Rugby is a physically and mentally demanding sport. Have you ever thought about what it would be like to play rugby?
Rugby players are constantly pushed to their limits by constant contact, tackles and scrums. They must also maintain their mental focus while battling fatigue. It is difficult to balance endurance and mental agility. It can be hard to keep your emotions in check when you are pushed to your limits.
There’s much to be learned from the inner game of these elite rugby players for HR leaders and professionals who navigate the high-stakes modern business world. Insights’ experience with elite athletes and global companies has shown us that self-awareness plays a key role in building resilience, managing situations of high pressure, and optimizing team performance.
Three key lessons that HR leaders and teams can learn from Six Nations Rugby players.
Reframe negative thoughts to increase resilience
It is difficult to control emotions and remain composed in sports like rugby or at a high profile tournament such as Six Nations. Negative self-talk can hinder performance, especially when concentration is required.
In the workplace, HR leaders are often faced with competing priorities within an organisation, difficult conversations about performance, and decisions that have high stakes.
Elite athletes are taught to recognize the signs of negative self-talk – that inner critic which we all possess – and to reframe these thoughts in a positive way. HR leaders can also do this by reflecting on the self-talk, its impact on performance and how to reframe these internal conversations.
Understanding your internal reaction to situations under pressure helps you to become more aware of your ability to change your perception. You can perceive situations as challenges and not threats by adopting a more positive attitude.
Recognize triggers and adapt to pressure
Rugby players and sports psychologists work together to identify stress triggers in rugby players, and to develop strategies for managing them during competition. Recognising triggers for HR professionals who are managing large-scale changes, complex issues with people, or crises is essential.
We can reframe situations under pressure by identifying the things we can control and what others might have to do, based on our personality preferences. Insights uses the Insights Discovery Tool to assist with this. As an example:
- An extroverted personality might benefit from a lot of social interaction and the ability to develop ideas together, while an introverted personality might benefit from the peace and quiet to concentrate and express their views without feeling pressed.
- If you are more inclined to think, direct communication and the ability to act independently and objectively will be beneficial. However, if you prefer feeling instead of thinking, harmony and a sense of community can reward your hard work.
Understanding your own unique reaction to pressure, as well as the differences between you and those around, will help you adapt your approach. You can also build trust and lead with compassion by understanding how others react. Ask yourself, “What am I going to need now to remain focused and effective?” What could my team require and what can I expect from them?”
Improve team communication by identifying blind spots
Recognizing blind spots in elite rugby is crucial. These are traits of personality that are often ignored, but are crucial to identify in order to make everyone a valuable member of the team.
How can athletes better understand themselves and their teammates? Understanding each member of the team will improve communication, collaboration, and synergy. A sportsperson, for example, may not be aware that others mistake their competitiveness as arrogance and cause friction among teammates.
In business, the same holds true. HR leaders often act as the glue to hold teams together in an organisation. It is important that you understand how others may perceive your behavior. A strong desire for results, for example, could be misinterpreted as impatience. If you want harmony, it may be that you avoid difficult conversations.
It is possible to improve teamwork both in sport and business by being adaptable, recognizing the strengths and weaknesses of the team and their preferences. HR leaders are able to rely on their own strengths and abilities in times of crisis.
As Six Nations rugby players may seek feedback from their coaches, teammates, or mentors on their blind spots, HR professionals could ask for feedback and adapt their leadership style to foster greater psychological security within their teams.
Rugby players, for example, can benefit from a little extra awareness. This could be the difference between winning the Six Nations.
Self-awareness, just as mental agility and physical endurance are critical for elite rugby players in today’s dynamic work environment, is an essential competency for HR leaders. Understanding yourself and those you lead creates ripple effects of improved communication, stronger teamwork and more resilient teams.
Mark Leisegang, a leading expert in learning and development, is currently the Practice Lead – Education at global people development company Insights. He is the Practice Lead for Education at Insights, a global company that specializes in people development. Mark Leisegang has conducted more than 250 Insights Discovery Workshops.
