{"id":8200,"date":"2022-02-25T10:00:00","date_gmt":"2022-02-25T10:00:00","guid":{"rendered":"https:\/\/leadersinsport.com\/performance-institute\/?post_type=vlog&#038;p=8200"},"modified":"2025-12-15T05:19:50","modified_gmt":"2025-12-15T05:19:50","slug":"succeeding-is-cooler-than-only-failing","status":"publish","type":"vlog","link":"https:\/\/leadersinsport.com\/performance-institute\/videos\/succeeding-is-cooler-than-only-failing\/","title":{"rendered":"\u2018Succeeding Is Cooler than Only Failing\u2019"},"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\/MicrosoftTeams-image-1.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                                25 Feb 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\">\u2018Succeeding Is Cooler than Only Failing\u2019<\/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\/videos\/succeeding-is-cooler-than-only-failing\/\">Facebook<\/a>\n                  <a href=\"https:\/\/twitter.com\/intent\/tweet?url=https:\/\/leadersinsport.com\/performance-institute\/videos\/succeeding-is-cooler-than-only-failing\/&#038;text=\u2018Succeeding Is Cooler than Only Failing\u2019\">Twitter<\/a>\n                  <a href=\"mailto:?subject=Here's a Leaders In Sport article for you &amp;body=Check out this article: \u2018Succeeding Is Cooler than Only Failing\u2019. https:\/\/leadersinsport.com\/performance-institute\/videos\/succeeding-is-cooler-than-only-failing\/\">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\/succeeding-is-cooler-than-only-failing\/<\/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:\/\/player.vimeo.com\/video\/685928923\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture\"><\/iframe>\n                                    <\/div>\n                            \n                            \n                                                            <div class=\"es-section__text content-area\">\n                                    <p><p>An article brought to you by our Main Partners<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-45561\" src=\"https:\/\/www.leadersinsport.com\/wp-content\/uploads\/2021\/01\/Keiser_Main_Logo_Red.png\" alt=\"\" width=\"500\" height=\"138\" \/><\/p>\n<p><span style=\"font-size: 10.72px; font-weight: bold;\">By John Portch<\/span><\/p>\n<h4>\u201cAs I\u2019ve followed the thread of this conversation it\u2019s making me realise or it\u2019s helping me to understand that being a learning leader \u2013 or being a leader that learns \u2013 feels really important,\u201d says Dusty Miller, the Head of People &amp; Culture at British Fencing.<\/h4>\n<p>\u201cAnd the sense of leading or inspiring others to do things they don\u2019t necessarily think they can do.\u201d<\/p>\n<p>Miller is speaking at our latest Keiser Webinar, which was titled <a href=\"https:\/\/leadersinsport.com\/performance\/keiser-webinar-why-you-should-not-be-calling-people-out\/\">\u2018Developing the Person and the Practitioner\u2019<\/a>. He is joined by Duncan Simpson, the Director of Personal Development at IMG Academy and moderator Dehra Harris, who serves as Assistant Director of High Performance Operations at the Toronto Blue Jays.<\/p>\n<p>The trio explored people development on a personal and professional level; what is done well, and what could be done better.<\/p>\n<p><strong>Scaffold your development as you scale<\/strong><\/p>\n<p>You are perhaps never at a better time to restructure than when you have reached a low ebb. Miller explains that British Fencing currently has just one podium athlete but that he, in his role as Head of People &amp; Culture, is working with the wider team to build elite foundations ahead of the 2032 Olympic Games in Brisbane. He says: \u201c[We want to] create an environment where people learn from whatever lens they\u2019re viewing the programme through \u2013 be it a coach, be it an umpire, be it a parent or stakeholder in the journey \u2013 we\u2019re building those world class foundations to grow and scaffolding the learning as we go through without having too much expectation placed on the individual athletes.\u201d<\/p>\n<p>The IMG Academy, which is based in Bradenton, Florida, serves 1,300 student-athletes across eight different sports, and employs over 800 staff. It is more advanced than British Fencing in its efforts to scale and support development but, as Simpson explains, there is a constant process of breaking down the silos that form between subject matter experts. For him, the key lies in its structure where the four facets of student-athlete life \u2013 school, campus life, sports and athletic &amp; personal development \u2013 are given an almost equal footing. \u201cHow organisations are structured actually plays a massive role in the processes and how we see collaboration.\u201d<\/p>\n<p><strong>The power of informal learning opportunities<\/strong><\/p>\n<p>Structures are important but culture also has a role to play and this informs the thinking around the Toronto Blue Jays\u2019 new training facility, as Harris explains. \u201cIf we only meet separately then it doesn\u2019t work,\u201d she says of the staff based at the 65-acre Player Development Complex, which opened in Dunedin, Florida, in February 2021. \u201cHaving times where we\u2019re socially together across disciplines helped and not just jumping into meeting structure but having five minutes of shooting the breeze where everybody\u2019s just talking as humans. We recognised that we needed to shift from this relentless productivity of Zoom.\u201d<\/p>\n<p>Performance staff and coaches are also brought together through what Harris calls \u2018intentional collisions\u2019, a process that is also popular at Google. She says: \u201cStrength &amp; conditioning sitting down with hitting, we\u2019re going through a bunch of players, we\u2019re looking through an S&amp;C lens and a hitting lens and we\u2019re talking about a specific hitting goal. That\u2019s a place where we\u2019re anchoring a goal but maybe bringing people who aren\u2019t always in the same room together.\u201d<\/p>\n<p><strong>Do <em>with<\/em> not <em>to<\/em> the learner<\/strong><\/p>\n<p>\u201cI need to have a \u2018see, feel, hear\u2019 sense of what\u2019s going on so that I can, with the rest of the team, support [the athlete\u2019s] learning in a way commensurate and at a tempo which is good for them,\u201d says Miller. \u201cHearing, and feeling, and sensing what\u2019s going on with the learner and how we build the learning around them in their context is really important.\u201d<\/p>\n<p>He sums it up with a pithy aphorism: \u201cdo <em>with<\/em> not <em>to<\/em> the learner.\u201d<\/p>\n<p>At IMG Academy, Simpson tells the virtual audience that learning is divided into three buckets: what the individual prefers to improve in, what they\u2019re required to improve in, and where they are actually improving. He says: \u201cIt\u2019s getting an understanding of those three elements. The actual development part is \u2018maybe I can have a little impact there\u2019, but it\u2019s also getting them to understand that, \u2018yes, you want to develop in this area and that\u2019s fantastic but we can have multiple areas that we\u2019re passionate about but your role may have evolved and changed, or the demands have changed, and you\u2019re required to improve in this area.\u2019\u201d<\/p>\n<p>The open conversation around those three elements, which can be scaled from the individual to the wider team, are the starting point for goal setting each year.<\/p>\n<p><strong>Comfortable being uncomfortable (and curious)<\/strong><\/p>\n<p>Miller wants people at British Fencing to be comfortable being uncomfortable and, for the audience, draws on his experience serving aboard a nuclear submarine in the Royal Navy. \u201cWhen people join a submarine they\u2019re walking into a learning environment, which is a high performance learning environment,\u201d he says of an experience he and his shipmates called the \u2018fourth dimension\u2019.<\/p>\n<p>\u201cThe importance of that is regardless of where you are hierarchically, when you walk into a submarine for the first time you are a learner and the philosophy and the culture inside that submarine is that we need you to be the best version of yourself as soon as possible because you might walk past an incident and you need to know how to deal with it because you\u2019re the first person there. You can\u2019t rely on a subject matter expert to come and bale you out, as it were. That sense of learning, that sense of curiosity, is inculcated in every fabric of every human interaction inside a nuclear submarine.<\/p>\n<p>\u201cEverybody takes responsibility for their individual learning but also their collective learning.\u201d<\/p>\n<p>It is an attitude he has taken into his post-military career with England Rugby, the English Institute of Sport and now British Fencing. \u201cIf we can help people to flex their curiosity muscle and encourage people to ask really insightful questions and be curious and want to develop themselves, where we get to is a sense where \u2018it\u2019s OK to ask a good question. It\u2019s fine. It\u2019s OK to not have the answer.\u2019 But what we\u2019re encouraging is the ability to be hungry for that learning.\u201d<\/p>\n<p><strong>Making learners feel safe<\/strong><\/p>\n<p>Harris, who previously worked with medical students, recalls a time when she experienced a safety shift when delivering feedback. \u201cA friend helped me to think about the difference between calling someone <em>out<\/em> and calling someone <em>in<\/em>,\u201d she says. \u201cWhen you call someone out there are relationship stakes. I might fire you, I might do something at you; there\u2019s going to be something happen versus if I\u2019m calling you in, it can be very direct but I\u2019ve removed the relationship stakes by saying at the beginning of the conversation: \u2018I appreciate that you\u2019re here, I see all the hard work.\u2019 This is potentially a difficult conversation but there are no stakes. This is us being honest about what is happening. I have to give difficult feedback but I want you to be very clear that we\u2019re working on whatever I say.\u201d<\/p>\n<p>In addressing the question of belonging and psychological safety, Simpson cites American entrepreneur Charlie Munger. \u201cHe always talks about how much he underestimates the power of incentives,\u201d he says. \u201cWhen I sit down with individuals, I may have this picture of how great it is to work here, and we\u2019re all pushing in the same direction, but I also need to understand the individual\u2019s incentives. Why do they come to work, what are they here to do, what are they motivated by?\u201d<\/p>\n<p>Time is another factor, says Miller, who stresses the importance of trust and rapport. \u201cAlso with the learner, it\u2019s giving them attainable goals in the short-term so that they feel success for themselves. Harris concurs, adding: \u201cSucceeding is cooler than only failing.\u201d<\/p>\n<p><strong>Tracking growth and development<\/strong><\/p>\n<p>The panel agree that evaluating learning can be difficult and Miller uses the Kirkpatrick Model, which is widely used for evaluating training and learning programmes, to explain why he feels he has fallen short at times.<\/p>\n<p>\u201cOrganisations that plan big learning and development programmes often stop at the reactionary phase, the foundation phase i.e. \u2018how did it feel? What was the learning like?\u2019\u201d he says. \u201cThe next level to that is how you are transferring that knowledge into your context. Then Kirkpatrick will suggest, actually, it\u2019s a bit deeper than that because it\u2019s how are you applying it? This takes time. Where we want to get to is how has it behaviourally made a difference to the organisation?<\/p>\n<p>\u201cWhen I think about learning programmes now, I think about how I\u2019m going to evaluate it in the first six to eight weeks after the experience; what does the transfer of knowledge into the context look like? I plan that, six weeks out to three months. Three months out is how they\u2019re applying it in their context and then, finally, in a year\u2019s time, if we review and reflect on that learning experience for those individuals, what does that look like and how does it change the human behaviours inside the organisation?\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":8201,"menu_order":0,"template":"","categories":[22,20],"pathway":[295],"topic":[296,338,299],"sport":[324,398],"class_list":["post-8200","vlog","type-vlog","status-publish","has-post-thumbnail","hentry","category-coaching-development-performance","category-leadership-culture-performance","pathway-leadership-development","topic-culture","topic-listening","topic-team-building","sport-basketball","sport-fencing"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - 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