The team conducts immediate "hot debriefs" for quick learning within a thick-skinned culture focused on improvement, not blame. "Cold debriefs" happen later, allowing emotions to cool for more strategic conversations after a high-pressure event.
McLaren's CEO, Zak Brown, admits he doesn't understand the complex aerodynamics his engineers work on. Instead, he adds value by assessing their credibility—seeing if they deliver on promises, if their predictions are accurate, and if they backtrack under pressure.
Recognizing that the vast majority of its fanbase will never see a race in person, McLaren invests heavily in bringing the experience to them. This includes large-scale free public events and ensuring drivers are accessible, turning passive viewers into active community members.
Zak Brown's first move at the struggling McLaren F1 team was to overhaul the leadership team, bringing in fresh blood to create alignment before tackling technical or commercial issues. This established a new, winning culture from the top down.
Passion is the driving force, but it becomes destructive when it turns into uncontrolled emotion. McLaren's CEO Zak Brown advises leaders to avoid making critical decisions in emotionally charged moments, instead waiting to regain composure for a more rational approach.
Unlike teams with a clear #1 driver, McLaren pairs two elite drivers who compete directly. This internal rivalry forces both to find new levels of performance, provides richer feedback for car development, and boosts the team's overall championship chances.
McLaren's CEO Zak Brown re-frames leadership as a service function. His primary job is to ensure his 1,400-person team has the tools, funding, and motivation to succeed. He sees himself as one employee whose responsibility is to "keep them all fed and hungry."