Fixing basketball team culture is often considered a coaching challenge and responsibility. Players, however, are often faced with greater challenges and also increased knowledge of challenges to high performing culture.   That can range from minor challenges and hiccups to serious threats like culture cancers.  High performing teams face these challenges head on, and we hope our guide helps you navigate this journey.

In sports, chemistry and culture are just as important as talent and strategy. Player roles are often not what individuals envision.  Unfortunately, when one or more team members contribute negatively to the team environment, the entire dynamic can be impacted.

In your situation as a player, addressing the issue head-on, while navigating a delicate balance between confronting the problem and preserving team unity, is critical. There are often  individual perspectives and team perspectives.

Here is a multifaceted approach you, as an up-and-coming team leader, can consider:

Team Perspective:

1. Open Dialogue: Call for a team meeting, ideally without coaches, where everyone has a platform to speak. Make sure the meeting is solution-focused. The point of team meetings is not to shame anyone but to openly discuss the issues that are affecting team performance and morale.
2. Be Specific: Address behaviors without making it personal. For instance, say “When we constantly criticize each other, it affects our team’s performance and morale,” instead of “Person X is ruining the team.”
3. Establish Ground Rules: As a team, decide on basic norms and expectations. Codify them if needed, and hold everyone accountable.
4. Confront the Issue: If the problematic behavior continues, confront the individuals privately, but firmly. Make it about the behavior, not the person. Ask them if there’s something bothering them and how the team can support them in changing their attitude.
5. Bring in a Neutral Third Party: If possible, have a sports psychologist or mediator present in some of these sessions to guide the conversation.  Sports psychology is not a magic wand, but it can help bring in an expert to faciliate a positive discussion and also reach agreed upon norms for the team.
6. Report Back: Keep the coaches and, if necessary, the athletic director in the loop. They need to be aware of the attempts you’re making to improve team dynamics.
7. Team Building: Invest time in team-building activities. Sometimes a change of setting can make people more receptive and collaborative.
8. Empower the Coaches: Your support can help your coach regain their footing, thereby enabling them to deal with the issues more directly.

Personal Perspective:

1. Avoid Retaliation: When attacked, it’s natural to want to retaliate, but that may worsen the situation. Stick to the high ground.
2. Set Boundaries: Make it clear that personal attacks are unacceptable. You can be professional and respectful without having to be friends.
3. Document Incidents: Keep a record of instances where you have been targeted unfairly. This can be useful if you have to escalate the issue.
4. Seek Support: Speak with other team leaders, family, or even counselors. This is emotionally taxing, and it’s crucial you have your support system.
5. Look After Yourself: This can be mentally and emotionally draining. Your team needs the best version of you and so do you.  Don’t let this conflict resolution process define you or own your thoughts.  Make sure you don’t avoid the gym or weight room to avoid the cancer or conflict.   Consider limiting your thoughts or actions on dealing with the conflict to certain hours of the day.  Like about 10-15 minutes at 8am.  Commit to activities and habits that increase your happiness.
6. Professional Guidance: Perhaps there is an elder statesman, or alumni on your team that you can touch base on.  Think of this as less as ranting, but more of seeking ideas on a framework to address the problem.   They might be able to provide unique insights into handling this situation.  Some schools do have access to sports psychologists, other will have counselors available.  If you are finding it adversely affecting your mental and emotional health, make sure you have a support network in parents or friends.  And if it feels overwhelming, reach out for professional help in a psychologist.
7. Communicate with the Coach: Ensure that you’re openly communicating with your coach about the situation. The coach may be going through a difficult time and could use the support and candid feedback.

Remember, you can’t control other people’s behavior, only your reaction to it. In focusing on both the team and your personal well-being, you can navigate this challenging situation in the most effective way possible.

Great Theory and Strategies… But What Do I Actually Say? (Team Culture Dialogue)

Team Perspective:

1. Open Dialogue:
   • Example: “Hey guys/ladies, we are going to be spending a lot of time together, and it’s important to all of us to get on the same page.  Everyone here wants to win and perform, so let’s have a talk about what that looks like and how we can all support one another on this journey.”
2. Bring in a Neutral Third Party:
   • Example: “Would everyone be open to having a sports psychologist join us for a session? They might help us navigate some of the challenges we’re facing.”  This is certainly easier for a college team.
3. Be Specific:
   • Example: “I’ve noticed that we often focus on what went wrong during the games. Maybe we can start highlighting what went right, and build on that?”
4. Establish Ground Rules:
   • Example: “Can we all agree that what’s said in the locker room stays in the locker room? And also, no trash-talking teammates—on or off the court.”
5. Confront the Issue:
   • Example: “Look, the constant complaining doesn’t help anyone and it’s hurting our team morale. What can we do to support you in being more positive?”
6. Report Back:
   • Example: “Coach, we just had a team meeting to talk about how we can come together and also touched on some of the issues that can prevent that from happening. We want to commit to doing better, and we know it isn’t easy, but we are going for it.”
7. Team Building:
   • Example: “How about we do something fun this weekend, like a team picnic or a movie night? Might be good to spend time together outside the court.”
8. Empower the Coaches:
   • Example: “Coach, we’ve got your back. Without being an informant or kiss ass, what can we do to make sure you feel our support?”

Personal Perspective:

1. Avoid Retaliation:
   • Example: “I hear your concern, but lashing out at each other isn’t going to help us win games or be a better team.”
2. Set Boundaries:
   • Example: “It’s not cool to criticize me as a person on this team. To eye roll me.  To If you have constructive feedback, I’m open to hearing it.”
3. Document Incidents:
   • Example: “On September 10th, during practice, [Player’s name] made derogatory comments about my performance, despite me following the coach’s instructions.”
4. Seek Support:
   • Example: “Hey [Friend/Parent/Mentor], can I talk to you? I’m dealing with a difficult situation on the team, and I could use some advice.”
5. Look After Yourself:
   • Example: “I’ll continue to give my best at every practice and game. That’s the best way to respond to negativity.”
6. Professional Guidance:
   • Example: “I’ve been having some challenges with team dynamics. Do you have any advice on how to deal with teammates who are negative influences?”
7. Communicate with the Coach:
   • Example: “Coach, I want to talk to you about something. I’ve been having a tough time dealing with the negative attitudes of some teammates. Do you have any advice on how I should handle it?”

By using these examples as a guide, you can approach the difficult situation with your teammates in a manner that is constructive, rather than confrontational. Remember, the goal is to improve the team’s performance and morale, not to ostracize or alienate anyone, even if they are an energy vampire.

Be Prepared for Toxic Responses, Gas Lighting Etc. When Fixing Basketball Team Culture 

Individuals with a toxic or “cancerous” attitude might react defensively, dismissively, or even with hostility to attempts at constructive dialogue. Here are some typical responses you might expect, followed by suggestions for how to bring the conversation back on track:

Team Perspective:

1. Open Dialogue:
   • Typical Response: “Why are we even having this meeting? Everything seems fine to me.”
   • Re-engage: “The goal of this meeting is to make sure everyone feels heard and to work on how we can improve as a team. If everything is fine for you, that’s great, but it may not be the case for everyone.”
2. Bring in a Neutral Third Party:
   • Typical Response: “What, you don’t think we’re adults who can sort this out ourselves?”
   • Re-engage: “Sometimes an outside perspective can give us valuable insights that we might not see ourselves. It’s not a question of maturity, but of effectiveness.”
3. Be Specific:
   • Typical Response: “So now we’re just going to pretend like everything is fine?”
   • Re-engage: “No, the idea is to focus on constructive feedback that helps us improve, rather than tearing each other down.”
4. Establish Ground Rules:
   • Typical Response: “Who are you to set the rules?”
   • Re-engage: “I’m not setting the rules, we all are. It’s a team agreement for how we want to treat each other.”
5. Confront the Issue:
   • Typical Response: “You’re just trying to make me look bad.”
   • Re-engage: “This isn’t about blaming anyone; it’s about finding a way to improve our team dynamics.”
6. Report Back:
   • Typical Response: “Why did you tell the coach? Trying to get us in trouble?”
   • Re-engage: “The coach needs to be in the loop so they can support us in making the team better. This isn’t about getting anyone in trouble.”
7. Team Building:
   • Typical Response: “This sounds cheesy and a waste of time.”
   • Re-engage: “Sometimes stepping out of our regular environment can help us connect in different ways. Give it a chance.”
8. Empower the Coaches:
   • Typical Response: “Why should we? They’re part of the problem.”
   • Re-engage: “Our coach is here to help us succeed, and we need to be aligned to make that happen. If there are issues, we should address them constructively.”

Personal Perspective:

1. Avoid Retaliation:
   • Typical Response: “So you’re just going to let people walk all over you?”
   • Re-engage: “There’s a difference between standing up for yourself and escalating conflict. The goal is to find a resolution, not to win an argument.”
2. Set Boundaries:
   • Typical Response: “You’re too sensitive.”
   • Re-engage: “It’s not about being sensitive; it’s about maintaining a respectful environment for everyone on the team.”
3. Document Incidents:
   • Typical Response: “Are you spying on me?”
   • Re-engage: “I’m keeping a record to make sure that if this issue needs to be escalated, there’s a clear account of what happened.”
4. Seek Support:
   • Typical Response: “Going to tattle to your friends?”
   • Re-engage: “This is about seeking advice and maintaining my own well-being so I can be a better teammate.”
5. Look After Yourself:
   • Typical Response: “That’s selfish.”
   • Re-engage: “Taking care of oneself is necessary for being able to contribute effectively to any team.”
6. Professional Guidance:
   • Typical Response: “You think you’re better than us?”
   • Re-engage: “No, this is about personal growth and finding ways to improve team dynamics.”
7. Communicate with the Coach:
   • Typical Response: “Sucking up to the coach now, are we?”
   • Re-engage: “This is about solving a problem that affects the whole team, not about currying favor.”

Keeping conversations solution-focused can be a challenge, but your role as a leader includes mediating and steering discussions back to constructive pathways. Your goal is to prevent conflicts from escalating and to promote a culture of respect and cooperation.

Player Decisions When Culture Does Not Change Despite Best Efforts

Navigating difficult team dynamics can be frustrating, especially when your efforts don’t yield immediate results. If you’ve tried communication and other approaches to improve the situation, but things haven’t changed, here are some additional steps you could consider:

1. Consult with the Coach Again

If the issues persist despite your best efforts, it may be time to consult your coach again. This situation affects not just you, but the entire team, and it’s the coach’s responsibility to address it. If you’ve already consulted the coach earlier, a follow-up may provide more urgency to resolve the issues.

2. Involve Senior Players or Team Captains

If your initial efforts have failed, enlisting the help of senior players or team captains could lend more weight to your concerns. Their experience and standing within the team could make a difference.

3. Seek External Advice

Sometimes, team issues can benefit from an outside perspective. Consider discussing the issue confidentially with a sports psychologist, counselor, or an experienced athlete from another team who might offer new solutions or coping mechanisms.

4. Limit Interaction Outside of Required Team Activities

If the individuals in question are affecting your own mental health and well-being, consider limiting your interaction with them outside of practices and games. Sometimes distance can minimize friction.

5. Focus on Your Own Game

At the end of the day, you can only control your own actions and attitude. Concentrate on improving your own skills, staying positive, and being a model of the behavior you want to see in the team. Sometimes a strong individual performance or attitude can become contagious and spur a team to greater heights.

6. Consider a Team Change

If you find that the situation is intolerable and all else fails, you might want to consider changing teams. This should be a last resort, but in some cases, a change in environment is the best solution for everyone involved.

Remember that every situation is unique, and it may take time for deep-rooted issues to be fully resolved. Stay patient, be consistent in your efforts, and consult professionals for advice tailored to your specific circumstances.

Fixing Team Basketball Culture Can Also Start Looking In the Mirror

I shared this article with a trusted friend I admire as an individual who models being the cure more than the cancer.  I asked for feedback, and then shared what I thought might be missing:

Me: I think the topic misses a key element. If you really want transformational basketball team change…. It needs to start in the mirror. We all need to look at ourselves and behaviors. Ask ourselves… what am I doing that is closer on the spectrum to cancer than it is to cure? List them out. Ask… do I want to change? Why? How could I change? And what would the team and individual benefits look like if I successfully made the change? How might that have a contagious effect?

My man: I was thinking the same thing such as a list of questions to ask yourself on how you may be contributing to the situation.

“It takes two to tango.’

“Every story has narratives, with different experiences of the same facts.” 

This is pausing the big picture and looking in the mirror and going thru some steps to determine how you impact team performance.  And recognizing that for 99.9% of us, we have all been a cancer and a cure at different phases, situations, and moment in time. While we all want fair treatment, are we giving what we want to get?

When you look inward often we can find empathy for others… and learn to bring them into the circle of trust rather than exclude them.   Sure, some cancers need to be cut out.  But others need therapy, and some others need to just change habits.  As we set up a shared set of rules, we reduce the viability of cancer growing in the environment.

We witnessed this in the Phil Jackson led teams of the Michael Jordan-led Chicago Bulls and the Kobe Bryant-led Los Angeles Lakers.

If the problem of dealing with a team cancer helps to shine a light on what high performance team culture could and should be, then why not have everyone strive to be better.  Why not view the problem as an opportunity, without avoiding the accountability issue for the guilty parties.  We recommend you start here:

Below is the complete 20-question multiple-choice quiz, along with the answer key and scoring key. This quiz is designed to help each player identify behaviors that contribute positively or negatively to the team culture.

Team Dynamics Self-Assessment Quiz

Instructions

Answer these 20 questions honestly to assess your contribution to the team culture. After the quiz, refer to the answer key for explanations and the scoring key for results.  Write the question number and your answer on a separate piece of paper and it will be easier to score your answers when complete.

1. When a teammate makes a mistake, how do you usually react?

• A) Blame and call them out immediately.
• B) Encourage them to do better next time.
• C) Ignore it, focusing on my own game.
• D) Analyze what went wrong and discuss it constructively.

2. How do you usually handle constructive criticism from coaches or teammates?

• A) Get defensive and brush it off.
• B) Listen and actively seek to improve.
• C) Ignore it and don’t change.
• D) Reflect on the feedback and consider its merits.

3. How often do you show up for extra practice or skill-building?

• A) Rarely or never.
• B) Almost every chance I get.
• C) Only when mandated.
• D) Occasionally, if I feel like it.

4. When a game is lost, who do you primarily blame?

• A) Teammates or coach.
• B) Referees or bad luck.
• C) No one, losses are part of the game.
• D) Myself, I look for areas to improve.

5. How often do you encourage your teammates during games and practices?

• A) Never.
• B) Frequently.
• C) Sometimes.
• D) Only when I’m in a good mood.

6. How often do you socialize with teammates outside of practice and games?

• A) Never.
• B) Often.
• C) Sometimes.
• D) Only when I have to.

7. When a new player joins the team, how do you typically react?

• A) Ignore them or exclude them.
• B) Welcome them warmly and help them adjust.
• C) Treat them as competition.
• D) Act indifferent.

8. During team discussions or huddles, how often do you speak up?

• A) Rarely, if ever.
• B) Frequently, to offer constructive input.
• C) Only to criticize or complain.
• D) Sometimes, but usually only when prompted.

9. How often do you thank or appreciate your teammates?

• A) Never.
• B) Always, for their effort and contribution.
• C) Only when they thank me first.
• D) Occasionally, but not as a habit.

10. How would you describe your commitment to team goals over individual success?

• A) What team goals?
• B) I put team goals first, always.
• C) I balance both but tend to focus on my own stats.
• D) Team goals are important, but so are my individual stats.

11. How do you react when a teammate outperforms you?

• A) Jealousy and resentment.
• B) Happiness for their success.
• C) Indifference.
• D) Motivated to improve myself.

12. How often do you offer to help teammates improve their skills?

• A) Never.
• B) Frequently, even without being asked.
• C) When asked.
• D) Rarely, but I wouldn’t refuse if asked.

13. What’s your approach to team practices?

• A) I dislike them and show up unmotivated.
• B) I love them and use them to improve myself and the team.
• C) I endure them because I have to.
• D) I do what’s required, nothing more, nothing less.

14. How do you react when you’re benched or get less playtime?

• A) Complain and sulk.
• B) Support my teammates and look for ways to contribute.
• C) Disengage from the game.
• D) Seek feedback for improvement.

15. How often do you discuss strategies and plays with your teammates?

• A) Never.
• B) Regularly, looking for ways to win.
• C) Only when asked by the coach or captain.
• D) Sometimes, but I mostly keep my ideas to myself.

16. What’s your reaction when a teammate offers you advice?

• A) Ignore or dismiss it.
• B) Appreciate and consider it.
• C) Feel offended.
• D) Depends on who’s giving the advice.

17. How do you approach team conflicts or disagreements?

• A) Add fuel to the fire.
• B) Try to mediate and find a solution.
• C) Avoid getting involved.
• D) Take sides but avoid open conflict.

18. How often do you communicate openly with your coach?

• A) Never.
• B) Regularly, to discuss performance and strategy.
• C) Only when I have to.
• D) Occasionally, when I have specific concerns.

19. How would you describe your punctuality for practices and games?

• A) Often late.
• B) Always on time or early.
• C) Occasionally late.
• D) On time, but just barely.

20. How often do you take the initiative to solve problems or challenges facing the team?

• A) Never.
• B) Often, even before being asked.
• C) Only when explicitly tasked.
• D) Sometimes, when I feel it’s really important.

Answer Key and Explanation

1. A) 1 B) 4 C) 2 D) 3
2. A) 1 B) 4 C) 2 D) 3
3. A) 1 B) 4 C) 2 D) 3
4. A) 1 B) 2 C) 3 D) 4
5. A) 1 B) 4 C) 2 D) 3
6. A) 1 B) 4 C) 2 D) 3
7. A) 1 B) 4 C) 2 D) 3
8. A) 1 B) 4 C) 2 D) 3
9. A) 1 B) 4 C) 2 D) 3
10. A) 1 B) 4 C) 2 D) 3
11. A) 1 B) 4 C) 2 D) 3
12. A) 1 B) 4 C) 2 D) 3
13. A) 1 B) 4 C) 2 D) 3
14. A) 1 B) 4 C) 2 D) 3
15. A) 1 B) 4 C) 2 D) 3
16. A) 1 B) 4 C) 2 D) 3
17. A) 1 B) 4 C) 2 D) 3
18. A) 1 B) 4 C) 2 D) 3
19. A) 1 B) 4 C) 2 D) 3
20. A) 1 B) 4 C) 2 D) 3

Scoring Key (Out of 80)

• 20-40: Team Detractor: You might be contributing to a negative team culture. Consider re-evaluating your actions and attitudes.
  • Next Step: Consult with your coach and consider a team-building workshop.
• 41-60: Neutral Impact: You have some positive contributions but could improve in many areas.
  • Next Step: Seek feedback from teammates and focus on improving teamwork.
• 61-80: Team Champion: You’re a model teammate! Keep leading by example.
  • Next Step: Mentor newer players and help them adapt to the team culture.

Feel free to administer this quiz and use the insights to improve team dynamics.

Statistics on Culture Cancers in Basketball Teams and Beyond:

Statistics related to “culture cancers” in basketball teams are often anecdotal and not systematically studied or publicly disclosed. Teams typically do not publish such information, and much of what is discussed is qualitative, based on interviews, case studies, or expert opinion. However:

• Articles and reports often cite that poor team culture, characterized by toxic attitudes or behaviors, can lead to a decrease in win percentage.
• A 2018 Harvard Business Review study found that negative behaviors can poison a positive team culture, even if they come from just one or two individuals.

High-Performing Teams:

For high-performing teams, across all sectors, several consistent statistical trends emerge:

1. Communication: According to a study by the Harvard Business Review, “time spent by managers and employees in collaborative activities has ballooned by 50% or more” over the last two decades.
2. Diversity: According to McKinsey’s report, companies with diverse executive teams are 33% more likely to outperform their peers.
3. Employee Engagement: Gallup has found that highly engaged teams show 21% greater profitability compared to those who aren’t engaged.

Corporate America:

1. Turnover: According to a 2019 report, toxic workplace culture costs U.S. employers $223 billion in the past five years due to employee turnover.
2. Productivity: A study by Queens University of Charlotte found that 75% of employers rate teamwork and collaboration as “very important”, yet only 18% of employees get communication evaluations at their performance reviews.
3. Engagement: Gallup reports that the percentage of “engaged” workers in the U.S. — those who are involved in, enthusiastic about and committed to their work and workplace — is just 36%.

In summary, while specific statistics on the negative impact of “culture cancers” in basketball teams may not be readily available, the general impact of toxic behavior in team settings and corporations is well-documented. Poor culture often leads to decreased performance, high turnover, and low engagement, while positive culture can significantly improve these metrics.

Frequently Asked Questions

What is a culture cancer in a basketball team?

A culture cancer refers to negative attitudes or behaviors within a basketball team that hinder performance and morale. It can manifest as constant complaining, divisive actions, or lack of effort.

2. How do culture cancers affect team performance?

Culture cancers can lead to reduced team cohesion, increased turnover, and lower win rates. They contribute to a toxic environment that hinders individual and collective performance.

3. What are signs of a toxic basketball team culture?

Signs include lack of communication, constant negativity, high turnover rates, and cliques within the team. These factors often lead to decreased performance and low morale.

4. How can coaches address culture cancers?

Coaches can address culture cancers by opening dialogue, setting team ground rules, and seeking external assistance like sports psychologists. It’s crucial to confront issues directly yet tactfully.

5. Can high-performing teams have culture cancers?

Yes, even high-performing teams can harbor culture cancers. However, these negative elements often limit a team’s full potential and can lead to long-term dysfunction if not addressed.

6. What role do team leaders play in fixing culture?

Team leaders are pivotal in setting the tone for positive behavior. They can mediate conflicts, encourage open dialogue, and model the values, standards, and rules with the work ethic expected from the team.

7. What impact does team culture have on win rates?

A strong, positive team culture often correlates with higher win rates. Cohesive teams with unity are better at executing plays, supporting each other, and maintaining focus during games. Chemistry on the court rises and the winning culture is born.

8. How can players help improve team culture?

Players can contribute by being positive, open to feedback, and supportive of teammates and coaches. They should also avoid engaging in negative behaviors that contribute to a toxic culture.

Book Recommendations On Fixing Basketball Team Culture

1. “The Five Dysfunctions of a Team” by Patrick Lencioni

This book offers insights into the common issues that teams face, such as lack of trust and accountability. It’s a great starting point for understanding how to build a cohesive, high-performing team.

2. “Leaders Eat Last: Why Some Teams Pull Together and Others Don’t” by Simon Sinek

This book is an exploration of how great leaders create environments where team members feel safe, leading to stronger, more cohesive teams. It discusses the importance of a positive culture for team success.

While there may not be a plethora of books that directly address “culture cancers” in basketball, some texts on basketball culture and leadership can offer valuable insights into building and maintaining a strong team culture. Here are a few books that might be helpful:

3. “Toughness: Developing True Strength On and Off the Court” by Jay Bilas

While not solely focused on culture cancers, this book by ESPN analyst and former Duke player Jay Bilas discusses the importance of toughness in basketball, both mentally and physically, and how it can transform team dynamics.

4. “Eleven Rings: The Soul of Success” by Phil Jackson and Hugh Delehanty

Written by one of the most successful coaches in NBA history, this book dives into Phil Jackson’s philosophy on leadership, team dynamics, and culture. It provides insights into how he dealt with various player personalities, including difficult ones.  11 NBA Championships… might be worth listening to Phil on team culture as he shares his values, beliefs, and behaviors that led to player buy in on cultural expectations.

5. “The Gold Standard: Building a World-Class Team” by Mike Krzyzewski

This book is about Coach K’s experience with the U.S. Men’s Basketball Team and how he turned a group of superstars into a cohesive unit. It touches upon issues of ego, teamwork, and culture.