It’s no secret I’m a big sports fan. And if you know me, you know Michigan sports usually top the list.
Recently I was listening to an interview with Michigan basketball coach Dusty May. He was talking about the growth of one of his younger players and referenced a moment from a recent game. It wasn’t a play that showed up on the stat sheet. It didn’t make the highlight reel. Most fans probably missed it entirely.
But it was the play he coaches every day.
He called it an invisible play.
That phrase stuck with me because it translates perfectly to leadership and team performance.
If you think about the teams you lead or the teams you’re part of, a huge portion of what actually makes them successful never shows up in the numbers. It doesn’t get mentioned in weekly meetings. It doesn’t land on social media. And it rarely gets formal recognition.
Yet those invisible plays are the glue that drives organizations toward success.
They’re the team members who covers for someone without being asked.
The person who prepares the room before the meeting.
The quiet follow-up email that prevents a small issue from becoming a big one.
The leader who absorbs pressure so the team can stay focused.
As leaders, the real question is this,
Are you noticing those invisible plays?
Even more important, are you recognizing and celebrating them?
High performing teams don’t just succeed because of visible wins and standout performers. Every great outcome is built on countless invisible plays made by invisible players, day after day.
So take an honest look at your team.
Are you only celebrating the big wins and the most visible contributors?
Or are you intentionally acknowledging the selfless, supportive behaviors that allow your top performers to shine?
No matter how talented someone is, success doesn’t happen in a vacuum. It happens when everyone is working toward the same outcomes, often in ways no one else sees.
Action Steps for Leaders
- Start calling out invisible plays publicly.
Once a week, recognize one behind-the-scenes contribution in a meeting or team message. Be specific about the behavior and why it mattered. - Redefine what performance means.
Make it clear that preparation, support, communication, and consistency matter just as much as results. - Ask better questions in one-on-ones.
Instead of only asking, “What are you working on?” ask
Who did you help this week?
What problem did you prevent before it became an issue? - Model invisible plays yourself.
Your Teams will do what you do, and mirror what you value. If you quietly do the unglamorous work, and occasionally talk about why it matters, others will follow. - Create space for recognition from peers.
Let team members recognize each other for invisible plays. Often they see things leaders miss.
This week ask yourself.
What are the invisible plays on your team right now?
How are they being rewarded or reinforced?
What invisible plays are you working on that allow your team to shine?
Because the best teams aren’t built on highlights alone.
They’re built on what happens when no one is watching.
Cheers to your continued success
One Quarter Turn at a Time
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