We’re a fickle, precious bunch here in Vancouver. We consistently rank amongst the best places in the world to live, yet we never run out of reasons to point out what needs fixing. We’re thankful not to have a highway pummeling through the city but we hate the endless construction required to enhance public transportation. We curse the rain, yet it gives us the year-round greenery and beauty that fills our Instagram feeds. And in similar I-complain-about-you-because-I-love-you fashion, we spent the better part of two decades criticizing Daniel and Henrik Sedin for what they weren’t, and only recently have reflected on all that they were for the Canucks and the city. With their retirement from professional hockey upon us, let’s explore five leadership lessons from Daniel and Henrik Sedin.
I had the pleasure of working with the twins in the early days of my career, cutting my teeth in the Canucks sales and marketing department fifteen years ago. I was young, impressionable and a small cog in the machine, but in my few dealings with the brothers, they were every bit the kind and respectful people we’ve come to know.
Just as I had no idea where my career would take me, little did we know that the twins would evolve into long-tenured captain and associate captain, NHL award winners, Olympic gold medalists, and Stanley Cup finalists. Their impact on the team and community will be felt for years and, considering that they’ve chosen to remain in Vancouver, it’s not a stretch to envision them as humble community leaders into the future.
So let’s reflect on their accomplishments and, like a Hank stretch pass onto Daniel’s blade, explore what leadership lessons we can derive from their tenure.
Know who you are
The Sedins weren’t the brute power forward or flashy speed demon that Canucks fans often clamoured for, but they didn’t try to be either. Instead, they mastered their game – a telepathic and at times hypnotic cycle-fest that wore defenses down and utilized the entire offensive zone.
Good leaders know what they bring to the table and are also deeply aware of their blind spots, too. They double-down on their strengths, knowing that they can drive success most by being the best version of themselves. But they also support themselves with people and processes that complement their style and skillset.
Consistency matters
Closely aligned with knowing who you are is being consistent in your approach. The twins were praised by teammates over the years for showing up to every practice and game and that consistency allowed them to be productive over 17 seasons.
Community and business leaders are often tasked with driving change and innovation. And while VUCA – volatile, uncertain, complex, ambiguous – is the new normal in the business world, the way in which a leader engages others and approaches a challenge should remain consistent. A team can handle change more effectively if their leader’s behaviour and thought processes are consistent and unwavering.
It’s on you
Leaders don’t point fingers or hide from confrontation. They stand up and take accountability, often shouldering a disproportionate amount of blame while their team regroups and moves forward. It’s a selfless role, but a necessary one. The Sedins didn’t have to field questions for 45 minutes after losing game seven of the 2011 Stanley Cup Finals; however, they did and it allowed their teammates to escape the dressing room and get home to their families after an exhausting and emotional series.
Your impact is wide
The brothers are renowned for their community work, most notably donating $1.5 million to the BC Children’s Hospital in 2010. The time and money that they’ve committed to philanthropy in this city will impact the community for decades.
Likewise, leaders understand that they have a greater circle of influence than their immediate staff or constituency. For example, they can drive innovation or policy change within their industry. They can bring new minds or investment to the table, where it never previously existed. And they can use their influence to better the community or to bring social causes to the forefront.
Find your community
Ok, most of us don’t have a twin sibling that plays on the same line each and every day. But leaders don’t rely purely on their own experience and insights; they actively engage and grow their network to build relationships and learning opportunities. With more leaders identifying as introverts, traditional networking events are being bypassed for more intimate peer groups, executive forums and informal chats. They recognize the importance these groups have in fostering diverse points of view, stimulating solution-oriented dialogue and providing compassionate support.