What can we learn from America's Sweethearts?

I am fully invested in the Netflix series America's Sweethearts: Dallas Cowboys Cheerleaders.

The Dallas Cowboys Cheerleaders, known to fans as the DCC, first caught my attention when they secured a 400% pay raise after contract negotiations last year. Since I teach a human capital course, I used the DCC as a case study to discuss compensation, negotiation, and organizational culture.

I originally watched the first season to bring real-world examples back to the classroom. Instead, I unexpectedly became a big fan. The talent, personalities, fierce competition, intensity of training camp, and Head Coach Kelli Finglass all scratched my itch for popcorn-worthy binge-watching.

I started the second season simply for fun, with no intention of turning it into another classroom example. But... then Kelli did something that made me pause the episode and write this article.

Throughout the first few episodes, Kelli records voice notes with real-time observations about the cheerleaders, like 'Emily A has no power in upper body movements in Thunder'. She explained that after the previous season, she received feedback from the team that there wasn't enough real-time coaching. The rookies, those competing for a coveted spot on the team, needed clearer expectations on how to improve.

Real-time feedback is a game-changer.

To me, a manager is anyone who manages themselves, a project, or other people. If you manage people, you already know that meaningful feedback is far more effective when it's timely than when it's delivered once a year during a performance review. We can't expect people to improve if they don't know what they should be improving.

But I'm not here to talk about managing people. Instead, I think many of us neglect the person who could benefit most from real-time feedback: ourselves.

When do we take the time to evaluate our own day-to-day performance?

For many of us (me included), it's at the end of December when we're preparing for the New Year or after we've failed, made a mistake, or fallen short of our expectations. Unfortunately, those uh-oh moments are often accompanied by shame or guilt rather than curiosity.

One of the best pieces of advice I've ever received came from one of my mentors, Don Schalk. A former college athlete and retired CEO, Don deeply valued feedback. To ensure he was always growing, he ended each day by asking himself three simple questions:

• What did I do well today?

• What didn't I do well today?

• How can I do better tomorrow?

  
  

That's a personal performance review done right.

Outside feedback is incredibly valuable because people see blind spots we can't. But stepping back to observe our own lives is an equally important practice. It builds self-awareness one day at a time instead of waiting for 'an annual review' or a major life event that forces us to reflect.

I've incorporated Don's questions into my own life, although I'll admit there are plenty of nights when I fall asleep on the couch before answering them. Watching Kelli record those voice notes inspired me to recommit to that daily feedback loop and record my responses. They probably won't be about improving my facial expressions during the Thunderstruck routine, but I have a feeling they'll reveal patterns I wouldn't otherwise notice.

The DCC reminded me that talent matters, but the ones who are willing to receive feedback and adjust stand out the most.

I'll end with the wise words of Coach Kelli,

"When there's a mistake that really shouldn't happen, I'm not going to sugarcoat it. I'm going to let them know that this has to be fixed. End of story."

This is an invitation to be your own coach, Kelli.

---

Find one thing that brings you joy today.