{"id":18442,"date":"2023-06-09T11:32:16","date_gmt":"2023-06-09T11:32:16","guid":{"rendered":"https:\/\/leadersinsport.com\/performance-institute\/?post_type=article&#038;p=18442"},"modified":"2025-12-15T05:11:13","modified_gmt":"2025-12-15T05:11:13","slug":"leaders-meet-people-development-the-key-afternoon-takeaways","status":"publish","type":"article","link":"https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-meet-people-development-the-key-afternoon-takeaways\/","title":{"rendered":"Leaders Meet: People Development &#8211; the Key Afternoon Takeaways"},"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\/06\/GettyImages-1258441264-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                                9 Jun 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: People Development &#8211; the Key Afternoon Takeaways<\/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\/human-performance\/\" rel=\"tag\">Human Performance<\/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-people-development-the-key-afternoon-takeaways\/\">Facebook<\/a>\n                  <a href=\"https:\/\/twitter.com\/intent\/tweet?url=https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-meet-people-development-the-key-afternoon-takeaways\/&#038;text=Leaders Meet: People Development - the Key Afternoon Takeaways\">Twitter<\/a>\n                  <a href=\"mailto:?subject=Here's a Leaders In Sport article for you &amp;body=Check out this article: Leaders Meet: People Development - the Key Afternoon Takeaways. https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-meet-people-development-the-key-afternoon-takeaways\/\">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-people-development-the-key-afternoon-takeaways\/<\/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 afternoon at Global Life Field brought to the stage the Texas Rangers, digital solutions provider TaskUs, and leadership experts Management Futures.<\/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\/epicriskmanagement-1.png\" width=\"250\" height=\"100\" \/><\/p>\n<h6>By Luke Whitworth<\/h6>\n<h6>Leaders Meet: People Development, hosted alongside the Texas Rangers, was our second physical event of the year in North America.<\/h6>\n<p>Throughout the day, we engaged in case study sessions, roundtable discussions and skill-based learning centred around the overarching theme of people development for performance.<\/p>\n<p>These are the key afternoon takeaways. (Morning takeaways can be found <a href=\"https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-meet-people-development-the-key-morning-takeaways\/\">here<\/a>.)<\/p>\n<p><strong>Session 3: Elevating Performance Through Psychological Health &amp; Safety<\/strong><\/p>\n<p><em>Speaker: Rachel Lutz-Guevara, Vice President of Wellness &amp; Resiliency, TaskUs<\/em><\/p>\n<ul>\n<li><strong>Psychological health:<\/strong> the management of psychological health and risk; promoting wellbeing.<\/li>\n<li><strong>Opportunity:<\/strong> we don\u2019t think about psychological health and safety as we do physical health and safety. We are more susceptible to psychological injury vs. physical injury within the workplace.<\/li>\n<li>How do we develop strategies to implement this into the broader framework? Some of the risks could exist could locker room talk, media pressures, lack of cultural humility \u2013 these may not seem much of a big deal, they can degrade the skills of high performing and resilient people.<\/li>\n<li>If we make investments in this space, we can see developments in performance.<\/li>\n<li><strong>The framework:<\/strong> understand the organisation and its innate risks. What are the needs and expectations of people? What is the scope and scale of the programme? Identify the leaders \u2013 it is one thing to delegate, another thing to have modelling and sponsorship from the top down. Create policies and embed them into the operational execution.<\/li>\n<li>How to do this in practice: prevention strategies.<\/li>\n<li><strong>Prevention:<\/strong> primordial, primary, secondary, tertiary.<\/li>\n<li><strong>Think about recruitment:<\/strong> how do you ensure the right people are joining? Integration of wellness-informed questions as part of this process creates an holistic view before someone starts. Are they going to be a good fit?<\/li>\n<li><strong>Onboarding:<\/strong> in employment, how do you prepare your people? What is the fabric of the organisation?<\/li>\n<li><strong>Resiliency muscle:<\/strong> the organisation are looking to grow resiliency muscle through experiential learning. TaskUs mandate paid wellness time around skills based training.<\/li>\n<li><strong>Post employment:<\/strong> how are you supporting those that choose to leave?<\/li>\n<li><strong>Be explicit:<\/strong> about the work \u2013 talking about the spectrum of risks that can occur. We want to be transparent. Provide opportunity to opt-out. Have a holistic approach to get the right people. Services available once they enter the company. Expectation of how employees use those services.<\/li>\n<li><strong>Research outcomes:<\/strong> with this strategy, TaskUs employees who have gone through this recruitment process is resulting in the organisation retaining staff members 35% longer than counterparts who don\u2019t have this \u2013 and they are able to adjust to work quicker.<\/li>\n<li><strong>Impact of skill acquisition training:<\/strong> KPIs have improved 4% \/ accuracy 8%. Attrition by 50%. What could that do for the broader organisation? Operating, performing and feeling better \u2013 there is a business case to investing in wellbeing and learning.<\/li>\n<li><strong>Flawed methodology:<\/strong> there is too much focus on reactive techniques. We are seeing many organisations not leaning into the proactive side of things enough.<\/li>\n<li><strong>Thriving teams:<\/strong> go proactive and leave reactive behind. Are we doing this across the whole organisation and not just for athletes? Why do it \u2013 it builds confidence and relationships etc. Having provisions alone isn\u2019t enough, embedding into the structure of a preventative angle is where dividends get paid.<\/li>\n<li><strong>Keep people well:<\/strong> meet people when they are well and keep them well instead of waiting for decline and then intervening.<\/li>\n<li><strong>Flawed methodology:<\/strong> many rely on company culture and motivation. We assume that if we are supplying something new and shiny, it will drive engagement. Structure, discipline, consistency and availability of resources allow us to arrive at culture and motivation.<\/li>\n<li><strong>How to start the framework:<\/strong> \u2018I\u2019m willing to make myself feel uncomfortable for the good of the team. Sometimes good things come from being uncomfortable\u2019.<\/li>\n<li><strong>Identify and engage an executive leader:<\/strong> they serve as an advocate so that there are no barriers to execution.<\/li>\n<li><strong>Build a business case:<\/strong> most organisations are running a business that is performance-driven and see wellness as part of the broader business wellness ecosystem. This is going to help a wellbeing programme flourish.<\/li>\n<li><strong>Hiring an expert:<\/strong> ensure you have deep technical knowledge and expertise. Have evidence-based practices that are effective.<\/li>\n<li>Start with vulnerability.<\/li>\n<li>Think about how you show up, how you want to be seen.<\/li>\n<\/ul>\n<p><strong>Session 4: Translating Values into Development<\/strong><\/p>\n<p><em>Speaker: Dayton Moore, Senior Advisor, Texas Rangers<\/em><\/p>\n<ul>\n<li><strong>Values in the journey:<\/strong> two things learnt from the journey: 1) Forgive every single day. 2) You can\u2019t quit.<\/li>\n<li><strong>Keeping energy and focus:<\/strong> human beings are motivated by praise and defeated by criticism. It\u2019s important to have people around you who are energy givers, problem-solvers and positive by nature.<\/li>\n<li><strong>Reflect on your youth:<\/strong> never stop looking at the game from the eyes of your youth.<\/li>\n<li><strong>Being self-aware:<\/strong> Dayton shared that he always wanted to have \u2018numbers\u2019 people around him \u2013 there was a deficiency in knowledge so \u2018layering on\u2019 was important to help further support his decision making.<\/li>\n<li><strong>Experiences are vital:<\/strong> all experiences are vital \u2013 the biggest challenge is to utilise and align together. In leadership whatever values you think are important, if you want togetherness and unity, how are you creating pathways for relationships to thrive?<\/li>\n<li><strong>Five areas when recruiting a player:<\/strong> scouting evaluation \/ character evaluation \/ medical evaluation \/ financial evaluation \/ R&amp;D evaluation. All must come together to acquire a player.<\/li>\n<li><strong>Identifying talent:<\/strong> three things you can always look at and tap into \u2013 where are their playgrounds \/ who are their playmates \/ what are their \u2018play toys\u2019 (spending their money on).<\/li>\n<\/ul>\n<p><strong>Session 5: Skills Development \u2013 Building Our Personal Impact<\/strong><\/p>\n<p><em>Speaker: Tim Cox, Managing Director, Management Futures<\/em><\/p>\n<h6>\u201cI\u2019ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.\u201d\u200b Maya Angelou<\/h6>\n<ul>\n<li><strong>Status:<\/strong> building credibility through the confidence we convey.<\/li>\n<li><strong>Status:<\/strong> low and high status.<\/li>\n<li><strong>Low:<\/strong> speaking softly\u200b. Speaking quickly and disjointedly\u200b. Using low status language \u2013 \u201cit\u2019s nothing major, but\u2026\u201d. Cocking your head to one side\u200b. Difficulty maintaining eye contact. Fidgeting while speaking\u200b. Not occupying space with ease\u200b. Tentative \u2018errs\u2019 which invite interruption\u200b.<\/li>\n<li><strong>High:<\/strong> Speaking with passion\/Purpose\u200b. Maintaining eye contact\u200b. Adopting confident body language \u2013 still, upright, strong gestures\u200b. Speaking slowly and clearly\u200b. Tone conveys importance of message\u200b. Speaking at a volume that is heard.<\/li>\n<\/ul>\n<p><strong>Effective behaviours<\/strong><\/p>\n<p>There are push and pull behaviours.<\/p>\n<p>Responsive:<\/p>\n<ul>\n<li>Explorative questioning\u200b.<\/li>\n<li>Authentic Listening\u200b. Staying open\u200b.<\/li>\n<li>Summarising &amp; acknowledging.<\/li>\n<\/ul>\n<p>Assertive:<\/p>\n<ul>\n<li>Sharing our perspective\u200b.<\/li>\n<li>Clear on what we want\u200b.<\/li>\n<li>Evidence-based persuasion\u200b.<\/li>\n<li>Giving effective feedback.<\/li>\n<\/ul>\n<p><strong>Ineffective Behaviours<\/strong><\/p>\n<p>Passive:<\/p>\n<ul>\n<li>Giving in too soon\u200b.<\/li>\n<li>Feeling \u2018unworthy\u2019\u200b.<\/li>\n<li>Low status\u200b.<\/li>\n<li>Not challenging.<\/li>\n<\/ul>\n<p>Aggressive:<\/p>\n<ul>\n<li>Aggression.<\/li>\n<li>Attacking\u200b.<\/li>\n<li>Arguing\u200b.<\/li>\n<li>Refusing to listen.\u200b<\/li>\n<\/ul>\n<p>Questions to consider around your personal impact:<\/p>\n<ul>\n<li>What do people say about you?<\/li>\n<li>How does that differ from your own perception?<\/li>\n<li>What specifically can you do to bridge the gap?<\/li>\n<\/ul>\n<p><em>The key morning takeaways are available <a href=\"https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-meet-people-development-the-key-morning-takeaways\/\">here<\/a>.<\/em><\/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":18443,"menu_order":0,"template":"","categories":[22,21,20],"pathway":[375],"topic":[364],"sport":[323],"class_list":["post-18442","article","type-article","status-publish","has-post-thumbnail","hentry","category-coaching-development-performance","category-human-performance","category-leadership-culture-performance","pathway-planning-and-delivery","topic-staff-development","sport-baseball"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - 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