What would it feel like to be known as a swim coach for your ability to cultivate a team culture that not only feels good but also swims fast? That’s where Mike Bottom’s zone of genius lives. Today’s blog will break down how he takes his swim team culture from ineffective to transformative. You’re not alone in wanting to create great team culture – here at SLAF we’re on your team and are here to help!

Coach Mike Bottom has successfully created life-changing swim team culture at The University of Michigan, at The Race Club, and most recently, at SMU. His resume speaks for itself.

Team culture that creates fast swimming and happy swimmers is within your reach no matter what. Here’s how…

Let’s Get Started…

Step 1: From “Me” To “We”

Step 1 in creating a life-changing swim team culture is simply shifting the mindset from ‘this is about me’ to ‘this is about us.’ The slogan sounds good, but this is far from an easy task. In a world that rewards the “me” mindset both overtly and covertly, going against the grain takes time and focus.

Fortunately, data is on our side. Swimmers of all speeds – whether the very best or the most beginner – swim faster under a “we” culture. Being able to tap into doing something that’s bigger than yourself activates the very motivation and essence that it is to be a human.

“Start by looking at what you have available to you, then go from there,” says Coach Mike. When Mike first started coaching at the University of Michigan, he changed the chant culture that was already in place.

When swimmers would get up on the blocks to race, the team would shout the swimmer’s name. He asked them to change the chant to “1, 2, 3 Go Blue!” This tiny change illustrated the culture shift. The individual swimmer still knew their team was cheering for them, but hearing “Go Blue” while up on the blocks reminded them that they were swimming for the entire team.

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This is the place to get creative. How can you as the coach use what already exists and make it work for you? Does the school have a great football program? Tie in some of their traditions or slogans. Does the team love a certain game online? Invite everyone for a team party to play together.

Move the resources that are available to you from Me to We, and watch how the shift echoes.

Step 2: The Top Down Analysis

Next, using the “Me” to “We” formula, a life-changing swim team culture applies to every silo that the team touches. “Start to build the team downward,” Mike says. Coaches need help from administrators, staff, alumni, parents and other coaches.

Because the team gets built under the coach, you need to be having conversations with everyone who impacts the team. Pull each silo aside and explain what you want the team culture to be. Then work together to brainstorm how that silo can help.

For example, if your team works with a nutritionist, speak with them and explain your goals for the culture. “It’s easy for a nutritionist to come in and talk about food science,” Mike muses, “it’s much harder for them to come in and talk about what team meals should look like, how to hold each other accountable to good choices in a healthy way, and build that team mentality with you.”

This could take many forms depending on which silos the team works with. It could look like talking to alumni and providing their skillset with the team. It could look like talking to swim parents and asking them to work with you.

It could also look like talking with the trainers on the team and explaining that the team needs a fun way to strengthen their shoulders. “How can we put together a routine that is fun for the swimmers as a group even when they’re working with trainers 1 on 1?,” Mike asks.

Swim coaches: Think about your specific team circumstances. Are you having conversations with all of the stakeholders? This is the place to get creative.

Step 3: Follow The Leader & Dismantle The Problems

Finally, once you’ve laid the path, it’s time to plant the leaders within the team. Look for individuals in the team who embody an “encouraging come along with me type of lead style.” You want swimmers who aren’t necessarily the fastest, but who have deep connections on the team. You also want swimmers who understand that to be the leader, they need to be willing to step out and to possibly be rejected by their teammates.

Meet with those leaders as a staff early and often. This isn’t something where you appoint a captain or a leadership committee, rub your hands together, then forget about it.

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Just like with your other silos, you should be setting the tone with your leaders and sharing your vision. From there, you should be having regular meetings with them in an open and honest way. Your leaders are your lighthouse into the depths of the team. They can tell you what’s really going on and can alert you to problems or obstacles before they become a fire you have to put out.

A great team culture regularly purges the obstacles that are tearing the team down. If there are harsh words communicated from teammate to teammate, that’s a surefire way to destroy team culture. If a swimmer feels they aren’t seen or heard for who they are, that will quietly and effectively erode team culture.

Whatever is in the way, it’s your job to dismantle what’s tearing the team down so they can thrive. Your team captains will help you identify what this is. Communicate clearly about what’s going on. Engaged leaders will follow.

What Do You Need For Life-Changing Team Culture?

Although it’s just 3 steps, they are far from “easy.” Shifting team culture takes intention and time. We encourage you to take it 1 step at a time and to make every day just a little bit better than the last. Mike is always available for you to book a call with him to talk through the individual challenges you’re facing!

Until next time,

Abbie Fish and the Swim Like A. Fish Team