Episode 456 — AMMA — Why It’s Your Fault If Your Team Isn’t Performing
What if the reason problems keep reaching you at DEFCON 1 is not your team’s competence, but your rules of engagement?
In this episode of The Game Changing Attorney Podcast, Michael and Jessica Mogill respond to three questions that hit a nerve with many firm owners: why problems keep getting escalated late, why team performance can feel inconsistent from week to week, and why meetings sometimes turn into silence instead of collaboration. This conversation is about the leadership signals you may be sending without realizing it, and how small adjustments can change the way your team communicates, performs, and contributes.
Here’s what you’ll learn:
- How to define escalation criteria so you hear about the right issues earlier, without becoming the bottleneck
- Why emotional consistency from leadership affects performance more than motivation does
- A simple way to structure meetings so every person contributes, not just the most outspoken
If you want a team that operates with urgency and ownership (without waiting for a crisis), this is your playbook.
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Show Notes:
If you are serious about excellence, stop pretending outcomes happen overnight. “Chances are they’ve been dedicated to that craft for decades.”
The gap between average and competent is smaller than you think, but the gap between competent and elite is where most people quit. “You could dedicate yourself to anything for one year and be probably in the top 10%, maybe top 20% of that thing.”
If you keep finding out last, it is not enough to tell people to “loop you in.” You have to define what “looped in” means. “Outline the rules of engagement. If it meets these criteria, this is where I need to be notified.”
If you cannot regulate yourself, you will eventually train everyone else to operate defensively. “Anytime you yell or lose your cool, it’s a weakness.”
The highest-leverage move you have is not working harder; it is protecting your judgment from your own emotions. “The greatest leverage for you comes through your judgment.”
If you want real feedback, do not ask for agreement; ask for resistance. “Write down what they believe is a bad idea, why my perspective is wrong.”
Connect with Michael
- Text directly at 404-531-7691
