‘Talking Tactically’

with Lachlan Tighe..... 

(a new weekly edition, commenced 12/9/2001, of thoughts, observations and commentaries on developments for bowls coaching and competition)

‘… sharpening culture – accountability’

(edition 76  - 2003 of thoughts & observations on lawn bowls)

A member of the ‘ELBOWS’ bowls squad gave me a document a few years ago on culture in business teams and I came across it recently and revamped it given I am three years older, and none the wiser, with a view to bowls and sporting teams as follows.

Players, selectors and the coaches should all be asked to be accountable.  Heck once you walk into a club or team, I reckon you have to abide by the whole rather than the single approach.  In saying that I am not advocating a passive adherence to dumb and mediocre approaches.  Just sometimes you have to concede to the group to move on to success.

And if ever these people who play, coach, select were asked for input I wonder if they might agree with these suggestions:

• Each of us be allowed to own our own area of responsibility, i.e. playing position
• That measured results of performance need to apply rather than vague memory
• We feel better if we know exactly what is asked and expected of us in our roles
• Will not accept unsatisfactory performance or attitude (which I see is different to effort or insufficient skill )
• will accept their part or contribution to the unsatisfactory performance
• will act to change that contribution / result (around)
• gives and receives honest feedback
• is open about criticism of their performance and the team’s

Yeah, yeah sounds good but, how do we do it in the team setting.  Bowls is renowned for people with obstinate natures. If I knew the answer I would sell it to you, though I will suggest some things to try:

• keep all those connected with your team informed of the overall goal(s)
• regularly have a review of the objectives
• regularly seek clarity on our goals
• encourage participation in team members
• note the importance of feedback as a valued tool
• be clear about the standards the team, and you, expect
• ensure all know there are team objectives and personal objectives and that both need to be considered by all involved
• and where team and personal objectives might differ, allow for some latitude with teams entertaining the personal though not to the detriment of the team;
• ensure the environment enables people to contribute their best
• celebrate team and personal successes
• and learn from the losses, p.s. see them as temporary
• don’t praise players and people unless it is deserved for it will ring hollow
• and one last thing I liked, if no one has ever given you or the team (negative) feedback, maybe you should ask why so?

Lachlan Tighe

‘… Lions: Brisbane’s king of the (sporting) jungle’