{"id":9069,"date":"2021-10-21T17:19:00","date_gmt":"2021-10-21T17:19:00","guid":{"rendered":"https:\/\/leadersinsport.com\/performance-institute\/?post_type=report&#038;p=9069"},"modified":"2025-12-15T05:14:22","modified_gmt":"2025-12-15T05:14:22","slug":"leaders-virtual-roundtable-the-latest-trends-in-organisational-development","status":"publish","type":"report","link":"https:\/\/leadersinsport.com\/performance-institute\/reports\/leaders-virtual-roundtable-the-latest-trends-in-organisational-development\/","title":{"rendered":"Leaders Virtual Roundtable: the Latest Trends in Organisational Development"},"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\/05\/GettyImages-1347133264.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                                21 Oct 2021                            <\/p>\n                        \t\t\t\t\t\t<a href=\"https:\/\/leadersinsport.com\/performance-institute\/reports\" 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>Reports<\/a>\n\n\t\t\t\t\t\t<h1 class=\"hero__title\">Leaders Virtual Roundtable: the Latest Trends in Organisational Development<\/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\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 col--12 col--flex-align-right\">\n                                                        <div class=\"theme-light\">\n                                    <div class=\"cards cards--var-1 cards--col-4 cards--w-gutter col-parent col-parent--stack-mb\">\n                                                                            <\/div>\n                                <\/div>\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                            \n                            \n                            \n                                                            <div class=\"es-section__text content-area\">\n                                    <p><p><strong>Recommended resources<\/strong><\/p>\n<p><a href=\"https:\/\/leadersinsport.com\/performance\/how-a-positive-approach-to-leadership-development-and-organisational-change-could-transform-your-team\/\">How a Positive Approach to Leadership Development and Organisational Change Could Transform Your Team<\/a><\/p>\n<p><a href=\"https:\/\/leadersinsport.com\/performance\/profiling-your-teams-environment\/\">Profiling Your Team\u2019s Environment<\/a><\/p>\n<p><a href=\"https:\/\/leadersinsport.com\/performance\/six-reflections-on-the-question-of-team-culture\/\">Six Reflections on the Question of Team Culture<\/a><\/p>\n<p><strong>Framing the topic<\/strong><\/p>\n<p>This has been a super popular topic in 2021, mainly due to the impacts of the pandemic. Organisations are looking at different ways to move forward, future-proof themselves, review their operations and much more. The purpose of this roundtable was to provide a space to explore what you are seeing in terms of either your role, work or organisation in relation to organisational change and development \u2013 where are the areas of focus, why are you trying to influence them and have you seen anything work well yet?<\/p>\n<p><strong>Current focuses<\/strong><\/p>\n<ul>\n<li>One of the current focuses that has derived from some recent reviews is the structure of staffing. A big question in this is: where we are going to get some of the best talent from?<\/li>\n<li>Looking at some internal structures, there are questions and thinking around how we are approaching innovation \u2013 where do we put some of our innovators in the team? Do they need to be fully embedded or kept separate?<\/li>\n<li>An area we are looking at is better embedding performance psychology within the organisation.<\/li>\n<li>Our team has moved to a matrix model \u2013 what strategies are people using to run their teams?<\/li>\n<li>Our team is currently restructuring our high performance department \u2013 there is a lot of new leadership that\u2019s required to develop and also more clarity required in people\u2019s roles because there has been a lot of ambiguity in the past.<\/li>\n<li>We are in the midst of an entire organisational digital transformation \u2013 there is going to be a significant amount of change as a lot of the systems we use have been used for 20 years. A specific element of this transformation has been around the learning management system and coach education services.<\/li>\n<li>We are also looking at the wellbeing of our coaches \u2013 if they aren\u2019t \u2018well\u2019 they are not performing to their optimum or translating that to their athletes, so we are analysing how best to influence this space.<\/li>\n<li>The integration of medical, sport science and other performance disciplines across an organisation to be able to positively influence processes and approaches continues to be an area of interest.<\/li>\n<li>We are looking at how we can optimise in-house talent \u2013 we\u2019ve had the opportunity to evaluate the programme and our people, particularly how we optimise and operationalise our staff better, as oppose to hiring for narrow skillsets.<\/li>\n<li>Wellbeing, mental health and emotional intelligence are becoming a part of this new cutting-edge world of high performance sport we are in but, practically, how are we doing it and trying to take it from an ideation to implementation?<\/li>\n<li>One challenge we have as an organisation who works across a number of academies in different countries is the cultural differences \u2013 we are trying to gather the dots and understand what \u2018cross-disciplinary\u2019 means in our context. A lot of people have good craft skill or knowledge, but they don\u2019t potentially have strong interpersonal skills and the ability to leverage other networks. We are trying to develop capacity and capability in our staff to understand what their broader role is in the development of talent.<\/li>\n<\/ul>\n<p><strong>Discussion notes<\/strong><\/p>\n<ul>\n<li>One of the most interesting insights in this process came from a coach who never competed as an athlete \u2013 his feedback was that there wasn\u2019t a common language in our sport. As part of the change, we had gone with the assumption that with coaches of a certain experience, they wouldn\u2019t have to take any of the new education because we knew fighting that battle would be painful. However, this coach said there should be one course that everybody should take so there would be a common language with the new coaches coming in. If we don\u2019t establish cultural norms around language and ideas, you will never get this to succeed.<\/li>\n<li>The challenge of keeping a performance team effective and operational whilst you are going through significant change isn\u2019t easy, the big learning was keeping everyone onboard with the \u2018why\u2019. What are the expected benefits of this change?<\/li>\n<li>There are unintended consequences as well \u2013 a lot of programmes in the Olympic movement will have reviewed their performance and have implemented a lot of change and there will always be fallout from organisational change. How do you minimise that? Around this is an undercurrent of challenges such as mental health and how do we help, support and signpost people around this? Now is a really interesting time for navigating change.<\/li>\n<li>We have also focused a lot on language in our programme \u2013 a lot of our coaches are baby boomers and our athletes are Gen-Z. We created something called a\u2019 Grit Board\u2019 which was our way of creating a common language. To take that a step forward, we then started talking about identity cards. All of the coaches have five key phrases we have been working on where the players understand what that means, which we feel has helped close the gap between the generations.<\/li>\n<li>When thinking about staff development, it shares a lot of commonalities with how we view athlete development. Where are the gaps? Where are the needs we should change? How do we know that we need to be changing? Do we need to bring other resources in or what other areas do we have in the environment we can bring in to problem solve? When we think about change with athletes, there is often resentment, so we without question need that buy-in with them. It\u2019s the same with staff, unless you have that understanding, you can have the information, resources and understanding of the need to change, but without that, you aren\u2019t going to get traction in this space. The change then becomes very transactional in nature.<\/li>\n<li>In terms of optimising skillsets in the staff: what are we dealing with, what do they currently have? Let\u2019s understand their skills and what they can bring to the table, and then work out how we want to optimise that.<\/li>\n<li>To pick up on the \u2018why\u2019 behind the change, it feeds into the notion of \u2018meeting the athlete where they\u2019re at\u2019 \u2013 this also applies to staff as well. Often in high performance teams we see challenges or a lack of cross-talk between certain departments, but again the key element to this being more successful is why we are doing it \u2013 most often it\u2019s about the benefit to the athletes.<\/li>\n<li>We are also going through a process at the moment in trying to formalise a set of performance standards, behaviours and values across the programme, as opposed to just one academy (these academies are global). The challenges we have is three different generations trying to coexist in the process (coaches, athletes and support staff). We want an approach across the board, because talent can be moved between academies in our context, but the lead coaches of the academies are struggling to see the need for programme-wide alignment in this approach.<\/li>\n<li>A thought around \u2018explaining the why\u2019: it\u2019s probably about testing your ideas in advance. Do you have people on the ground who can test where your thinking is and then have them report back to see if it translated? At least with this method, if it does translate with a smaller group of people, it may allow you to then spread it wider. Testing our communication becomes huge.<\/li>\n<li>Leading through the lens of performance makes sense, to have a continuity of values, behaviours and standards with global academies, but also allowing each to have their own life, identity and sense of unity may have the greatest value because those parts of those programmes or academies have the opportunity to define their own experience and yet, at the same time, there is a continuity of purpose through the performance lens.<\/li>\n<li>How much do we nudge rather than change? There are pendulum swings all of the time and sometimes the swing can bring about too big of a change. Our empathy for one another over the last two years has been welcome and appropriate, but in the world that we all work in everything seems to be performance-related and it is a current grey area \u2013 this space is all warm and we are saying we need to look out for each other, but we are still in an environment where there is pressure to get things done and to win.<\/li>\n<li>One of the biggest challenges we have is do we know if change is actually working? Particularly the hierarchical nature of this, from senior leadership, to management to coaches. There can be a gap \u2013 are the systems working and do we need to adjust?<\/li>\n<li>It can take a long time to know if the change is working, but the key is when we go into these processes, it is with the best intents and that these intentions are good. Organisations like Google look at this as a constant thing \u2013 change is constant as iterations, evolutions and innovations are happening all the time.<\/li>\n<li>One of the toughest parts of change is the impulse control from people who want to make the change, but then don\u2019t see what they want to see and then want to make another wholesale change. How often do we make another change during the overarching change because we aren\u2019t seeing the results we want? How do we control the impulses?<\/li>\n<li>We manage change through relationships so delaying impulses can be supported by having someone that is not emotionally hijacked by wins and losses, and is someone that can hold those relationships.<\/li>\n<li>Referring back to language, should we be focusing more on \u2018developmental\u2019 than \u2018change\u2019? Do we need to change or do we need to develop? You will have a totally different response, so it is important to understand that. We want to elicit one another\u2019s knowledge and experience to develop processes rather than sweeping change.<\/li>\n<\/ul>\n<p><strong>Key takeaways<\/strong><\/p>\n<ul>\n<li>Meeting both the athlete and staff member where they are at. Being able to put people in positions to succeed based off their skillsets and explaining why change can be necessary.<\/li>\n<li>Looking at ways to measure change or organisational development \u2013 bringing these into the conversations to take our sports to the next level.<\/li>\n<li>The importance of language. Reframing the lens of which change is understood in your organisation.<\/li>\n<li>If we have interpersonal skills, how do we create areas and opportunities to spend time on it and create a more holistic point of view for staff and athletes?<\/li>\n<li>Understanding if change or development is working \u2013 if our processes are having the effect we are wanting it to have, how do we know that? If not, when and how do we assess and implement any adjustments?<\/li>\n<li>The role of psychology, mental health and wellbeing staff \u2013 are we fully prepped and resource in these areas when going through some of the things change can bring?<\/li>\n<\/ul>\n<hr \/>\n<p><strong>Download the latest Performance Special Report &#8211; Winning With Nutrition<\/strong><\/p>\n<p>Long relegated to the side lines, nutrition is finally getting the attention it deserves when it comes to helping athletes achieve peak performance. Download our latest Special Report, produced in partnership with <strong>Science in Sport<\/strong> and featuring <strong>NBA<\/strong> champions the <strong>Milwaukee Bucks<\/strong>, the <strong>NFL&#8217;s<\/strong> <strong>Dallas Cowboys<\/strong>, and <strong>English Premier League<\/strong> club <strong>Aston Aston Villa<\/strong>.<\/p>\n<p><a href=\"https:\/\/info.leadersinsport.com\/winning-with-nutrition\"><button>Download Report<\/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":"","protected":false},"featured_media":9082,"menu_order":0,"template":"","categories":[22,20],"pathway":[],"topic":[],"sport":[],"class_list":["post-9069","report","type-report","status-publish","has-post-thumbnail","hentry","category-coaching-development-performance","category-leadership-culture-performance"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - 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