{"id":16016,"date":"2023-02-09T10:21:11","date_gmt":"2023-02-09T10:21:11","guid":{"rendered":"https:\/\/leadersinsport.com\/performance-institute\/?post_type=article&#038;p=16016"},"modified":"2025-12-15T11:31:34","modified_gmt":"2025-12-15T11:31:34","slug":"leaders-meet-high-performance-environments-the-key-takeaways-from-day-1","status":"publish","type":"article","link":"https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-meet-high-performance-environments-the-key-takeaways-from-day-1\/","title":{"rendered":"Leaders Meet: High Performance Environments \u2013 the Key Takeaways from Day 1"},"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\/2023\/02\/MicrosoftTeams-image.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                                9 Feb 2023                            <\/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\">Leaders Meet: High Performance Environments \u2013 the Key Takeaways from Day 1<\/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\/coaching-development-performance\/\" rel=\"tag\">Coaching &amp; Development<\/a>, <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\/leaders-meet-high-performance-environments-the-key-takeaways-from-day-1\/\">Facebook<\/a>\n                  <a href=\"https:\/\/twitter.com\/intent\/tweet?url=https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-meet-high-performance-environments-the-key-takeaways-from-day-1\/&#038;text=Leaders Meet: High Performance Environments \u2013 the Key Takeaways from Day 1\">Twitter<\/a>\n                  <a href=\"mailto:?subject=Here's a Leaders In Sport article for you &amp;body=Check out this article: Leaders Meet: High Performance Environments \u2013 the Key Takeaways from Day 1. https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-meet-high-performance-environments-the-key-takeaways-from-day-1\/\">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\/leaders-meet-high-performance-environments-the-key-takeaways-from-day-1\/<\/div>\n                <\/div>\n                    <\/div>\n    <\/section>\n\n\n<!-- blocks\/section -->\n<section\n  class=\"es-section flexible-section  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=\"col visibly-hidden col--flex-align-right\">\n                                            <\/div>\n                <\/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\">The first day in Melbourne featured Collingwood FC, EPP and Management Futures, while delving into topics from environment profiling to psychological safety.<\/p>\n                            \n                            \n                            \n                                                            <div class=\"es-section__text content-area\">\n                                    <p><p>In partnership with<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/leadersinsport.com\/app\/uploads\/sites\/2\/2022\/02\/Keiser_Main_Logo_Red.png\" width=\"250\" height=\"100\" \/><\/p>\n<h6>By Luke Whitworth<\/h6>\n<h6>The focus of our inaugural Leaders Meet in Australasia centred on the theme of high performance environments.<\/h6>\n<p>Across the course of two days, we sought to break down this theme by watching a live environment in practice, exploring frameworks and perspectives on how to recruit talent for your environment, the power of teaming and how it drives collaboration and teamwork, and insights from different industries on how to design, shape and evolve environments.<\/p>\n<p>Here are the key takeaways from the first day.<\/p>\n<p>(Day 2 takeaways <a href=\"https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-meet-high-performance-environments-the-key-takeaways-from-day-2\/\">here<\/a>.)<\/p>\n<p><strong>Session 1: Collingwood Training Observation<\/strong><\/p>\n<p><em>Speaker: Craig McRae, Senior Coach, Collingwood<\/em><\/p>\n<ul>\n<li><strong>Profiling the current environment:<\/strong> upon Craig\u2019s appointment, he asked both staff and players for one word to describe the environment \u2013 what came out was really clear, those in the building lacked connection. To drive alignment, the group came back to creating a set of fundamentals they could live by that was agreed as a collective.<\/li>\n<li><strong>The aim:<\/strong> \u2018to create an environment where we live side by side, acting like winners everyday.\u2019<\/li>\n<\/ul>\n<p><strong>Magpies training observation questions:<\/strong><\/p>\n<p>For the first portion of the event, we watched the team train. Attendees were asked to note down observations around three core questions, the answers to which were then fed back to coaches. Those questions were:<\/p>\n<ol>\n<li>What stood out?\u200b<\/li>\n<li>What impressed you?\u200b<\/li>\n<li>What do you think could be improved?<\/li>\n<\/ol>\n<p><strong>Feedback:<\/strong><\/p>\n<p><strong>Question:<\/strong> what was the focus of the pre-training meeting?<\/p>\n<ul>\n<li>Players were asked to analyse and evaluate the specific play versus coaches telling them what is required for the play. The purpose was to build the capacity to adapt out on the oval. The coaches wanted the players to feel it in a live space instead of being inside. The coaches wanted to allow the players to see how their movements help to connect with others. A real aim from a staffing point of view is to create on-field coaches, so creating situations for them to think and solve problems is a key strategy of the team\u2019s training methodology.<\/li>\n<\/ul>\n<p><strong>Question:<\/strong> how often do you do repeat the same drills?<\/p>\n<ul>\n<li>Collingwood has regular setup on Tuesdays, which is a down day in terms of GPS. A large focus goes into specific roles, with focus and intent. The team talk about the \u2018why\u2019 a lot, but an area of improvement for the coaches is how the drills flow and efficiency between them in the nature of their design. A question they are asking is how are you valuing the time versus the efficiency of the time?<\/li>\n<\/ul>\n<p><strong>Question:<\/strong> talk us through the senior coach and assistant coach relationships \u2013 how do you communicate, challenge and collaborate?<\/p>\n<ul>\n<li>Every day, organically. There is a lot of consistency in the vision and plan. In the AFL, as a league, there is a lot of like-mindedness in the sport \u2013 Craig shared that he was determined not to have that in the club, instead having a diverse coaching group. It was important to note that the robust discussions that coaching teams often strive for do not happen immediately \u2013 a good question to ask is \u2018would you tell the coach or other coaches how you are feeling?\u2019 The robust discussions around coaching are easy, but do you spend a lot of time with each other and others\u2019 families in order to take it to the next level?<\/li>\n<\/ul>\n<p><strong>Question:<\/strong> how do you balance the winning mentality in the vision versus that mentality in training?<\/p>\n<ul>\n<li>Craig shared from prior experiences from winning organisations is that they smelled the same and had the same DNA. The behaviours that correlated to winning are consistent in other environments. Players and staff really felt as part of a team, there was a sense of belonging and value in the staff. We can\u2019t guarantee winning, but we can control behaviours and mantras.<\/li>\n<\/ul>\n<p><strong>Question:<\/strong> what role or involvement in the training is by the leadership group?<\/p>\n<ul>\n<li>The coaching staff explained that they want them to solve problems, evaluate and come up with solutions. They do some background workshopping off the oval and are asked to come up with solutions on the field. The leadership group are also pushed in terms of leadership development to help lead themselves and others around them.<\/li>\n<\/ul>\n<p><strong>Session 2 &#8211; Performance in Practice: Part 1 \u2013 Building a High Performing Team (Selecting the Right Talent)<\/strong><\/p>\n<p><em>Speakers: Dave Slemen, Founder, EPP, and Anna Edwards, Managing Director, EPP<\/em><\/p>\n<ul>\n<li>It\u2019s important to always come back to the idea that high performance is a collective endeavour.<\/li>\n<li>The quality of connections between people is as important as the quality of individual talents.<\/li>\n<li>With the above in mind, it\u2019s crucial to ensure you have the best possible talent\u200b \u200band\u200b \u200bensuring the richness of connections between them.<\/li>\n<\/ul>\n<p><strong>Nine-Step framework:<\/strong><\/p>\n<ol>\n<li>Cultural fit<\/li>\n<li>Communication<\/li>\n<li>Character<\/li>\n<li>Leadership &amp; followership<\/li>\n<li>Relationships<\/li>\n<li>Strategy &amp; planning<\/li>\n<li>Philosophy<\/li>\n<li>Sporting knowledge<\/li>\n<li>Technical skills.<\/li>\n<\/ol>\n<p><strong>Communication: <\/strong><\/p>\n<ul>\n<li>How, when and with whom are you communicating?\u200b \u200bBoard or team? Or both? Internal or external?\u200b \u200b<\/li>\n<li>This is about understanding the different languages required by different situations\u200b \u200b<\/li>\n<li>Do you vary your style for different team members? What is the impact of your approach?<\/li>\n<\/ul>\n<p><strong>Character: <\/strong><\/p>\n<ul>\n<li>Which of the five types of Emotional intelligence are required for a role?\u200b \u200b<\/li>\n<li>Do you over, or under, index on one or another?\u200b \u200b<\/li>\n<li>Do people need to relate to each other in a particular way?\u200b \u200b<\/li>\n<li>Is there a personality type missing from the team to balance it out?<\/li>\n<\/ul>\n<p><strong>Leadership \/ followership: <\/strong><\/p>\n<ul>\n<li>Followership can be as important as leadership\u200b.<\/li>\n<li>Sometimes being effective in a role means taking people on a journey with you\u200b.<\/li>\n<li>Inspiring people to follow is a very different style to standing at the front and showing the way.<\/li>\n<\/ul>\n<p><strong>Relationships: <\/strong><\/p>\n<ul>\n<li>High performance comes from creating effective relationships at different levels: the board, the media, owners and players\u200b.<\/li>\n<li>Increasingly we see roles that require individuals to be able to form relationships quickly across boundaries to get things done\u200b.<\/li>\n<li>The ability to play different roles, while staying true to yourself, is an increasingly important attribute in leaders at all levels\u200b.<\/li>\n<li>Curiosity about others \u2013 their skills and abilities is key to success. This is how we can develop change at pace.<\/li>\n<\/ul>\n<p><strong>Strategy &amp; planning: <\/strong><\/p>\n<ul>\n<li>How people create change is important \u2013 do they dictate it or show by example?\u200b \u200b<\/li>\n<li>Are you \/ your team members strategists, implementers, or both?\u200b \u200b<\/li>\n<li>Do you have a methodology or a systematic and organised approach?<\/li>\n<li>Do you expect the same in others?<\/li>\n<\/ul>\n<p><strong>Philosophy: <\/strong><\/p>\n<ul>\n<li>How do you know you belong?<\/li>\n<li>What creates a sense of belonging in your team?\u200b \u200b<\/li>\n<li>Is your job to establish a vision?<\/li>\n<li>Does the role need someone with a vision of how they want to play or what they want to create?\u200b \u200b<\/li>\n<li>Do you know what you stand for?<\/li>\n<li>And can you articulate it? Can others?\u200b \u200b<\/li>\n<li>How much flexibility is there on where you are going? How adaptable do you need to be?<\/li>\n<\/ul>\n<p><strong>Sporting knowledge: <\/strong><\/p>\n<ul>\n<li>Is it important to know the sport? Why?\u200b \u200bOr is it better not to? Why?\u200b \u200b<\/li>\n<li>How can you translate knowledge from sport to sport? What\u2019s unique, and what\u2019s transferable? \u200b<\/li>\n<li>Who in your team can ask the stupid questions and challenge the \u2018always done\u2019?<\/li>\n<\/ul>\n<p><strong>Technical skills: <\/strong><\/p>\n<ul>\n<li>The very specific \u2018must haves\u2019 usually found on a practitioner brief\u200b.<\/li>\n<li>These could be financial acumen, medical skillset, youth development experience or qualifications\u200b.<\/li>\n<li>Is specific applied knowledge required?<\/li>\n<\/ul>\n<p><strong>Traps &amp; Opportunities: Getting the Right Talent in Your Environments<\/strong><\/p>\n<p><em>Speakers: Darren Burgess, Director, EPP, and Craig Duncan, Director, EPP<\/em><\/p>\n<ul>\n<li>What are the most common traps? Those that purely use gut feel. Existing networks can create a sense of safety, but also create groupthink. Not using process for how you go and think about talent development.<\/li>\n<li>Loyalty over competency: hiring people who are loyal and have your back. Even if they may be loyal, have you checked for competency? If you invest in new people and ideas, they may be more competent and have your back anyway.<\/li>\n<li>How much input do you get from athletes? The best environments seek that input.<\/li>\n<li>Not factoring in culture. How do you want people to respond in certain situations? If something goes wrong, what are the reactions you are looking for? Align to the profile of people you are looking to bring in.<\/li>\n<\/ul>\n<p><strong>Session 3 &#8211; Performance in Practice: Part 2 \u2013 Building a High Performing Team (Creating High Performing Teamwork)<\/strong><\/p>\n<p><em>Speaker: John Bull, Head of High Performance, Management Futures<\/em><\/p>\n<ul>\n<li>Leaders who create high performing teamwork instil a culture of collaboration, galvanising people across silos behind a shared purpose. They create an environment of psychological safety and trust, where people debate ideas and support each other.<\/li>\n<li>High performance is a collective endeavour \u2013 so how are you building a culture of teaming?<\/li>\n<\/ul>\n<p><strong>Four skills of effective collaboration:<\/strong><\/p>\n<ol>\n<li><strong>Collaborative mindset: <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Build trust at pace.<\/li>\n<li>Act \u2018as if\u2019 it is there immediately.<\/li>\n<li>Give \u2018belonging cues\u2019.<\/li>\n<li>Reach across silos.<\/li>\n<li>Invest time and energy in building relationships.<\/li>\n<\/ul>\n<ol start=\"2\">\n<li><strong>Speaking up:<\/strong><\/li>\n<\/ol>\n<ul>\n<li>Contribute \u2013 sharing knowledge, insights and ideas.<\/li>\n<li>Raising issues.<\/li>\n<li>Constructively challenging.<\/li>\n<\/ul>\n<ol start=\"3\">\n<li><strong>Listening up:<\/strong><\/li>\n<\/ol>\n<ul>\n<li>Situational humility (open to what we don\u2019t know).<\/li>\n<li>Proactively seek out and be open to other people\u2019s insights and views.<\/li>\n<li>Lead with questions.<\/li>\n<\/ul>\n<ol start=\"4\">\n<li><strong>Situational awareness:<\/strong><\/li>\n<\/ol>\n<ul>\n<li>Be aware of and take responsibility for how the team is performing.<\/li>\n<li>Help the team to make good use of time.<\/li>\n<li>Diamond thinking: what could we do (option generation)? What should we do? (Evaluate options and make a call.)<\/li>\n<\/ul>\n<p><strong>Six common inhibitors of effective teamwork:<\/strong><\/p>\n<ol>\n<li>Unequal contribution: who speaks is determined by personality and \/ or status.<\/li>\n<li>Groupthink.<\/li>\n<li>Tribal: we are naturally less open with people we see as part of a different group.<\/li>\n<li>Lack of psychological safety: leading people to withhold their thoughts.<\/li>\n<li>Fixed position.<\/li>\n<li>Lack of strategic focus: we don\u2019t use time effectively in meetings.<\/li>\n<\/ol>\n<p><strong>Psychological safety<\/strong><\/p>\n<p>Psychological safety is the extent to which people feel that speaking up will be welcomed and not judged negatively.<\/p>\n<p>The conversations we are not having will be some of the most important the neuroscience. When people feel social pain it compromises the brain\u2019s ability to think by up to 30%.<\/p>\n<p><strong>Four types of psychological safety:<\/strong><\/p>\n<ol>\n<li><strong>Inclusion safety:<\/strong> belonging, valued and safe to be myself.<\/li>\n<li><strong>Learner safety:<\/strong> I feel safe to show gaps in my knowledge and competence. Make mistakes and ask questions.<\/li>\n<li><strong>Contributor safety:<\/strong> I feel safe to share my ideas and be trusted.<\/li>\n<li><strong>Challenger safety:<\/strong> I feel safe to challenge status quo.<\/li>\n<\/ol>\n<p><strong>How can we increase psychological safety?<\/strong><\/p>\n<ol>\n<li>Put it all on the table.<\/li>\n<li>Building trust and belonging.<\/li>\n<li>Make it easy to speak up.<\/li>\n<li>Model openness and honesty.<\/li>\n<li>Praise it.<\/li>\n<li>Challenge with skilled candour.<\/li>\n<\/ol>\n<p><strong>Creating conditions for high performing teamwork<\/strong><\/p>\n<ol>\n<li><strong>Build buy-in to the value of teamwork<\/strong><\/li>\n<\/ol>\n<ul>\n<li>Unite people behind a common goal which requires teamwork.\u200b<\/li>\n<li>Share your vision of high performing teamwork\u200b.<\/li>\n<li>Get clear on how teamwork can add value and what you\u2019re looking for in terms of teaming behaviours, and share this with people\u200b.<\/li>\n<li>Create some quick wins that show the value of teamwork\u200b.<\/li>\n<li>Build momentum and buy-in by creating some quick win opportunities for effective teamwork to add value\u200b.<\/li>\n<li>Use feedback to reinforce collaborative behaviour\u200b.<\/li>\n<li>Praise it\u200b. Challenge in a supportive way where you want more of it. (i.e. hold people to account on it).<\/li>\n<\/ul>\n<ol start=\"2\">\n<li><strong> Create the conditions for high quality interactions <\/strong><strong>\u200b<\/strong> <strong>\u2013<\/strong><strong> inside &amp; outside of meetings<\/strong><\/li>\n<\/ol>\n<ul>\n<li>Invest time in building trust and respect. Learning a bit about each other\u2019s stories. Unique strengths each person brings.\u200b<\/li>\n<li>Build psychological safety. To enable honest constructive debate, free flow of all ideas and people asking for help.\u200b<\/li>\n<li>Agree a set of winning behaviours, you review against regularly. Building collective responsibility.\u200b<\/li>\n<li>Review the effectiveness of your meetings\u200b Resolve any tensions quickly.<\/li>\n<\/ul>\n<p><strong>Further reading:<\/strong><\/p>\n<p>Check out the takeaways from the second day <a href=\"https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-meet-high-performance-environments-the-key-takeaways-from-day-2\/\">here<\/a>.<\/p>\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":16033,"menu_order":0,"template":"","categories":[22,20],"pathway":[295],"topic":[298,308,338],"sport":[300,310],"class_list":["post-16016","article","type-article","status-publish","has-post-thumbnail","hentry","category-coaching-development-performance","category-leadership-culture-performance","pathway-leadership-development","topic-communication","topic-influence","topic-listening","sport-olympic-paralympic-sports","sport-rugby-union"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - 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