managing & motivating your key people · intro and fun kids learn to enjoy the game, be active,...

© Capitis Consulting 2018

Managing & Motivating Your Key Peopleby understanding

What Makes Them Tick!

Presented by Paul Varian, President, Capitis Consulting Inc.

Swim Ontario Conference & AGM

9am – 11am, Friday 21st September 2018

Toronto Pan-Am Sports Centre, 875 Morningside Ave, Scarborough, ON


Capitis ConsultingAbout Paul Varian MBA, C.Dir

• +14 years senior sport leadership experience

• Executive Director of Oakville Soccer Club– Grew registration base by 28% to +19,000– Grew revenues by 62%– Five-year strategic plan, technical development plan– Technical program evaluation framework

• President & CEO of Sport BC– $60m Sport & Arts Legacy Fund post Olympics– VANOC Ambassador– Vice-President, KidSport Canada– President, SBC Insurance– Director, AllSport Insurance Marketing Ltd

• Chief Executive of Irish (Field) Hockey Association– Doubled revenues– €450k corporate sponsorship deal, largest in the sport’s history– 29-match TV deal– Professionalized national team set-up– National Development Plan + professional development

structure


Services In And Around The Sport Board Room

Governance Renewal

Board & Executive Coaching

Program Evaluation

Strategic Marketing

Policy Development

Sport Business

Education

Strategic Planning


Some Of Our Clients ....


Between Now And 11am, We’re Going To Touch On:

• Pinpointing role and perspective

• The theory of human behaviour

• Understanding how the world and people’s expectations of you have changed

• Key take-away’s in managing and motivating your people


What Are Your Experiences With Swim Parents?

• Identify the different types of parent character you have experienced in your coaching– eg. The Expert, The Arguer, The

Cheerleader, etc


Roughly what percentage of swim parents that you deal with would you

call ‘reasonable’?


Most parents are reasonable

people who are trying to work

out what’s best for their child.

The Reality Is!

But we tend to let the crazy

minority tarnish our views of the

reasonable majority!


What Is Your Role As A Swim Coach?


A To Win Swim Medals?

D To Build Better Community?

B To Build Winning Swimmers?

C To Build Successful People?D To Build Better Community?


Podium


Performance

PersonPlace

Four P’s

No

n-T

ech

nic

alTe

chn

ical

Individually TacitCollective & Objective


1 2 3 4 5 6 7 8 9 10

Win/loss record in the leagues/competition

Previous soccer playing experience

Tactical skill (ability to win a competitive game)

Coaching qualifications

Ability and willingness to communicate with parents

Fairness, equity, treating all the players the same

Willingness to push the players to reach the next level

Ability to run well-organized practice sessions

Ability to improve the players' skill levels

Ability to communicate with children

Ranking Of Importance (1 = most important)

What Soccer Parents Deem Most Important In A Youth Coach(Source: Canada Soccer National Grassroots Survey, Dec 2016)


A To Win Swim Medals?


B To Build Winning Swimmers?

C To Build Successful People?D To Build Better Community?


A & B - What Sport IS

C & D - What Sport DOES


A + B tend to dominate what we do, and what we talk about.

But most of us are ultimately concerned on the long term with C + D.

How much time do we spend with our swimmers, parents and Board on C + D?


Human Behaviour• Parents are just people!

• While we are all different, we have similarities in how we:– Perceive things– Source information– Make decisions– Present/act to others

• Some of this is shaped by our specific life circumstances– Upbringing – what our parents, family & friends taught us and

believed in– Our formal education– Learnings from our unique life experience

• Some is simply down to who we are!– Our personality, how we subliminally, tacitly act


Human Behaviour• Understanding human behaviour helps us understand how

to work better with people

• Is that person ‘bad’ or just different?

• Is that person trying to be difficult, or do they just see things a different way?

• Is how we are working with this person making them uncomfortable and we don’t realize it?

• Maybe this person who ‘doesn’t get it’ comes to a decision differently to me?


Human Behaviour• 1921 – Carl Jung established four personality styles that

dictate how we think & process information– Thinking, feeling, sensation, intuition

• 1928 – William Moulton Marston developed this quadrant of personalities in– Dominance, Influence, Steadiness, Compliance

• 1940 – Walter Clark developed the DISC personality profiling system

• Many other similar personality systems exist, following the same quadrennial approach


DISC Personality Profiling


DISC Personality Profiling - Dominance


DISC Personality Profiling - DominanceStrengths Bottom-line organization, big picture goals, tangible results,

self-starters, decisive & responsive

Weaknesses Listening skills, attention to detail, argumentative,‘forgiveness instead of permission’, impatient

Greatest fear? Not being in control or being taken advantage of

Motivated by? New challenges & environments, tangible results, power & authority

Working with them – DO! Be direct and brief. Cut to the ‘what’ (not the ‘how’). Focus on tangible results, not the problems.

Working with them – DON’T! Don’t focus on details, ramble, appear unconfident. Don’t generalize or make points without tangible support.


DISC Personality Profiling - Influence


DISC Personality Profiling - InfluenceStrengths Creative problem solving, motivating & encouraging others,

sense of humor, conflict resolver & peace maker

Weaknesses Concerned with popularity over results, attention to detail,only listens when convenient, self promotion, can be over-boisterous

Greatest fear? Rejection

Motivated by? Flattery, praise, popularity. A friendly environment. Freedom from rules/regulations. Others available to handle details

Working with them – DO! Build a favorable, friendly environment. Let them verbalize ideas. Help them transfer talk into action. Develop a participative relationship. Create incentives for following through on tasks

Working with them – DON’T! Eliminate social time. Do all the talking. Ignore their ideas or accomplishments. Tell them what to do.


DISC Personality Profiling - Compliance


DISC Personality Profiling - ComplianceStrengths The voice of reality! Consistent & even-tempered.

thorough, methodical.

Weaknesses Bound by procedures/methods. Gets bogged down in details. Prefers not to verbalize feelings, will back down ahead of verbal confrontation.

Greatest fear? Criticism

Motivated by? Standards of high quality, limited social interaction, detailed tasks, logical organization of information

Working with them – DO! Focus on specialized or technical tasks, practical work procedures. Minimize conflicts & arguments. Give clear instruction, reassure them they are doing what is expected.

Working with them – DON’T! Autonomy, controlled work environment, reassurance, precise expectations and goals, exact job descriptions.


DISC Personality Profiling - Steadiness


DISC Personality Profiling - SteadinessStrengths Reliable, dependable, loyal team worker, compliant with

authority, good listener, reconciling conflicts

Weaknesses Resists and takes a long time to adjust to change. Sensitive to criticism. Difficulty establishing priorities.

Greatest fear? Loss of security

Motivated by? Recognition for loyalty & dependability. Safety & security. No sudden changes in procedure or lifestyle.

Working with them – DO! Express a genuine interest in them as a person. Provide them with answers to "how" questions. Present new ideas in a non-threatening manner; give them time to adjust. Assure them of personal follow-up support. Explain how their actions will minimize the risks involved.

Working with them – DON’T! Be pushy, overly aggressive, or demanding. Be too confrontational.


The Changing World


It Is A Different World In So Many Ways!


Technology


Globalization


Consumerism


Diversity


Liberalism


Coaches Must Act Differently!• The parent is now the customer

– Which grants them greater power, a stronger say

• Athletes have better protection and rights– A good thing, but means coaches must behave differently, according to more rigid

policy and protocol

• More is expected of coaches and clubs in amateur sport environments– Sport consumers expect professionally employed, qualified coaches, even in

community sport

• Sport consumers are more selective, less loyal, expecting of choice– Millennial generation is used to shopping around, getting the best deal

• Respect for authority or professional experts is no longer assumed– Ranging from doctors, to teachers, to mechanics and sport coaches


We Must Avoid The Trap Of Coaching How We Were Coached!

✓ Coach to win, defined by podium results✓ Stereotypes about athletes✓ Losers are losers (don’t bother with them)✓ No accountability to parents✓ Aggressive training techniques✓ No development as a coach beyond initial qualifications✓ Master and commander


We Must Avoid The Trap Of Coaching How We Were Coached!

✓ Coach to win, defined by podium results✓ Stereotypes about athletes✓ Losers are losers (don’t bother with them)✓ No accountability to parents✓ Aggressive training techniques✓ No development as a coach beyond initial qualifications✓ Master and commander

✓ Coach to retain, defined by enjoyment, participation✓ Focus on inclusion of sport for all✓ Competing against yourself, not others✓ See parents as partners in athlete development✓ Integrated, periodized training based on LTAD principles✓ Committed to always learning and growing as coach✓ Open to feedback and constructive points of view


So To Manage & Motivate People As A Coach, We Must First:

• Know Where They Are Coming From– Podium? Performance? Person? Place?– How will they perceive us as a coach and what paradigm must we speak to

them in to motivate and connect?

• Understand What Behavioural Characteristics People Exhibit– What is explaining their behaviour?– How can we anticipate it and model our behaviour to them?

• Unlearn What We Learnt About Coaching When We Were Coached– When values, perspectives and pop culture were totally different– How can we embrace the reality of the ‘new’ and not just complain about it?


Key Take-away’s In Managing And Motivating Your People


Focus On People’s Intrinsic Motivation!

The ‘Sawyer Effect’

Things that turn work into play and play into work.

Intrinsic vs extrinsic motivation- autonomy- mastery- purpose


DON’T AVOID COMMUNICATION!

It may feel like everything is fine, but its not ….


SEE THINGS THROUGH THE EYES OF YOUR AUDIENCE

What DISC behavioural types are you seeing?

Are they motivated by Podium, Performance, Person or Place perspectives?

Show them that you see where they are coming from.

Understand what will incentivize them.


WRITE AND PROMOTE A TECHNICAL DEVELOPMENT PLAN

Sits between your club’s strategic plan and your swimmer’s training programs

It explains the overall development of swimmers at your club, in simple language!

It helps people educate themselves and gives consistent point-of-reference for you and your fellow coaches

U4 – U7 U8 – U12 U17 – U18U13 – U16 U19+

INTRO AND FUN

Kids learn to enjoy the game, be

active, develop desire to progress

TEACH THEM TO PLAY

Kids learn basic core skills, rules of the game and

are assessed (every kid) in

terms of potential to

develop into a ‘competitive’

player.

YOUTH REC’ SOCCERPlayers participate in fun-focused soccer, without taxing developmental goals or

expectations, supported by strong base-level House League coaching.

TEACH THEM TO COMPETEKids learn how

to train and play in a higher level,

and in a more competitive

environment.

ELITE PLAYER DEV’TA handful of players with the

ability to possibly play at a provincial level of higher.

‘SOCCER FOR LIFE’

Adult players who play

recreationally throughout their lives, based on a

positive experience growing up

with the game at OSC

Show your athlete pathway in simple, non-technical language & schematics

HOUSE LEAGUE

WHITE HOUSE LEAGUE

HOUSE LEAGUE

RED HOUSE LEAGUE

ADVANCED DEVELOPMENT

PROGRAM

REP A TEAM

REP B TEAM

U4 U21U14U8 U13 U16

REP C TEAM

REP B TEAM

Club-structured development programs, involving year-round integrated training directly led by the Age Group Head Coach

Developmental programs, with practice and training programmed by the team coach with guidance and support from the Age Group Head Coach

Recreational soccer, practice / training not programmed.

U15 U17

Show how your programs execute this pathway & how athletes transition to and from them!


PROMOTE YOUR COACHES CREDENTIALS!

Why is this important in

coaches motivating

and managing their key people?


PROMOTE YOUR COACHES CREDENTIALS!They are your stronger asset,

your main point of difference from other clubs, and

are primarily where your club

meets its customers.

Their job of communication

will be made easier if they have credibility in the

eyes of their athletes and

parents!


STRUCTURE PARENT & ATHLETE MEETINGS WITH YOUR COACHES AT LEAST EVERY THREE MONTHSHost open meetings for everyone at the start and end of each swim season.

Host individual coach-athlete and coach-parent meetings every quarter.

Keep the athlete and parent motivated on C and D!

Keep the athlete and parents committed to A and B!


CONTINUOUSLY EDUCATE YOUR COACHES!

• Ensure coaches know the role of a modern coach

• Train coaches in soft skills, people management

• Promote a culture of continuous learning & development

• Develop a coach development plan and STRUCTURE coach education (don’t think you can ‘let it happen’)


Discussion

managing & motivating your key people · intro and fun kids learn to enjoy the game, be active,...

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