{"id":1010,"date":"2019-11-15T00:00:00","date_gmt":"2019-11-15T00:00:00","guid":{"rendered":"https:\/\/leadersinsport.com\/performance-institute\/reports\/lessons-from-leaders-day-two-at-the-leaders-sport-performance-summit-london-2019\/"},"modified":"2025-12-15T05:12:26","modified_gmt":"2025-12-15T05:12:26","slug":"lessons-from-leaders-day-two-at-the-leaders-sport-performance-summit-london-2019","status":"publish","type":"article","link":"https:\/\/leadersinsport.com\/performance-institute\/articles\/lessons-from-leaders-day-two-at-the-leaders-sport-performance-summit-london-2019\/","title":{"rendered":"Lessons from Leaders: Day Two at the Leaders Sport Performance Summit, London 2019"},"content":{"rendered":"\n\n
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\n Nov 15, 2019 <\/p>\n \t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/span>Articles<\/a>\n\n\t\t\t\t\t\t

Lessons from Leaders: Day Two at the Leaders Sport Performance Summit, London 2019<\/h1>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n \n\t\t\t<\/div>\n\t\t<\/div>\n\n\t<\/div>\n<\/div>\n
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As the winter sun sets on another Leaders Sport Performance Summit, we can look back on two and a half days\u2019 worth of insights, stories, inspiration and a sense of purpose in taking the high performance space forward for the better.<\/p>\n

From Red Bull, Harlequins, NY Giants, Manchester City, EIS, Brisbane Lions, Arsenal, USA Swimming, Hockey Australia, The FA and Minnesota Timberwolves in sport, blended with lessons from Imperial College London, Google, Royal Military Academy Sandhurst a best-selling author and a world renowned storyteller outside of sport, we’ve covered a fair amount of ground over the last few days. Thanks to all of the speakers for sharing their wisdom. We hope you’ve enjoyed it as much as we have.<\/p>\n

Check out all the key takeaways from Day two of The Sport Performance Summit, London 2019 below.<\/p>\n

Read Day two and looking for Day one? Click here<\/a>.<\/p>\n

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Thanks to our partners and sponsors – Keiser, SAP, Platypus Neuro, Sports Interactive, NSF and St. George\u2019s Park and all the exhibitors. It’s a pleasure as always to be associated with your forward thinking organisations.<\/p>\n

Thanks to the team at our new home here at HQ, Twickenham Stadium, for helping to make this happen.<\/p>\n

Finally, thanks to you, our members and attendees. Our host Michael Caulfield (who did a brilliant job I\u2019m sure you\u2019ll agree) opened the event with the quote \u2018It\u2019s all about people’. A powerful and fitting thought, because you, the <\/em>people, made the last few days a pleasure with your energy, your wisdom and your time. So thank you from all of us at Leaders for that.<\/p>\n

All sessions will be available to watch back online next week, and the behind the scenes podcast drops tomorrow.<\/p>\n

But for now, safe travels and good luck until the next time we speak. Where are we next? Here\u2019s where<\/a><\/strong>.<\/p>\n

See you in 2020!<\/p>\n

The Leaders Team<\/p>\n

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Session 1:<\/u><\/strong><\/p>\n

Rebel Ideas: The Power of Diverse Thinking (Matthew Syed, Author, Rebel Ideas: The Power of Diverse Thinking)<\/strong><\/p>\n

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  • Fulfilment: Research has shown that when we learn to break out of our echo chambers and embrace our inner diversity of opinion and thought – we become more creative but we also become more fulfilled.<\/li>\n
  • Homophily: People tend to hire people who think like themselves. It is validating to be surrounded by people who share one’s perspectives and beliefs (it makes you feel smarter) – this is how creativity and problem-solving can be stifled.<\/li>\n
  • Reality: Perspective blindness refers to the fact that we often can\u2019t identify our own blind spots. Our modes of thought are so habitual that we scarcely notice how they filter our perception of reality.<\/li>\n
  • Rebel: If you have a culture that encourages new ideas, constructive feedback and dissent, as well as having strong networks through which rebel ideas can flow, you will innovate faster than those cultures that are held back by cultures of intellectual conformity.<\/li>\n
  • Diversity: Having diversity in your organisation is crucial, because the knowledge that you do have (which is of course incomplete) can be challenged.<\/li>\n
  • Fostering cognitive flexibility within an organisation can maximise good talent by allowing creativity to flourish through diversity.<\/li>\n<\/ul>\n

    Session 2:<\/u><\/strong><\/p>\n

    From Rio to Tokyo: The Reviewing & Planning Process Behind Olympic Cycles (Lindsay Mintenko, National Team Managing Director, USA Swimming; Toni Cumpston, High Performance Director, Hockey Australia)<\/strong><\/p>\n

      \n
    • Giving the athletes a different person, other than the coach, to go to for advice on problems is important. We\u2019ve worked a lot around wellbeing on that. It will go back to the coach anyway, of course, but there needs to be that differentiation.<\/li>\n
    • Preparation: We only compete at hockey tournaments throughout the year, but the hardest thing we prepare for is that the Olympics is not just hockey. Lots of superstars, distractions etc. It\u2019s hard to recreate that to prepare.<\/li>\n
    • Cut the bullshit. There are a lot of messages and stats out there. Some good, but some are just distractions and some performance people tend to confuse things. Let\u2019s just be upfront with what we need to know and do.<\/li>\n
    • Never stop looking for innovative growth and improvements ideas. Proactive adaptation in the planning cycle provides that 0.46sec advantages to come out on top. #249days<\/li>\n<\/ul>\n

      Session 3:<\/u><\/strong><\/p>\n

      Long Story Short: Lessons in The Power of Storytelling & World-Class Communication On Team Performance (Clare Muireann Murphy, Internationally Renowned Storyteller)<\/strong><\/p>\n

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      • Story is not just a vehicle for information and knowledge. It\u2019s a vehicle for feeling.<\/li>\n
      • Tell stories: Many neuroscience and business communication studies prove that as a leader, storytelling should not be considered a soft skill, rather it is the most effective way to transmit knowledge.<\/li>\n
      • Less is more: To get your message across effectively don\u2019t overload the story you are telling with content, know when to edit to maximise your impact.<\/li>\n
      • Care: Telling a story activates a number of chemicals in the brain including oxytocin, which develops empathy which builds trust and improves memory retention.<\/li>\n
      • If people care about what you are saying they will remember it more. So show you care, and make them care.<\/li>\n
      • Delivery: How you tell your story can be as important as what you tell. It can be the difference between inspiration and deflation of your team. Get coached on your speaking skills to eliminate vocal tics, help manage nerves, and increase your presence.<\/li>\n
      • Prepare: Delivering a powerful story requires adequate and full preparation. So carve time out to prepare for what you are going to say, as well as a few minutes before you speak to get \u201cin the zone\u201d.<\/li>\n<\/ul>\n

        Session 4:<\/u><\/strong><\/p>\n

        The England Player: Leveraging Data for Decision-Making in the World of Football (Kate Baker, Head of Player Insights, The Football Association)<\/strong><\/p>\n

          \n
        • Consider the critical signs or experiences that you might see in players that could tell you when a player is ready to progress along the pathway. What are these signs?<\/li>\n
        • Performance improvement = errors and uncertainty + insights. (Source: Gary Klein, Seeing What Others Don\u2019t, 2013)<\/em><\/li>\n
        • Explore the trends that can be identified around team experiences, that may impact the development journeys of players who go on to be very successful.<\/li>\n
        • What are the factors that need to be in place to enable effective transition?<\/li>\n
        • As a leader, do you as an organisation have clarity on what skills, attributes and experiences are required to be an effective player in your team? And specifically, in their respective positions and roles? This also impacts how you identify future talent and how you recruit.<\/li>\n
        • Talent ID comes from exploring core player insights and being open to understanding new data streams that are becoming increasingly available. Always be curious.<\/li>\n<\/ul>\n

          Session 5:<\/u><\/strong><\/p>\n

          Innovation Forum: Where are our biggest opportunities to innovate in high performance in 2020?<\/strong><\/p>\n

          The Brain, The Team, The Numbers<\/strong><\/p>\n

          (Tom Nugent, VP of Elite Performance, Platypus Neuro; Dave Reddin, Head of Team Strategy & Performance, The Football Association; Robby Sikka, VP of Basketball Performance, Minnesota Timberwolves)<\/strong><\/p>\n

            \n
          • Every brain is a little bit different, so you have to treat every person a little bit differently. We think about this physically, so we should do it with the brain too.<\/li>\n<\/ul>\n
              \n
            • \u201cWhere others may take \u2018perfect\/clean science\u2019 and try to apply it directly to a team context, we believe there is risk and limitation of that thought process due to not acknowledging a vital part of planning. Our job is not to apply the science but to make sure HOW<\/u> the science is applied has a positive impact & influence on\u201d<\/li>\n
            • Data, Positivity, Communication:<\/u> Know our athletes better than they know themselves.<\/li>\n
            • Winning, Optimization, Fulfillment<\/u> are the result of doing things the right way.<\/li>\n
            • \u201cKnowing what you don\u2019t know is more useful than being brilliant. Acknowledging what you don\u2019t know is the dawning of wisdom.\u201d<\/li>\n
            • \u201cShow me the incentives and I will show you the outcome. If you have a dumb incentive system, you will get a dumb outcome\u201d<\/li>\n
            • \u201cWhen you have something that you know is true, even over the long term, you can afford to put a lot of energy into it\u201d<\/li>\n<\/ul>\n
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