG is today the number one provider of smart, human-centric capability development solutions to most of the African blue-chip companies in the financial services, telecoms, manufacturing, mining, educational and professional services sectors in Africa.
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