ISSUE EIGHTEEN/DEC 2018
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FROM THE EDITOR When we see the future, we imagine a world recovering from an apocalypse, a utopian paradise or a technology infused, spaceconquering drama.
Sport is changing as fast as everything else and we need an organisation with a clear and specific focus on the development of Australia’s Sport Coaches.
The reality has proven to be much more lineal. The present has gently rolled on from yesterday which has followed the same pattern of thousands of years.
Many sports are suffering from declining participation and while we train coaches in sports science, skills and drills, the data shows that the main reason people play sport is relationships.
Yes, change is accelerating, as is the rate of change. While we don’t have flying cars, hoverboards or humanoid robot helpers just yet, we all carry a super computer in our pocket and can access every snippet of information ever produced while we listen to the latest musical fusion of opera and reggae by the wiggles. We already live in incredible times but the future promises both change and much more of the same issues we already face. More communications and less connections, more opportunities and less autonomy, more comfort with less freedom. Our children will inherit what we leave behind, and the legacy is both scary and exciting. In sport, the time is right for the Coaching Council Version 2.0… let’s call it Coaching Australia.
The larger, well-funded sports in the country are already working on this problem and Coaching Australia could help the rest by providing a uniform leadership, guidance and access to a technology that they would otherwise re-invent. We have the power to shape our future and that of the world we steward for our children. As coaches our responsibility is to our own future, our clients and our species. Enjoy your own personal journey into the future and until next time, Happy Coaching.
Stewart Fleming Editor
COACHINGLIFE DECEMBER 2018 ISSUE 18 Coaching Life is published 4 times a year and is your authoritative source for information on coaching in sport, business, life and anywhere else you find a coach. Published By Operait Pty Ltd ABN 63 189 244 221 24 Leo Lindo Drive, Shailer Park, QLD 4128 Editor Stewart Fleming stewart@coachinglife.com.au Advertising & Directory Jack Fleming advertising@coachinglife.com.au Printing Inhouse Print & Design printing@inhouseprint.com.au
DISCLAIMER This publication is not medical or professional advice. It is intended only to inform and illustrate. No reader should act on the information contained in this publication without first seeking professional advice that takes into account personal circumstances. The publishers and editors give no representation and make no warranties, express or implied, with respect to the accuracy, completeness, currency or reliability of any of the materials contained and no correspondence will be entered into in relation to this publication by the publishers, editors or authors. The publishers do not endorse any person, company, organisation or techniques mentioned in this publication unless expressly stated otherwise. The publishers do not endorse any advertisements or special advertising features in this publication, nor does the publisher endorse any advertiser(s) or their products/services unless expressly stated otherwise. Articles are published in reliance upon the representation and warranties of the authors of the articles and without our knowledge of any infringement of any third parties copyright. The publishers and editors do not authorise, approve, sanction or countenance any copyright infringement. The publication is protected under the Commonwealth Copyrights Act 1968 and may not, in whole or in part, be lent, copied, photocopied, reproduced, translated or reduced to any electronic medium or machine-readable format without the express written permission of the publisher. ISSN 2205-6963 Copyright Operait Pty Ltd All rights reserved.
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8 COACHING OPPORTUNITIES IN 2019
20 SMART CULTURE – BIGGER, BETTER, BRIGHTER
What changes are occurring now and how do we, as coaches, take advantage of these changes in the coming year. Microbusiness specialist and founding member of ICF Australasia, Robert Gerrish tackles these questions head-on.
Teams build organisational success and Smart Teams are developing a Smart Culture with great success. Brett shares his insight on getting your team to be Bigger, Better, Brighter. Brett White Founder of Be Leadership
Robert Gerrish Author & Founder Flying Solo
12 THE FUTURE OF COACHING TECHNOLOGY The future is about deeper connections with clients and technology that is available now helps coaches with this problem. Grab this new app with a COACHINGLIFE discount and build your business in 2019. Alex Prate CEO Realifex
21 SPORTS COACHING 2030 Drones, Apps, Distance Coaching and much more. The future of Sports coaching must focus on people, people, people while embracing the technology available. Wayne Goldsmith Coach Educator, New Sport Future
14 A TECHNOLOGY TSUNAMI IS COMING Prepare your coaching business with tips on surviving the technology waves and rising above the noise. Derek Morgan CEO/Co-Founder Mentifi
16 BEING HUMAN IN THE AGE OF AI Did you take the Red Pill or the Blue Pill? With the changes in the job market, existential coaching is gaining momentum as a way to help clients find their way in turbulent times. Yannick Jacob Author & Existential Coach
25 REDUCING INACTIVITY Do we need to view our actions as part of a global movement? Do we need to apply methods to enhance motivation? Do we need to collaborate with the education sector? We will need to in the future and here is why… Dr. Mitch Hewitt Coach Educator, Tennis Australia
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37 39 29 COACHING BY THE NUMBERS Is data analytics the future of sports coaching? Return from Edition 1 of Coaching Life, Sean shares his insight into the numbers and how important they are for coaches working in complex systems. Sean Douglas Head of Coach Development – Football Federation Australia
31 THE FUTURE OF SPORTS COACHING The role of the future coach will be holistic and complex, so check out these tips if you are coaching Extreme Sports, Team Sports or even eSports. Eva Ellmer University of Queensland
37 HUMANITY REIMAGINED The 4th revolution is here, and the need has never been greater for coaches to step up. With the ability to greatly increase our potential, there is a need to know that our clients are using this massive potential in the right way. Katja Kempe CEO and Founder Viveka
39 THE FUTURE IS PEOPLE FOCUSED There is much uncertainty about how the work market will evolve but Louise Watts, Founder of Transition Hub, is working to reset displaced workers and help them reset and reconnect with their innate skills. Louise Watts Founder Transition Hub
42 THE FUTURE POSSIBILITIES OF COACHING
34 COACHING AS A MINDSET HACK Innovators often take existing tools and use them in new, novel ways. Phillip Crockford is an innovator who is using MMOs (Massively Multiplayer Online Games) like World of Warcraft to enhance the coaching experience with amazing results. Phillip Crockford Founder VTeaming
Chérie Carter-Scott, the ‘mother of coaching’ has written a musical and having had a sneak preview, I can say it is brilliant. Now Coaching Life readers can get a sneak peak at the world’s next big hit. Chérie Carter-Scott, Ph.D. MCC Mother of Coaching
45 THE FUTURE OF SPORTS GOVERNANCE Governance is not sexy but with the latest Apps on the market, the workloads are reducing and standards are on the rise. Matthew Rohan Founder Process PA
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Coaching is an emerging profession across all walks of life This book has been designed as an informational text for the general public to gain an understanding of coaching and how coaching can be used to benefit individuals, teams and organisations. A second purpose for the book is as a supplementary text for students studying the various coaching courses delivered by the Australian Institute of Professional Coaches. Each chapter is designed to provide a window of information into a particular area of coaching concern starting with how coaches help individuals gain self-awareness and insight, teams become more interpersonally effective, and organisations more successful especially during cultural and transformational change.
Available from Barnes & Noble, Amazon and Xlibris. Start your journey TODAY!
Susanne Knowles is an educational, counselling and organisational psychologist and the CEO of the Australian Institute of Professional Coaches. With three Masters degrees in Education, Psychology and Business Administration, she is focussed on assisting individuals achieve their personal and professional goals, motivating teams to peak performance, and supporting organisations to increase employee engagement, retain talent and improve profitability. She has held senior executive positions in government and private sector organisations and served as a Board member on several government, not-for-profit and professional services firms. Her executive coaching experience was gained from 20 years as a consultant to national and international organisations, focussed on facilitating the strategic direction of these firms. Susanne is completing her PhD at the University of Queensland in how organisations develop a coaching culture.
Make a difference in this world by helping people be the best that they can be - one person at a time. Nothing
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COACHING OPPORTUNITIES IN 2019’S WORLD OF WORK If you look round our cities and suburbs, you’ll have seen the new breed of worker. Hunched over a laptop in a café, lounging in a coworking space, riding along the pavement with someone’s lunch, or sitting alongside you on the train, work is being done very, very differently. And the opportunities for coaches are huge. As we hurtle into a New Year, let’s take a look at a few key trends and how you can benefit.
1. Tech dev, apps and AI I do a lot of work with bookkeepers and small creative businesses. Both are being kicked around hugely by developments in the world of tech and the impact of artificial intelligence. Many embrace the changes and recognise the need to improve their own value proposition, but many more are hesitating and missing out.
Take for example a bookkeeper. Historically this person played a support role to an accountant. Sitting in their client’s office every couple of weeks, the archetypal bean counter made the box of receipts go away and buried the business owners lunch bills under ‘client entertainment’. Not anymore. With cloud accounting and a plethora of plugins and apps, data entry is a thing of the past and remote working is the norm. As a consequence, savvy bookkeepers have morphed much more into the ‘trusted advisor’ space and are having great success as many accountancy practices were a little asleep at the wheel and struggling with the practicalities of delivering on such a promise.
And it’s a similar story with say, a graphic designer. With genius businesses like Canva, who needs them? Well happily, the world still does. If only our creatives could see that. If there’s one thing AI will never replace it’s human creativity, even excepting that bonkers sale at Christies recently. Yep, it’s that unsexy ‘value proposition’ stuff again. If you’re no longer doing the easyish commodity stuff (because Canva has pinched it), what are you doing that people will pay you handsomely for? It’s a good question, and one we as coaches can and should be asking.
The Coaching Opportunity These people and many, many more like them need to be challenged to ‘up their game’ and will benefit by being held accountable to a new and exciting path. Our job is to understand their challenges, have the courage to speak up about them and lead them to a brighter future.
2. The big end of town wants to be like us If there’s one thing the people in the tall buildings hanker after, it’s the freedom and agility we enjoy. They want it so much they’re busy creating, funky little project teams and entrepreneurial hubs and filling their floors with bean bags, table tennis tables and plywood standing desks. Sadly though, many are finding it takes more than interior design and casual Fridays to truly create the energy and power familiar to a small group of like-minded souls. Er, we can help with that.
The Coaching Opportunity The corporates need our guidance. They need us to show them the way. Take the group out of the office, hold a ‘retreat’ or better still, grab some backpacks and take them hiking. When they come back with 60% more ideas than they had before, I think you’ll find the HR Dept. will speedily settle your account and book you in again next month.
3. Free more freelancers
The Coaching Opportunity
Projections suggest that within a few years, freelancers will noticeably outnumber employed people in most of the modern world. An Upwork ‘Freelancing in America’ report from 2017, estimates there’ll be 3 million more in the US alone.
There are so many gaps here, we’re going to need a Tradie from Airtasker! I reckon the majority of freelancers fall into what I think of as ‘accidental’. In other words they’re working, they’re loving it, but they lack any kind of vision or plan and are effectively at the whim of Uber and the like. When the legislation changes (as it surely will), I foresee a mass of people who have escaped the cubicle, but are now lost and largely unemployable.
And with over 4 million Australians already getting a taste of freelancing - albeit many as a ‘side hustle’ - our balance will equally shift. While work is clearly trending towards freelance, large businesses have been slow to pick up on this trend. But they’re catching up (or catching on) fast. It’s perhaps no surprise that Uber reports 87% of their drivers love their work because they can set their own hours. What’s more 85% use it for the work/life balance it provides. But no-one earns much money as a freelancer, right? Wrong. Upwork’s study showed that more than half of people who left traditional employment now earn more and, of those, 69 per cent said they topped their previous income within a year.
Put your cape on coach! I’ll conclude by saying that while these opportunities exist for us coaches, none of them are going to fall into our laps. IMHO the coaches who will do well in 2019 and beyond will be those who nail their expertise to a flagpole and live by it. If all you do is raise another flag, I fear you’ll end up blowing in the wind. As Seth Godin has said, “It's much easier to spend a lot of time making your microphone louder than it is working on making your message more compelling.” What’s it going to be for you, coach?
Robert Gerrish is the founder of Flying Solo and author of the new bestseller, The 1-Minute Commute published in mid 2018 by Pan Macmillan. He works one-on-one with a small group of independents, presents at conferences and events and hosts a handful of podcasts. Read more of his work at www.robertgerrish.com
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Coaching technology - the future for coaching businesses Like all other booming industries expected to significantly grow over the next decades, professional coaching is now integrating specific new technologies and innovations designed and developed to boost coaching businesses and take client relationship to a new level. There is a new concept in an “all-in-one” app that coaches can use to reach, develop and manage a world-wide client base.
No more geographical boundaries for coaches, thanks to technology As technology abolishes geographical boundaries, coaches can now expand their perspective and reach new clients, not only locally, but across the globe. Anywhere around the world, people can now find and connect with the coaching expert they are looking for and access the coaching program they need. This whole new concept called Coachin’Up, based on digital guidance, has been designed and developed for the coaching industry by Realifex, a Sydney based Start-up specialising in Well-being Intelligence® technology. This technology is user-friendly and easily accessible: all you need to integrate it into your coaching business is an internet connection and the one piece of technology you and your clients use everyday: the smartphone. Making physical distance irrelevant has a second direct advantage: coaches can now promote their business events and programs on a global scale and reach thousands of targeted users, either locally for group sessions and seminars, or internationally for webinars and other online programs.
Coaches of the near future share their programs and easily attract new clients The Coachin’Up app integrates an agenda that can be used either to program coaching sessions, events & seminars, or to improve client engagement by scheduling suggestions and action reminders as part of the coaching process. This technology also allows Coaches to publish their own digital programs through a simple process, and to target their niche in the most efficient way. Thousands of users of Coachin’Up Your Life - the public side of the app - are now connected to a thematic program catalogue through their smartphone or tablet. They can either select a guidance program or let the app’s Artificial Intelligence guide them towards the right one according to their contextual data entries called “moments”. Everyday, thousands of these entries are processed by the AI, and users get to follow specific programs created for them by professional coaches. An important aspect of using a technology that features Well-being Intelligence® is that it is able to detect users’ individual triggers and areas of concerns, making it easier for coaches to connect with the right potential clients. A new specific “Need a Coach?” program has just been launched on the app to prepare users for their first session with a professional coach in a positive and instructive way as the Artificial Intelligence makes sure they are ready for it. It is then up to coaches to propose an agreement to their new clients (which is done outside the app) and to keep on using Coachin’up as their privileged communication and well-being tracking tool. Page 12
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The future is all about creating deeper connections with clients Most coaches seem to be struggling to find out what is actually happening in their clients’ life in between sessions. Answering endless text messages, phone calls or emails is generally a waste of time and energy. There are now new ways for professionals to get a deeper understanding of what makes their clients thrive or struggle in their daily life. First, it is much easier to communicate with clients if it is done through the same channel, and keeping track of communication feed also makes it easier to increase the frequency and efficiency of in-between session contacts. Developing and nurturing a meaningful virtual relationship is now enhanced by the use of Artificial Intelligence: as the AI identifies and analyses clients’ contextual moments (experiences, emotions, discoveries…), coaches can monitor their clients’ engagement and maintain a constant level of support and guidance all along the coaching process. Coaches using this type of technology as part of their coaching offer encourage their clients to regularly send thematic intuitive screen feedback, which provides relevant data. Coaches can then send their clients targeted guidance and optimise their preparation for the next session. Interaction can be immediate or scheduled, guidance can be given through real time messages or planned suggestions. Now that they can track their client’s well-being at a glance, coaches are able to adapt their coaching strategy and quickly react to AI-detected “emergencies”. This unique enhanced support has a positive impact on client engagement and retention
And what about measuring coaching efficiency? Realifex technology also empowers coaches with specific tools to measure and advertise their coaching efficiency by providing factual evidence through their client base’s well-being track records. Adopting this kind of technology could definitely make a difference for the coaching world in the next few years, as professional coaches will use it to increase their reputation on a global scale, while at the same time developing the most human, empathetic and supportive coaching, perfectly tailored to their clients’ needs.
Integrating technology in your coaching business is not a “nice to have” anymore but a necessity According to Alex Prate, CEO of Realifex, “In the near future, the most successful coaches will be the ones who are now ready to integrate technology in their coaching business. New coaching technology needs to meet the rapidly rising market demand for flexible, highly adaptive tools that will keep on evolving according to new coaching trends and needs, leaving coaches more time and space to develop their unique expertise, and to focus on what they really love doing - coaching their clients”. Coachin’Up Your Clients is available on Google Play and the App Store - free download on any smartphone or tablet. For computer use, go to http://www.realifex.com/coaching/. 30-day FREE Trial, no lock-in contract.
Readers of Coaching Life Magazine get 30% off their first 3 months subscription fees after their 30-day free trial. Download the app and enter the promo code COACHINGLIFE on the sign-up page.
A Tsunami Is Coming With The First Waves Hitting The Coaching Industry Now
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By Derek Morgan
When new innovations are applied to established markets or platforms the impact of change and disruption can come rapidly. There is no question that the marketplace is getting noisier by the day and the competition for our (and your client’s) attention is growing, with the shout for a client’s attention just getting louder and louder. Coaching and Mentoring as trend industries are rightly getting more and more attention for the value that they bring. Like any growth industry this attracts a flood of new players in to the market to take advantage of the momentum.
The thing is there is very little barrier Then start to publish content in to to entry in to the expert or consulting the mass market the next day. You industry. are increasingly competing with this scenario right now. This is where the challenge comes in for coaches. Threats and opportunities, however, tend to be delivered in the same Technology that was once innovative, package. expensive and used by the minority, is now gaining mass market adoption It then becomes a matter of your is free and/or cheap and allows perspective and actions which anybody to position themselves as dictates if it represents an an expert and start a coaching, opportunity or has an adverse consulting or marketing business impact for you and your business virtually overnight.
Expert Digital Content Information is becoming less of a hook, easier to find and increasingly experts are giving away more and more IP in the form of digital content and competing to out do each other by bundling high value digital information and giving it away for FREE as a hook to build community. So, how do you standout when every expert under the sun is giving away low cost or Free digital content that is perceived as high value?
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Facebook is on a mission right now to become more relevant to the business community, with Facebook live (watch this space) and FB Groups it easy to build communities, target niches and cost-effectively advertise to a targeted audience. With targeted search, as your clients spend more and more time on social media they are going to increasingly be targeted by your competitors.
Will continue to grow as a publishing platform with marketers innovating and promoting how to use it more effectively to target niche audiences. With Facebook pushing hard in the professional space, expect to see a lot more innovation from LinkedIn and again make it easier for users to publish digital content, build personal brand and target market your clients and prospects.
Zoom Webinars are increasingly being used to build community and add value at scale to a mass market, both from a lead generation perspective as well as delivering services in to paid membership programs. With the ability to service thousands of clients in one session, expect to see more coaches providing cost-effective entry point products for the mass market. This is allowing coaches to have mass impact and drive scalable revenue, not to mention building rapport at scale.
Private Membership Platforms There is growing momentum behind the model of creating private group coaching programs in the form of Inner Circle or Mastermind Groups. Whilst this it nothing new, the technologies referred to early, now make this model easier to deliver, faster to scale and increasingly more profitable, driving monthly recurring revenue. This scalable recurring revenue model is also acting as a way of cultivating better educated clients and moving through an escalation model to turn them in to advocates and high-ticket coaching clients. The trend is to get clients off social media platforms as quickly as possible and in to private membership platforms you control. This creates a mote around your clients, gives you control of your business and increases the capital value of your community.
The Wolf in Sheep’s Clothing Sometimes big innovations in an industry comes from things that are right in front of us. Whilst, Facebook, LinkedIn, webinar tools and membership platforms have been around for some time, it is important not to be complacent with how you view these platforms. The innovation that is happening in these relatively new platforms is gaining momentum. Keep an eye on what is working and model it in your business. These are trends in motion and the threats and opportunities these technologies represent should not be under estimated. When new innovations are applied to established markets or platforms the impact of change and disruption can come rapidly. For more information on how Mentifi can help you build recurring revenue from Private Membership, Inner Circle and Mastermind programs visit:
https://www.CoachingLife.com.au/Mentifi www.coachinglife. com.au
Being human in the age of AI and the role of coaching as a meaningmaking intervention By Yannick Jacob
Nobody Knows
That is essentially the consensus among experts when asked about the impact of artificial intelligence (AI) on the course of humanity. It’s s exceptionally difficult to comprehend exponential development. 30 linear steps means 30 steps away. Try guessing the distance of 30 exponential steps (hint: think how many times around the globe). Median estimates of when the first computer will exceed the power of a human brain and develop artificial general intelligence (AGI) are at 2040, just 20 years from now. By 2060 it is likely that we will have created an artificial super intelligence (ASI). Think of an ASI in its early stages as equally more advanced as we are to chimps. Now imagine trying to explain to a chimp how an iPhone works or the concept of a solar system. That’s how much we’ll be able to relate to AI and vice versa only a few decades from now. Experts from Sam Harris to Elon Musk warn us that it will be impossible to control this sort of super intelligence and we’ll then be facing a scenario somewhere between the solutions to all of our problems (disease, poverty, lack of resources, global warming) and extinction (AI deciding to get rid of humans as we would get rid of a pest problem in our house). Nobody knows. But that’s another story. Let’s focus on the more immediate impact of these technological advancements on the way we live, work and experience ourselves and the role coaches can play in this pivotal time of our history. As I see it, there are a number of issues relevant to the coaching industry.
Seismic Changes in the Job Market
The Big Meaning Crisis of the 21st Century?
An estimated 47% of jobs will have disappeared by 2034 due to automation according to Oxford researchers Fey & Osbourne. Manufacturing jobs are the first to go, followed by the most common jobs such as driving (self-driving cars), retail sales (Amazon in combination with automated ads and psych profiles fuelled by big data) and cashiers (self-checkout machines).
I believe the best-case scenario to the changes in the job market will be some form of universal basic income. Every human being will be unconditionally provided with the means to survive so that people won’t be dependent on having a job to make ends meet. While this will prevent major carnage, an array of new problems emerge.
High-skilled jobs aren’t safe either. JP Morgan recently replaced 360.000 “man hours” with a few seconds of AI work. In 2016, eight out of the top-ten NYC hedge funds were either exclusively or mostly based on AI platforms and in the not-too distant future, anything from medicine to law will be out-performed by artificial intelligence. The results are large-scale restructuring of the work force and never-seen-before rates of unemployment. Career coaches and trainers will have their doors run in until people realise that there simply aren’t enough jobs that would merit choosing a human being over an AI without jeopardizing money, safety or productivity. A capitalist dream – a labour nightmare. Either way, a space to think, learn, understand, strategize and navigate into a volatile, uncertain, complex and ambiguous (VUCA) future will be more valuable than ever.
Studies have linked unemployment to boredom, substance abuse and divorce. Our jobs are often directly related to our identity, social status and a sense of meaning and purpose in life. At best, someone who feels useless or discarded, ridden by uncertainty and with no real sense of contribution through their work and, perhaps even more significantly, without the distractions that a structured daily routine provides, will start contemplating a range of existential questions such as "Who am I without my job?” and "What am I going to do with my life in a world where my previously valuable skills are now obsolete?". It’s a difficult journey to adjust to radically new circumstances. At worst, suicide is linked to many of the above symptoms and has recently become the 2nd-biggest killer of those between 21-40 years of age (depending on which statistic you consult). www.coachinglife. com.au
Existential Coaching It’s inevitable that technology will increasingly find its way into the human body. As more and more technologically altered and enhanced human beings emerge, what will it mean to be human? Soon we will witness shifts in the magnitude of the agricultural revolution, the invention of the book press, the steam engine or the internet at a nauseating rate - every few years, months or even days. In order to make sense of this we will need spaces where we can consider these questions, to slow down and reflect as to find our place in this crazy new world. Existential coaching has and will continue to become increasingly popular as a means to discuss questions around meaning and existence for those who choose not to insert themselves into a “Matrix” style virtual reality in an effort to avoid the suffering of their human condition. Those who choose the “red pill” (not once, but daily) would rather experience life than finding solace in a virtual illusion and benefit greatly from coaches who are able to hold space and discuss philosophical questions as they relate to everyday experience of being human in a computerized world.
Existential Resilience I believe that, rather than waiting, the smart thing is to explore such questions ahead of time and build what I call “existential resilience”. From the early days of my MA in Existential Coaching and throughout my years as Programme Leader of the MSc Coaching Psychology at the University of East London and years of supervising coaches, the question where coaching ends and therapy begins has been a prevalent one. I believe the answer is multi-faceted but in the light of what we’re facing in the near future, I’d say we’ll need all hands-on deck to help people integrate into their new realities.
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Yannick is an existential coach (MA), positive psychologist (MSc), coach trainer & supervisor and FMR Programme Leader of the MSc Coaching Psychology at the University of East London. His aim is to inspire those he meets and works with to think more deeply, live more courageously and develop existential resilience against the inevitable challenges of being human in a VUCA world. Yannick works with coaches, leaders and anybody who considers themselves to be in a “position of great responsibility� willing to face life with their eyes wide open and eager to experience the full spectrum of human experience as the pathway to happiness. His book, An Introduction to Existential Coaching, will be published in May 2019 by Routledge.
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Smart Culture
building bigger, better & brighter people For the last 8 years, I have worked with over 50 different organisations and believe Smart Culture is foundational to developing great teams, families, and organizations. From the affluent streets of Sydney to the developing streets of Phnom Penh. From corporate biggies, small business, partner companies, not for profits, NGO’s, churches, community organizations, sports clubs, and teams. My experience has revealed 3 culture killers that are guaranteed to impact the growth of your organization. These are identity, conflict, and exclusion. On a sliding scale, the higher these three culture killers are in an organization, the higher the levels of toxicity, ineffectiveness, stress and misalignment.
Smart Culture is focused on building bigger, better and brighter people and not just structures, systems and processes. The process is usually well thought out, but the people who are running the systems are neglected. Smart Culture people are less insecure and more focused, less offended and more intentional, less hesitant and more effective, less fearful and more creative, less pushy and more proactive, less misaligned and more loyal. In Brene Brown's new book, Dare to Lead, she identifies ten behaviours and cultural issues that get in the way of organizations.
The research from her book is incredibly aligned with my own On the flip side, if an organization can experience and belief about the effectively learn to manage these importance of equipping people with challenges, they will experience the skills to nurture emotionally higher levels of engagement and healthy cultures where people productivity. flourish. This is what I refer to as Smart Culture. Page 20
In her book, Brene says,
“If we want people to fully show up, to bring their whole selves including their unarmoured, whole hearts - so that we can innovate, solve problems, and serve people - we have to be vigilant about creating a culture in which people feel safe, seen, heard, and respected.�
Building Smart Culture Identity is about knowing who you are, not as an individual, but as a team. When teams don't have a clear understanding of their values, purpose and a shared understanding and alignment on goals, it creates a heightened level of uncertainty, confusion, and apathy.
Trust is lost and conflict becomes toxic. In Smart Culture organisations normalise conflict and teams learn to respect individual differences. When conflict is handled well it can lead to greater collaboration and is a powerful catalyst for new and creative solutions.
In Smart Culture there is a clear understanding and buy-in to the bigger purpose, to the team's behavioural values and a commitment to developing a culture of trust and alignment. Relationships take precedence over results.
Exclusion occurs when someone doesn’t feel like they belong. Everybody wants to feel connected and when they don't, they can often feel rejected, devalued and disappointed.
Conflict is created whenever our sense of self-worth is threatened. Conflict is often fuelled by a difference in values, goals, capacity, priorities, expectations, interests or opinions.
Inclusion can be as simple as copying someone in on an email, inviting feedback, or asking for input when making decisions. It is also about leading the change process well, and understanding the potential loss for people in the midst of transition.
When there is no self-awareness or understanding of team diversity it can lead to unhealthy behaviours such as insecurities, competition, comparison, and fear.
Leading change is what leaders do and helping people understand and deal with loss in the midst of the change is what exceptional leaders do.
If leaders don’t learn how to lead loss whilst leading visionary change they will leave a wake of unhappy, dissatisfied, hurting and misaligned people wherever they go. Smart Culture is being intentional about investing in people so they become bigger, better and brighter. The challenge for coaches who are committed to building a smart culture in organisations is that it is long-term people investment. Many coaches and clients want the quick fix solution because immediate results are flattering and financially impressive. I don't believe sustainable, profitable and transformational outcomes that are foundational to a smart culture can be achieved without investing in people - and that takes time. This can be a challenge for coaches because the market can be competitive and getting long term buy-in from clients can be difficult when everyone wants immediate change.
For example, one of my clients in the finance sector was struggling to get the results they wanted in their company. Staff turn-over was at epic proportions, team alignment was appalling and the culture was toxic. Two years later this firm’s staff are engaged, the retention rate is healthy and their profit is up 38%. It took over 2 years of coaching and working with this client to develop an empowering smart culture.
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Here are 3 smart culture coaching focuses for people to utilise, adapt and apply to their coaching journey.
Better
Bigger Bigger people are growing and contributing to the team and have increased awareness of their behavioural blind spots, conflict styles and strengths. Helping people grow and develop in these three key areas builds confidence, trust, and deeper accountability. “If you focus on people’s weaknesses, they lose confidence.” ― Tom Rath, Strengths-Based Leadership.
Better people are loyal, aligned and committed to the ‘WHY’ of the team or organisation. Helping people establish shared values, clear behavioural expectations and massive alignment to the ‘WHY’ is critical in developing smart culture.
“Working hard for something we don't care about is called stress: Working hard for something we love is called passion.” ― Simon Sinek
Brighter Brighter people are happier, more grateful and deeply engaged. They enjoy what they do, and they appreciate who they do it with. Helping people grow and develop confidence, inclusive communication processes and effective feedback skills are critical in building brighter people. “It doesn’t matter how much authority or power a feedback giver has; the receivers are in control of what they do and don’t let in, how they make sense of what they’re hearing, and whether they choose to change.” Feedback: The Science and Art of Receiving Feedback Well
Brett White (Sydney, Australia) is the founder of Be Leadership and Sports MindSHiFT, which consult, coach and train leaders, teams and organisations in developing brilliant culture, effective behavioural change and empowered mindsets. He has worked with over 150 senior leaders, elite athletes, teams and organisations. He is the author of 3 books, Beyond Broken Leadership, Shift Happens (effective thinking skills for 16-24-year olds) & Sports Mind Shift (building the character & mindset of a champion). He is a motivational speaker, leadership & business coach, organisation consultant, pastor and cultural architect with over 25 years’ experience in leadership, communication, transformational thinking, mindsets and behavioural change. Page 22
www.beleadership.net
Sports Coaching 2030 Coaching Kids in the era of Robots, Drones, Screens and Clouds.
By Wayne Goldsmith
Welcome to the Year 2030. I am your Sports Coaching Learning Experience Creator, Wayne Goldsmith, and I will be implanting some new ideas about coaching into your learning input device for insertion into your enhanced brain module. Please switch your learning input device to the optimal engagement setting and let’s begin. Before we look at the Future – Let’s Take a Quick Look at Coaching in the Past. In the 1970s coaching was very much about anecdotes and “passit-down” sporting knowledge. Coaches and athletes were the custodians of most of their sport’s knowledge about training and competition, which they’d gained through first-hand experiential learning. In the 80s, following the establishment of the Australian Coaching Council, coach education became more organised, structured and formalised with the
introduction and expansion of the “Levels” system and the National Coaching Accreditation Scheme. The “linear and levels” coach education model was focused primarily on the science of coaching with coaching courses built around the fundamentals of physiology, biomechanics, psychology, nutrition and skill acquisition, all bound within the theoretical framework of “Periodisation”. The system and philosophy of “linear and levels learning” continued largely unchanged over the next 30 years and is still the default coach education model in most of the sporting organisations in Australia and around the world. Increasingly in recent years government sporting bodies and national sporting organisations have sought to adapt, evolve and change their coach education and development strategies to be more flexible, dynamic, individualised and responsive to the specific needs of a rapidly changing coaching workforce.
Where is Coaching Right Now? Sports Coaching and the training, education and development of sports coaches is undergoing a revolution. Driven largely by the need to more appropriately train the coaching workforce, sports science focused, content heavy coaching courses and conferences are diminishing, progressively being replaced by learner-focused, contextually delivered coach development programs. Sporting organisations have begun to understand that coaches are the critical connection between the sport and the sport’s clients, i.e. kids and families. As such coaches are the key element of the sport’s industry workforce that need to understand how to deliver quality, engaging sports experiences.
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Where to Next with Coaching and Coach Development? There are three important future trends in coaching and coach development that will shape the sports industry over the next ten years: The Parent Coach The majority of the sport’s industry workforce are part-time, amateur, volunteers and, in junior sport, that usually means PARENTS. Parent Coaches are the driving force of amateur sport and the more effectively we can train them to deliver the experience of sport, the more likely it is that sport will grow and flourish into the future. The Distance Coach Ask any sporting organisation: it’s difficult to gain, train and retain quality coaches. It’s likely this trend will continue and that finding and keeping outstanding coaches will be increasingly challenging.
The Linear Learning Coach For the past 40 years, coaching has been seen as a linear development profession. Coaches commence their learning journey as a “Level 1” coach who is focused on working primarily with beginner level athletes. Over time, coaches progress to Level 2, Level 3 etc. etc. gaining knowledge and understanding on how to coach more experienced and higher levels / standards of athletes. However, as the statistics on sports participation all over the world keep telling us, the numbers of kids playing competitive junior sport is dwindling. There are fewer and fewer kids playing competitive sport and therefore offering coaches a “learn-byprogressing” education model is no longer relevant for the sports industry.
Parent Coaching 2030: Parent coaches will sign up to coach a junior sporting team. They will not need to attend a full day or weekend coaching accreditation course about sports science and periodisation. Instead, they will do a short training session delivered on-line about safety, creating positive experiences, how to engage the hearts and minds of children and how to communicate and connect with parents and families. They’ll also have an App on their smartphone which tells them exactly what training activities to do, send them short videos demonstrating drills and skills practice sessions and reminding them to say hello and smile to all the parents at every practice session and game Distance Coaching 2030: With fewer high level, welltrained, experienced coaches to go around, we’ll be using the technology to better connect coaches with more athletes. Coaches will be recruited to work at a central location or to work from the Club-house and they’ll connect with athletes through miniature microphones placed in each athlete’s ears. The coaches will be observing training sessions remotely by HD video captured by their Coaching Drone and sent immediately via a live direct feed to their smartphone screen allowing them to give each athlete real time feedback on the training session activities. The Linear Learning Coach 2030 A new type of coach will emerge in the future…the HIGH-PERFORMANCE PARTICIPATION COACH. Coaches will be able to access a virtually unlimited amount of knowledge, skills and ideas even if they choose to remain coaching the Under-9 basketball team for their entire coaching career. Coaches will not have to commit to coaching more advanced level athletes or more experienced teams to gain higher levels of knowledge and understanding. They will be able to access programs and opportunities to become WORLD CLASS UNDER-7 RUGBY COACHES or the WORLD’S BEST UNDER-11 TENNIS COACHES if they choose. By 2030, the focus on medals, ribbons, trophies, titles and records will be replaced: replaced by a commitment to coaching kids – and on becoming a coach who can provide the environment and the opportunity for all kids to fall in love with their sport and to revel in the of experience of fun, fitness, friendships and families while playing sport.
And here’s the scary thing…… The three future trends in coaching and coach development presented and discussed in this article so far are already happening: the future is already here. There are sports who have designed and developed Apps which deliver details of training experiences, workouts and practice sessions direct to the phones and into the hands of Parent-Coaches. There are coaches who are using drones every day directly and remotely in their training programs to allow them to see their athletes with even greater detail and clarity. There are coaches communicating with their athletes through ear-fitted blue-tooth and wireless technologies during training sessions in real time. There are sports experimenting with distance-coaching – i.e. using live video technologies to observe athletes from remote locations and provide real-time feedback to the athletes through ear-fitted audio receivers. There are sports who are already delivering coach education and development opportunities for their junior coaches which are helping them to become High Performance Participation Coaches without the need to be coaching athletes at higher standards of performance.
THE FUTURE IS ALREADY HERE The future can be frightening: frightening unless…you think about coaching and what it is in coaching that really matters. Technology has impacted significantly and invasively in the lives of everyone on the planet.
Coaching is the art of inspiring change through emotional connection. Coaches have the ability to help people see what’s possible and to inspire them to believe that they are capable of remarkable things.
Yet, coaching is now, always has been and always will be fundamentally a people business. Whilst Robots, Drones, Screens and Clouds provide the promise of some practical technology-based solutions to some of sport’s challenges, in the end coaches change lives.
Coaches can help people to see the truth: that it is within the power of each and every person on the planet to choose to be extraordinary.
The success of athletes in the future will still be about commitment – not just computing, about desire not just drones and about application to hard work not just APPS.
The future is as much about heart – as it is about real-time, live cardiorespiratory monitoring.
The Future of Coaching is already here. And the best thing is you already know what Sports Coaching 2030 looks like: the same as coaching always has been – about three words: people, people, people. Embrace the technology. Study the science. Become a master of the analysis techniques. Remember that coaching is about you, your athletes and the quality of the relationships you create together. Make it fun, make it about “them”, make it about learning, make it about friendships and above all make it about wonderful experiences and your coaching will thrive for another 100 years. Wayne Goldsmith has been an influential figure in coach education for the past 25 years. He’s worked with professional, college and Olympic level athletes, coaches and teams in the USA, Canada, Australia, New Zealand, the U.K., Europe, Asia and throughout the Pacific.
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REDUCING INACTIVITY, ATHLETE-CENTRED PEDAGOGY AND ENGAGING WITH THE EDUCATION SECTOR By Dr Mitch Hewitt It is perhaps both timely and fortuitous, given recent events, that I have been provided with the opportunity to contribute to the conversation surrounding the topic of this edition of Coaching Life themed around “Future”.
I present these reflections as question marks (?) as opposed to exclamation marks (!) designed to provoke thought in relation to our profession as coaches and our obligation that extends beyond merely teaching techniques and tactics.
Some recent academic publications, work projects and attendance at a conference in November this year combined to stimulate some thought in relation to future considerations and directions in our coaching lives – and in my particular discipline – tennis coaching.
Reducing inactivity and the role of coaches The recent conference I attended in Adelaide was the Movement to Move: Global Insights to Get our Kids Moving. This inaugural gathering provided the opportunity to launch the 2018 Active Healthy Kids Australia (AHKA) Australian Report Card on Physical Activity for Children and Youth People in addition to the ‘Global Matrix 3.0 which presented the Physical Activity Report Card for Children and Youth from 49 countries attached to the Active and Healthy Kids Alliance. The results from the Australian Report Card revealed that Australian children were not achieving acceptable physical activity levels.
This was demonstrated with an overall grade of D-, which tied Australia in 32nd place from 49 countries. Best practice success stories, innovation and the thoughts of highly credentialed individuals were revealed and discussed, all with the intention of encouraging a movement designed to promote children and youth across the globe to move more and sit less. Professor Fiona Bull from the World Health Organisation (WHO) identified a ‘whole of society’ and cross-sector collaboration to address the challenge of inactivity.
One of these sectors comprised National Sporting Organisations which include coaches. Coaches develop active individuals and provide programmes and associated opportunities for activity.
Do we (coaches) necessarily view our profession contributing to the global movement of reducing inactivity as we develop athletes and players of all ages and abilities to play sport? Well, we need to in the future.
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A pedagogical perspective that promotes intrinsic motivation to be physically active I recently had the opportunity to contribute a chapter in a book edited by Associate Professor Shane Pill – Perspectives on Athlete-Centred coaching. The concepts surrounding athlete (or player) centred coaching promote the players’ ownership, initiative and responsibility both on and off the field of play as opposed to the more traditional coachcentred approach. Traditionally the coach’s role is primarily autocratic, commanding and prescriptive with a development priority on mastery of techniques which views the learner as a ‘vessel to fill’ with knowledge. This is largely based on what the coach decides the player needs (an idiosyncratic approach). An athlete-centred approach empowers the player to become involved in the learning process. This perspective values the holistic development of the player across multiple learning domains including, but not limited to, the psychomotor (e.g.,physical skills), cognitive (e.g.,decision-making, critical thinking and problemsolving), in addition to the personal, social and emotional domain (e.g.,communication, collaboration, initiative, selfdirection, respect, selfimprovement, motivation, persistence and effort) – often referred to as life-skills. These dimensions of learning are emphasised and developed through game-based pedagogies that support representative gameplay practices that also provide an opportunity for modifications and adaptations to cater to the developmental readiness of the player.
For instance, individuals that are new to playing the game of tennis may substitute rallying a ball with a racquet for throwing and catching.
allows greater player autonomy and involvement.
Both activities represent the fundamental feature of the game of tennis – projection and reception or the rally.
Do we necessarily (as coaches) apply coaching methodologies that consider and promote autonomy, inclusion, game-play and life skills that ultimately contribute to enhancing an individual’s motivation and interest to intrinsically pursue lifelong physical activity?
During this exchange, players also engage in tactical problem-solving and social interaction. In this practice, the coach guides and facilitates the learning via wellconstructed questions which
Well, we need to in the future.
Sports coach as educator – engaging with the education sector Robyn Jones proposed the reconceptualisation of the coach as educator. As a coach for over 30 years in addition to being a physical education teacher, this notion strongly resonates with me. We are more than ‘just’ sports coaches - our profession represents a larger agenda. Contributing to enhancing the confidence and competence of individuals to become more active via pedagogies that promote learner involvement and inclusion across multiple developmental domains is the contemporary narrative and expectation.
Recent work projects have only consolidated these conceptions. In an attempt to provide both generalist and specialist primary teachers and specialist secondary teachers with the capacity to teach tennis in the curriculum with educative purpose, Tennis Australia has aligned their Tennis for Primary and Secondary School resources to the Australian Curriculum: Health and Physical Education (AC:HPE). These resources are designed to promote tennis as an additional activity to promote movement within the context of and in conjunction with education.
These programs encourage a collaborative relationship between the tennis coach and school teacher that aim to provide students with an opportunity to sample the game of tennis within curriculum time which may lead to pursuing the activity at a tennis club – and as an activity for life.
Do we necessarily view our role to collaborate with the education sector? Well, we need to in the future.
Obligation, Collaboration and Pedagogy – Future considerations The obligation of promoting physical activity which may contribute to the global mission of the WHO of reducing physical inactivity by 10% in 2025 and by 15% in 2030 should prominently feature in the future motivation of the sports coach. Collaborating with the education sector should equally form a component of the sports coach’s future agenda. In an attempt to practically engage and enact with the aforementioned aspects, coaches should consider contemporary pedagogical practices, such as an athlete (player) centred approach, that acknowledge the learner’s interest and position in the coaching process.
Dr. Mitch Hewitt Mitch is currently the Education Project Manager in the Education and Professional Learning team at Tennis Australia (TA). He has coached tennis for over 30 years in a family business that continues to operate today. He worked as a Primary and Secondary school physical education teacher and spent time as the Head Tennis Professional at the American Club in Singapore in addition to being a Coach Educator at Tennis Australia for over 20 years. He has a PhD in Pedagogy and is an adjunct Associate Professor at the University of Canberra and an adjunct lecturer at the University of Southern Queensland.
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By Sean Douglas
Data analytics is big business across both the business and sporting worlds. The 2011 film Moneyball highlighted this trend, resulting in a great deal of speculation about the idea that technology may eventually replace sports managers. The film depicted the true story of Baseball manager Bill Beane. Faced with a tight budget, Beane reinvented his team by outsmarting the richer ball clubs. Joining forces with Ivy League graduate Peter Brand, Beane recruited bargain-bin players whom the scouts had labelled as flawed but had game-winning potential according to Brand’s computergenerated algorithms. The approach was based on two core concepts – firstly, computers are able to collate and analyse much more data than we could possibly analyse as humans, which allows them to better predict future performance. And secondly, computers are not biased by emotions, subjectivity or the many other biases humans suffers from, so their decisions are bound to be more rational than ours. In addition, at the core of highperformance coaching is a desire to identify, analyse and control variables that affect athlete performance. www.coachinglife. com.au
Therefore, an approach adopted by many coaches today is that of reductionism, which is an attempt to understand the functioning of the whole through an analysis of its individual parts.
There are multiple cause-effect links too complex to calculate. Sports analytics, computer-generated algorithms, and big data can certainly improve human decision-making in the field of competitive sports, but so long as the athletes are human, This approach provides a mechanistic technology alone will not improve guide, viewing behavior as their performance. measurable, causally derived and thus controllable. This approach fits Data can help us make better perfectly with the use of computers, predictions, but it will not make data and analytics. people more predictable than they already are. In theory, the reasoning and the data work reliably, every time. In a casino, So, what is the future of sports this is true. We know the odds, the coaching? payoff if we win, the rules about Conventional organizational studies what is allowed and when bets are have tended to define sports as a set paid. So, the data works, we can of highly heterogeneous physical, make better decisions. mental and cognitive activities within However, human performance is far which it is difficult, if not impossible, from sequential and straight forward. to find universal pedagogies for And social encounters like coaching, controlling those activities. consisting of non-linear relationships, are even more complex, defying such However, adopting a whole system approach, and exploring the concepts unproblematic representations. In of control, regulation and selfsport we don’t know the odds organization, it is possible for (similar situations can end up very coaches, managers and psychologists different), we don’t know what the to develop a better understanding of payoff will be (it’s non-linear). how a complex system works, and We know the “rules” and when the therefore, to more successfully game “ends”, but there are multiple manage and influence a team's “actors” in the scenario, who do not performance. act in completely rational ways, and whose actions affect the outcome in In the future, coaches will begin far more to challenge the simplistic interlinked ways (it’s a complex cause-effect assumptions, the selfsystem).
serving beliefs, the questionable rationales. Increasingly, they will question the relevance of their own experience, challenge their own biases and assumptions, and depart from automatic routines of thought.
intrapersonal knowledge, and to do plenty of other things. But they’ll also have to learn the reality that we can’t keep track of all the cause-effect links, the exact details of every last variable and that would still be true even if we knew what they were, which we don’t.
To accommodate change, coaches will need to grow. They’ll still need all the current skills such as building We can’t deal with that, it’s too rapport (the relationship seems to be complex, too scary. The result is that the biggest variable in coaching). we simplify. They’ll still need to question and listen effectively, they’ll still need professional, interpersonal and
But we like to look back and convince ourselves of the cause and effect relationships that we think are responsible for the outcome, regardless of whether they were simple problems to start with. In essence, coaches will have to learn the reality of uncertainty, chaos and complexity, the dangers of simplified thinking, and ultimately, change their ways to work and lead in complexity.
We actually have no idea why what we have done worked, or even, in many cases, whether it has worked.
Guiding Principles for working in Complex Systems Before you can work with complex systems to effect change, you need a basic familiarity with systems thinking. This means shifting from seeing things as parts in isolation to seeing things as part of an interconnected web.
•
Working with complex systems isn’t about coming up with a plan and implementing it upon the system. Imagine trying to plan each move of a hockey game or trying to plan what your child’s personality will be like when they grow up. It wouldn’t work!
As Dave Snowden (developer of the Cynefin framework) writes, trying to “impose order in a complex context will fail, but those who set the stage, step back a bit, allow patterns to emerge, and determine which ones are desirable will succeed.” •
Establish a general sense of direction (can be defined by an aspiration/purpose statement)
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To achieve change, we need to allow self-organisation. That won’t occur with tight constraints (many top-down rules). Try sharing the process in such a way as to empower athletes. But the converse is also true. Self-organisation won’t occur with zero constraints. You need to provide some minimum guidelines, or boundaries within which athletes have autonomy to act. This could be in a tactical sense, or even when considering their whole program.
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When in the complex zone, run a series of probes or experiments to see how the ‘system’ responds – amplify the stuff that works, and shut down elements that are not useful.
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Monitor the influence of those actions in changing the patterns/beliefs/behaviours - is the system evolving in the general direction established with your purpose statement? Are there unexpected patterns emerging (good or bad)?
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Adapt actions to amplify / dampen / stabilise patterns as required.
To learn and adapt effectively will largely revolve around the willingness/freedom to act, getting the monitoring methods right (feedback loops) and, at an organisational level, having the humility to: •
recognise you cannot predict with any precision when/how the system will shift
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accept you are not in control of the system, you are a part of it
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invite others to take the lead and be prepared to 'follow' at appropriate time
Sean Douglas is the National Coach Education Manager for Football Federation Australia
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THE FUTURE OF SPORTS COACHING IT’S NOT JUST A NUMBERS GAME By Eva Ellmer Many changes have been observed in the sporting landscape over the past decades and, it is continuing to evolve rapidly. An analysis of our local sporting megatrends in a globalised environment by Australia’s peak scientific body – the Commonwealth Scientific and Industrial Research Organisation (CSIRO) –found that participation rates in many organised sports have remained either constant or have experienced some decline. In direct contrast, the involvement of Australians in individual, leisure and fitness activities has become increasingly more likely. This has led to a high and rising demand for action sports within Australia.
A further trend is the increasing popularity of eSports domestically and worldwide. Indeed, this years’ PwC Global Sports Survey identified eSports as having the greatest potential in growing revenue by far (yes, even greater than soccer or basketball).
The popularity of eSports has taken remarkable leaps in 2018, with sellout live stadium events becoming more regular, and broadcasting networks such as ESPN and Sky Sports starting to air dedicated eSports content. So why have these activities become so popular? The suggestion is that many people work longer and atypical working days, leaving less time to commit to structured and scheduled sports.
As such, individuals prefer selfdirected leisure activities that fit better with their available time and provide an alternative to yet another controlled environment (i.e. organised sport). With the self-directed lifestyle trends and a do-it-yourself mindset, many of these modern sports participants turn to self-coaching. With the rise in new and social media technologies, a plethora of knowledge and information are readily available to the consumer to read, watch, listen to, and apply to their own sporting endeavours. Thanks to our smartphones, smart watches and their applications, we can now take our coaching with us wherever we go.
Among the general population, apps monitoring our heart rate, calories burnt, hydration levels and step count are very popular. So too are the proactive features of such apps that prompt us to get moving and provide suggestions for getting started.
game’ during the competition season. In a recent interview for the Australian Computer Science Industry Insight, Australian BMX rider Caroline Buchanan reported that ‘technology is made for the progression of the sport’. The digital aspect appears to be particularly useful. For example, through the use of equipment-mounted video units, BMX courses are studied and analysed and the athlete’s performances on the track are recorded.
For sporting enthusiasts at the beginner and intermediate levels, more specific coaching apps are also available, replacing the costly one-on-one coaching session. Modern augmented coaching systems and technologies (ACST) are particularly popular even in traditional sports such as Golf. Here, video and motion sensors are already inbuilt with the equipment; and as you swing the golf club, a frame by frame recording is saved on your app for you to review prior to hitting the next ball.
Elite athletes also make use of new media technologies to facilitate their professional development. Particularly for action sports athletes, being creative and continuing to push boundaries by performing new stunts and tricks does not just secure and maintain their sponsorships, but also helps them remain ‘at the top of their Page 32
But does this mean the role of the (future) coach is that of a dataanalyst, as depicted in the 2011 movie ‘Moneyball’ where baseball manager Billy Beane leads an underdog team to success based on maths and algorithms? The answer is: not quite. Sports, and thus coaching, are far more complex and multi-faceted. While there are many avenues to access data related to the biophysical aspects of performance, there are fewer sources that are readily accessible regarding the cultural and social needs of our athletes.
Despite the ascendency in selforganised sporting activities and the autonomous learning of the participants, the role of the coach continues to play a potentially important role (particularly for those wanting that little bit extra). In the examples of Golf or BMX racing, merely re-watching the recorded video may not help all sports participants to improve. Further to this, the amount of information and data collected can quickly become overwhelming. It is difficult for many to decipher what is right or wrong, and what piece of information is actually useful at that point in time. This is where the coach can play the vital role in helping interpret the collected data. Based on their experiences and professional knowledge, the coach can help analyse movement patterns and draw the participants’ attention to critical aspects of their performance – and with the necessary feedback, provide the actionable information the athlete requires to adjust and improve their performance. Importantly, the coach can be a valuable ‘filter’ for erroneous and irrelevant information – reducing the overall ‘noise’ for the athlete.
As such, the coach’s emotional intelligence and interpersonal communication play key roles in athlete development and achieving their outcomes. This is particularly pertinent in eSports, where the coach is not necessarily present physically.
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eSports themselves do not rely on a physical presence, however, the emotional and cognitive stress remain contributing factors in the quality of performance. In this context, the coach can offer clear communication and psychological support to help the players better regulate their emotions and enhance their decision making such that they remain calm and focussed during the most crucial periods of the game. By being able to understand the individual athletes at a deeper level through regular social interaction, and having their best interests at heart, the coach can develop and build on a respectful working relationship, allowing the athlete to flourish.
In sum, the role of the (future) coach is holistic and complex. The foundations of coaching remain the same even though the specific practices may change; it is an educative relationship. So regardless of whether you’re in action sports, eSports or traditional (team) sports contexts, and no matter if you are a casual sports enthusiast, developing athlete, or elite competitor, the coach may continue to be the key in maximising your development.
Eva Ellmer Eva s a PhD candidate at the School of Human Movement and Nutrition Sciences, The University of Queensland (UQ). Her research focus is on the professionalisation of action sports. Specifically, Eva is interested in the learning experiences of elite action sports athletes. Eva completed both a Master of Sports Coaching (2014) and Bachelor of Exercise and Sports Science (2011) at UQ. Eva has professional work experience in OHS and Training and Development. Eva will complete her PhD in 2019.
COACHING AS A MINDSET HACK Coaching in immersive game simulations to develop dispositions for learning, leadership and teaming: across geographies, generations, functions and disciplines.
By Phillip Crockford At VTeaming, we have been pushing the boundaries of coaching. We coach leaders to cultivate a growth mindset by developing dispositions: essential soft skills for learning, leadership and teaming. Drawing on the work of thought leaders like Amy Edmondson, Fernando Flores, Robert Dunham, Reg Revans, Sylvan Tomkins, Daniel Kahneman and many others, we coach small teams as they work to accomplish assignments inside the immersive simulation environments offered by MMOs (massively multiplayer online games). As a complement to executive coaching, regular workshop-style and online blended learning, this deeply experiential approach provides the high level of immersive engagement and psychological safety needed for the skilful coach to prompt the coachee to observe emotions and learn in action with others – from both success and failure.
Accelerating Change The context for the future of coaching Coaching is an idea whose time has come, principally because it is such a powerful and adaptable approach for coping effectively with change in any field of endeavour. Change has always been part of the landscape of life, but now human activity is actually accelerating the pace of change. In every area of life, old ways of living and working are going away as new ones emerge with increasing rapidity.
In the space of two or three generations, we humans have become so numerous and so energy-intensive that climate change is attributed to our collective activity and even the ecosystem services that support us are compromised. Other unknowns are in the mix: gene technology, mass extinction, AI and machine learning, social media manipulation.
Entirely new phenomena like these make our future even more ambiguous and uncertain. Communications technologies and digital transformation amplify and accelerate: global economic activity has increased seven-fold in the last fifty years. The hyper connectivity of communication technology is accelerating the swirling currents of social change in ways that many of us have difficulty coping with.
Coaching is a key for developing dispositions To thrive and flourish in this volatile, complex world, people need to develop their human skills, soft skills: the skills for learning and relationship.
In these conditions, coaching comes into its own because expanded self-awareness is at the heart of effective coaching.
There are many frameworks for soft skills, for example the “Four Cs”: critical thinking, communication, collaboration and creativity.
It is also essential to the development of “soft skills” or dispositions.
The common thread is that they expand self-awareness and they engage our mindset, our emotions and our abilities for learning, for working with others and for learning while working with others.
Dispositions go deeper than absorbing information and technical know-how. They involve our mindset; our moods and emotions, our attitudes. This makes the coach approach ideal.
Shifting the mindset requires transformational learning We don’t develop dispositions in the same way as we acquire technical skills. They must be learned experientially, in action, engaging the body and the emotions.
For six years we have been researching the optimal combination of factors for developing dispositional skills that are valued in the global teams.
You can’t learn to ride a bicycle from For adult learners, they fall into two a video. You have to ride the bicycle. groups, essentials and accelerators: Same for the dispositions that we Essentials need for learning and working together effectively. They need to be ➢ Recurrent practice developed through experience and ➢ Reflective practice practice. ➢ Motivation ➢ Psychological safety It’s the nature of transformational Accelerators learning: unlike informational learning, it can’t be tested in exams and quizzes and essays. For our dispositions, the test of learning is doing.
The game environment can provide safe experiential learning conditions for coaching and cultivating dispositions.
This is not mere gamification. We are skilfully and selectively using the psychological safety and immersive engagement of the MMO environment to give our customers a powerful opportunity to build selfawareness. Specifically, awareness of how they show up in action with others in the domain of complex knowledge work, whether it be software development and IT, financial services, energy and infrastructure, or clinical care.
The name of the game is ➢ Coaching coordinating commitments and ➢ Somatic and mindfulness learning with others. practice ➢ Formative assessment ➢ Coactive vicarious learning ➢ Transfer of learning ➢ Action learning ➢ Behavioural feedback technology
What about the coaching itself? Setting the foundation, co-creating the relationship, communicating effectively, facilitating learning and results, all while in a virtual immersive simulation, presents a unique challenge for a coach.
We begin to train coaches experientially, where they learn to refine their coaching sensibilities for the MMO environment.
Although most of our coaches have a coaching qualification, they need additional training to be effective in this environment.
Initially, they work on letting go of preconceived models and ideas from coach school and instead learn to develop the same dispositions, skills and sensibilities that we are developing in our customers.
We build on the ICF core competencies framework and cultivate additional know-how in the ontological (second-order learning) approach, as well as a practical formative assessment framework.
Fortunately, the way the program is designed, they are able to get a great deal of coaching observation and practice in a short period of time, as much or more than the best face-to-face coach training programs.
Additionally, coaching a group is substantively different from coaching individuals.
The learning model we employ calls on the coaches’ skills for co-designing accountable actions, and then holding participants accountable for putting their learning into real-world practice. The weekly rhythm of the program involves bringing real-world experimentation and outcomes to the table with the team.
The coaches learn to leverage what Christopher Myers calls co-active vicarious learning to multiply the benefits of learning together. Coaches need not be gamers, but they do need reasonable competency in the game environment and they need to be comfortable with the other technologies we use.
Yes, but does it work? For our full programs, we see significant overall improvement in pre and post assessments of team learning and social intelligence measures. We are now using technology to measure “speaking up” and do sentiment analysis and so far, the results seem promising, both in terms of improvement and as a formative assessment approach for adult learners.
But for our team, the best outcomes are in the stories we hear from our customers, who like this work because the effort they put in gets them producing outcomes quickly. Examples we hear about regularly include: resolving issues with stakeholders, reducing process cycle time (devops), making meetings shorter and more satisfying, using influencing skills to manage
upwards, strengthening learning practices to accelerate technical skills development in previously lagging team members, making escalations more productive, improved velocity (software), resolving long standing conflicts with “difficult people”, building confidence and autonomy in reports, driving stalled initiatives… anecdotally, it’s a long list.
Who is best fit? It’s early days, but we see this as a scalable and highly effective approach for globally distributed teams in many sectors. In our individual customer base, we are attracting a mix of high potentials with 5-8 years’ experience and senior managers with 15-20 years who are ready to level up their leadership. Because their function is viewed as a cost, it’s often challenging for HR partners and managers to innovate outside the boundaries of the established one-to-one coaching and informational learning variants like workshops, LMSs, blended learning, micro-learning. Tech companies are early adopters: they are less afraid of relatively untried approaches and they know that a Page 36
soft skills advantage can really accelerate innovation and execution. Clinical personnel use simulations extensively in their technical training and early indications are that they are amenable to this approach. Financial services and professional services are other sectors characterised by accelerating change, digitization, lots of remote workers, and diffuse networks of value creation. Down the track, we see strong opportunities in higher education to improve job readiness and are keen to collaborate with other providers as we further develop the platform. www.coachinglife. com.au
There is no question; the Fourth Industrial Revolution will bring about significant change for almost every aspect of society. In addition, the rate of change is increasing far beyond previous industrial revolutions. If you look at the first, second or third industrial revolutions, technology was changing, but over lifetimes or generations. Today, human evolution is accelerating at an unprecedented pace. In fact, so fast that the extent of the collective change will take on a dimension, unimaginable to our predominantly linear-thinking brain. Impact is best illustrated as an ever-expanding cube. Four dimensions of exponential growth, each compounding on one another: through horizontal and vertical differentiation, supply chain diversification, as well as through the cross-related invention overflow between one another. To explain this further, let's take an isolated look at just one invention: the self-driving, electric car. At first glance, it is obvious that the careers of taxi, bus and logistics company drivers are affected. Vertically, this one invention places considerable budgetary stress on major oilproducing countries and related companies. Laterally, insurance organisations are rethinking premiums; consequently, the finance industry is involved. The chain reactions go on and on. Additionally, there’s an innovative overflow to industries such as shipping and aviation; it’s not just vehicles that will be autonomously driving or electric.
Norway plans to substitute all short-haul flights up to 1.5 hours using electric planes with the first electric-powered flight scheduled as soon as 2025. Now, try and imagine the magnitude of all new technologies. We are left with high levels of ambiguity - even the most accurate modelling through leading agencies like Deloitte Digital are estimates. The result for some is amygdala hijack. Our fight or flight mechanism naturally kicks in, and crisis mode is elected. We focus on the threats rather than the opportunities; and whilst this is necessary to “brace for impact”, significant damage is done to our psyche. The real challenge is not whether we are moving into this next phase or the amount of change – but altering how we think, train and work with new technological advances and their human impact. We need to wander back into the neocortex.
The quicker we can embrace the new, the smarter we will be able to adjust. Mindset, adaptability and creativity form the new currency for success and industry leaders have already recognised this. A recent survey of 1,603 global executives conducted by Forbes and Deloitte Insights revealed that 87% of executives believe that Industry 4.0 will lead to more social and economic equality and stability. They regard technology as an equaliser, that will provide more access to education, jobs and financing across different geographies and social groups. Peter H. Diamandis - Founder and Executive Chairman of Singularity University and multiple New York Times bestselling author - is one of the most optimistic visionaries of Industry 4.0. www.coachinglife. com.au
He imagines a world of abundance, where we’ll be able to meet and exceed the basic needs of every man, woman and child through advances in exponentially growing technologies such as artificial intelligence, 3D printing, synthetic biology and nanotechnology. Diamandis states that we are dematerializing and demonetizing the cost of energy, food, healthcare and education to the point where it will be accessible to anyone at nearzero cost. He believes we will make greater gains in the next two decades than we have in the previous two hundred years. With our basic needs met, the combination of Diamandis with Abraham Maslow’s Pyramid of Needs validates, that this represents humanity’s opportunity to step into our highest potential. In a society focusing on areas outside of task fulfillment, individuals are freer to fully explore the needs of self-actualisation and selftranscendence than ever before. An increasing preoccupation with Transhumanism, the ability to greatly enhance human intellectual, physical, and psychological capacities through technology and transcending into higher levels of consciousness will take place.
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We are not only experiencing an industrial revolution, but also marching towards a spiritual revolution with the increased capacity to live beyond chaos, fear and anger of the amygdala - an evolution, that is marked by contemplation, peace, forgiveness, generosity and creativity. The importance of coaching, selfawareness and mindfulness has never been this prevalent. It is our collective duty to up level our mindset, so we are equipped to embrace the opportunities of the future. And that is our mission at Viveka. We ‘Update Human Thoughtware’ by connecting companies and individuals to coaches, mentors and speakers. In just 15 months, Viveka has grown into the world’s largest marketplace for personal development with over 900 members. Our goal is to positively impact 500 million lives. Our near future will see an incorporation of artificial intelligence for more accurate matches between coaches and clients, enhanced algorithms for improved user experience, as well as significant growth in our sales and marketing team. We are currently closing an investment round and are excited to deliver these advantages to you as a coach.
Join Industry 4.0 at: www.viveka.world
KATJA KEMPE Katja Kempe is the CEO and Founder of Viveka. Viveka is a combination of Katja’s professional experience and personal passion. As a Strategy Manager and then COO of internationally leading law firms, Katja was required to follow strategic, innovative and global industry trends whilst implementing new strategies to continuously up level efficiencies and processes. Her passion for personal growth, as well as the need for professional development in our current times of exponential change birthed Viveka. To acknowledge her success with Viveka, she has recently been presented with StartCon’s Female Entrepreneur of the Year Award 2018. StartCon is Asia Pacific’s largest startup conference. Katja is internationally experienced, multilingual, inspired by innovation and a strong believer in creating positive and sustainable change.
The Future of Coaching is bright and people-focused By Louise Watts The future is something I've been speaking about, reading about and exploring over the last two years. Visions of our future, the future of our work and of humanity abound as we move through this transitional industrial chapter. More specifically what might it mean for our particular profession, coaching and development. As the co-founder of HPC Global, High Performance Coaching, over the last 15 years, I have brought together a wonderful team of coaches, who have transitioned from the performing arts and business, and together we coach and develop exceptional people across the world. HPC was established after I transitioned from working as a professional ballet dancer to become an executive coach focusing on presence and impact. Early on, I recognised that our transferable skills as performers could be so valuable for top executives across the world.
This marriage of performance and business became our signature and enabled us to work with professionals to develop their presence and performance skills, learning to embrace their creativity, collaboration and connection. During the last 15 years, we have built up a global business that now connects us with some of the world’s largest institutions, coaching senior executives to millennials entering a very different workforce. This year we launched an innovative personal career transition program, Transition Hub, partnering globally with WeWork as a response to the changing needs of people in the future of work and the evolving focus of our coaching business in this new career landscape.
Where and how we work is reflective of the broader professional ecosystem in which we are operating. Transition Hub, our people- focused human work solution, takes people on an immersive seven-week personal development program, and we have been so fortunate to align with WeWork as our global home. WeWork’s strong focus on community, on bringing people together and collaboration is a key part of our program delivery, as individuals and organisations from vastly different sectors and with distinct professional stories come together to share, to learn from and to inspire one another. People have become very isolated due to redundancy, freelance working and technology driving less physical interactions, and in order to coach individuals successfully in the future we will need to demonstrate the effectiveness of a community vs a solo journey. www.coachinglife. com.au
Our coaches define the strength of our programs, blending the creative with business, to guide professionals to think differently about how they view the work they do, who they are and what’s next for them on their career trajectory, and this holistic approach is a direct response to the hyper-focus on technology and efficiency at work which has neglected human skills for too long. At Transition Hub we are welcoming a different and new set of talent to be coached, and this will become a large and very important segment of the global coaching client base. Talk of AI and robotics driving changes to jobs is ever present at many of the future work events that I have been attending and speaking at this year.
As a recent MIT research paper attested, it is likely more that jobs will evolve owing to automation rather than to disappear. However, there is widespread uncertainty and a lot of people’s professional futures will need to be reimagined.
To put it simply, many jobs that exist today will not exist in the same form in coming years and so many people will find themselves either being made redundant or having to evolve and to transition from one professional iteration into another.
We coach individuals to understand and build their own brand, harness their innate skills and offer them the psychological support and network they need. These are the pillars of coaching and personal development that are required for a successful journey and stay in the future of work, and Transition Hub keeps the spotlight directly on the people that join us and our presence as a whole, not alone. The future of work is our chance to reset humanity, and coaching will be a big part of that.
The one thing that is certain is that we are in an age of disruption and that change is the new normal. At Transition Hub we believe that during this process of change, many people will require support to navigate their new reality and find their purpose in the future of work.
Louise Watts 'A progressive thinker highly attuned to the future of work on a global scale, Louise Watts is embarking on her latest role as the founder of Transition Hub, a dedicated personal development accelerator with a creative and engaging approach to redeployment and transition skills for individuals and organizations preparing for automation, partnering with WeWork as Transition Hub's global home. For over 15 years, Louise has elevated the personal development coaching space, building an elite client base and a network of expert coaches across high performance, employee engagement, personal brand and career transition."
www.transitionhub.com Page 40
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The Future Possibilities of Coaching
Chérie Carter-Scott, Ph.D. MCC Coaching is a way of being. It is a way of interacting. It is a way to encourage, empower, engage, and even enlighten. Coaching lends itself to a variety of platforms and modalities. So, lets be creative and take it out of the corner office and bring it to the world!
The show that illustrates the transformational experience of coaching on stage. Our Inner Negotiation Workshop is like the yellow brick road in The Wizard of Oz.
The opening number is, “I Want”. Participants express why they came to this workshop and what they hope to gain from the experience, and what they yearn to leave with different.
It might be being be able to say Diverse people come with various ‘No,’ lose weight, get their power objectives and through the group back, to feel great, to be free, to coaching, an environment of belong, stop the guilt, get rid of In 2018, Patryk and Kasia emotional safety, the absence of the pain, to find love, to learn to Wezowski released LEAP, the judgments, and unlimited feel, to get a release, to be coaching documentary on both possibilities, participants create somebody…to have boundaries, to Amazon and iTunes for the world new Operating Systems, reboot be assertive, to gain recognition, to to see, experience, to own, and to and upgrade their beliefs, forgive, get freedom from guilt, share with friends and family. I was mindsets, and behaviors to emerge eliminate the sadness, overcome the first Executive producer to sign as the very best version of loss, and rebuild the shattered on with my two partners: Lynn themselves. dreams. Stewart, MCC and Michael Pomije, PCC and I’m also a featured coach Whether they want to find their We have been conducting our in the movie. hearts, to discover their brain, to Inner Negotiation Workshop (since reveal their courage, find their way 1975) using coaching as our main Our next project, along with back “home,” or to find tool to support and empower the conducting our ICF accredited themselves, all things are possible. participants in having a trainings on four continents is to breakthrough…to shed light on launch our musical, The Workshop, We invite our participants to those blind spots that they cannot A Dress Rehearsal for Life! believe, to trust, and to overcome resolve on their own. the obstacles, challenges, and blocks that they experience. Page 42
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We have taken the most universal examples from actual workshop participants and woven them into a powerful original script, with 17 highly diverse original songs that correspond to each character. Eleven hopeful participants (four men, and six women, and one undecided), diverse in age, ethnicity, occupation, age, sexual preference, and objectives gather for a personal development workshop.
Lindsey is the first to address her burnout challenge. She shares with the group that in her coaching session with her facilitator she made a list of various requests that others can make to which she would like to find her ‘No.’ She asks for the support of the group and all participants willingly participate in her practice to be able to say, “No.”
They all long to obtain something very specific as they share their stories, some comic, some tragic but all are connected to real human challenges.
Ashley, who identifies with Lee, since they are the youngest participants, finds her courage to share her secret. It is the (“Voice in her head”) that makes her wish she were dead.
Each story is brimming with pathos, humor, and the universal underlying human connection. The Workshop employs the universal themes of wanting, fearing, risking, loss, breakdown, and breakthrough as the human connectors that touch, elevate, and inspire. The seasoned workshop leader, Randi, is shocked to discover that Nigel, an old flame of hers, is one of the participants in the workshop she is leading. Nigel’s objective is finding his frozen feelings that keep him from having a fulfilling relationship. The dialog and actions of the participants show what they need to do to breakout of their personal prisons, start taking risks in order to get what they want.
www.coachinglife. com.au
Lee expresses his guilt of not living up to his Asian father’s expectations.
Nigel, a British attorney, arrives late, crashing the workshop. He wants to connect to his feelings, which have been frozen for most of his life because of a dominating mother who would not permit any display of emotion in their strict and proper London home.
Tamara is becoming more and more triggered. As each participant has their breakthrough, she feels as if her moment is coming closer and this creates both fear and resistance.
This opens the door for Maurice to tackle his issue of being invisible and ignored by the Hollywood insiders. He claims his right to (“Change the Game”). This enables him to express his anger regarding his situation.
Randi expresses her dismay regarding Nigel’s presence in, (“What is Nigel Doing Here”)? They had dated, and it never was resolved. Nigel came to find out if Randi ever cared for him, and if so, what happened.
You must see it for yourself…in our 90-minute production, so much happens; you will laugh, cry, and you will see so many aspects of yourself that you, yourself may also be transformed! We will have packages available for passionate Aussies who want to witness this world premiere featuring coaching in a totally new light. If you have always dreamed of coming to Bangkok but could never justified the time away, this is your opportunity to write off the trip as “Business Research” to see the application of coaching to a live stage production.
Chérie Carter-Scott, Ph.D. ICF Master Certified Coach, Mentor Coach and ICF Assessor is known as the “Mother of Coaching” since she started training coaches in 1974.
Dates: May 18, 19, 29, 30, 31, June 1st, 2019 Place: Thailand Cultural Center, Bangkok
She has appeared on numerous global media tours including: Oprah, The Today Show, CNN, and hundreds of TV, radio, and print interviews.
To find out more write to: Drcheriecs@gmail.com
She has worked on 5 continents in over 30 countries and has licensing partners training coaches in over six locations on three continents. In addition, she is an OD consultant to Fortune 500 companies worldwide and is a subject matter expert in Coaching, Mentoring, Customer Service, Change management, and overcoming negativity. She is Executive Producer of, the Coaching documentary, and co-author of The Workshop, A Dress Rehearsal for Life musical!
The traditional way of managing clubs and associations with paper and shoe boxes is no longer holding up with the requirements put on organisations these days. Volunteers are hard to come by and the workload continues to increase. Just as accounting has been through a transition from manual to full digital disruption of the process, governance is on the same path. Governance may not be the most appealing task to focus on, but when we look at what governance really is, the processes of interaction and decision-making, we can see its vital importance to ensuring we continue to achieve the impact we desire of our clubs and associations.
Software is getting smarter so that what our current processes are can be completely distributed by platforms that take away the busywork and leave you to only focus on the unique value you add to the process. We can see how this transition has happened with accounting software.
We’ve seen many changes to many systems and processes as computers have permeated all areas of our lives.
Originally, accounting was done with pencil and paper. To do this, you needed training and expertise. It was slow and error prone.
Within our clubs we see finance, members, coaching, and communication software and apps available in every niche. This is all in attempts to reduce workloads and increase engagement. I propose however we are only at the beginning phase of this digital disruption. Software goes through ebbs and flows, like anything else, and we are on the edge of another transition. Anything a computer can do, you shouldn’t have to.
Enter the early days of desktop computing and introduce original spreadsheet programs like VisiCalc and then Microsoft Excel. What a boon! It adds everything up for you, has formulas, is more accessible and can be copied and shared unlike the paper beforehand.
It still required you to be well trained in accounting processes and practices though. Next up came in MYOB and others like it. These account packages changed the game. No longer did you need to be an expert, you could follow what the software told you to do and get about 80% there, and then use your professional services at a lower cost to ensure everything was correct. Xero has taken this even further with automatic bank feeds, a simpler user interface, and online and mobile access from anywhere.
With the world of Artificial Intelligence (AI) and large amounts of data these platforms sit on top of more will be done automatically for you, leaving you just the important things to evaluate.
www.coachinglife. com.au
EGovernance Here though is where we come into the governance story. Governance is just as important as finance to clubs. The governance processes ultimately dictate how the club or association operates and whether it will remain viable into the future. Everyone involved in the club from the members, players, spectators and coaches are affected by the decisions of the management committee or board. So, having good governance, with clear visibility and transparency is vital. Unfortunately, what we see is the same as the early days of accounting. Pencil and paper for the minutes and a shoe box for the records. This can no longer happen. The decision-making processes that have wide repercussions need to be structured, consistent and clear. Records need to be kept and accessible. Today, many organisations have moved beyond paper and use Word and some online storage like Dropbox. But this still ends up the same mess as a physical box with lots of manual administration. It will no longer be acceptable into the future.
When the government is looking at handing out grants, they are looking into how clubs are being governed so they have visibility the funds will be well applied. Those that are lacking good governance are going to be hit from three directions.
1 2
A reduced ability to access government grants and funding opportunities..
As a software engineer, I decided I could come up with a better way. I built Process PA to tackle this problem and build affordable software to support volunteers and staff on associations, clubs and NFPs. The Xero for governance.
Less engagement from volunteers not willing to waste their time in a club that doesn’t have their act together.
3
A dwindling membership due to unclear process, poor decision-making or infighting within the management committee. I personally came across this problem when I joined an association management committee as Secretary. There was no training, no consistency and no visibility yet as an office bearer I am personally liable for the operations of this association.
Stress free meetings Process PA helps committee members to keep up to date with their commitments via online documentation.
A box of papers was my only records.
Secure cloud-based documents Process PA helps with secure online cloud storage system compliant to the top industry standards.
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www.coachinglife. com.au
Netball Queensland is on the forefront of the move to more accountability and better governance structures. They have been working on their Horizon 3 project, a governance process that works for managing both current and future opportunities for growth. Early indications show interesting insights such as the ratio of spending on coaches compared with umpires and fee structures for members related to growth of the club.
These insights can only come about with cooperation from widespread groups, which can be done efficiently with good use of technology. Catherine Clark, CEO of Netball Queensland, says “ One of the greatest opportunities that we have as a sport is to use our scale. However, to do this we need a consistent and well managed approach to both finance and governance. This allows us to better inform both suppliers and sponsors about the opportunities that exist to partner with us.
In the future, I expect the available software platforms to do even more. In governance, they will record your meetings, generate your minutes, follow up actions, suggest policy reviews & improvements. Most importantly, they will guide the committee to spend time on making good decisions that matter to all those involved in the club, so we can continue to have a thriving sporting community into the future. For more information visit
.com
Matthew Rowan Founder & CEO Matthew is a Software Engineer by trade and in that role has continually worked to improve process efficiency with technology. He started Process PA to build tools that give people the knowledge and process they need for real time governance after experiencing a bad handover when joining a management committee. Through this role Matthew has helped hundreds of boards and committees run more effectively and efficiently. ProcessPA - Cloud Software for Easy & Enjoyable Governance for Management Committees
MARCH 2019
WARNING MAY CONTAIN: Medical Technology
Health Coaching
Remedial Tips Traces of Nuts
