Mindset beats line-up: What makes teams successful

Do you remember what you were doing on July 13, 2014, at 9:00 PM? Let’s take a trip back to Rio de Janeiro’s Maracanã Stadium in Brazil.

Argentina and Germany are facing each other in the FIFA World Cup Final. Both teams are visibly exhausted as extra time draws to a close. Seven minutes before the end, André Schürrle delivers the decisive cross to Mario Götze … and the ball is in the net! The football world erupts. Germany becomes World Champion for the fourth time. Football fans, and even those who would not necessarily have considered themselves fans until that evening 😉, still remember years later where they were, how they celebrated, and with whom they shared that unforgettable moment.

What led to this legendary victory? How does a national coach bring together players from different clubs and, within a very short time, build a team that can exceed expectations and give everything it has during a tournament? And what can we learn, metaphorically, from football and other team sports when it comes to team development in a business context?

Admittedly, a football coach faces different challenges than the leader of a corporate team. Likewise, what is often called a “team” is, in reality, simply a group. Nevertheless, sports teams and workplace teams are governed by similar systemic principles and share several interesting structural parallels.

In our consulting work, we frequently receive client inquiries such as:

• “We’re not pulling in the same direction, what can we do?”
• “How can we build trust within the team?”
• “What defines us as a team, and how can we leverage our strengths to achieve our goals?”

Every team, just like every individual, is unique. That is why it is worth taking a closer look, ideally through a bifocal lens, conducting an assessment of the team’s strengths, resources, development opportunities, and underlying motivations.

Based on the Hogan individual reports, a distinctive team profile emerges, one that no individual member possesses on their own. This is achieved through a high degree of role differentiation and the resulting connections between team members, combined with an inspiring shared vision. Let’s take a closer look.

Role Clarity

Whether on the football field or in the workplace, clarity around positions and roles is essential. Who plays in which position and is responsible for what? Who is the classic number 10 in midfield, orchestrating the game with precise passes? Who leads the attack? Who strengthens the defense? Who stands in goal? And what additional resources are available on the bench?

This playful analogy often brings a sense of ease to team development processes, even when the underlying issues may already be causing tension.

Successful teams rarely operate through rigid positions. Instead, they rely on flexible roles that can adapt to changing circumstances. Unfortunately, these adjustments often happen unconsciously—both for individuals and for the team as a whole. Yet therein lies a significant resource. Depending on the team’s objectives, roles can be recalibrated, positively influencing team dynamics.

The key is ensuring that each team member contributes their energy and talents in roles that align with their individual strengths and that are perceived as meaningful by both the individual and the team. This is where the insights generated through the Hogan personality assessments become particularly valuable.

Vision: The “More” That Makes the Difference

When multiple individuals come together, they can form a team that is greater than the sum of its parts. However, for that team to become a true unit, one principle applies: the team’s goal must take precedence over individual goals.

Everyone contributes something, and in the end, everyone gains more. However, if a team demands too much sacrifice from its members, the consequences can be detrimental to everyone involved. As is often the case in team settings, success lies in striking the right balance between conformity and individuality.

Sports teams typically operate within clear rules and pursue measurable objectives such as scoring goals. In organizations, however, it is not always obvious what the team is truly working toward. While goals are discussed frequently, the broader purpose is often overlooked.

Yet purpose is where emotional energy resides.

Rather than asking, “Why do we exist?” teams should ask, “What do we exist for?” This question can reveal a shared sense of meaning that, when connected to a compelling vision of the future – and ideally aligned with the company’s strategy – creates a powerful source of motivation.

Looking at a team’s Hogan values profile can reveal what holds people together, even when it remains unspoken.

What Else Matters?

All Hogan enthusiasts among you, and those who are about to become one 😉, know that successful development processes require at least one additional perspective: understanding the conflicts and tensions that emerge under pressure and stress.

This is where the Hogan Development Survey can provide valuable insights. What risks exist within the team that could undermine cohesion or jeopardize shared goals?

Ultimately, success depends on collective responsibility:

“No one is solely responsible for the problem, but everyone is responsible for the solution.”

Challenges and conflicts within a team are not inherently negative. When managed effectively, they can become powerful catalysts for change, growth, and the realization of untapped potential.

And there is one more lesson worth remembering.

You may recall Mario Götze’s interview after scoring the winning goal in the World Cup Final. During the celebrations, he held up jersey number 21, a tribute, on behalf of many teammates, to those players who had contributed significantly during the preparation phase but were not on the pitch that evening.

This gesture was a world-class reminder that success is never achieved by those in the spotlight alone.

For teams, this raises important questions:

Who do we feel accountable to? How do we communicate the outcomes of our work to our colleagues? Who else contributed to making success possible?

In football, there is a saying:

“Mindset beats line-up.”

Conclusion

There are undoubtedly many other important factors that contribute to successful team development. Hogan personality assessments provide a strong foundation for understanding and developing teams more effectively.

We would be delighted to advise you on how your organization and your clients can benefit from these insights, with or without football. 😊

And to our national team, we wish a successful World Cup campaign!

An article by Simone Pelzer, Senior Consultant & Coach at metaBeratung, June 2026

Simone also works in a variety of roles, depending on the context and requirements. She advises, supports, and coaches specialists, executives, and teams. Her clients have benefited from her expertise for more than 17 years.