The Performance Stack:

High-Performance Homework + Recommended Content

The problem with most leadership development: People read these brilliant books, get inspired, then nothing changes. The research stays theoretical instead of becoming practical capability. Our approach: I take the frameworks from these resources and translate them into immediate, measurable action through my SPRINT + SUPPORT Methodology.

From Reading to Results: The Integration Process

📚 Research-Backed Content Delivery: Every 3-4 weeks, my clients receive frameworks from these resources—but tied directly to their real-world challenges, not as abstract theory.

🎯 SPRINT Framework Application: In our bi-weekly 50-minute sessions, we take concepts like Edmondson's psychological safety or Walsh's systems thinking and build specific implementation plans for their actual team dynamics.

⚡ Real-Time Integration via "Leadership Hotline": When a client texts me "About to give difficult feedback to my VP," I draw from resources like "Thanks for the Feedback" and "The Coaching Habit" to provide specific scripts and frameworks they can use immediately.

🧠 Somatic + Cognitive Integration: Unlike traditional coaching that stays purely cognitive, I integrate the neuroscience from these resources with somatic intelligence—helping leaders recognize their physiological patterns before they sabotage their effectiveness.

The 13 Must Reads for Creating High-Performing Teams

  • Why it's essential: The definitive research on psychological safety from Harvard Business School. Edmondson coined the term and provides the most comprehensive framework for creating environments where teams can perform at their peak.

    Key insight: Teams with psychological safety are 76% more likely to engage in productive conflict and 67% more likely to report mistakes, leading to continuous improvement.

    Best for: Understanding the foundational element that enables all other high-performance behaviors.

  • Why it's essential: Based on McChrystal's experience leading Joint Special Operations Command in Iraq, this book shows how traditional hierarchical leadership fails in complex environments and how to build networked, adaptive teams at scale.

    Key insight: The most effective teams operate as "teams of teams" - small, highly connected units that share information and decision-making authority rapidly.

    Best for: Leaders scaling from managing one team to leading multiple interconnected teams.

  • Why it's essential: Navy SEAL leadership principles tested in the most high-stakes environments. Provides concrete frameworks for accountability, decision-making under pressure, and building trust through competence.

    Key insight: Leaders must take complete responsibility for everything in their sphere of influence to build truly high-performing teams.

    Best for: Learning how elite military units create excellence through discipline and accountability.

  • Why it's essential: Coyle studied the world's most successful teams (Navy SEALs, Pixar, San Antonio Spurs) to identify the three key skills that create exceptional group culture: building safety, sharing vulnerability, and establishing purpose.

    Key insight: High-performing teams are made, not born, through specific, measurable behaviors that can be systematically developed.

    Best for: Understanding the practical behaviors that create elite team cultures across different domains.

  • Why it's essential: Research-based analysis of leaders who amplify the intelligence and capability of people around them vs. those who diminish it. Shows how to scale your impact through others rather than just working harder yourself.

    Key insight: "Multiplier" leaders get 2x more capability from their teams than "Diminisher" leaders, not through motivation but through accessing unused intelligence.

    Best for: Leaders who need to scale their impact through developing others' capabilities.

  • Why it's essential: The leadership philosophy of legendary NFL coach Bill Walsh, who built the San Francisco 49ers dynasty. Focuses on creating systems and standards that produce consistent excellence regardless of individual talent.

    Key insight: Sustainable high performance comes from building systems and standards, not relying on individual brilliance or motivation.

    Best for: Understanding how to create consistent excellence through systematic approaches.

  • Why it's essential: Science-based principles for sustained high performance drawn from elite athletes, artists, and business leaders. Covers the stress-rest cycle, deep work, and avoiding burnout while maintaining excellence.

    Key insight: Elite performance requires alternating periods of stress and recovery, both individually and at the team level.

    Best for: Leaders who want to maintain high performance sustainably without burning out their teams.

  • Why it's essential: Data-driven analysis of the greatest teams in sports history to identify what made their captains exceptional. Reveals that the best team leaders are often not the most talented or charismatic, but those who do the "invisible work."

    Key insight: Elite team leaders focus on unglamorous but essential behaviors: aggressive play, carrying water for teammates, and relentless communication.

    Best for: Understanding the specific behaviors that differentiate good team leaders from great ones.

  • Why it's essential: Harvard research on "Deliberately Developmental Organizations" - companies that systematically develop every employee's capabilities while achieving exceptional business results. Shows how to build learning cultures at scale.

    Key insight: The most successful organizations don't just expect high performance; they systematically develop the capacity for it in every team member.

    Best for: Leaders building organizations where continuous development and high performance are integrated, not competing priorities.

  • Why it's essential: Research on organizational cultures based on studying 24,000 people in 24 organizations. Provides a framework for understanding and upgrading the cultural "stage" of your team to achieve breakthrough performance.

    Key insight: Teams operate at one of five cultural stages, and moving from Stage 3 ("I'm great") to Stage 4 ("We're great") is the key to elite collective performance.

    Best for: Diagnosing your current team culture and systematically upgrading it to higher levels of performance.

  • Why it's essential: The definitive work on how leaders deceive themselves and create blind spots that sabotage their effectiveness. Shows how to get "out of the box" of self-justification and see situations clearly.

    Key insight: Most leadership problems stem from leaders being "in the box" - seeing others as objects rather than people, which creates a cascade of relationship and performance issues.

    Best for: Developing the self-awareness to catch yourself in reactive patterns and choose more effective responses.

  • Why it's essential: Harvard research on why smart, capable people resist change even when they know it would benefit them. Provides a systematic method for identifying and dismantling the internal "immune system" that prevents growth.

    Key insight: We have competing commitments and hidden assumptions that create immunity to change. Making these visible allows us to choose different responses.

    Best for: Leaders who want to identify and overcome their own sabotaging patterns and help others do the same.

  • Why it's essential: Seven essential questions that help leaders stay curious longer and rush to advice less. Builds the muscle of inquiry that creates awareness in both yourself and others.

    Key insight: The key to creating that "space" between stimulus and response is learning to ask questions instead of immediately jumping to solutions or reactions.

    Best for: Developing the discipline to pause, inquire, and diagnose before responding - both with yourself and your team.

🔥 Bonus Articles 🔥

  • Patrick Lencioni's framework for diagnosing and fixing team performance issues through building trust, embracing conflict, committing to decisions, holding each other accountable, and focusing on results.

    "What Google Learned From Its Quest to Build the Perfect Team" - New York Times Magazine

    The definitive article on Google's Project Aristotle research showing that psychological safety is the #1 factor in team effectiveness.

    "The Discipline of Teams" - Harvard Business Review

    Jon Katzenbach and Douglas Smith's classic research on what distinguishes real teams from working groups and how to build authentic team performance.

  • The definitive article on Google's Project Aristotle research showing that psychological safety is the #1 factor in team effectiveness.

  • Jon Katzenbach and Douglas Smith's classic research on what distinguishes real teams from working groups and how to build authentic team performance.

My "Challenge with Care" Translation

From "Leadership and Self-Deception" → When I see a client "in the box" during our session, I'll say: "I notice you're talking about your team like they're the problem. What if you're the variable that needs to change?" Then we build specific self-awareness practices.

From "Extreme Ownership" → Instead of just saying "take ownership," I help clients identify their specific ownership gaps and create accountability systems that make ownership automatic, not aspirational.

From "The Culture Code" → We don't just discuss building safety—we design specific rituals and communication protocols that create measurable psychological safety in their actual team meetings.

"Between stimulus and response there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom."

This quote is central to everything I do because creating that "space" is what separates reactive managers from conscious leaders. These resources provide the frameworks for what to DO in that space once you've created it.

The Bottom Line: Great books create awareness. Great coaching creates capability. I integrate both to ensure my clients don't just know what good leadership looks like—they can demonstrate it consistently under pressure.

Evidence-Based Growth: Dreams + Data

Vision Integration: We take the inspiring frameworks (like "Team of Teams" networked leadership) and connect them to their specific career ambitions.

Measurement Systems: Every insight gets paired with trackable behaviors and measurable outcomes—because transformation requires both inspiration AND accountability.

Neuroplasticity-Based Practice: Using research from these resources, we design deliberate practice routines that literally rewire leadership behaviors through repetition and real-world application.

Top 8 High-Performance Mindset Resources

  • Why it's essential: Stanford research that revolutionized our understanding of motivation and achievement. The difference between fixed and growth mindset is the foundation for all high-performance psychology.

    Key insight: People with growth mindset see challenges as opportunities to improve, while fixed mindset sees them as tests of inherent ability. This single shift changes everything about how you handle pressure.

    Best for: Leaders who want to reframe failure, embrace challenges, and build resilience in themselves and their teams.

    High-pressure application: Startup founders who need to see market rejection as data, not personal failure.

  • Why it's essential: Goes beyond resilience to show how to actually get stronger from stress, volatility, and uncertainty. Essential for anyone operating in chaotic, high-stakes environments.

    Key insight: Instead of just surviving disruption, you can systematically benefit from it by building antifragile systems and mindsets.

    Best for: Leaders in volatile industries who need to thrive on uncertainty rather than just endure it.

    High-pressure application: Startup leaders who face constant pivots, market changes, and resource constraints.

  • Why it's essential: Unflinching look at the mental challenges of leading through crisis from someone who's been through multiple startup near-death experiences. No sugar-coating, just real talk about the psychological demands of leadership.

    Key insight: "The story must explain the strategy" - how you frame challenges mentally determines whether your team follows you through them.

    Best for: Founders and executives facing existential business challenges who need practical wisdom for maintaining mental clarity under extreme pressure.

    High-pressure application: When your startup is 6 weeks from running out of cash and you still need to inspire confidence.

  • Why it's essential: Nobel Prize-winning research on how the brain makes decisions under pressure. Understanding cognitive biases and mental shortcuts is crucial for leaders making high-stakes decisions with incomplete information.

    Key insight: System 1 (fast, intuitive) thinking dominates under pressure, but System 2 (slow, deliberate) thinking is often needed for complex decisions. Learning when to use each is critical.

    Best for: Leaders who make rapid decisions with significant consequences and need to avoid predictable mental traps.

    High-pressure application: VC pitch situations, acquisition negotiations, or crisis management where cognitive biases can cost millions.

  • Why it's essential: University of Pennsylvania research showing that talent is overrated - what actually predicts success is the combination of passion and perseverance toward long-term goals.

    Key insight: Grit can be developed through deliberate practice, purpose, hope, and growth mindset. High performers aren't just naturally gifted - they're systematically persistent.

    Best for: Leaders building something that requires sustained effort over years despite setbacks and obstacles.

    High-pressure application: Multi-year product development cycles, building company culture, or any initiative where quick wins aren't possible.

  • Why it's essential: Sports psychology principles applied to high-performance achievement. Covers pre-performance routines, pressure management, and maintaining focus when stakes are highest.

    Key insight: Elite performers have systematic approaches to managing their mental state before, during, and after high-pressure situations.

    Best for: Leaders who perform in high-visibility, high-consequence situations and need consistent mental performance.

    High-pressure application: Board presentations, investor pitches, media interviews, or any situation where you can't afford to be mentally "off."

  • Why it's essential: Stoic philosophy applied to modern challenges. Shows how to use obstacles as fuel for growth rather than reasons for defeat. Based on principles used by everyone from Marcus Aurelius to John D. Rockefeller.

    Key insight: "The impediment to action advances action. What stands in the way becomes the way." Every obstacle contains the seed of equivalent or greater benefit.

    Best for: Leaders facing seemingly insurmountable challenges who need to maintain forward momentum and clear thinking.

    High-pressure application: Market crashes, regulatory changes, competitive threats, or any external force threatening your business.

  • Why it's essential: Science-based principles for sustaining high performance without burnout. Covers the stress-recovery cycle, deep work practices, and avoiding the performance traps that destroy long-term capability.

    Key insight: Elite performance requires alternating periods of stress and recovery. Most high-achievers optimize only for stress and burn out their capacity for sustained excellence.

    Best for: Leaders who need to maintain peak performance over years, not just sprints, without sacrificing health or relationships.

    High-pressure application: Scaling a company, leading through extended crises, or any role requiring sustained high performance over multiple years.

🔥 Bonus Articles 🔥

  • Research on neuroplasticity showing how deliberate practice literally rewires the brain for better performance under pressure.

  • Shane Parrish's framework for building better thinking tools that improve decision-making quality under time pressure.

  • Research on the psychological barriers that prevent high performers from stepping into leadership roles during crisis.

How to use this list:

🧠 Pressure-Tested Mindset Science: Every book has been validated in real-world, high-consequence situations - not just lab studies

🎯 Startup-Specific Applications: Each resource includes concrete examples for founders, executives, and leaders facing business-critical decisions

⚡ Performance Under Pressure Focus: Unlike generic self-help, these resources specifically address maintaining mental clarity when stakes are highest

💪 Sustainable Excellence: Covers both short-term mental toughness AND long-term resilience to avoid burnout

Strategic sequencing based on leader needs:

✅ For Crisis Leadership: Horowitz + Taleb (navigate uncertainty and benefit from chaos)
✅ For Decision-Making: Kahneman + Dweck (avoid cognitive traps while maintaining growth orientation)
✅ For Sustained Performance: Duckworth + Stulberg/Magness (grit without burnout)
✅ For High-Stakes Execution: Afremow + Holiday (perform consistently under pressure)