The U.S. Navy studied 2,000 SEAL candidates to find what predicted survival in Hell Week. Not strength. Not agility. Not size. The best predictor? A 4-mile run. The faster you ran, the better your odds. But the reason why goes deeper than endurance.

MG Taylor methodology is a structured approach to engaging large groups of people in collaborative problem-solving. It has had a significant impact on my practice as a change leader and I use aspects of it every day. What I like about MG Taylor the most is that it helps us to

Question: How can we build a link to purpose that improves performance for all employees? Answer: Activate the power of frontline (team) leaders in making purpose meaningful in daily work. A study of 57,000 employees across 469 organisations showed that when team leaders have

Steve Kerr’s Philosophy👇 🗣"It's their team. That's the first thing you have to consider as a coach. It's the players team, they have to take ownership. As coaches our job is to nudge them in the right direction & guide them. We don't control them."

How do we enable behaviour change? These authors synthesised findings from 147 meta-analyses to identify which determinants of behaviour are most impactful & which should be targeted for change interventions. Many of the studies focus on large-scale, health-related, environmental

For many years, I have collaborated with (& learnt greatly from) leaders from Jönköping Region in Sweden & with Jönköping Academy. Jönköping has so much to teach the world about building integrated leadership development for a high-performing system. A key aspect of the Jönköping

I went picking blackberries with my kids today and then made a crumble. What leadership lessons or insights can we learn from this experience? None. It’s just a crumble.

Oh wow dusty up in here now….Florida Panther Mackie Samoskevish grew up in Sandy Hook, CT, brought the Stanley Cup to the Sandy Hook Elementary School Memorial for his day with the cup. "I thought we'd just bring it back in honor of them"

If we want to create change across systems, we need to shift the balance, with less focus on redesigning structures/processes & more focus on collaboration, empathy & genuine human connection. “The Human Heart of Systems Change” - a new report from CoCreative sets out learning

Execute. Let your team do their thing, that's what they are good at. In any change of circumstance the tendency is to over-manage. This has the opposite effect and can create further issues down the road.

Communicate, ruthlessly, with your team. Keep them informed as you all need to know the latest info. But also allow them to have input into the new plan.

Firstly, get your team involved. They will be the ones who are executing any change of plan.

Planning is essential, that will never change. But what can be developed is your ability as a leader to navigate the change that you know will come. Whether you are playing sport, rolling out a new product or navigating unforeseen circumstances.

But I think Mike put it more plainly! What does that mean for your team?

General Von Molkte said: "Everyone has a plan until you get punched in the face" That may have been Mike Tyson. What he actually said was: "No plan of operations reaches with any certainty beyond the first encounter with the enemy's main force".

What does a dead Prussian General and sport teams have in common? Let's take a look.

WINNERS 🏅

What predicts performance? In a study on elite field hockey players, athletes performed better when they had: -Sense of Autonomy -Sense of Mastery -Feel Belonging -See the game as a challenge instead of a threat Satisfying our basic needs predicted performance.

Everyone wants to be part of a great team. But no one wants to hold each other accountable. What if we could have both? Here's how:

I’m continuing with the theme of not just managing new structures & processes in big system change but the need to work with deeper systemic forces at play. These are often emotionally driven. We ignore them at our peril. Some of the most interesting work in this field comes from