Fueling Teamwork With the F1 Mindset
- Staci Jones
- May 20
- 3 min read
Updated: 2 days ago

There’s something electrifying about Formula 1 racing that gets my heartrate up long before the starting lights go out. There’s speed, precision, and stakes. But what keeps me coming back race after race is the deeper story beneath the surface: the story of the team.
It’s easy to get caught up in the highlight reels of a driver crossing the finish line or pulling off a daring overtake, but anyone who truly loves F1 knows that the driver is just the tip of the spear. I am not discounting the raw talent of a driver. Formula 1 drivers are among the most skilled athletes in the world. But talent doesn’t stop at the steering wheel. Behind every win is a symphony of coordination including a high performing team, engineering genius, strategic brilliance, trust, and seamless execution under pressure. And while standing on the podium is only one person, that person knows it’s the team that wins the race, not just the person behind the wheel.
And that, to me, is the heart of high-performing organizations.
Every Second Counts and So Does Every Person
In Formula 1, the margin for error is measured in tenths of a second. A pit stop that’s half a second too slow can cost a podium. But what amazes me is how many hands, minds, and micro-decisions go into those moments. Mechanics, engineers, strategists, and data analysts all must execute flawlessly. The level of communication, clarity of roles, and psychological safety required is immense.
In many organizations, the “pit stops” look different. They may be product launches, a major pitch, or a strategic pivot. Regardless, the need for precision, adaptability, and trust is just as critical. You can’t win the championship without every department showing up like a world-class pit crew. This is where talent acquisition and development aren’t luxuries; they are strategic imperatives.
Culture in the Garage
F1 teams that win consistently have something intangible that goes beyond raw talent or budget. They have culture. Watch how Red Bull fosters creativity in problem-solving or how Mercedes consistently debriefs and iterates, win or lose. These teams don’t just talk about feedback loops, they live them.
That culture doesn’t happen by accident. It’s built intentionally through clear values, aligned leadership, and systems that allow people to take ownership and recover from mistakes quickly. As a leader, I’m constantly asking: How do I create a “garage” where my team feels safe to speak up, challenge the strategy, or bring a bold new idea to the table?
Driving Toward a Shared Goal
When an F1 team is in sync, you can feel it. The radio chatter is efficient. The strategies adapt in real time. There’s alignment because everyone knows the mission. That’s what great leadership and team development are all about. You’re not micromanaging each gear change; you’re building the ecosystem where the driver can push to the limit, knowing the team has their back.
In my work, I strive to help leaders and teams tap into that same clarity and cohesion. Because when your team has the right structure, relationships, and rhythm, your chances of “winning the race” multiply.
Final Lap
Formula 1 is a reminder that excellence is never accidental. It’s engineered. It’s practiced. It’s earned. After a win, the first thing the driver does is jump into the arms of his team and thanks them. A reminder of what a good leader does.
In business, just like in racing, the fastest way forward is with a team that’s firing on all cylinders. As the car speeds across the finish line, remember, it takes a whole team to make the win possible.
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