Rich Diviney Shares a SEAL’s Perspective on Building High Performing Teams
On this episode of Redefining Work, I’m joined by Rich Diviney, retired U.S. Navy SEAL officer, author, and founder of The Attributes. Throughout his 20-year career, which includes leading SEAL Team Six selection, Rich developed a deep understanding of leadership, team dynamics and human performance. In this episode, we dive into Rich’s belief in the role of attributes over skills in determining success, his philosophy on building high performing teams and how mastering uncertainty takes performance to the next level.
The Navy SEAL selection process isn’t about physical endurance, Rich says — although that’s a widely held misconception. “People think SEAL training is about the physical stuff, and it's actually not,” he says. “The physical stuff is simply a vehicle by which they get you to the mental stuff.”
So what does the Navy SEAL selection process test, then?
Mental resilience, Rich says.
That’s a topic Rich has explored at length — and a principle he believes translates extremely well to a business environment. Listen in as Rich shares his take on the importance of building resilient, high-performing teams.
You can also listen to/share the episode directly from any of these channels: Apple Podcasts | Spotify | YouTube Music
The Critical Difference Between Skills and Attributes
Rich underscores a key distinction between skills, which are learned, and attributes, which are intrinsic traits that determine behavior in challenging situations. Skills can be taught, but attributes are deeper, innate qualities that can only be revealed under stress.
It’s a concept Rich became extremely familiar with during his training. “You have to have the grit, the mental acuity, the drive — all those attributes to actually push through when they take you down to zero,” he says. In the world of high-performing teams, these attributes define how individuals contribute to success, especially when the pressure is on.
In his post-SEAL work with organizations, Rich applies this framework to business by helping leaders identify the attributes essential for their teams’ success. He points out that many companies make the mistake of hiring for skills without evaluating key traits like resilience or adaptability.
“If we fall into the trap of hiring for just skill, we're at risk of creating what I call the ‘dream team paradox,’” Rich says. “In other words, you find all the best people … And what happens usually is they're really good when things are going well — but as soon as things don't go well, the team turns toxic because you haven't taken the time to work on and look at the way they interact with each other.”
The Secret to Building High Performance Teams
Another fundamental insight Rich absorbed from his time as a Navy SEAL is the concept of dynamic subordination, a non-hierarchical approach where leadership roles shift fluidly based on who is closest to a problem. In dynamic teams, the most capable person in a given moment takes charge, regardless of their rank.
“The dynamic subordination model allows for a team to understand that we all have a responsibility to lead at some point. We have to be ready to step up when it's our turn, and then step back into support when it's not our turn,” Rich says. “And that's how a team plays the long game of high performance.”
This flexible model can be transformative in corporate environments, encouraging teams to break down rigid hierarchies and foster collaboration. The key is cultivating trust and humility within the team, so that everyone is prepared to lead and follow as needed. For leaders, this requires the ability to step back and recognize when their teammates are better suited for the task at hand — a trait often overlooked in traditional management structures.
Don’t Be Afraid to Move the Goal Forward
Rich believes that mastering uncertainty is a key to thriving under pressure. As humans, we feel safest when we have knowledge of three key elements of our surroundings.
“Duration: how long is this going to take? Pathway: what's my route in or out? And then outcome: what's the end state?” he says. “If we are in absence of one or more of those three things, we begin to feel stressed and anxious.”
Rich’s solution is a process he calls “moving horizons,” which involves breaking large, overwhelming tasks into small, manageable actions. Each action creates a dopamine reward that reinforces progress and keeps stress in check.
This technique can be applied in everyday situations, from business challenges to personal crises. Whether navigating a chaotic work project or dealing with a personal setback, Rich’s advice is to focus on what you can control in the moment. “It's the neurological equivalent of eating the elephant one bite at a time,” he says. “We can do that in any environment of uncertainty.”
By focusing on intrinsic attributes over learned skills, adopting dynamic subordination and practicing mental resilience, we can all learn to navigate uncertainty and excel under pressure.
People in This Episode
Rich Diviney: LinkedIn
Resources
The Attributes Assessment - Enter REDIFININGWORK15 for a 15% discount
Watch the Full Episode Below
