{"id":7915,"date":"2022-04-26T14:00:00","date_gmt":"2022-04-26T14:00:00","guid":{"rendered":"https:\/\/leadersinsport.com\/performance-institute\/?post_type=vlog&#038;p=7915"},"modified":"2025-12-15T05:19:48","modified_gmt":"2025-12-15T05:19:48","slug":"how-to-make-learning-your-teams-competitive-edge","status":"publish","type":"vlog","link":"https:\/\/leadersinsport.com\/performance-institute\/videos\/how-to-make-learning-your-teams-competitive-edge\/","title":{"rendered":"How to Make Learning your Team&#8217;s Competitive Edge"},"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\/EPP-Webinar.png);\">\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                                26 Apr 2022                            <\/p>\n                        \t\t\t\t\t\t<a href=\"https:\/\/leadersinsport.com\/performance-institute\/videos\" 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>Videos<\/a>\n\n\t\t\t\t\t\t<h1 class=\"hero__title\">How to Make Learning your Team&#8217;s Competitive Edge<\/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\/videos\/how-to-make-learning-your-teams-competitive-edge\/\">Facebook<\/a>\n                  <a href=\"https:\/\/twitter.com\/intent\/tweet?url=https:\/\/leadersinsport.com\/performance-institute\/videos\/how-to-make-learning-your-teams-competitive-edge\/&#038;text=How to Make Learning your Team's Competitive Edge\">Twitter<\/a>\n                  <a href=\"mailto:?subject=Here's a Leaders In Sport article for you &amp;body=Check out this article: How to Make Learning your Team's Competitive Edge. https:\/\/leadersinsport.com\/performance-institute\/videos\/how-to-make-learning-your-teams-competitive-edge\/\">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\/videos\/how-to-make-learning-your-teams-competitive-edge\/<\/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                                                                <div class=\"video video__inline\">\n                                        <iframe loading=\"lazy\" title=\"\" width=\"100%\" height=\"100%\" src=\"https:\/\/www.youtube.com\/embed\/i7LBwTmc58Y?feature=oembed&amp;enablejsapi=1&amp;origin=https%3A%2F%2Fleadersinsport.com\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture\" allowfullscreen=\"\"><\/iframe>\n                                    <\/div>\n                                \n                            \n                                                            <div class=\"es-section__text content-area\">\n                                    <p><p>An article brought to you by our Partners<\/p>\n<p><a href=\"https:\/\/eppglobal.com\/\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-58084\" src=\"https:\/\/www.leadersinsport.com\/wp-content\/uploads\/2020\/03\/epp-logo-new-black.png\" alt=\"\" width=\"341\" height=\"156\" \/><\/a><\/p>\n<h6>By John Portch<\/h6>\n<h4>When it comes to learning there is still a notable discrepancy between sport and the corporate world, where executive coaching has become the norm.<\/h4>\n<p>More than half of FSTE 100 CEOs are believed to use an executive coach. \u201cThe senior leaders of those organisations recognise the need to find time to step away, reflect and be coached,\u201d says Dave Slemen, the Founder of Elite Performance Partners [EPP], a search, selection and advisory firm working across elite sport and specialising in performance.<\/p>\n<p>\u201cThe number of CEOs, head coaches or performance directors in sport using coaches is not that high \u2013 we did our own research. It\u2019s interesting that it\u2019s a cultural shift that needs to be made within sport. I wonder how important it is in terms of that organisational purpose and culture that has an impact on learning.\u201d<\/p>\n<p>Slemen opens the floor to Scott Drawer, the Director of Sport at Millfield School in Somerset, and Simone Lewis, who currently works as a Technical Leadership Expert with Fifa.<\/p>\n<p>The panel came together for this EPP Webinar, titled <a href=\"https:\/\/leadersinsport.com\/performance\/epp-webinar-when-the-day-job-blocks-your-learning-opportunities-here-are-some-steps-you-can-take\/\">Creating Effective Learning Organisations<\/a>, to discuss why organisations that prioritise learning are gaining a critical competitive edge.<\/p>\n<p>Leaders Performance Institute members logged in from across the globe to hear the trio discuss the creation of learning cultures, tips to ensure your staff are continually engaged in self-development, and useful models of feedback to ensure that learning is captured and applied.<\/p>\n<p><strong>You need to make learning happen<\/strong><\/p>\n<p>Often sports organisations talk about learning but there needs to be a concerted effort to ensure your coaches and staff are continuously engaged. \u201cIt\u2019s no different to training an athlete,\u201d says Drawer, whose background includes time spent working for UK Sport, England Rugby and the Team Sky Innovation Hub.<\/p>\n<p>\u201cYou\u2019re fundamentally trying to change your memory state. There\u2019s some underlying physiology and neuroscience that drives that. You\u2019re trying to drive information and behaviours from short-term memory to long-term memory; and there\u2019s some tools and techniques to do that based on really good pedagogy.<\/p>\n<p>\u201cThe way I describe it: the best coaches we have are often the best teachers; and the best teachers can be the best coaches. We often forget some of this foundational knowledge that exists in pedagogy and andragogy.\u201d<\/p>\n<p>Drawer\u2019s time away from sport has helped him to coalesce his thoughts. \u201cIf you\u2019re really serious about this, you have to be deliberate and focused about it and create time to let it happen,\u201d he continues. \u201cYou have to really think about how you\u2019re going to structure those opportunities.\u201d<\/p>\n<p><strong>The role of leaders in creating a culture of learning<\/strong><\/p>\n<p>\u201cIt\u2019s very hard to have a learning culture if it\u2019s not enforced by senior leaders,\u201d says Lewis, who is an advocate of role modelling. \u201cYou can learn as an individual without [necessarily] being in a learning culture.\u201d It is complex, although Drawer outlines some tips for teams looking to develop a culture of learning. \u201cYou have to feel safe and supported as an individual where you\u2019re not going to be ridiculed for asking questions or questioning the norm. At lot of that starts with the leadership in any organisation,\u201d he says.<\/p>\n<p>\u201c\u2018Psychological safety\u2019 is used in lots of contexts, but you have to feel it. Equally, an individual has to feel vulnerable enough to want to expose themselves. All of that is around that principle of safety. Once you have that, it\u2019s then around the support that you put around them. If I\u2019m going to ask a question, I\u2019m given freedom to explore it.\u201d<\/p>\n<p>Lewis has also found that leaders often need help when structuring difficult conversations. \u201cGiving and receiving feedback is hard,\u201d she says. \u201cUsing things like \u2018greens and reds\u2019 and neutral language, always starting with the positives, and then following up with the things that can be improved upon. \u2018You and me agree\u2019 is another one. \u2018You go first, what do you think?\u2019 then I offer my opinion and we discuss it rather than me as your boss diving in with feedback. BAR is another one: behaviour, affect, request. Using the \u2018affect\u2019 and \u2018it makes me feel\u2019 can be really powerful for giving and receiving feedback to bring about learning and change.\u201d<\/p>\n<p>Inevitably, as Slemen points out, some people will be resistant to change, either openly or secretly and he asks Drawer how he might overcome such reluctance. \u201cI need to understand why they\u2019re resistant,\u201d says Drawer. \u201cThere could be some fundamental psycho-behavioural reasons why that\u2019s the case because of their previous learning experiences.<\/p>\n<p>\u201cMy experience is that the brilliant people, the brilliant leaders I\u2019ve worked with in a number of domains, they make you feel safe to go and explore.\u201d<\/p>\n<p>Learning is not a case of cause-and-effect, so time and support are both requisites. \u201cThat means better resources, that means putting time aside, that means having a leadership that recognise your next competitive advantage is going to be in that space.\u201d<\/p>\n<p><strong>Help people to self-reflect<\/strong><\/p>\n<p>Lewis explains that the key to supporting individuals in their learning is to raise their self-awareness and helping them to self-reflect. She says: \u201cIt\u2019s about helping them reflect on what they know, how they learn.\u201d There are a number of tools freely available and Lewis suggests the \u2018so what? \/now what?\u2019 model as an example. \u201c\u2018Everything\u2019s gone on, so what have I learnt? And then the key question is what am I going to do about it? What am I going to do differently? What am I going to implement?\u2019\u201d she continues. \u201cIf you\u2019ve had a whole season let alone a whole game it\u2019s about distilling the key learning and what I\u2019m going to take forward. Build a habit and a system of capturing that and sharing it, if that\u2019s relevant, whether that\u2019s sticky notes, voice mails or old-fashioned note-taking \u2013 find a way that works for you.\u201d<\/p>\n<p>Learning experiences need to be designed and tested. Says Drawer: \u201cIf I knew intervention X would definitely give me Y, I would be doing it all the time and that\u2019s not the real world. You need to try lots of things and see how individuals respond.\u201d<\/p>\n<p><strong>Teaching curiosity<\/strong><\/p>\n<p>Studies around andragogy \u2013 adult learning \u2013 demonstrate that adults need to see immediate value when learning. \u201cYou\u2019ve got to find ways of making that happen,\u201d says Drawer. \u201cIf you feel supported in doing that, that will just evolve over time. If you encourage the opportunity for people to question because they genuinely want to understand, and then create the space, we can test an idea and explore it.\u201d<\/p>\n<p>Lewis suggests that mentoring, including support for those who have never worked with mentors before, is important. As is peer to peer learning and communities of practice. \u201cWe\u2019re social animals, we learn together, but in terms of adding a bit of structure around a project, say, with a group of people in your organisation, [it helps to use] action learning principles or just giving a little guidance around how to define the problem better, how to be creative in brainstorming solutions for how to move forward with a project.\u201d That way people learn, solve a problem, and become better leaders in the process.<\/p>\n<p><strong>Maintaining a long-term learning lens<\/strong><\/p>\n<p>Performance is always the inevitable focus, so how can teams and individuals retain a lens on learning when the pressure to obtain results begins to tell? \u201cI\u2019d never polarise one or the other,\u201d says Drawer, who puts himself in the position of a coach. \u201cOf course, you\u2019ve got to win, but there are still opportunities to learn, there are still coaching moments and it\u2019s therefore probably the time and effort you spend on that versus the reality of trying to get an outcome. Whatever you do, even if you\u2019re focusing on one thing, there\u2019s still opportunities to do that. You just have to acknowledge that\u2019s the reality of that environment that you\u2019re then in.\u201d<\/p>\n<p>He believes that leaders need to be pragmatic when trying to exploit learning opportunities when everything is what he terms &#8220;full gas&#8221;. \u201cThere are ways that we can capture and sort this unstructured data so that you don\u2019t miss the moments of long-term opportunity,\u201d he says. \u201cEvery time you\u2019re having a conversation, all that unstructured data, body behaviour, language \u2013 all of that is quality information that you can learn from. By the time you get to the end of the season, when you\u2019re doing a full debrief, you can pull on it and extract themes; and that might help you move.\u201d<\/p>\n<p>Staff learning can also be periodised, just as training might be for athletes. Drawer discusses psychology theory about how leaders can structure learning opportunities, but preaches patience. \u201cIt can take you a year to understand the rhythms and culture of the organisation \/ ecosystem you\u2019re going into,\u201d he says. \u201cAnyone coming in will need that and be able to recognise when those opportunities are and when you\u2019re most likely to be in a position where your brain is free, you\u2019re not cognitively loaded, and you\u2019re ready to do those things.\u201d<\/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":7891,"menu_order":0,"template":"","categories":[20],"pathway":[295],"topic":[318,309,296,334],"sport":[],"class_list":["post-7915","vlog","type-vlog","status-publish","has-post-thumbnail","hentry","category-leadership-culture-performance","pathway-leadership-development","topic-alignment","topic-collaboration","topic-culture","topic-leadership-of-self"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - 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