Playing For Gold! (And Black)

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Presentation and paper given originally in 2005 after interviews with Warren Gatland

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Playing For Gold! (And Black)

  1. 1. Dr. David Hancock BEng, CEng, PhD, MBA, FIMM, FRSA David Hancock Consulting Ltd Playing for Gold! (And Black) What lessons can project management learn from extremely high performance teams in the sporting arena?
  2. 2. Agenda <ul><li>London Wasps </li></ul><ul><li>Work Environment </li></ul><ul><li>Management & Leadership </li></ul><ul><li>Innovation </li></ul><ul><li>Technology </li></ul><ul><li>People </li></ul><ul><li>Conclusions </li></ul><ul><li>Results </li></ul>
  3. 3. Elements of Performing Teams
  4. 4. London Wasps
  5. 5. Work Environment
  6. 6. Management & Leadership <ul><li>Director of Rugby </li></ul><ul><li>Warren Gatland </li></ul><ul><li>Coach </li></ul><ul><li>Shaun Edwards OBE </li></ul>
  7. 8. <ul><li>A belief in shared aims and objectives </li></ul><ul><li>A sense of commitment to the group </li></ul><ul><li>Acceptance of group values and norms </li></ul><ul><li>A feeling of mutual trust and dependency </li></ul><ul><li>Full participation by all members and decision making by consensus </li></ul><ul><li>A free flow of information and communications </li></ul><ul><li>Open expression of feelings and disagreements </li></ul><ul><li>The resolution of conflicts by the members themselves </li></ul>Characteristics of Performing Teams
  8. 9. Blitz Defence Innovation
  9. 10. <ul><li>Blitz Defence </li></ul><ul><li>Need to train new players </li></ul><ul><li>Educate officials </li></ul><ul><li>Tolerate mistakes in the early days </li></ul><ul><li>Ongoing development over time by coaches </li></ul>Innovation
  10. 11. <ul><li>Video Analysis </li></ul><ul><ul><li>Every Game / Every Player </li></ul></ul><ul><ul><li>Feedback on performance at a personal level </li></ul></ul><ul><ul><li>Look Forward (Next Opponents) </li></ul></ul>Technology <ul><li>Leon Holden </li></ul><ul><ul><li>Technical Analyst </li></ul></ul>
  11. 12. <ul><li>Video </li></ul><ul><li>On field statistical capture & evaluation (Laptops) </li></ul><ul><li>Radios two way (Encrypted!) </li></ul><ul><li>Immediate and longer term feedback for development programmes </li></ul>Technology
  12. 13. Performance Dashboard
  13. 14. <ul><li>Wasps Academy ( Talent Spotting& Development ) </li></ul><ul><li>The Academy is split into three levels - </li></ul><ul><li>Level 1 (14 to 18 yrs) - EPDC - coached and developed by London Wasps staff at Elite Players Development Centres (EPDC's). This process is in place to improve the skills, fitness and game understanding of players and also to act as a means of identification of players for progression. </li></ul><ul><li>Level 2 (16 to 21 yrs ) - the Regional Academy - 25 players maximum, funded through Sport England via the RFU, to provide resource to players in the development components of fitness, nutrition, analysis, physiotherapy, lifestyle management, educational advice and guidance, plus managed match playing programmes. The purpose being to produce players up to international playing standard. </li></ul><ul><li>Level 3 (18 to 23 yrs ) - National Academy - headed by Brian Ashton to prepare elite players for international duty. </li></ul><ul><li>The Academy is designed to develop English qualified players. </li></ul>Recruitment
  14. 15. <ul><li>AMO Model </li></ul>Retention
  15. 16. <ul><li>Ability - they are able to do so (they can do the job because they possess the necessary knowledge and skills) </li></ul><ul><li>Motivation - they have the motivation to do so (they will do the job because they are adequately incentivised) </li></ul><ul><li>Opportunity - their work environment provides the necessary support and avenues for expression </li></ul>The AMO Model
  16. 17. High Performing Teams <ul><li>Understanding self </li></ul><ul><li>Understanding team members </li></ul><ul><li>Playing to team and individual strengths </li></ul><ul><li>Protecting team and individuals against weaknesses </li></ul>
  17. 18. Stages of Development
  18. 19. Ability/skill ---------------------- Motivation/ Incentive ---------------------- Opportunity to participate Organisation commitment --------------- motivation -------------- Job satisfaction Performance outcomes + Front line management - Implementing - Enacting - Leading - Controlling Discretionary Behaviour The Bath People and Performance Model Training and Development Performance Appraisal Career opportunity Recruitment/ selection Pay satisfaction Job challenge/job autonomy Team working Involvement Communication Job security Work-life balance
  19. 20. The Enigma of Self-Awareness <ul><li>Self-awareness is a prerequisite for management success </li></ul><ul><li>People both seek for and avoid self-understanding </li></ul><ul><li>Why? </li></ul>
  20. 21. The Sensitive Line <ul><li>Information that crosses the sensitive line is resisted </li></ul><ul><li>Discrepant information creates rigidity and defensiveness unless: </li></ul><ul><ul><li>it is verifiable, predictable, and controllable </li></ul></ul><ul><ul><li>it is accompanied by self-disclosure </li></ul></ul><ul><ul><li>other people help explain and interpret it </li></ul></ul>
  21. 22. The JOHARI Window
  22. 23. Leadership Style
  23. 24. What to do when who you are Conflicts with who they are? <ul><li>Change your own personality, or change theirs (not likely!) </li></ul><ul><li>Change your own behaviour, and seek to change theirs (more likely!) </li></ul><ul><li>Acknowledge differences and seek to understand - maybe they are in the right... </li></ul><ul><li>Find common ground as a way to work together </li></ul><ul><li>Be proactive, not reactive - plan for conflicts </li></ul>
  24. 25. <ul><li>Single Vision (Warren’s) </li></ul><ul><li>Passion & Commitment </li></ul><ul><li>Fairness not Equality </li></ul><ul><li>High use of Technology </li></ul><ul><ul><li>feedback on performance both positive and negative (supported by evidence) </li></ul></ul><ul><li>Understanding motivation at a personal level </li></ul><ul><li>Success defined by ‘Winning’ is everything </li></ul>Conclusions
  25. 26. Premiership 2002/2003 Gloucester 82 Wasps 67 Northampton 62 Sharks 62 Leeds 58 Leicester 55 Harlequins 44 Saracens 42 London Irish 40 Newcastle 40 Bath 36 Bristol 36 2004/2005 Leicester 78 Wasps 73 Sale 60 Bath 58 Saracens 57 Gloucester 47 Newcastle 47 Leeds 43 Worcester 42 London Irish 40 Northampton 40 Harlequins 38 2003/2004 Bath 79 Wasps 73 Northampton 70 Gloucester 63 Leicester 55 Harlequins 54 Sale 53 London Irish 49 Newcastle 45 Saracens 39 Leeds 37 Rotherham 3
  26. 27. <ul><li>2002/2003 </li></ul><ul><ul><li>Parker Pen </li></ul></ul><ul><ul><li>Zurich Premiership </li></ul></ul><ul><li>2003/2004 </li></ul><ul><ul><li>Zurich Premiership </li></ul></ul><ul><ul><li>Heineken Cup </li></ul></ul><ul><li>2004/2005 </li></ul><ul><ul><li>Zurich Premiership </li></ul></ul>The Gatland Era
  27. 29. 2004/2005
  28. 30. 2005/2006
  29. 31. Contact David Hancock
  30. 32. And Beyond? 2006 Waikato Air New Zealand Cup Winners 2008 Wales Rugby Grand Slam Winners 2008 Forwards Coach British and Irish Lions

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