ALMOST NOTHING STILL WINS Professor Frank Dick OBE

Michael Jordan Video (Not included)

Marginal Gains Agility to change Control the Performance excellence under pressure controllables Error Elimination Leverage the uncertain

Performers Sport-Specific performance (integrated performance & coaching outcome) Optimal Under-performance Periodisation plan & competition sequencing Optimal Physiology Strength training Loads General Related specific Psychology Biomechanics Endur. training Loads General Related specific Opt. /Poor Sequence of training (macro, meso, micro) Optimal/Poor Volume/ intensity Regeneration & recovery Opt. /Poor Learning Optimal/Poor confidence Focus & discipline Agility. Equipment Training training Medical/lifestyle Technology Optimal/Poor Competition Social analysis Emotional Mental stability Strength distractions Technique(s) Mobility Speed training Optimal/Poor Strength/Mobility Balance Opt. /Poor Volume/ intensity Tactics Cognitive Ahead Down stress Respond to equipment Monitoring Communication Health Non training stress Injury Opposition/adversity %muscle/fat sickness fatigue Adaptable/creative nutrition Finances Work relationships School Stability Agent Colleagues Family prevention treatment Rehabilitation Recovery prevention

If we are to persistently achieve our goals, Teamwork is not a matter of choice. It is a strategic essential.

Edgar Davids Video (Not included)

Ronaldinho Observer Monthly “My role in the team is to create plays, to provide the last pass before a goal is scored. To assist: this is my role. To put a team-mate in a position to score. That is my biggest concern”.

Ronaldinho Observer Monthly “When I train, one of the things I concentrate on is creating a mental picture of how best to deliver that ball to a team-mate preferably leaving him alone in front of the rival goalkeeper. So what I do, always before a game always, every night and every day, is try and think up things, imagine plays, which no one else will have thought of, and to do so always bearing in mind the particular strengths of each team-mate to whom I am passing the ball”

Ronaldinho Observer Monthly “When I construct those plays in my mind I take into account whether one team-mate likes to receive the ball at his feet, or ahead of him; if he is good with his head, and how he prefers to head, whether he is stronger on his right or left, that is my job. That is what I do. ”

Leadership is not part of why you’re here. It’s all of why you’re here.

You are not about sameness or always leading by consensus: Your people expect you to lead. n They do not expect you to be led by them. n Listening should influence your leadership decisions but not dictate them. n

You are about a difference: Be your own person (be differentiated) n Keep to own central emotional corridor (be stability in face of emotional storms) n Know and manage your stressor vulnerability (build in space and time for sanctuary to regenerate) n In crises your endurance = persistence + patience (and that means physical, mental and emotional) n

TALK SELECTION THINK SUCCESSION SELECT DIVERSITY CREATE HARMONY

Embryonic YOU Apprentice Break Through Emergent Peak Performance Consultant Sage Mentor • Coach-focussed study Ownership of personal development & performance excellence Decision making – judgement calls Effective coaching Leadership Art of coaching Evolving • Performer-focussed study coaching concepts philosophy • Relationship management • Ethical behaviour BADGE • Interdependence & teamship • Coachability • Application of training & learning principles • Performance- focussed study • Technical reservoir • Synthesis skills NUMBER • Coaching, teaching & management method • Science of coaching • Reliance on practice precedent LIFE EXPERIENCE Learn to repeat Learn to learn Learn to do Learn to become

Maintenance and Impact MAINTENANCE Low High Back Bone (C) Real Deal (A) Gets on with the job at hand. Too aware of personal limitations so works within capacity to these yet is a reliable work horse. Delivers performance persistently on the day. Gets results and actively seeks/ drives positive change. Has energising impact on others. Prima Donna (B) Mistake (D) The dilemma – exceptional performance reflecting outstanding ability – but only when they decide to turn it on and at a cost to the enterprise, the team and you! Brings behavioural baggage. Is a drain on your time and energy and a load carried by others in the team. Hurts the enterprise and compromises endeavour Low IMPACT High

MAINTENANCE / IMPACT PROFILE COACHING REAL DEAL BACK BONE • MAINTENANCE • Coach to push through perceived strength • Coach strengths further limits • Learning opportunities for building Coach expansion of competencies base leadership competencies • Review personal motivational and realign motivational climate • Involve in energising motivational climate and inventing the future • Build self belief • Challenge for self fulfilment (Coach, support, counsel) (Direct, coach) MISTAKE PRIMA DONNA • Review competency & motivational profile -- performance manage over agreed period • Coach strengths further • If progress – access potential for transformation • Engage peers/team members in aligning with collective endeavour • Challenge to raise ownership of effective constructive energy and time management • If none – remove (Direct) IMPACT (Coach, support, counsel)

MAINTENANCE / IMPACT PROFILE COACHING Direct, coach Coach, support, counsel Mistake Coach, support, counsel IMPACT

Potential and Performance Potential High New entrant or under performing and high potential to cause disturbance C+ Question mark C- Growth Exciting employee, a selection error and a risk to business or team D Stretch Untapped potential, works at the edge of risk but needs coaching to go beyond A- Rising (shooting!) star, record breaking elite performer A+ Pillar, reliable journeyman player B High impact employee, push to their limit, open to training to go further A Effective employee, foot soldier and cannon fodder B- Significant contributor, great fighter works to limit, simply keep motivated B+ Least Effective Valued Performance A = Retain at all costs, leaders to watch and stretch B = Keep if you can and develop C = Improve or lose D= Help make them happier in another team that fits their skill set Top for KPIs targets

POTENTIAL Potential & Performance Profile Coaching § Foundation coaching or rough diamond. Manage rough (monitor & mentor), polish diamond (coach) Direct/Coach § Expose to best coaching § Check motivations: excite. Time manage & micro manage. Focus on behaviour/attitude change first, then on technical / training Direct/coach § Review range & level of key competencies. Review opportunities to build/apply new competencies. Design challenging development program. Raise potential – raise performance. Coach/support § Tough love coaching. Challenging coaching – push through limits. Coach for different mountains. High performance program. Coach/support § Facilitate departure § Review motivational climate. Reconstruct key competency base. Challenge to learn new competencies. Focus on raising the bar. Coach § Train to be coach. Enrich motivational climate. Reward quality coaching. Support § Competency expansion program. Leadership & high internal or external, not necessarily in sport/business performance program. specifics Counsel Coach/support PERFORMANCE

POTENTIAL Potential & Performance Profile Coaching Direct/Coach/support Counsel Direct/coach Coach/support Facilitate departure Coach Support PERFORMANCE

Do you have radar? n Remember the microscope! n What is your spark gap? n

n Be prepared for and to change (be right in being adaptable and creative) n Self-regulate in response to reactive sabotage (you will make enemies; play to your own game – not theirs) n Learn to learn faster (and faster!) (have access to challenging and diverse mindsets as a growing network) n Seek out the mountains others would not dare to climb (you grow and perform better by being prepared to take the hard way – the path less travelled) n Take the risk of winning (be willing to be exposed and vulnerable)