435: Building Trust and a Powerhouse Team with Kristine Lilly and Dr. John Gillis

Kristine Lilly
For women for the span of – if you look at 1991 was our first World Cup till 2004, which some of the – Mia, and Julie and Brandi retired. Those eight to ten years, we won two World Cups, two gold medals, came in third twice and won one silver.

Pete Mockaitis
There you go.

Kristine Lilly
Not to say we won every tournament, but if you look at – and if you go further on, the worst place we’ve done in any competition with the US Women’s National team is getting out in the quarter finals of I believe it was the – what Olympics? ’96, 2012, ’16. They lost in the quarter finals. Every other big event with the US Women’s National team participating either got first, second or third.

Pete Mockaitis
Yeah.

Kristine Lilly
So we won. We won a lot. We worked hard to be successful and really amazing group of women that I played with during my time and obviously now. The team continues to win, which hopefully, is due to a good foundation that was set early on with the National team.

Pete Mockaitis
That is awesome. That is quite the track record, so I want to hear how you did it. I understand much of this is packaged in the book, Powerhouse. Maybe you could orient us to what’s the big idea in the book?

Kristine Lilly
Well, basically, when John and I talked about it, I would share the stories about the team and he couldn’t – I think, John, correct me if I’m wrong, but I think he had an idea of the US team, but I don’t think he really knew the history of what we accomplished. Then I finally shared a movie with him called Dare to Dream that was on HBO. I said, “Just watch this.”

Then he got a history of the team and he was really impressed with the team. Then we talked a lot about business and how a business needs to come together and work as a team like these sports teams to be successful. He’s like, “You’ve got such a great story here. Why don’t we share it?” That’s where we are with how we got this book going and sharing all these great stories of the US Women’s National team while paralleling it to business tactics as well.

John Gillis
Pete, if I could just add on. As a spectator and a fan of the team I got to watch when they were winning the gold medals in the World Cup Championships. But then when Kristine and our families became friends and she’d tell some of the stories behind the scenes and all the effort, the practice before the performance and what they did to prepare themselves so that the team would be successful.

Those are the stories that I think are so relevant that Powerhouse shares some insight into those stories, not that you’re just seeing the team win, but what it takes to actually build that effective team so that they put themselves in position to win. Those stories that Kristine was sharing set through the years that I’ve known her, that’s what we really wanted to share and then say how does that apply to business.

Pete Mockaitis
That’s good. You’ve got 13 tactics in the book. Could you give us a quick overview of what are the 13 tactics?

Kristine Lilly
Right. I think if you’re first wondering why 13, that was the jersey number I wore for the US team. We’re trying to keep that kind of personally cute and connected to my career. We have 13 tactics. We’re not reinventing the wheel on teamwork or anything. We’re just trying to emphasize if you put these tactics together that they can help you be successful.

What’s really cool about this book too is we’ve broken them down into groups of three. Obviously there’s one underlying theme throughout this whole book, which is our last chapter called Doing the Right Thing. Each group of three is under a different category or pillar. We have transform, empower, achieve and motivate. We’re using the word team to create those words.

Each pillar has different tactics. The first one we have selecting your team members, align the team’s directions, score a goal, would be transforming a team.

Obviously you get into empower, so we’re setting the team foundation, leading the team, and then serving on international teams because, obviously, the game is global for soccer and obviously, business and corporations are global as well.

Then our next one is achieve and you have learn teamwork, communicate with the team, and handle team conflicts. Then the last pillar motivate, you have chemistry, cultivating your team ethos and a winning mentality.

When I look at all these things, it’s really powerful when all those components come together and what the team can accomplish. I think when we talked earlier about the success of the US Women’s National team, all these components were on fire, all these components were working. There wasn’t something lacking in any of them when we were successful. I think that’s the difference in a good team dynamic and one that’s not as successful.

Pete Mockaitis
And in business environments, what would you say is something that is most frequently not working within that lineup?

John Gillis
I’ll jump in here and just highlight that Kristine mentioned that we’re not recreating the wheel, but at the same time, Pete, every business that I go to and I’ve been doing management consulting my whole career for decades. I go all over the globe looking and talking to companies and time and time again you see where there’s dysfunctions within the company.

Even though we recognize that teamwork and being effective in our teamwork will help provide a competitive advantage, each organization if you go to an individual at a company and say, “Hey, tell me about teamwork at this company,” most people will tell you a story in the negative. They’ll tell you what’s going wrong, why there isn’t effective teamwork.

Even though the question is “Tell me about teamwork at the company,” most people just have a negative experience with it. We’ve always known for years that teamwork can help a company succeed both as far as the teams working effectively, but how that contributes to the bottom line and making profitability, but yet, companies continue to struggle in that.

Through the 13 and really looking at assessing your company with some key questions at the end of every chapter, it’s saying let’s self-identify and self-assess where our team is strong, but where we have opportunities to improve so that we’re not one of those companies that’s saying when someone asks you, “Tell me about teamwork,” that we answer in the negative.

We want people to be able to go through the 13 teamwork tactics and be able to answer in the positive and say, “This is why our team is strong.”

Pete Mockaitis
Within those negative answers, what do you find most often? You mentioned you’ve got an assessment with the questions at the end of each chapter, so you can get to the particulars for your given organization. But what are the ones that you’re seeing most commonly folks are falling down on?

John Gillis
I’ll go first and then I’ll let Kristine jump in here in her experience. But I find that each company is unique and different, but yet if you have to highlight some of those, it really comes down to a breakdown in trust, a breakdown in role clarity and a breakdown in accountability.

We see team loafers that are there pulling down the other team members because their roles aren’t clear, they don’t have accountability for executing their work deliverable and so the overall trust among team members breaks down because of that role clarity and the accountability. Kristine?

Kristine Lilly
Yeah, it’s not ironic, but I think it’s similar on the sports side of it as well. Trust is a huge thing and knowing what your role is and accepting it and diving into it. Because a lot of times you may have a position on the field or in the office that you don’t agree with, but if you want to have your job and you want to help your group or your organization be successful, you’ve got to hunker down and do your job that it is and accept and go with it.

I think John was spot on with the business side of it, similar with the team side. Trust is a huge component for team members on our team. We had that throughout.

I think the other one I would add in there would be communication. Usually when I look at a game that we played and we haven’t been successful or we’re not being cohesive, we’re not finding the rhythm together, the field is really quiet. When we start talking and we’re communicating a little bit better, it changes the flow of the game. I think communication is a big part of it as well.

Pete Mockaitis
That’s interesting correlation that you noticed in terms of actual experience that when things aren’t going well, it’s quiet.

Kristine Lilly
Yes.

Pete Mockaitis
And when things are going better, it’s not quiet with regard to speaking up. I can certainly see times where that happens.

John, I was intrigued by the interrelationship that you point out there in terms of when there’s a lack of role clarity and/or accountability, you’ve got some loafers, folks who aren’t doing much, and then trust is eroded in terms of I guess the other folks are taking a look at the loafers like, “What the heck? This isn’t fair.” It’s a real knot of unpleasantness. Tell me what are some of your top tips to facilitate some additional role clarity and accountability and trust?

John Gillis
Pete, you nailed it on the head. I think most people that are listening to this podcast would be nodding their head and saying, “Oh yes, I remember at this company or the company I’m at now or the company I was at a decade ago, I remember that team loafer and how it really did erode the trust.”

One of the things that we try to highlight in Powerhouse, it’s not just here’s the areas where teams might have issues, but how do we go about building trust. When you get to that section of the book, it’s looking at those steps as far as the benevolence, the openness, the honesty that’s going to help create trust.

As we talked about ahead of time, most of this book, if not all of it, it’s all evidence based. We researched trust. We researched accountability. We researched roles. We wanted to give people not only here’s issues that might come up, but here’s some research-backed approaches that you can use if your team is having a trust issue.

Pete Mockaitis
Well, I’d love to hear what are some of the most impactful practices or activities, things to do when you find yourself in those shoes?

Kristine Lilly
With our sports team, one of the biggest changes in our team was when we hired a skills coach. We had Dr. Colleen Hacker join our team and she changed our group in a sense where we found everything we needed within each other, but it was really finding that path to connect with everybody and accept everyone for who they are and know that everyone had a role. I think that really was a change for us.

We would practice different things, whether it was team-building exercises, where we had to do to the typical fall back and your teammates got to catch you. Every time you do that, you’re still wondering are they going to catch you. But you build that trust and you see that. That was a big change in our team and bringing out the trust of the group and really helping us connect.

Pete Mockaitis
That’s interesting. Kristine, you’re saying that you did on numerous occasion these trust fall exercises and that was genuinely helpful?

Kristine Lilly
It was. It totally was because you still wonder if someone’s going to catch you. You’ve got to trust in that. They were there always. Sometimes a little laughter or maybe they caught you a little late, but they still caught you.

There were different exercises that helped build that or different ways that someone could step up and lead in different activities we did that maybe they were quieter on the field, but then you came to this tactical game and they started to step it up so that gave them the confidence to be like, “Oh, I do have a voice and people will listen.”

John Gillis
Pete, I think it’s really critical here that Kristine gave a great example. Finding the right team building activities for your audience, not – a trust fall might be perfect for your audience or it might not be the right activity.

In the book we talk about business simulations and we talked about coaching. We walk through several activities that you can do for team building because you have to find the right one for your audience.

One other story that Kristine shared in the book that I think was critical is that different activities are going to allow different players or different team members an opportunity to shine. You’re giving different platforms for people to step up and take leadership roles.

Kristine had talked about specific activities where a team member that might have been quiet in one activity was able to shine in another. It really allows that trust building to come through different environments and scenarios.

Pete Mockaitis
Understood. Okay. We talked a little bit about some of the problems and interventions. I’d also like to get your take when it comes to the thing that makes the biggest difference in terms of boy, with this you see a whole lot of power in terms of teamwork and performance getting enhanced. I’d be curious to get each of your takes on is there one of the tactics that is perhaps the most impactful.

Kristine Lilly
I think when you look at building a team and becoming a powerhouse, I think if you don’t have all these, you’re not going to be as strong. But I do think if I look at one area that really helped us, I would say this is from ’91 to ’99 when we won two World Cups and then the first gold medal in the Olympics and then came in third in one game, our leadership was unbelievable.

When I look at a component of a team is you have to have good leadership from your top coaches down to the bottom. That’s really important to have that going for you. Carla Overbeck was one of our captains and the leadership that she provided along with Julie Foudy was incredible.

The one thing in the book that she has a quote in the book, she says, “Our whole team was based on servant leadership.” What I love about that is Carla was the first one – she was our captain and everyone respected her – she would be the first one to pick up the balls or pick up the cones or do the hard work when, in highlight, when you look at anything that some of those players would just walk by it.

We genuinely cared about each other and genuinely wanted to make each other better, so we served each other to help that happen. I think leadership role from top all the way down was just so important in that timeframe.

Pete Mockaitis
So you mentioned the servant leadership piece and going ahead and doing some of the grunt work, the not so glamorous stuff, picking up the cones and balls and such, could you share what are a couple of other things that come to mind that make that leadership incredible?

Kristine Lilly
Well, I think when I stepped on the field with these women, we all were similar mentality, had the same goal set. We wanted to be the best in the world. But obviously there were times when you weren’t at your top and you’re struggling or technically you’re not on and your head goes down.

The greatest example I can share with you about Carla and how well she led us and how balanced she was with how she spoke to us, was if your head was down, she wasn’t like yelling at you, “Let’s go.” She’s be like, “Kristine Lilly, we need you.” Immediately you’re like, “All right. They need me. Even if I’m crappy right now, they need me.”

Then on the other side is when you’re doing well and you’re tearing it up, Carla would be the first one like, “Lil, that’s the way to go.” You have a leader that knew how to help each individual player out there and get the best out of them at the highest moment and at the lowest moment. I think that’s why Carla was so amazing in that sense.

Julie Foudy was our other captain and she balanced that out with humor and passion. You have two people leading us in different ways, but getting the best out of us at the same time.

Pete Mockaitis
Can you give us some examples of the humor and passion that really made an impact for you in the leadership realm?

Kristine Lilly
Yeah. Well, Jules was our vocal leader. She always wanted the ball, so she was like, “Yeah, yeah, yeah,” and half the time she had two players – three players on her, like, “Jules, I’m not giving you the ball.” That would make you laugh a lot.

But there was one play in the World Cup, in the ’99 World Cup when we won, where I headed the ball off to …, which we talk about in the book. After the play happens, I’m running out of our penalty box, we just cleared it, I’m running next to Jules and we look at each other and she’s like laughing and we’re both thinking in our heads “Did that really just happen?” We were just laughing at that moment.

I’m like, holy cow, we’re in the World Cup final. Overtime. We almost lost the game and we find a moment where we can laugh. That’s what was so great with Jules is the humor was always there to remind us this isn’t life or death. This is a soccer game. You’ve got to enjoy it.

Pete Mockaitis
I really like that notion of if you’re feeling lame and underperforming, to hear your name and we need you as opposed to any number of other things you can yell out, like, “Come on. Get it together. What’s wrong with you?”

Kristine Lilly
Exactly.

Pete Mockaitis
Dozens to choose from, but I cannot think of something that would be more kind of uplifting in terms of getting a quick refocus then hearing your name and we need you.

Kristine Lilly
Yeah, it was pretty powerful to be honest with you.

Pete Mockaitis
I dig that.

John Gillis
Pete, I know that you come from the business world like I do and how many times has someone come up beside you in the business world and said, “Hey, Pete, we need you.” It just doesn’t happen as much. Even though I can point to the times in my career where it has because they’re few and far between, but they mean so much to me when someone comes on and picks me up in the corporate setting.

Pete Mockaitis
Certainly and you feel valued in that midst. I think it’s …, rather than saying that, we’re just kind of ticked off that someone’s not doing what they’re supposed to do. Instead of thinking, “Oh, we need you,” it’s “Well, hey, who else can I shift this too who’s not going to let me down and make me angry?”

John Gillis
Exactly. That memory of teamwork where you have the social … that really impacted you.

Pete Mockaitis
I’d love it, so as you teach this stuff and you’re sharing the good word and helping the teams to perform all the better, what are some particular mistakes, some things that people struggle with when they’re trying to put it into practice?

Kristine Lilly
Well, I think if you look at sports teams, business is they talk about it and talk about it and they tend not to put it into action. If there’s a way that you’re supposed to handle conflict and your leadership kind of just brushes it under the rug and talks about “Oh, everything’s transparent,” and then brush it under the rug, you lose respect and you lose trust immediately.

I think being consistent with what your ideas are, your values are, what your per se rules are, and staying true to them. I think that’s any kind of team, a business, any organization, your family as well, letting know what all the rules of the house are or guidelines that we all go through.

But I think really putting everything into practice is really where I think people falter. On the sports field definitely I feel that. We just don’t execute each thing we have set out to do, but I think in the business world that can be one of the parts that people can struggle with. They do a lot of talk, but they don’t put in to action.

John Gillis
I think, Pete, one of the reasons that it’s not going into action is that most people if you talk to them, they’ll say, “Hey, I’m a good team member. It’s that other person that’s not a good team member.” We don’t realize our own blind spot. We’re not self-aware or we’re not team aware.

I think it really requires that trust and that openness and communication to say, “Hey, I need to acknowledge where I’m a strong team member and I need to acknowledge where I’m not so that I can work on that,” because no one on the team thinks that they are not an effective team member.

They might think that they are, but it’s being team aware of how you fit in to the team and how you can better impact the team in a positive way and then acknowledge and work on the areas where you might be pulling the team down.

Pete Mockaitis
Excellent, thank you. Tell me, anything else you want to make sure to mention before we shift gears and hear about some of your favorite things?

John Gillis
One last thing that I would just highlight here is that Kristine mentioned that her number was 13 and there’s 13 chapters. She talked about the four pillars, transform empower, achieve and motivate. When we were structuring the book, it’s not that there’s one that’s more important than the other. All 13 really are critical.

You have the four pillars, and of course, the foundation that she talked about earlier, doing what is right. That’s a foundation for the other 12 chapters. Each one is critical and you can’t really ignore one and highlight the other because then you’re going to have a gap on your team.

Kristine Lilly
I think what I add to the process of writing this book with John when we were figuring out what all the chapters and who to talk to and obviously I was thinking of my teammates and once we figured out where we wanted to go with the people, once I started to reach out to them, they all were like, “Sure, when do you need me?”

It just reiterated why this book is so important because immediately I asked all these women that are super busy in their lives and they immediately were making time to do the interview to share their insight on the success of the US Women’s National team and just made it more prevalent how great that team was and how great the team continues to be because they do for others. I thought that was pretty cool.

Pete Mockaitis
That’s beautiful. Thank you. Well, now could you share with me a favorite quote? If one of you has one and the other one doesn’t, that’s totally fine for each of these fast faves. But yeah, what is something you find inspiring?

Kristine Lilly
A favorite quote of mine just in general?

Pete Mockaitis
Yup.

Kristine Lilly
I think one of the quotes that I always resort back to is an Emerson quote, “What lies before us and what lies after us are small compared to what lies within us.” I think when I look at my career and being part of the team, there’s always so much more you can give from yourself. If you look at the sports world, you spend your time like, “Oh, I can’t run anymore. I can’t do it,” but you can.

There’s always something more we can give to others and to our self to be better. That quote always resonates with me in life when I choose to do something and I’m feeling real rundown or a bit tired, I’m like, “No, I can do more.” That’s always for the bigger picture. It’s for others. It’s for your team. It’s for you to be better.

John Gillis
I love Kristine’s deep quote. I was just going to highlight that at the beginning of each chapter we pick a quote from one of those players that Kristine just mentioned and put it at the beginning of the chapter. But the introduction, the quote that we lead off with is “Wearing the same jersey does not make a team.”

I think so many times in the business world we say “Hey, this group of people, they’re a team because they all work for Company X,” or “They’re all in Department X,” or whatever reason we say, “You’re a team,” but yet, quite frankly, they have the same name across their jersey, the department or the company, but yet they don’t operate as a team.

Even though we put the team moniker on lots of groups of individuals, it’s really a team in name only. They’re not collaborating. They’re not building trust. They’re not having open communication. They don’t have clear goals and responsibilities.

We really need to – the word ‘team,’ that moniker, is thrown around quote a bit, when actually groups of individuals aren’t working together effectively as a team. I love that quote, “Wearing the same jersey does not make a team.”

Pete Mockaitis
Thank you. How about a favorite study or experiment or bit of research?

John Gillis
Kristine, are you letting me take this one?

Kristine Lilly
No, I’m letting you take this one, John. You just busted on my sweet quote, my deep thoughts with Kristine Lilly here.

John Gillis
I love the deep thoughts of Kristine Lilly.

Kristine Lilly
I’m just kidding. I’m just kidding.

John Gillis
Pete, one of the great things here is the team that wrote this book, so you have Kristine at the beginning of her chapter sharing these wonderful soccer stories and you have Dr. Lynette Gillis that did a lot of academic research that plays into the book so that it’s evidence based. Then I provided the management consulting experience with numerous companies across all sorts of different industries.

The research is really throughout, but the one that I’m going to highlight for you on that question because we did every chapter there’s research, but yet the one I think that people might not think about as much is the network centrality and really saying that when you look at your team, you need to figure out where the center point is.

For a lot of teams that might be the leader. Kristine talked earlier about Julie Foudy and Carla, but on some teams it’s not necessarily the person at the top. That central part of a team could be the person where people go to for information, for guidance, for direction, for know-how, for knowledge, for historical comparisons, that they are the central part that the team members go to in order to get work done effectively.

Understanding who has influence on a team, especially if it’s not the formal leader, but yet that informal leader, I think that’s a critical aha moment that the research provided in this book to say when you look at your team, don’t just look at the leaders, but look at the informal leaders, those that are central that have influence among your team members.

Pete Mockaitis
Excellent. Thank you. How about a favorite book?

John Gillis
Well, I can tell you, when we were writing this, there’s several authors that came to mind that we really admire and wanted to model after. Those, Sheryl Sandberg, with her book Lean in and Option B and of course her co-author there, Adam Grant that also wrote Give and Take. You look at Malcolm Gladwell and his evidence-based approach to look in at psychology and workplace culture.

A lot of those writers and authors are the ones that we really looked at it and tried to model some of this writing after. Obviously, that’s a high standard but we wanted to give that evidence … based approach similar to Jim Collins in Good to Great and give people a book that they could go to their business teams and their organizational teams and say, “Wow, this is not only entertaining, but I learned a lot and can apply to my business.

All those authors I just mentioned I feel like when I read their books, that’s what I felt. That hey, it was entertaining and I know that I can go and apply this immediately. I can pick up the book at the airport, read it on the airplane and when I get to the worksite, I can immediately apply it because it was not only entertaining, it was immediately practical and applicable. Kristine.

Pete Mockaitis
Okay, how about a favorite tool, something that helps you be awesome at your job?

Kristine Lilly
Favorite tool, awesome at my job. I don’t know. I think for me – obviously my career playing my tools were my feet. They keep me going on the field. I think now we have a company with Mia Hamm and Tish Venturini called TeamFirst Soccer Academy. We travel around the country teaching kids about the game, but also about the passion and love that we shared for it and how to be a good teammate and obviously, how to work together as a team.

I think for me, my tool is just communication for me within my co-founders, also friends and then the staff we bring along with us to be able to communicate with them to get the best of them for the day on the field with the kids or whatever it may be and to make sure there’s fun involved because the reason why we played sports or play sports is because it is fun.

When you get into the world where now you’re trying to make money and run a business, I think there still needs an element of enjoying what you do. I think if I look back at my coaches that I had in the National team from Anson Dorrance, one of the first coaches of the US team and then Tony DiCicco took after him. He passed away almost a few years ago now.

He used to come to the field – Tony would come out to the field and he used to stand in the middle of the field, put his hands up in the air and he would just say, “I love my job.” We’d be like, “Yeah, yeah, Tony. We know. We know you love your job.” But it kind of – it stayed with me and a lot of the players that one thing we remember about Tony was him saying that.

But the fact was he really did love his job and we could tell he loved his job because how he taught us, how he communicated with us, how he was passionate about everything from the field stuff to caring about us. I think that’s a pretty powerful thing when you love something and if you can be passionate and spread that love and be contagious, that’s a great tool to have in your pocket.

Pete Mockaitis
How about a favorite habit?

Kristine Lilly
John, do you got any favorite habits? I had a whole routine for my game.

John Gillis
Kristine’s habits are fantastic.

I think the habit is knowing where your strengths are and where someone else’s strengths are so that you can leverage your strengths for effective teamwork. In this case, I was more the cheerleader for the girls and the email guy to organize the parents, knowing that Kristine and her coaching would give them all the soccer tactics that any five-, six-, seven-year-old girl would need to know at that level.

The habit for me for effective teamwork is knowing your strengths and capitalizing those, but also recognizing where your team member has more strengths than you so that effectively the team as a whole is stronger.

Pete Mockaitis
Is there a particular nugget that you share in the book that really seems to connect and resonate with audiences and you hear it quoted back to you frequently?

Kristine Lilly
Well, I don’t know if there’s just one nugget. I think for myself when I worked on this with John and read it over again, I think obviously the one thing that comes over and over in our minds is the word ‘team.’ I know that’s what it’s about, but even with our four pillars – transform, empower, achieve, and motivate – are all from the word team.

What I’ve learned throughout my career and pretty much in life and everything, you can’t do anything alone. You need people. People need people, but people also want people. People want to be a part of a team. They want to be a part of a group and feel like they’re valued.

I think the team concept is so powerful that individually, you just can’t necessarily do all that you want sometimes. I think the team is great. I would say the word ‘team’ is pretty much used a lot in this book and one that resonates with everybody and really resonates with me because I was part of such a wonderful team.

Pete Mockaitis
Awesome.
Oh great. Thank you. If folks want to learn more or get in touch, where would you point them?

Kristine Lilly
For me, you can go to KristineLilly13.com to reach out to me. Also, go to Amazon to preorder the book, which will come out May 7^th, but is available to preorder now. John can share his contact info.

John Gillis
JohnGillisJr.com. Kristine’s speaking, we have training workshops and just thrilled for everyone to join this Powerhouse training with us.

Pete Mockaitis
Do you have a final challenge or call to action for folks seeking to be awesome at their jobs?

Kristine Lilly
Well, I think first off, recognizing what your part of your organization and what you’re trying to accomplish as a team is the first step. I think once you have that and you can embrace your teammates and find the strength within each other and the familiarities and the common mindset, then you can do great things.

I think back to why the teams were successful when we did win championships. It was a group of women coming together that were likeminded, strong, competitive, feisty, wanted to tear people apart on their way to success, but, in the same sense, doing it together, working your role and figuring out what you need to do to help the whole unit be successful.

When that happens, you’re in the zone. It goes back to the sport’s thing going, people in the zone, they don’t hear anything, they’re confident, and they’re going to make whatever shot they’re going to do right now happen.

John Gillis
I would say from my charge, we can all reflect back on our careers and know the successful teams that we were on and then the groups of individuals that were teams in name only.

Yet, when we were naming this book, we didn’t have Powerhouse when we started writing the book, but then someone said, “You need to name this book Powerhouse because the definition is a team having great energy, strength and potential for success.”

When you look back and say in your career where was the powerhouse that I was on, the team with energy, strength, and potential for success, and what can I do in today’s team to help us be a powerhouse.

Pete Mockaitis
Well, Kristine, John, this has been a lot of fun. Thanks so much for sharing the good word. I wish you much luck with your coaching and teaching and book and all the fun you’re up to.

Kristine Lilly
Thank you, Pete, for having us. We appreciate it.

John Gillis
We really do. Thanks for it. It’s awesome.

Pete Mockaitis
Cool, well that is the recording. Good deal, thanks a lot.

Kristine Lilly
Thank you so much. That was great. We appreciate it.