{"id":10859,"date":"2022-07-06T09:00:00","date_gmt":"2022-07-06T09:00:00","guid":{"rendered":"https:\/\/leadersinsport.com\/performance-institute\/?post_type=article&#038;p=10859"},"modified":"2025-12-15T05:11:33","modified_gmt":"2025-12-15T05:11:33","slug":"intelligence-debrief-june-2022","status":"publish","type":"article","link":"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/","title":{"rendered":"Intelligence Debrief &#8211; June 2022"},"content":{"rendered":"<!-- blocks\/hero-editorial -->\n<!-- inc\/hero-editorial -->\n<div class=\"hero es-hero__editorial hero--var-1\" role=\"banner\">\n\t<div class=\"hero__image\" style=\"background-image: url(https:\/\/leadersinsport.com\/app\/uploads\/sites\/2\/2022\/07\/GettyImages-1404845876-scaled.jpg);\">\n\n\t\t<div class=\"hero__overlay grad-overlay content-bottom\">\n\t\t\t<div class=\"container\">\n\n\t\t\t\t<div class=\"hero__content\">\n                    \n\t\t\t\t\t<div class=\"hero__content__inner\">\n\t\t\t\t\t\t                            <p class=\"es-label es-label--md\">\n                                6 Jul 2022                            <\/p>\n                        \t\t\t\t\t\t<a href=\"https:\/\/leadersinsport.com\/performance-institute\/articles\" class=\"theme-dark hero__back-link back-link es-label es-label--sm\">\n\t\t\t\t\t\t\t<span class=\"icon icon--md icon--arrow-left\"><\/span>Articles<\/a>\n\n\t\t\t\t\t\t<h1 class=\"hero__title\">Intelligence Debrief &#8211; June 2022<\/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    <section class=\"es-section theme-light hero__sidebar-wrapper container\">\n        <div class=\"hero__sidebar\">\n                            <div class=\"category-list\">\n                  <div class=\"es-label es-label--sm\">Category<\/div>\n                  <a href=\"https:\/\/leadersinsport.com\/performance-institute\/category\/leadership-culture-performance\/\" rel=\"tag\">Leadership &amp; Culture<\/a>                <\/div>\n                            <div class=\"share-list\">\n                  <div class=\"es-label es-label--sm\">Share<\/div>\n                  <a href=\"https:\/\/www.facebook.com\/sharer\/sharer.php?u=https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/\">Facebook<\/a>\n                  <a href=\"https:\/\/twitter.com\/intent\/tweet?url=https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/&#038;text=Intelligence Debrief - June 2022\">Twitter<\/a>\n                  <a href=\"mailto:?subject=Here's a Leaders In Sport article for you &amp;body=Check out this article: Intelligence Debrief - June 2022. https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/\">Email<\/a>\n                  <a href=\"#copyLink\" id=\"copyButton\" class=\"copy-link-clipboard\">Copy Link<\/a>\n                  <div id=\"textToCopy\" class=\"font-hidden\">https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/<\/div>\n                <\/div>\n                    <\/div>\n    <\/section>\n\n\n<!-- blocks\/section -->\n<section\n  class=\"es-section flexible-section  text-only theme-light\"\n    >\n                <div class=\"container\">\n                                    <div class=\"bg-striped-pattern__inner section-padding-top section-padding-bottom\">\n                <div class=\"es-section__inner col-parent col-parent--stack-sm\">\n                                            <div class=\"es-section__sidebar es-section__sidebar--sticky col col--12 \">\n                                                            <p class=\"es-section__label es-label es-label--md\">A summary of key learnings from Leaders Performance Institute members across the month of June.<\/p>\n                            \n                            \n                            \n                                                            <div class=\"es-section__text content-area\">\n                                    <p><h6>By Sarah Evans &amp; Luke Whitworth<\/h6>\n<h6>Another month draws to a close, so it\u2019s time to review some of the key learnings from across the Leaders Performance Institute in June, including our third Leaders Meet event on Performance Pathways.<\/h6>\n<p>We\u2019ve once again had a series of thought-provoking roundtable discussions and we\u2019ve thoroughly enjoyed connecting great people in the network to one another. We hope that you are enjoying these interactions with your peers in the network.<\/p>\n<p>To continue the trend from earlier months in the year, we want to share with you, our valued Performance Institute Members, what is going on across our different learning interactions and the key learnings and challenges being presented across the network. We hope this keeps you on the pulse with contemporary thinking across the high performance space and provides you with some inspiration to engage with the variety of opportunities on offer through your membership.<\/p>\n<p>So what really stood out to us in June? Here, we outline the key takeaways from across a number of the sessions.<\/p>\n<p><strong>Leaders Meet: Performance Pathways<\/strong><\/p>\n<p>The focus of our third Leaders Meet of 2022 was around the dynamics of performance pathways and how to effectively manage the transitions of the athletes throughout. More than 50 members gathered at the home of English football, St George\u2019s Park, to connect, learn and share insights. Here are our key takeaways from the day.<\/p>\n<p>Effective transitions:<\/p>\n<ul>\n<li>There are two elements to a transition: performance-ready, what are the demands of that next stage, do you have the tools to be able to step up? Person-ready, have you got the personal skills, are you ready for the lifestyle change? Are you personally ready? You often see one or the other.<\/li>\n<li>We prepare them well for the anticipated change, especially making them performance-ready. But often what we don\u2019t spend enough time on is preparing them for the unanticipated transitions which inevitably will happen, and these are often the person-ready skills.<\/li>\n<li>\u2018Prepare the child for the path and not the path for the child\u2019.<\/li>\n<\/ul>\n<p><a href=\"https:\/\/www.amazon.co.uk\/4-Stages-Psychological-Safety\/dp\/1523087684\/ref=sr_1_1?keywords=4+stages+of+psychological+safety&amp;qid=1656587343&amp;s=books&amp;sprefix=4+stages+o%2Cstripbooks%2C48&amp;sr=1-1\">Four stages of psychological safety:<\/a><\/p>\n<ol>\n<li>Inclusion safety: I feel valued and a sense of belonging. Safe to be myself. This is a pre-condition for the other three.<\/li>\n<li>Learner safety: I feel safe to ask questions, seek guidance ask for help, admit mistakes, and be vulnerable.<\/li>\n<li>Contributor safety: I feel safe to share my ideas, and trusted to act on my initiative.<\/li>\n<li>Challenger safety: I feel safe to challenge the status quo.<\/li>\n<\/ol>\n<p>Six ways we can increase psychological safety:<\/p>\n<ol>\n<li>Build trust and belonging.<\/li>\n<li>Put it on the table \u2013 discuss it.<\/li>\n<li>Model openness and honesty.<\/li>\n<li>Make it easy to speak up.<\/li>\n<li>Praise it.<\/li>\n<li>Constructively challenge fixed positions.<\/li>\n<\/ol>\n<p>Coach and Player Development:<\/p>\n<ul>\n<li>Create a personalised and connected experience: we know the power to individualised approaches, but to elevate this to the next level, how are you connecting this to the experience players or coaches face? Individual relationships are a key component of this (who, self, how, what).<\/li>\n<li>The FA\u2019s approach to development: the general rule of thumb for the organisation\u2019s development approach is 70:20:10. As people involved in developing talented coaches or players, you\u2019d expect to see our work somewhere in and around the 20 or 10 section. This is why context and experiences outside of this around important to consider.<\/li>\n<li>If we are only with them for 10-20% of their time, how can you influence and add value for them in that short space of time? You get trust in consistency and competence. How are you adding value to a player or a coach? \u2018Bring a gift\u2019 to add value to them.<\/li>\n<\/ul>\n<p><strong>Influencing ED&amp;I in high performing environments<\/strong><\/p>\n<p>A topic which has come up a number of times as an area of focus or improvement for many of the teams in our membership is how to create more inclusive environments, especially in high performance sport. In this topic-led virtual roundtable we had a great conversation about what many of our members were currently doing to promote ED&amp;I within their environments and areas which they were finding challenging.<\/p>\n<p>Here are some of the ways in which are members our implementing ED&amp;I work, and some of the challenges they are facing:<\/p>\n<p>Four key practices our members are currently implementing:<\/p>\n<ol>\n<li>Collecting data in the first instance is key. Understanding the feeling around the club and how to create an inclusive culture. We ran surveys, and were able to break them down by area and demographic. We could understand what areas need training around inclusivity. We conducted exit interviews, and we able to understand unconscious bias.<\/li>\n<li>Having inclusion as the basis is key. If you can become more inclusive, diversity is a consequence. Whereas, if you start with diversity, we found it actually made it more divisive and grouped people too much. Understand what you need to do to create an inclusive culture; you can have the diversity but if the inclusion isn\u2019t there, you won\u2019t keep the diverse talent.<\/li>\n<li>We identified that only 12% of coaches were female, and so thought \u2018well, why do we need females?\u2019 We conducted interviews to prove the performance benefit of diverse coaching and leadership and 72% of the women interviewed were strongly influenced by a female mentor. Therefore we proved there was a need for more female coaches as a performance gain and this evidence was key in securing more funding for diverse coaching.<\/li>\n<li>Learning from the lived experiences of underrepresented players or coaches has been a really powerful way of growing and developing in this space. We believe it is \u2018learning not training\u2019. Often people\u2019s thought is \u2018we need training in this\u2019 but actually we need to learn about it. Using lived experience can have a bigger impact than just going through paid training.<\/li>\n<\/ol>\n<p>Three main challenges:<\/p>\n<ol>\n<li>We are very conscious of trying to solve a problem we\u2019re not experiencing \u2013 \u2018don\u2019t mark our own homework\u2019. We need people who are genuinely going through these challenges to help us understand them better rather than just assuming we know them. The risk is that we treat EDI as one thing rather than unpacking what it really is, and why you are going about a specific area. It is not a box-ticking exercise \u2013 we need to be strategic in what we go after and why.<\/li>\n<li>Being \u2018colour blind\u2019 \u2013 the notion that this might be a negative because you can\u2019t see the discrimination because you don\u2019t discriminate. We need to talk to those being discriminated against to understand what it is like for them. It\u2019s often not overt racism, but white normative, and we almost reinforce it by talking about the \u2018other\u2019, and so we need to be guarded against that.<\/li>\n<li>We have found it hard with the dataset that we currently have based on how we collect data. If the pool of data isn\u2019t diverse, does it help? We are using focus groups to help clarify the position and where thinking is going. What data do you collect and how do you use it?<\/li>\n<\/ol>\n<p><strong>Performance Support Series with Edd Vahid: Synchronising Player and Coach Development: Session 2<\/strong><\/p>\n<p>This was session two of a three-part series with one of our Performance Advisors, the Assistant Academy Director at Southampton FC, Edd Vahid. In session one, Edd spoke about understanding the challenge when thinking about the transitions for young players coming through the performance pathway, and how coaches could help to get the best out of their athletes within this process. He began session two recapping some of the key information from the previous session, then focused on how best to support the players and coaches with this challenge.<\/p>\n<p>Supporting the Challenge:<\/p>\n<p>Micro (Academy) &amp; Meso (First Team) perspective. Focus on the tension between the Academy and First team, and how to balance the development of youth versus success in the immediate.<\/p>\n<ul>\n<li>Requirement for a clear and agreed vision<\/li>\n<li>The existence of trust and empathy \u2013 \u201cIf we choose one action in preference to another, despite the possibility of being disappointed, we are trusting\u201d (Meyer and Ward). Trust between the Academy and First Team environment is critical.<\/li>\n<li>Aligned processes responsive to the individual needs. People develop at different rates, how can the system accommodate this?<\/li>\n<\/ul>\n<p>Areas of future interest:<\/p>\n<ol>\n<li>Does cohesion \/ squad stability act as a catalyst for Academy player development?<\/li>\n<li>How can you (more effectively) manage the tension between subcultures in the same organisation?<\/li>\n<li>What competition would enhance the trust invested in young players?<\/li>\n<\/ol>\n<ul>\n<li>Enhancing the player \/ athlete transition rates is complex.<\/li>\n<li>Multiple interacting factors contribute to success.<\/li>\n<li>Opportunities to improve provision in:\n<ul>\n<li>Assessment<\/li>\n<li>Development Initiatives<\/li>\n<li>Competition<\/li>\n<li>Ongoing support<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><strong>Athlete Development: Practices and Technologies Making the Most Impact<\/strong><\/p>\n<p>No matter the field of expertise within high performing environments, everyone is on a quest to develop talent. This session is applicable to the realms of physiology, psychology and technical skills, and no matter what the discipline, a key question is, \u2018how do we get the best out of our athletes?\u2019 The aim of this session was to explore talent development, understand how our members are approaching this vast topic, and what practices or technologies they are implementing that are having the biggest impact.<\/p>\n<p>Here are the five key points that stood out for us from this session:<\/p>\n<ol>\n<li>Athlete management systems have been a big area of focus. Creating a profile for the athletes, that is holistic and pulls together all the relevant information into one place so that anyone can see everything that they need to know. This then can also tie into the performance measures, and look at trends and how they are improving. This will help to develop talent but also give a clear picture to multiple stakeholders.<\/li>\n<li>Generally we understand what talent is, but how can we differentiate between talent and future potential, and understanding what it is to be talented and making the step to delivering on what your potential is? This then means understanding the person becomes crucial; what their motivations are, their family profile, how they interpret information etc. They might be talented right now but we\u2019re interested in will they be able to deliver in 8\/10 years\u2019 time and thinking about what barriers they might have to overcome in the process, and can they plan for this and test to see if they would be able to overcome some of the barriers?<\/li>\n<li>Developing the person not just the player. We absolutely have to invest time, care and attention to each player. The challenge is to give such detail to so many people, but if we want to be the world\u2019s best, that\u2019s the aim.<\/li>\n<li>Self-awareness and identity \u2013 how can we create meaning to the physical tests and attach these to their developing identity as people and athletes? How can we then align these to specific mental attributes required for certain game styles? This can help them understand why they train a certain way based on the testing and based on their identity, and how we are moving them closer to that.<\/li>\n<li>Athlete engagement \u2013 the increased need for rationalisation, explanation and justification, and the implication of this on coaching. Adapting our performance style to be more aligned to the needs of the new generations. Opportunity for helping athletes to become more self-aware and more effective learners.<\/li>\n<\/ol>\n<p><strong>Community Group Calls<\/strong><\/p>\n<p>Our Community Group conversations bring together Leaders Performance Institute Members with similar job functions and challenges. This month, the groups tackled some current areas of interest they have that are related to the day-to-day job. Below are some headlines and thoughts that came out of some of those discussions:<\/p>\n<p>High Performance Science Group:<\/p>\n<ul>\n<li>Talent ID: there has been a shift in talent identification and the signing of new talent. We are beginning to sign and work with athletes we don\u2019t know much about. How can we try to investigate further and get more knowledge around their lifestyle management, and what skills they have in order to succeed?<\/li>\n<li>Different cultures: we are picking up athletes from all parts of the world so we are looking at bridging the gaps of people from different cultures coming into the environment and how we should adapt some of our processes to align to their cultural norms.<\/li>\n<li>Performance lifestyles: more work around performance lifestyle support tends to be aligned to our athletes (cultural differences) but we are now starting to explore the coaches\u2019 understanding of these cultural differences. Understand what their culture is before making decisions and comparisons against your more traditional group.<\/li>\n<li>Agility: a lot of frameworks don\u2019t necessarily allow for agility in the future. Longevity is often the issue with anything strategic. How can we ensure we are heading in the right direction despite significant changes?<\/li>\n<li>Going beyond the technical: across the conversations it became clear that we are becoming more acutely aware that a lot of evolutions and current thinking is away from the delivery of our practice. There is the next level of management, those who liaise with those making decisions, and we need to educate them on what needs to be done.<\/li>\n<\/ul>\n<p><strong>\u00a0<\/strong>Performance Director Group: evaluating systems and programmes<\/p>\n<ul>\n<li>Communication around evaluation process: language. How are you selling the evaluation? How you sell it changes the perception of the whole process. It can\u2019t be seen as you standing there as the \u2018evaluator\u2019 where everyone is on their best behaviour and then when you step away it goes back to normal. Catch people when they are going through the day-to-day.<\/li>\n<li>Questioning the outcome: questions such as \u2018why did we get there?\u2019 versus \u2018how did this happen?\u2019 or \u2018who did this\u2019? Dial in on the process as opposed to who made the decisions. On the front end, have you decided on what we are being evaluated for? What are we going to evaluate as we set out on this process? Have we aligned resources and expectations for this?<\/li>\n<li>Outcome measure: we are guardians of learning and taking people on a journey and guided discovery \u2013 find the opportunities, experiences and capabilities to influence behaviour. Think about \u2018the learning edge\u2019 \u2013 can you take that evaluation and make every day a learning day and be at the learning edge for your organisation, so you are adding value every day and operating at the edge of your comfort zone so you have growth.<\/li>\n<li>Don\u2019t be married too much to the process: it needs to be the servant and not the master. We could have a good outcome or a bad outcome and it not necessarily be tied to the process.<\/li>\n<li>Review with clear heads: by the end of the season, most of us are absolutely wiped. A good team puts the time in to review with clear heads which can be a big challenge.<\/li>\n<\/ul>\n<p><strong>\u00a0<\/strong>Talent Pathways &amp; Development Group: learning from music around talent development<\/p>\n<ul>\n<li>Diversifying training: the RCM are trying to diversify the types of training they are offering \u2013 it is very student to person centric. The school is looking at how they develop a team around the musician, with the aim of the individual musician being able to replicate that support network once they have graduated.<\/li>\n<li>Practice versus performance: when students join, they believe that performance is essentially an extension of practice \u2013 spend more time in the practice room, all will be well on the night. There can be a misunderstanding around how these environments differ physically, socially and psychologically.<\/li>\n<li>Debriefing: in music, when students debrief it immediately goes to a negative deficit mindset (wrong note etc) \u2013 they don\u2019t necessarily think about in larger terms i.e. the mindset going into the performance, areas of focus at key points, not being present etc. This helping to support more of a holistic understanding of what goes into optimal performance. The key focus for RCM here is equipping students with self-regulating learning abilities.<\/li>\n<li>Utilising technology: the RCM developed a performance simulator, taking inspiration from the work in medicine where simulation are used. Specifically, the RCM looked at sequential (recreating the steps of the processes) and distributed (recreate a performance environment with key elements) simulation. Through evaluation, recreating these steps and dropping in the right cues throughout these steps, performers fill in the rest. It\u2019s been a good source for performers also being able to control performance anxiety better, as well as how they prepare for different phases in the process.<\/li>\n<li>Needs of students: how is the curriculum evolving? There is greater awareness and openness of physical and mental health problems. Students are wanting more support. The RCM are also finding that students are being expected to be guided and directed much more \u2013 this can create tensions as the RCM want them to be self-directed.<\/li>\n<\/ul>\n<\/p>\n                                <\/div>\n                            \n                            \n                            \n                                                    <\/div>\n                                        <div class=\"col visibly-hidden col--flex-align-right\">\n                                            <\/div>\n                <\/div>\n            <\/div>\n        <\/div>\n        <\/section>\n","protected":false},"excerpt":{"rendered":"","protected":false},"featured_media":10861,"menu_order":0,"template":"","categories":[20],"pathway":[],"topic":[],"sport":[],"class_list":["post-10859","article","type-article","status-publish","has-post-thumbnail","hentry","category-leadership-culture-performance"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Intelligence Debrief - June 2022 - Performance Institute<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Intelligence Debrief - June 2022 - Performance Institute\" \/>\n<meta property=\"og:url\" content=\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/\" \/>\n<meta property=\"og:site_name\" content=\"Performance Institute\" \/>\n<meta property=\"article:modified_time\" content=\"2025-12-15T05:11:33+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/leadersinsport.com\/app\/uploads\/sites\/2\/2022\/07\/MicrosoftTeams-image-1.png\" \/>\n\t<meta property=\"og:image:width\" content=\"700\" \/>\n\t<meta property=\"og:image:height\" content=\"350\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/\",\"url\":\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/\",\"name\":\"Intelligence Debrief - June 2022 - Performance Institute\",\"isPartOf\":{\"@id\":\"https:\/\/leadersinsport.com\/performance-institute\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/leadersinsport.com\/app\/uploads\/sites\/2\/2022\/07\/MicrosoftTeams-image-1.png\",\"datePublished\":\"2022-07-06T09:00:00+00:00\",\"dateModified\":\"2025-12-15T05:11:33+00:00\",\"breadcrumb\":{\"@id\":\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/#primaryimage\",\"url\":\"https:\/\/leadersinsport.com\/app\/uploads\/sites\/2\/2022\/07\/MicrosoftTeams-image-1.png\",\"contentUrl\":\"https:\/\/leadersinsport.com\/app\/uploads\/sites\/2\/2022\/07\/MicrosoftTeams-image-1.png\",\"width\":700,\"height\":350},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-june-2022\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/leadersinsport.com\/performance-institute\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Intelligence Debrief &#8211; 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