Sport Psychology Business Psychology

HR Looks To Mental Toughness and Sport For Help

geoffgreenwood — Fri, 06 Apr 2012 15:19:45 +0000

Performance psychology is a branch of psychology that focuses upon the factors that allows individuals, teams, and groups to flourish and to achieve their aim of being the best. It is far away, from other psychology branches steeped in malady and dysfunction. This is a combination of business, positive and sports psychology looking forward towards ideal outcomes. It engages the performer on how to be successful by developing the power of the mind and to practice mental skills training in their daily lives as they would any technical and learning training. This encourages peak performance, often under the most extreme levels of pressure in fields such as sport and business. In recent times there has been huge growth in this area as excellence in sport is being likened and applied to business performance. There are clear links being established between world class performance within sport and the results of businesses that engage the services. The training that underpins the psychology of performance has been researched and scientifically proven over many decades and is perfect grounding for those in business who wish to deliver an exceptional performance when it really matters. A good analogy is that of the ‘Corporate Athlete’ as featured in Harvard business Review.

There are many benefits to the organisation by introducing mental skills training. These include exceptional performance by individuals on a daily basis, less staff turnover and related recruitment costs, better working environment and improved bottom line results from performance enhancements, efficiencies and effectiveness. The workforce or management are highly motivated and engaged, focused and determined towards individual or team goals. They communicate better and produce more creativity in their work towards customer solutions. They bounce back from setbacks, identify the critical moments, they take the correct calculated risks and have the endurance to see the challenge through. The benefits are produced from a process of direction, drive, control and mastery within their working day achieved by the introduction of a Mindset 12 set of psychological skills training areas. The 12 areas are professional attitude, goal setting, motivation, intensity, concentration, psychological preparation, self-confidence, emotional control, mental rehearsal, thoughts control, mental toughness and team dynamics and cohesion. Imagine a workforce who is highly motivated, with the right attitude transacting with their customers, peers, direct reports and management.

So why is this important? As we travel through challenging and difficult economic times it is clear that modern business will need to evolve to compete in new emerging and fragmented markets, changing customers, demanding buyer personas and new product and service solutions. The pursuit of competitive advantage will become paramount and arming our staff and managers with new skills from within, may well be your answer. It may also be one of the cheapest and rewarding options available to you. Ask Proctor & Gamble, Google, PepsiCo, Dell, Merrill Lynch, 3M, Microsoft, US Army and many more widely documented for using these mental skills as part of their staff & executive development, particularly embracing all the new science around motivation and the costs involved with employee disengagement.

HR directors need to be interested by this performance area. Their workforces have been developed, trained and practiced often in an
expensive and sometimes fragmented way and yet training above the shoulders has only been approached in situations of poor behaviour or dysfunction. This is changing, and as in sport, this form of development is looked upon as a positive and performance enhancing thing to do not only for the individual but also for the company. It certainly isn’t touchy feely or of a soft nature. Could you imagine the world’s greatest sporting champions embracing anything that wasn’t underpinned by science or delivered by untrained and unprofessional consultants, as they look for the slightest edge in their sport? I don’t think so, because sport is ultra competitive like business and the rewards to the victor are substantial. Remember some of these guys have worked day after day for their treasured prize maybe for 20 years for this one opportunity of 20 seconds!!

Directors in HR need to become enlightened towards a new approach and how it will impact on their organisations. This change of thought process will need to be accepted at all levels. They will find that anyone understanding performance in sport, arts and entertainment will be advocates early on and understand that the skills transfer over into the business arena very well. The implementation and delivery method for the mental skill packages will need the same planning as with technical training. The planning will address which elements of a blended approach and technology if any, are needed; it may be right for workshops, elearning or personal coaching or various combinations. Once implemented the commitment should be there towards individual and team improvements and purpose.

So how are you going to do it? There are two ways to approach the development. Firstly, the organisation can develop mental skills coaches within the business as they may have done with coaches in the past. There are many sports coaches I work with that I train in psychological skills training who then pass self awareness and interventions on to their athletes. This can be successful if there are close relationships already there. Secondly, the organisation can outsource the awareness, design, implementation and ongoing improvement work to skilled mental training coaches who preferably have experience of sport and business. The HRD needs to allocate commitment and budget resources to the initiative.

So what could go wrong and why? There are important areas to consider that ensures success. If a failure results it is often when the changes in environment, attitude, and commitment are not communicated; the skills learned are not maintained with deliberate practice; tangible ROI’s are not identified and measured; management style needs to change more to Theory Y than Theory X and lack of understanding brings apathy and amotivation. However, get these right and the company is on the peak performance route to success.

In conclusion apart from the decades of scientific, empirical and anecdotal evidence within sport it is not difficult to understand every challenge we are trying to overcome at work with products, services, customers, suppliers, management are all connected to the performance of our people. Giving them the mental edge helps you gain competitive advantage for long term success over your rivals and turns your people into mentally tough individuals both at work and in their personal lives.

Geoff Greenwood Business Training

http://www.businesstrainingonline.co.uk

Sports Psychology In The Boardroom

geoffgreenwood — Thu, 16 Feb 2012 13:24:20 +0000

Geoff Greenwood Feature Article In business Executive Magazine

People are screaming and shouting, the noise is intense, the clock is ticking, in a few minutes you will take to the track and get into your position. You have trained and competed for years for this single moment, trained in all weathers and in all hours, but you have done this because you want to be the best. Your heart is thumping, your mouth is dry and your blood pressure is rising and you cannot quiet the thoughts in your mind. This anxiety starts physiological meltdown… The athletes condition is comparable to that of a CEO/COO on the verge of a major decision affecting his company and his reputation. This approach and situation is what is found everyday in elite sport, and every successful athlete has the knowledge and skills to train their mind to be able to deal with this type of pressure effectively.

The knowledge of performing under pressure in sport is now being harvested and implemented into Corporate life. The ability to change a manager’s mindset from a fixed mode into a growth mode coupled with working on their inner excellence starts to build mental strength allowing the individual to perform at the highest level often under the greatest amount of pressure. The process is one of direction, drive, control and mastery in many of the mental performing skills such as motivation, self-confidence, emotions, attitudes and mental toughness to name a few.

Many business leaders will understand the idea of the ‘Corporate Athlete’ the sporting and business worlds are very similar, both being highly competitive and have to operate under extreme stress to deliver exceptional returns. The ‘athlete in a suit’ delivers exceptional human performance in the workplace and has the ability to perform like an Olympian. They just need self awareness of what can change and how to implement into their daily performing lives at the office instead of the track. There is a serious need to implement a ‘Mental Game Plan’ for owners, executives, managers and staff who are entering extremely difficult market conditions within these challenging times. Staff need to be more creative and bring new solutions for a more demanding customer and new emerging markets.

These psychological skills added to the physical, technical and tactical creates and develops a more rounded individual ready for the changes in the workplace. The full lead feature that I have written for the business Executive Magazine can be read here…. and more information on our business consulting approach to training & development for exceptional human performance can be found at our business training website.

Geoff Greenwood FCCA MBA MSc

Business Consultants Specialising in the training & development of human potential and talent.

How to motivate and motivating employees

geoffgreenwood — Mon, 16 Jan 2012 13:42:16 +0000

As we progress into our second decade of the 21st century, it is becoming clear within the body of evidence available that the mechanistic and algorithmic tasks within the workplace of the last 30 years or so will need to be replaced by heuristic, creative and right brain thinking and solutions. To achieve these solutions a change of emphasis within the ideas of motivation throughout organisations will be needed.

These changes will address issues such as;

All these issues and more are addressed within the latest scientific literature acquired by behavioural scientists within business, sport, medicine, entertainment and personal development to name a few over the last 50 years or so. Unfortunately, what science knows and what business does are miles apart in terms of application.

An understanding of how to motivate and motivating employees will need a mindset change amongst owners, executives and managers who throughout the latest decades have followed a pattern of rewards and punishment to staff on the grounds that they will be a better job with this control, direction, micro-management and coercion on a minute by minute basis. The future of our organisations needs change and they need it now.

It is not just me and my fellow scientists who agree but there is so much anecdotal evidence from some of the world’s greats such as Google, Toyota, Microsoft, Face Book, 3M etc who are generating exceptional growth, zero labour turnover and wealth along with a workforce who are focused, motivated and extremely happy and satisfied in their working arena.

Much of my work at present centres around organisations that are changing their motivational style from the old to the new. I can discuss with you the scientific and anecdotal evidence that underpins this work; show you how we can measure the engagement of your staff at baseline and implement strategies that will improve that engagement score in the near future. We can also help in implementing the whole shift in culture with you or for you.

Contact me any time to discuss what motivating management, motivating employees, motivation training and how to motivate can improve you and your organisation’s prospects today.

Geoff Greenwood FCCA MBA MSc

Corporate Clients Personal Clients

Technological Future of Business Training and Development

geoffgreenwood — Mon, 16 Jan 2012 11:47:18 +0000

I have been shown sight of the latest research into business training and development utilising the very latest technological advances and platforms available for elearning. The research highlights why companies are using electronic and digital methods to deliver exceptional content and learning to a diverse range of staff spread geographically often highlighting differences in culture, understanding and language. I have created a slimmed down version of the elearning research for your convenience and can be downloaded here. E learning and etraining are available for companies of all sizes now embracing the new thought processes and delivery methods normally not available due to cost constraints etc.

The report discusses the background to the adoption of elearning and how it is affecting the professional development at an individual level along with the impact the technologies have on organisations and its’ customers and how the future in this area will look. Management training is top of the list overtaking compliance training for professionals.

We anticipate that learning programmes especially online learning will fit around work as opposed to work being fitted around training leave.

The report goes on to discuss:

The driving forces of talent strategies.
Technology as the support system for learning and work.
The online learning continuum.
The blended learning approach.
Creating a non-linear programme.
The e-learning benefits.
The implementation success factors.
How the future looks for our e-staff.
The fastest growth areas.
Practical recommendations for the future.

To discuss these findings or any requirements that you may have around blended learning solutions and the use of technology then contact us for an informal chat.

Geoff Greenwood FCCA MBA MSc

www.geoffgreenwood.com

www.businesstrainingonline.co.uk

Management Performance and Employee Engagement

geoffgreenwood — Mon, 15 Aug 2011 11:46:17 +0000

Management performance and employee engagement are 2 critical areas for organisations in the new era. They will define the new competitive advantage for enlightened organisations in the next period following the agricultural and industrial revolutions, silicon chip and outsourcing. This new era will see the need to develop the minds of staff, managers and executives to deliver exceptional human performance for their companies and for themselves.

If business was to take a leaf from the sporting science world it would see exceptional advantage by developing the mind for mental strength in performance. All the great sporting champions develop their sporting performance mind for success and to establish an edge over their competitor. This edge is often the difference between success and failure. It is now commonly thought that being born with talent is not the deciding factor, but the practice, learning and development of a skillset more often than not determines the outcome. This is fabulous news for all of us that thought we are stuck with the hand that we were dealt with, when really we can decide to learn and become the best in whatever we choose to do.

Our approach in business for our clients is a pathway of psychological core, growth mindset, inner excellence, mental strength and performance under pressure. The outcome is an individual who has passion, clarity, determination, presence and pleasure from all that they do both at work and at home. Read more about management performance and employee engagement here.

Geoff Greenwood

Performance At Work Book

geoffgreenwood — Mon, 08 Aug 2011 13:25:41 +0000

Performance at work and high performance work is very high in the list of priorities both for organisations and staff and management. As we are experiencing exceptional economic conditions that our generation has never experienced before it is vital that once we are in the workplace we make every moment and every decision count. Staff and management are under pressure to deliver high performance work even though they see cutbacks, redundancies, tighter resource allocation and uncertainty about their future.

This brought me to write my latest book on performance at work entitled “The 12 Biggest Business Problems You Cannot Solve…Are All Really Mental” In the book I have identified 12 business challenges that we all face everyday and linked them to 12 performance psychology strategies that will help to overcome them. Often these strategies are unknown to owners and leaders and the text is written in a simple style, often stripping out the scientific speak that underpins the research to make the understanding much easier.

For a limited time period I am willing to offer a complimentary copy to readers who would be prepared to give me some feedback on the book once read. The book can be ordered absolutely FREE from the following page: Performance at work

Did you know for instance that disengagement at work by your employees is costing US firms over $300bn per annum in lost productivity and that you are almost certainly using the wrong types of motivation in your organisation for your staff and management that is affecting your results and their job satisfaction.

I hope to speak with you very soon about your high performance at work.

Geoff Greenwood FCCA MBA MSc

www.businesstrainingonline.co.uk

Business Coaching Goes Mental

geoffgreenwood — Wed, 29 Jun 2011 10:30:28 +0000

We have been asked to write a series of articles for Qype as a guest blogger covering the area of business coaching and our new and unique approach to business success by developing the human potential in your staff and workforce. The first article is entitled “Business Coaching Goes Mental” and can be read by selecting the link here.

The article gives an introduction into the constructs of what makes a corporate athlete or a businessman in a suit, whichever image fits your perspective. A new approach to business training is favoured as economic times are exceptional at the moment and strategies that are used by the world’s top performing athletes to become a winner can also be used as the competitive edge in business.

Enjoy the article and the further ones to follow.

Geoff Greenwood

Performance Psychology

How to be successful utilising performance paychology

geoffgreenwood — Fri, 24 Jun 2011 14:29:12 +0000

At last people all over the world are waking up to the possibility of delivering exceptional human performance in anything that they do. They are now understanding the mind-body connection, power of the mind or psycho-physical as often known. This new mindset and awakening is towards performance psychology that uses the science behind exceptional sporting achievement and wraps it up/tailors it for the client whether they are sports performers themselves, dancers or other entertainers, business people and staff or individuals in the professions.

Professionals are using performance psychology for how to improve business, become successful and deliver exceptional human performance. Dancers, musicians and stage players may choose to finally alleviate stage fright or performance anxiety and business owners understand the need for new forms of motivation to help the organisation thrive and to allow their people to work in autonomy, practice mastery and aspire towards a higher purpose in their contribution.

To explain performance psychology and utilising the power of the mind, I have much written on my website that will give you a better understanding of its power and the control that it gives you plus a video showing the constituent parts and benefits.

Geoff Greenwood

Performance Psychology & Business Training

Mental strength in football

geoffgreenwood — Mon, 25 Apr 2011 12:51:09 +0000

Mental strength in football can be characterised by 2 top premiership teams on Saturday and Sunday. Manchester United played Everton on the Saturday lunch time and as expected it was a tough game with Everton defending throughout the 90 minutes. United also had their sights on their next trip to Germany 2 days later in a vital Champions League semi final. Arsenal had a somewhat easier trip to Bolton who had been smashed the week before 5 -0 by Stoke in the FA cup semi final and where they nearly always enjoyed favourable results.

As the United match progressed, things were not going well and time was running out but with 6 minutes to go they made the breakthrough with a headed goal at the back post. At Bolton Arsenal came back from a goal down to level at 1 – 1 and had numerous chances to win the game as continually they breeched the Bolton defence until the 90th minute when Bolton headed the winner from a corner resigning Arsenal to 3rd place 9 points adrift of the leaders Manchester United.

The difference between the 2 teams was purely mental strength. United have been here before and never give up no matter how long is on the clock. Their manager is a winner who shows total determination and self belief in his players which carries onto the pitch with anyone wearing a red shirt. Arsenal think that the title can be won with the feet and not the head. They crumble in the face of adversity, pressure and opposition. They believe that they should not be tackled because they are purists and are looking for someone to step up and create the winning goal. It doesn’t happen because team spirt dictates that you all step up and give everything that you have for the cause and your own luck will be made.

Arsenal manager this morning has taken the blame; he is wrong the players need to take the blame, they didn’t convert yesterday and messed up in the last minute; they messed up in the last minute of the Carling cup final, they missed a winning chance in the last minute of the Champions league against Barcelona and have let many winning positions slip this year.

Two teams with equal ability, resources and history but major differences in mental strength. Those with the mental strength deliver silverware and those without don’t. Mental strength is about self belief, determination, a never say die attitude, steely focus and total concentration until that whistle has blown. Soon everybody will realise that the great winners and champions practice things above their shoulders to gain that competitive advantage.

Geoff Greenwood

Sports Psychology Business Psychology Online business training

Performance Coaching Final Step – Removing Outer Obstacles To Performance

geoffgreenwood — Fri, 22 Apr 2011 14:38:26 +0000

The final article on performance coaching covers two final areas. Firstly, the external factors that get into the person’s head and affects their performance and secondly, performance psychology aspects that relate to teams. More information can be found on online business training, sports psychology and business psychology and how it helps you deal with these mental pressures.

1. People: These can be people very close to you and can easily undermine what you are trying to achieve. They say things like “Why not stop your dreaming and get a real job”. These statements are negative affirmations and should be avoided at all costs. People not so close or in competition with you may want you to focus on other distracting areas that will hinder your peak performance.

2. Stress: This can appear from many external areas such as life events like bereavement, divorce and loss of job. Even happy life events can affect your performance like a new born or moving to a new home. Stress affects the mental and physical state of the person so eradicating strategies are needed immediately. We recommend relaxation strategies, coupled with mental imagery and positive self-talk.

3. Environment: Stress related to working conditions such as temperature, light, space and noise. All affect your psychology and performance. Learn to rationalise, relax and imagery to reduce stress levels.

Now we will look at these events that affect individuals, how it spills over into the team settings. The coach or manager needs to ensure that the team has goals that override those of the individual; realaxation and visualisation as a group imagining perfect performance; team music can bring all the girls together in one place prior to competition and team talk amongst each member, highlighting each other’s positives and strengths.

Always ensure that team communications are allotted plenty of time and delivered in a calm positive manner, this helps eradicate conflict when it happens; always encourage your team mates to perform better for the greater good of the team. Remember if the team performs better then individual performances must have also rather than vice versa. You should show commitment to a goal, maintain inner calmness, trust your intuition, be optimistic, have a positive mental preparation, enjoy the love and support of close members and have a persistance never to give up.

So there we have a quick insight into external triggers that we need to be aware of. If you have any questions on performance coaching then contact us to discuss.

Geoff Greenwood

Peak Performance