{"id":12904,"date":"2022-10-06T16:17:31","date_gmt":"2022-10-06T16:17:31","guid":{"rendered":"https:\/\/leadersinsport.com\/performance-institute\/?post_type=article&#038;p=12904"},"modified":"2025-12-15T05:11:28","modified_gmt":"2025-12-15T05:11:28","slug":"intelligence-debrief-september-2022","status":"publish","type":"article","link":"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-september-2022\/","title":{"rendered":"Intelligence Debrief &#8211; September 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\/10\/GettyImages-1423507364-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 Oct 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; September 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-september-2022\/\">Facebook<\/a>\n                  <a href=\"https:\/\/twitter.com\/intent\/tweet?url=https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-september-2022\/&#038;text=Intelligence Debrief - September 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 - September 2022. https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-september-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-september-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 September.<\/p>\n                            \n                            \n                            \n                                                            <div class=\"es-section__text content-area\">\n                                    <p><h6>By Luke Whitworth &amp; Sarah Evans<\/h6>\n<h6>As we move into the final quarter of the year, we have taken the time as always to review some of the key learnings and conversations that our Leaders Performance Institute members have participated in throughout the month of September.<\/h6>\n<p>There also remains plenty of opportunity to join us throughout the remainder of 2022 \u2013 most notably with our Leaders Sport Performance Summit on the 15-16 November \u2013 we look forward to seeing you there.<\/p>\n<p>We hope our key takeaways help to keep you on the pulse with contemporary thinking across the high performance space and provide you with the inspiration to engage with the variety of benefits on offer through your membership.<\/p>\n<p>Below are some of the threads of conversation that stood out to us in September.<\/p>\n<p><strong>Leaders Meet: Interdisciplinary Performance Support<\/strong><\/p>\n<p>The focus of our fifth Leaders Meet of 2022 was around the topic of interdisciplinary performance support. Performance Institute members gathered at Loughborough University to connect, learn and share insights. Here is a selection of our <a href=\"https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-meet-interdisciplinary-performance-support-the-key-takeaways\/\">key takeaways<\/a> from the day:<\/p>\n<ul>\n<li>What is high performance? It\u2019s important to pay attention to both words, and inevitably it means to be better than everyone else, and to be able to sustain it. You need three ingredients to operate at a high performance level: quality of people, alignment to a vision, and to be less dysfunctional than your opposition.<\/li>\n<li>Interdisciplinary support is all about cohesion.<\/li>\n<li>Ultimately you want cohesion so you can enhance the player experience. When you think about problem solving, often there\u2019s not one problem that is wrong, so why would there only be one solution?<\/li>\n<li>Don\u2019t underestimate the value of having the athlete in conversations about their development with the other practitioners. They need to understand the bigger picture and also the process.<\/li>\n<li>When you have diverse thinking, you\u2019re more likely to find the best solution.<\/li>\n<\/ul>\n<p><strong>Virtual Roundtables<\/strong><\/p>\n<p>As usual, three virtual roundtables took place in the month of September \u2013 one topic-led conversation focused on <a href=\"https:\/\/leadersinsport.com\/performance-institute\/articles\/are-you-doing-enough-to-foster-collaboration-within-your-interdisciplinary-teams\/\">Fostering Collaboration<\/a>. We also engaged in the second session of our third and final Performance Support Series of the year \u2013 Leaders Performance Institute Performance Advisor Dr David Fletcher continued to develop some our thinking around <a href=\"https:\/\/leadersinsport.com\/performance-institute\/articles\/what-steps-can-you-take-when-your-strategy-does-not-go-to-plan\/\">Evolving Team Culture<\/a> \u2013 the third and final session follows on 20 October. Finally, we had our third Member Case Study with Dan Jackson, the Head of Leadership &amp; Culture at the Adelaide Crows, centred on the topic of <a href=\"https:\/\/leadersinsport.com\/performance-institute\/articles\/what-steps-are-you-taking-to-ensure-your-culture-keeps-evolving\/\">environmental profiling<\/a>.<\/p>\n<p><strong>Environmental Profiling<\/strong><\/p>\n<p>Dan Jackson kicked us off with an evolved definition of culture, a preference of his : \u201cculture is a reflection of how a consistent group of people behave in a particular environment over time\u201d. Hopefully this has got you thinking about how you define and articulate culture.<\/p>\n<p>When thinking about analysing a culture or profiling an environment, Jackson encouraged members to consider these three pillars:<\/p>\n<ol>\n<li><strong>Artifacts:<\/strong> the phenomena that one sees, hears, and feels. For example, trophies, medals, kit. Anything you can capture with a photo.<\/li>\n<li><strong>Exposed beliefs and values:<\/strong> strategies and goals, i.e. mission. Philosophies and values, i.e. vision. Sometimes these can just go up on a wall and simply be words \u2013 how can you bring these to life? It is about people\u2019s behaviour, and something you could see on video.<\/li>\n<li><strong>Underlying assumptions:<\/strong> unconscious, taken-for-granted beliefs, perceptions, thoughts and feelings. These are mental models and are the ways that people think.<\/li>\n<\/ol>\n<p>Now we\u2019ve thought about profiling culture, what about changing it? Jackson presented another three concepts for us to think about.<\/p>\n<p><strong>Unfreeze<\/strong><\/p>\n<ul>\n<li>Acknowledge the status of the existing culture by presenting the \u2018disconfirming data\u2019 needed to change people\u2019s minds and attitudes.<\/li>\n<li>Changing leadership doesn\u2019t lend itself to sustainable success, it can simply paper over the cracks in the foundations. It is crucial to first look in the mirror to rebuild a culture.<\/li>\n<\/ul>\n<p><strong>Cognitive Restructure<\/strong><\/p>\n<ul>\n<li><strong>Rules and standards of behaviour. <\/strong>These require rewards and punishments to drive results.<\/li>\n<li><strong>Vision and values.<\/strong> What are we trying to achieve and what do we stand for.<\/li>\n<li>Clarity on who we are and what is expected and not expected.<\/li>\n<\/ul>\n<p><strong>Evolve<\/strong><\/p>\n<ul>\n<li>This is continuous.<\/li>\n<li>People and environments are constantly changing and therefore we need to continuously evolve the team culture, whilst staying in touch with the team\u2019s origin story.<\/li>\n<\/ul>\n<p><strong>Fostering Collaboration in High Performance Environments <\/strong><\/p>\n<p>Across this virtual roundtable conversation, we explored the ever-intriguing topic of fostering collaboration and our ability to evolve our collaborative efforts. Some of the key questions addressed the barriers to collaboration, examples of good collaboration in practice, and where the areas of need are for impactful collaboration.<\/p>\n<p>Before getting stuck into the topic, James Morton, Professor of Exercise Metabolism at Liverpool John Moores University, shared with the group six considerations around this topic from his experiences operating in a variety of high performing environments.<\/p>\n<ul>\n<li><strong>A performance culture of collaboration:<\/strong> three core concepts to this: alignment, continual improvement and reflective practice.<\/li>\n<li><strong>Four pillars:<\/strong> taking these three concepts further, there are four key components to allow you to bring these concepts to life.<\/li>\n<li><strong>Vision &amp; mission:<\/strong> be bold, ambitious and inspirational. Create excitement. Over-communicate.<\/li>\n<li><strong>Strategy:<\/strong> be performance-focused. The importance of having a knowledge-to-delivery framework. Behaviour change science.<\/li>\n<li><strong>People:<\/strong> \u2018Podium People\u2019. Winning behaviours. A coaching mindset. Problem solvers. Front line operators.<\/li>\n<li><strong>Delivery:<\/strong> athlete (and staff) performance plans. Alignment of what, when and why. Consistently executing excellence.<\/li>\n<\/ul>\n<p>Here\u2019s three additional points proffered by the group:<\/p>\n<ul>\n<li><strong>The need to collaborate:<\/strong> we push a lot and collaboration is a buzz word. There is a balance between forcing collaboration where it actually doesn\u2019t need to take place and the real need for it. When staff want to be involved in areas that are perhaps a little outside their lanes, it\u2019s often due to a lack of role clarity and not feeling valued in what they are doing.<\/li>\n<li><strong>Be intentional:<\/strong> when thinking about collaboration, think about \u2018when and why?\u2019. Consider this as opposed to forcing collaboration in all areas where everybody is involved in everything \u2013 this can slow things down, make you less innovative, and can prevent people from being heard.<\/li>\n<li><strong>Role modelling:<\/strong> in most organisations, there are people we can point to who are champions of collaboration. Considering putting people who are good as facilitators of conversations and collaboration in roles that can help multiply this \u2013 model expectations.<\/li>\n<\/ul>\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. In September, we focused on some specific themes outlined by two of the groups. Below are two of the topics explored and some accompanying bullet points.<\/p>\n<p><strong>Talent &amp; Player Pathways: Talent Identification \u2013 State of Play<\/strong><\/p>\n<ul>\n<li><strong>Question for consideration:<\/strong> what profile of player\/athlete(s) do you think you are missing and how does that influence talent identification strategies and processes?<\/li>\n<li><strong>The process:<\/strong> the talent identification process is often about iterative learning and evaluation. It\u2019s about being very honest about where we are at and how we learn from that to continually improve. Look at the evidence, try some tactics that you can evaluate to understand their impact. Talent identification can be quite reactive around issues that crop up.<\/li>\n<li><strong>\u2018Mind follows sight\u2019:<\/strong> how are we designing environments and our practices to ensure we are creating the opportunities for people to get better? Often talent can fall into categories where people are just born with certain capabilities that others don\u2019t have. But what we know about brain development is that there is little difference in people\u2019s processing speeds and ability for memory. What <em>is<\/em> different is the ability for \u2018elites\u2019 through training to detect different cues in the environment and make decisions based on that.<\/li>\n<li><strong>What is potential:<\/strong> how does this look pre, during and post high-velocity growth spurts and how do we assess that differently depending on the development of the talent?<\/li>\n<li><strong>Core areas:<\/strong> ask yourself the question: \u2018what are the areas that you are assessing that you can\u2019t live without knowing?\u2019 The backstory element over what you just see and feel.<\/li>\n<\/ul>\n<p><strong>Coach Development: What is the Best Way to Develop Coaches?<\/strong><\/p>\n<ul>\n<li><strong>Trust-Respect Relationship: <\/strong>underpinning any development of coaches there has to be a strong trust-respect relationship, and a non-threatening one. You may have the answers but if you don\u2019t have the respect and trust, it won\u2019t translate.<\/li>\n<li><strong>Alignment:<\/strong> we need alignment across the whole education (player and coach development) spectrum to speed up what we are trying to do at the talent and performance level. Is the message and purpose of what we are talking about aligned underneath?<\/li>\n<li><strong>Coach &amp; person:<\/strong> is there a tweak in terminology required? Do we need to remove the word \u2018coach\u2019 and instead just use \u2018person\u2019? So it is people development as opposed to coach-specific development. Often coach development seems to be focused more on the on-the-pitch stuff rather than away from the coaching.<\/li>\n<li><strong>Question:<\/strong> what are the components of making a great coach in your environment? You can evolve this from a blank piece of paper to a number of specific components based on three themes: coaching heart, coaching responsibilities and coaching specifics.<\/li>\n<li><strong>Best practice:<\/strong> break your coaches up into small groups and explore what they feel are the key issues and the bigger buckets that we all agreed on. From here, get them to come up with the solutions for themselves. Follow this up with individual meetings, which can be time consuming but hugely valuable. Most coaches expect to be told what the content of a development course is, which can be very uncomfortable for them in terms of direction. Self-guidance makes them reflect on what coach development is and what they may need in the future.<\/li>\n<li><strong>Auditing coaches:<\/strong> can be a reluctance to do this with coaches, as opposed to how we work with players. Do we need to be explicit in talking to coaches around their potential?<\/li>\n<li><strong>The coach of the future: <\/strong>this is a big question for consideration. People don\u2019t want to be away as much these days and a work-life balance is important. How are society and cultural shifts impacting elite sport and specifically coaching? If we are trying to understand in sport what it should be like, have any other industries got that?<\/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":12850,"menu_order":0,"template":"","categories":[20],"pathway":[],"topic":[],"sport":[],"class_list":["post-12904","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 - September 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-september-2022\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Intelligence Debrief - September 2022 - Performance Institute\" \/>\n<meta property=\"og:url\" content=\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-september-2022\/\" \/>\n<meta property=\"og:site_name\" content=\"Performance Institute\" \/>\n<meta property=\"article:modified_time\" content=\"2025-12-15T05:11:28+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/leadersinsport.com\/app\/uploads\/sites\/2\/2022\/10\/GettyImages-1423507364-scaled.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2560\" \/>\n\t<meta property=\"og:image:height\" content=\"1809\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:image\" content=\"https:\/\/leadersinsport.com\/app\/uploads\/sites\/2\/2022\/10\/GettyImages-1423507364-scaled.jpg\" \/>\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-september-2022\/\",\"url\":\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-september-2022\/\",\"name\":\"Intelligence Debrief - September 2022 - Performance Institute\",\"isPartOf\":{\"@id\":\"https:\/\/leadersinsport.com\/performance-institute\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-september-2022\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-september-2022\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/leadersinsport.com\/app\/uploads\/sites\/2\/2022\/10\/GettyImages-1423507364-scaled.jpg\",\"datePublished\":\"2022-10-06T16:17:31+00:00\",\"dateModified\":\"2025-12-15T05:11:28+00:00\",\"breadcrumb\":{\"@id\":\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-september-2022\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-september-2022\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/leadersinsport.com\/performance-institute\/articles\/intelligence-debrief-september-2022\/#primaryimage\",\"url\":\"https:\/\/leadersinsport.com\/app\/uploads\/sites\/2\/2022\/10\/GettyImages-1423507364-scaled.jpg\",\"contentUrl\":\"https:\/\/leadersinsport.com\/app\/uploads\/sites\/2\/2022\/10\/GettyImages-1423507364-scaled.jpg\",\"width\":2560,\"height\":1809,\"caption\":\"LAS VEGAS, NEVADA - SEPTEMBER 13: Las Vegas Aces players, including Iliana Rupert #21, Kiah Stokes #41, Chelsea Gray (2nd R) #12, Aisha Sheppard (R) #4 and A'ja Wilson (top) #22, huddle on the court after the team's 85-71 victory over the Connecticut Sun to win Game Two of the 2022 WNBA Playoffs finals at Michelob ULTRA Arena on September 13, 2022 in Las Vegas, Nevada. 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