{"id":684,"date":"2020-09-01T00:00:00","date_gmt":"2020-09-01T00:00:00","guid":{"rendered":"https:\/\/leadersinsport.com\/performance-institute\/reports\/leaders-virtual-roundtable-how-can-we-better-evaluate-debrief\/"},"modified":"2025-12-15T05:12:12","modified_gmt":"2025-12-15T05:12:12","slug":"leaders-virtual-roundtable-how-can-we-better-evaluate-debrief","status":"publish","type":"article","link":"https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-virtual-roundtable-how-can-we-better-evaluate-debrief\/","title":{"rendered":"Leaders Virtual Roundtable: How Can We Better Evaluate &#038; Debrief?"},"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\/2021\/08\/GettyImages-1205435108.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                                Sep 01, 2020                            <\/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 Virtual Roundtable: How Can We Better Evaluate &#038; Debrief?<\/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>                <\/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-virtual-roundtable-how-can-we-better-evaluate-debrief\/\">Facebook<\/a>\n                  <a href=\"https:\/\/twitter.com\/intent\/tweet?url=https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-virtual-roundtable-how-can-we-better-evaluate-debrief\/&#038;text=Leaders Virtual Roundtable: How Can We Better Evaluate &#038; Debrief?\">Twitter<\/a>\n                  <a href=\"mailto:?subject=Here's a Leaders In Sport article for you &amp;body=Check out this article: Leaders Virtual Roundtable: How Can We Better Evaluate &#038; Debrief?. https:\/\/leadersinsport.com\/performance-institute\/articles\/leaders-virtual-roundtable-how-can-we-better-evaluate-debrief\/\">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-virtual-roundtable-how-can-we-better-evaluate-debrief\/<\/div>\n                <\/div>\n                    <\/div>\n    <\/section>\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\">An online meeting of Leaders Performance Institute members on 27th August.<\/p>\n                            \n                            \n                            \n                                                            <div class=\"es-section__text content-area\">\n                                    <p><p><strong><b>The case study covered:<\/b><\/strong><\/p>\n<ul>\n<li>Current individual and departmental approaches to evaluation and debriefing.<\/li>\n<li>Effectively providing feedback to staff and players.<\/li>\n<li>Creating psychologically safe environments to provide constructive feedback.<\/li>\n<\/ul>\n<p><strong><b>Recommended Reading &amp; Listening: Leaders Performance Institute<\/b><\/strong><\/p>\n<p><a href=\"https:\/\/leadersinsport.com\/performance\/debriefing-with-delta-air-lines\/\"><u>Debriefing with Delta Air Lines<\/u><\/a><\/p>\n<p><a href=\"https:\/\/leadersinsport.com\/performance\/the-ooda-loop-evaluation-debriefing-in-the-us-air-force\/\"><u>The OODA Loop: Evaluation &amp; Debriefing in the US Air Force<\/u><\/a><\/p>\n<p><strong><b>Discussion Points<\/b><\/strong><\/p>\n<ul>\n<li>A lot of our coaches and staff aren\u2019t comfortable with receiving feedback \u2013 the \u2018safeness\u2019 of the environment is crucial, as is the individualised and personalised nature of providing that feedback. It\u2019s also important not to force it too much.<\/li>\n<li>There is definitely a bigger opportunity for coach development, in the same way we think about development of players \u2013 we need to rethink this and train coaches as we would train athletes.<\/li>\n<li>Why do coaches and staff struggle when receiving feedback? Coaches often work in silos and, due to the nature of the profession, they don\u2019t take a lot of time to partake in learning and development, which is an important element of opening them up for feedback.<\/li>\n<li>In individualised sports its even more challenging as there is that lack of accountability without a wider coaching team \u2013 how could we address this issue and get them to hold themselves more accountable for their development?<\/li>\n<li>We\u2019re pretty good at systematic evaluation around discrete events such as evaluating a match. This is good from a development perspective, but it\u2019s a bit basic for elite coaches or others who are a long way down the development process \u2013 at the higher level, it happens much more organically than structured.<\/li>\n<li>We should definitely have some structures in place, but it has to be a cultural approach to give the coaches the tools to be able to reflect at the right time for themselves so they can go at their own pace through that reflective process \u2013 we\u2019re trying to upskill them to want to do it so they naturally create some time in their day or week to have that reflection time.<\/li>\n<li>One of the big tools or aims is to improve self-awareness. Talk to them about what they want to achieve and get a good internal evaluation of them that way. The next step is: how do we bridge that gap to where you want to go to? This is something we\u2019re trying to do, let\u2019s evaluate it and accurately reflect and learn from it. We\u2019re more looking at empowering them to lead that process rather than providing too much structure.<\/li>\n<li>In one sport there is a general unwillingness to get better, so we\u2019ve placed a wider organisational emphasis on improvement to try and generate buy-in that way.<\/li>\n<li>We have to appreciate that this process doesn\u2019t suit everyone which brings up another discussion around how we recruit for organisational fit. If you put your energy in those who want to continue to learn and evaluate their work, naturally those who aren\u2019t this way inclined begin to start to see those who are really engaging and excelling and question why they aren\u2019t doing it in the same way.<\/li>\n<li>We need to take coaches and staff through a step-by-step process of how they are going to get there, which makes it much more attainable for them. Outlining everything in one go always seems to be a struggle for people.<\/li>\n<li>How do you feedback in the moment, whether this is after a win or a loss, is it backed up with stats and facts? A\u00a0lot of the feedback we give in this process is video-based. We take it away from individuals and place more emphasis on key responsibilities that players are required to perform to on the pitch. Approaching it this way takes away the personal effect and instead focuses on the expectation of the position.<\/li>\n<li>Emotional intelligence remains crucially important \u2013 we need to not overlook how hard is it to play the game at the highest level, so we need to sometimes take a step back and be in the shoes of the athlete or coach in these situations. We must support them rather than adding more layers to what is already challenging in just playing the game.<\/li>\n<li>The timing of conversations is important to consider \u2013 we let things blow over for a night after a win or loss. The emotion of the game can cloud the communication of both staff and athletes.<\/li>\n<li>We\u2019ve had a lot of success with feedback preparation from our players specifically. You would never turn up to a meeting without preparing and expect it to go well would you? Ironically, we do that with players \u2013 we ask them to turn up and expect the conversations to go really well. Within a couple of days after a game, we will have gone through the data and analysis with the players and what gives the coaches great insight for their one-on-one meetings, is that they have made three or four key comments around their performance and have chosen some data or clips to share. The coaches also have preparation time to see, engage with and then mentally structure this. These conversations are only ten minutes, but the coach\u2019s preparation time gives them time to understand where the player is coming from.<\/li>\n<li>Coaches are very quick to dive into the video and numbers associated with a game, but do not spend as much time evaluating their emotions during the game and how they react in certain situations.<\/li>\n<li>Smaller debriefs with certain groups that feed into a central point, whether this be the Manager or the Performance Director, are an effective process, but only if the communications lines are clear.<\/li>\n<li>It\u2019s important not to put in too much structure that you lose the effects of \u2018pub chat\u2019 or more relaxed conversations around the game. The informal mentoring conversations are so valuable so we need to be conscious not to lose that within your environment.<\/li>\n<li>We want to create an internal learning framework for the development of the evaluation process so when players in particular leave us, they can process this really well in another environment.<\/li>\n<li>Whilst keeping psychological safety in mind, how can we have those tough conversations? We are using informal opportunities in the moment to provide feedback with coaches. The coaches have become a lot more open the more frequently these informal conversations occur. There seems to be a lot more buy-in when we facilitate the informal environments.<\/li>\n<li>The frequencies of these kinds of communication are important as well. If they are frequent, they become part of your culture and secondary in nature which makes it easier to provide feedback and ask questions on a regular basis.<\/li>\n<li>An effective way to create a culture of feedback is coaching cells: these consist of a mentor who is perhaps a couple of stages ahead of that coach, a master coach and some specialists where that coach wants to develop \u2013 this could be nutrition or psychology etc. This is the same process of a multi-disciplinary team meeting about a player but instead for the coach.<\/li>\n<\/ul>\n<hr \/>\n<p><strong>Looking for more performance insight?<\/strong><\/p>\n<p><em>Performance<\/em> <em>21<\/em> is available for download now and leads with a selection of insights lifted from our At Home With Leaders podcast series, which has featured the likes of <strong>England Rugby\u2019s Eddie Jones<\/strong>, the <strong>Toronto Blue Jays\u2019 Mark Shapiro<\/strong>, and <strong>Chelsea\u2019s Emma Hayes<\/strong> speaking directly from their home offices.<\/p>\n<p><a href=\"https:\/\/info.leadersinsport.com\/l\/285402\/2020-06-23\/b3234b\"><button>Download Journal<\/button><\/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":"<p>An online meeting of Leaders Performance Institute members on 27th August.<\/p>\n","protected":false},"featured_media":685,"menu_order":0,"template":"","categories":[22],"pathway":[],"topic":[],"sport":[],"class_list":["post-684","article","type-article","status-publish","has-post-thumbnail","hentry","category-coaching-development-performance"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Leaders Virtual Roundtable: How Can We Better Evaluate &amp; Debrief? 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