Honestly, if you told a bunch of high-powered CEOs ten years ago that a fictional soccer coach who makes homemade biscuits would become the gold standard for modern management, they’d have laughed you out of the boardroom. But here we are. Lead It Like Lasso isn't just a catchy phrase for fans of the Apple TV+ show; it has morphed into a legitimate leadership philosophy used by people who are tired of the "hustle culture" burnout.
It sounds soft. Maybe even a little cheesy.
But when you look at how the world of work has shifted since 2020, the rigid, top-down authority figures are failing. People are quitting. They’re "quiet quitting." They’re generally over the idea of being treated like a line item on a spreadsheet. Ted Lasso’s approach—which centers on empathy, radical humility, and what psychologists call psychological safety—offers a blueprint that actually keeps teams together when things get messy.
The "Be a Goldfish" Mentality in High-Stakes Business
Everyone remembers the goldfish advice. It’s the shortest memory in the animal kingdom. In a business context, leading it like Lasso means you have to kill the culture of blame.
Most corporate environments are haunted by ghosts. A project failed in 2022, and suddenly, nobody is allowed to take a risk again. Or worse, the person who made the mistake is sidelined forever. Ted’s "goldfish" rule is about 10-second resilience. It’s not about ignoring mistakes—Ted is actually very observant of technical failures—but it’s about refusing to let those mistakes define the future potential of the employee.
Think about a sales team that misses a quarterly target. Traditional leadership might lean into "performance improvement plans" (PIPs) and public shaming. A Lasso-style leader focuses on the recovery. They ask, "What’s the next play?" and genuinely mean it. This creates a culture where people aren't afraid to innovate because they know a single failure won't be a career-ender.
Vulnerability is Not a Weakness (Even if Your Boss Thinks So)
We’ve been conditioned to believe that leaders must have every single answer. If you don't know the projected ROI for Q4 off the top of your head, you're failing. Right?
Actually, no.
💡 You might also like: How Much Followers on TikTok to Get Paid: What Really Matters in 2026
One of the most radical things Ted Lasso does is admit when he’s out of his depth. He doesn't know the rules of offside. He’s a football coach who doesn't understand football. While that's an extreme comedy trope, the business application is profound. When a leader says, "I don't know, what do you think?" it does two things:
- It validates the expertise of the people they hired.
- It gives the team permission to be honest about their own gaps.
Brené Brown, a researcher who spent years studying vulnerability, often talks about how "clear is kind." Ted is incredibly clear about his limitations. By doing so, he builds a bridge of trust that "strong-man" leaders simply can't access. If you want to lead it like Lasso, you have to stop pretending you're a god and start acting like a facilitator.
The Biscuit Effect: Micro-Gestures and True Empathy
Let's talk about the biscuits. Every morning, Ted brings "biscuits with the boss" to Rebecca. At first, it’s annoying to her. Then it’s a habit. Eventually, it’s the foundation of their entire working relationship.
In a real office, this isn't about baking. It’s about the "small-talk" that isn't actually small. It’s knowing that your lead developer’s kid is struggling with math or that your marketing manager is worried about their aging parent.
Critics call this "toxic positivity," but they’re wrong.
Toxic positivity is telling someone to "just be happy" when their house is on fire. Lasso-style leadership is acknowledging the fire, handing them a bucket, and staying there until the smoke clears. It's about seeing the human being before the "human resource." When employees feel seen as people, their loyalty increases exponentially. This isn't just "nice" behavior—it's a retention strategy that beats a 5% raise every single time.
Breaking Down the "Believe" Philosophy
That yellow sign taped above the locker room door is iconic. But "Believe" is a dangerous word in business if it’s hollow.
📖 Related: How Much 100 Dollars in Ghana Cedis Gets You Right Now: The Reality
To lead it like Lasso, belief has to be grounded in something tangible. It’s not just "believe we will win." It’s "believe in the process" and "believe in each other." This is where the concept of the Internal Locus of Control comes in. Ted focuses on the things the team can control—their attitude, their effort, and how they treat one another—rather than the scoreboard.
In a volatile market, you can't always control the "score" (the stock price, the competitor's moves, the global economy). If your leadership style is entirely based on external wins, your team’s morale will fluctuate with the market. If your leadership is based on the Lasso "Believe" ethos, the team stays steady even during a downturn because their value isn't tied to the external outcome, but the internal standard of excellence.
Radical Candor and the "Nate the Great" Problem
One of the biggest misconceptions about this leadership style is that it’s all hugs and no discipline. If you watched the show, you saw the arc of Nate.
Ted’s kindness didn't prevent Nate from feeling overlooked. In fact, Ted’s biggest failure was perhaps not being "on" the ball enough with Nate’s growing resentment. This is a vital lesson for anyone trying to lead it like Lasso: Kindness is not a substitute for feedback.
Kim Scott’s "Radical Candor" framework fits perfectly here. To care personally is one half of the coin; to challenge directly is the other. Ted challenges Roy Kent to be a leader. He challenges Jamie Tartt to be a team player. He doesn't do it by screaming, but he also doesn't shy away from the hard conversation.
If you're using "Lasso-isms" to avoid telling an underperformer they need to step up, you’re not leading like Lasso. You’re just being a pushover. True Lasso leadership involves holding people to a high standard because you believe in their potential, not in spite of it.
The Power of the "Second String"
In most companies, the "stars" get all the attention. The top 10% of performers get the bonuses, the shout-outs, and the professional development. Everyone else is just... there.
👉 See also: H1B Visa Fees Increase: Why Your Next Hire Might Cost $100,000 More
Ted Lasso treats the kit man (Nate, initially) with the same level of respect as the star striker. In a business, this means the receptionist, the night shift janitor, and the junior intern are treated as essential components of the ecosystem.
When you ignore the "bottom" of your org chart, you create a culture of elitism that eventually rots. Leading it like Lasso requires a flat hierarchy of respect. When the "unimportant" people feel important, they perform better, they stay longer, and they often provide the insights that the "stars" are too busy to see.
How to Implement "Lasso" Leadership Tomorrow
You don't need a mustache or a Southern accent to make this work. It starts with a shift in your daily interactions.
- Ask "What do you think?" more than you give orders. Even if you think you know the answer, hear them out.
- Celebrate the "Assists." In soccer, the person who scores gets the glory. In Lasso leadership, you celebrate the person who made the pass. In the office, find the person who did the research that made the presentation successful, even if they weren't the one speaking.
- Admit your mistakes publicly. When you mess up a call or misjudge a deadline, own it. "Hey team, I dropped the ball on that. I'm sorry. Here’s how I'm going to fix it."
- The 24-hour rule. If you're angry, wait 24 hours before sending that email or having that meeting. Ted rarely reacts out of pure ego or temper. He responds with intention.
Why Some Organizations Resist This
Let’s be real: this doesn't work everywhere. If you're in an environment that rewards "shark" behavior and "winning at all costs," a Lasso approach might get you trampled.
However, the data is starting to favor the "soft" approach. A study by Google, known as Project Aristotle, found that the number one predictor of a high-performing team wasn't IQ or experience—it was psychological safety. That is exactly what Ted Lasso builds.
If your organization resists this, it’s usually because of fear. Fear that people will get lazy. Fear that "nice guys finish last." But the reality of the 2026 workforce is that people have options. They won't stay with a jerk. They will stay with someone who treats them with dignity.
Practical Steps for the Lasso Transition
To truly lead it like Lasso, you have to commit to the long game. This isn't a "tactic" you use for a week to boost morale. It’s a fundamental change in how you view your role.
- Audit your listening. For one day, track how much you speak versus how much you listen in meetings. If you're talking more than 30% of the time, you're not leading, you're lecturing.
- Identify your "Nates." Who on your team is doing great work but feels invisible? Go talk to them. Not about work, but about them.
- Redefine Success. At your next team meeting, don't just talk about the KPIs. Talk about how the team collaborated. Highlight a moment where one person helped another.
- Practice the "Goldfish" rule with yourself. When you fail, don't spiral. Analyze, learn, and move the heck on.
Leading it like Lasso is ultimately about the realization that business is just a group of humans trying to do something together. If you take care of the humans, the business usually takes care of itself. It’s not magic, and it’s not just for TV. It’s just better management.
Actionable Insight: Start by identifying one "micro-gesture" you can perform weekly for your direct reports. It could be a hand-written note, a specific shout-out for a small win, or simply checking in on a personal goal they mentioned. Consistency is what transforms a "nice gesture" into a leadership culture.