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Performance Talk Australia 42 - New Zealand 38 Once again Australia demonstrated they have a psychological advantage over our girls by winning the World Cup. I do not believe there was any notable physiological difference between the two. If NZ knew how to think, the result could have been different. In saying that, I was surprised the result was as close as it was following coach Ruth Aitkin’s comments on TV One’s 6.00pm news 24 hours prior to the game taking place. Her request for forgiveness from the New Zealand public, presumably for the impending loss (as detailed below), provided an intriguing insight into her obvious lack of confidence in her team’s ability to compete. ‘I only hope the New Zealand public understands how hard we have tried to win this World Cup.' Whilst I appreciate the need to consider all options following the AB’s loss to France in the quarter finals, I was appalled at the NZRU’s decision to make the coaching role contestable. In my opinion it is a cop out and another example of the board’s attempts to distance themselves from not only this year’s World Cup, but in preparation for 2011 should they need to. The NZRU have pitched the argument as the most appropriate way to proceed. I beg to differ. If they have lost confidence in Graham Henry they should release him. I believe they made it contestable on the assumption that Henry would not apply thereby allowing the ‘obvious’ to prevail i.e. accepting Deans into the role without the need to make the decision. By making it contestable, I believe they were trying to get out of the firing line. If Henry does not re-apply, Deans would presumably get the job, meaning if they lost in 2011 they would be able to say, we chose the best applicant available. If Deans is appointed Coach and the AB’s win, they would have the result they need to demonstrate their competence. As companies shift their focus to the year ahead, I am often asked about the effectiveness of differing strategies to strengthen motivation and commitment. I often observe companies going to great lengths to try and convince their sales team they have the potential to go further - to achieve more in the year ahead than the one just gone. What is interesting however is the battle is rarely fought in the market place where it should be but rather in the minds of sales people themselves. Just as Pongo, the preeminent war strategist of his era said, ‘at last I have seen the enemy, and he is us’. Many sales managers spend considerable time trying to ‘convince’ their team there is room for growth rather than helping their people achieve it. Likewise, many sales people spend a good portion of their time trying to ‘prove’ to their manager the room for growth isn’t there, rather than figuring out how to deliver it. Needless to say, the time and energy invested arguing position’s is distracting and costly. The key, in my opinion, is not to try and convince your team there is ‘room’ for growth but to reward those who are prepared to do what it takes to ‘generate’ growth. In other words, remove the threat and make an absolute commitment to equip your people with the skills and confidence to excel i.e. recognize and reward people for appropriate, quality growth focused initiatives and effort. Most companies unintentionally and unknowingly cause their sales people to fail (if knowingly, it is based on the assumption the fear they aim to instil will cause their people to respond) by creating an environment where people become preoccupied with one of the most destructive commercial attitudes I know (self preservation) rather than creating an environment that encourages them to get out and do it. If you would like to increase your team’s psychological capacity to advance, contact us today. |
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November, 2007 In this Issue Other News We wish you a Merry Christmas
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