Making a Difference in Peoples Lives

� Do you ever ask yourself why you are doing your job?� What drives you? Who are you without this job?

Money – Power – Status – Love – Family – Career- etc

To make a difference in someone else's lifeMy passion is to develop teams, people and leaders

Southwest Airlines Passion

When you are done what do you want to be remembered for?

� How to develop great team� Vision & Culture (Vision? – Mission? – Values?)� Picking the best teammates� Setting Expectations� Communication� Philosophy (Evaluate Systems – Integration –

Versatility)� Leadership (Personal & Team Development)

� The power in this room to change our industry

� My Story� Pittsburgh� Atlanta � Tampa Bay� Arizona

� My Focus is on great integrated systems and leaders� My mistakes – Much more Power in group than solo� Please learn from my mistakes� Where ideas came from? Seals / Books / Experience / Coursework

The Goal

� As S&C’s, ATC’s / PT’s, we are driven by acquiring exercises / techniques

� We like to focus on development of culture, critical thinking, team, people and communication as those are the difference makers

� I am only a small part of an extraordinary group

� So what does building an efficient team do for you or your organization? Longevity / Unity / Efficiency

� Do you want to be Ordinary or Extraordinary?

� What inspires you? What do you have passion for?

� 1) Share with your partner what inspires you� 2) Share the most important life lesson you have had

� What if something could be bigger and better than what you shared? Sharing makes us present and holds us accountable. We share what counts. Your prior story will dive how you appear to others

� Something can be bigger than you if you are a member of a great team

� 1) Pick a great team (Who you surround yourself with will be who you become)

� 2) Develop them but develop you (Coaching & Educating)

� 3) Inspire them (Shared Vison & Mission = Commitment)� What is Commitment – Burning House / Burning the Ship

� Your WORD is all that you have � Your words can inspire action and accountability� Words without action are meaningless� Don’t take action based off fear as that means you are committed to

fear� Be the change you want to see in your team� Adapt / Change / Overcome or you will fail

Have a Simple Mission or Vision for your team. The Team’s WHY?� Care more about others than you do yourself� Give more than you take� Be selfless / Help the Helper mentality� Culture eats strategy for lunch� The teams mission should always be more important than

any individual’s personal ambition� Leave your ego at the door

When everyone accepts the vision then there is commitment and accountability to the mission

VisionCommitted to Enhancing Human Performance

MissionTo be the best Sports Medicine & Performance Team

on the Planet

Make it visible

ValuesDevelopment

Excellence Accountability

LoyaltyWork Ethic

IntegrityTrust

HonorIntercommunication

Team SpiritDEAL WITH IT

� Pick the right people (Team Interview Process )� 6 minds are better than 1 (Next Generation Program)

� Our (10)Survey and Non-indicated References� Pick people that have great work ethic and passion to

learn. Open minded for your system� Pick talented people with intangibles if you want to go

from good to great� Don’t recruit them as it generally doesn’t work out� Ask for their input and listen intently� Educate them� Evaluate each other for strengths and weaknesses

� Don’t always pick people with same thoughts but rather pick people that will challenge your thinking as that makes you and team better

� Growth Mindset vs Fixed Mindset

� Develop staff to fill in when others move on. Challenge them to rise to the job. Helping them achieve more than they believed they could

My 4 –Passion- Work Ethic –Open Minded-Communicate

� Staff (25 total full time)� 5 at major league team� Various other specialists� Versatility is key in our

world

� http://pbats.com/the-culture-of-outstanding-leadership/

Sports Medicine & Performance Team Expectations� Team Approach

� We before me.� Leave your ego at the door

� Player performance and health is the primary concern� Integrity / Trust

� Forge relationships with honesty and confidence� Earn and give respect

� Work Ethic� Work Hard Relentlessly (players or staff can never say you are the

reason they didn’t get better)

Sports Medicine &Performance Team Expectations� Positive Attitude / Passion

� Try to be a positive influence. Baseball has enough negativity� Be passionate about what you do (working and learning)

� Communication-� Uniform Message/Response� Be Concise� Be Accurate� Be Confident

� Continuing education / Open Minded� Learn

� Solid fundamental understanding of anatomy and function� Versatility (Manual therapy, conditioning, rehab, leadership)� Critical thinking (Injury solving)

� Teach / Mentor / Interact with our team members

Sports Medicine & Performance Team Expectations� Networking or helping others

� Internships for future employees � Colleagues / Past teammates� Other medical professionals

� Documentation� Accurate� Thorough� Relevant

� Trust – critical to any team. *************� Integrity – Doing what you say you are going to do all

the time. Your word is everything� Humility – Nobody is more important than the team� Generosity-Give more than you take� Responsibility- Take ownership of your action

� Victim or Ownership??� We all hold each other accountable� Teamability? Can you lead or follow� Always make the best decision for the team and

you cant go wrong. Best decision for you may be wrong. Both Leaders and Followers have to serve

� Communication- A must at every level� Even the Jr most member should be able to call me on

concerns he / she has� Communication is the most important tool you have� Mechanic Story

� Listening is more important than talking** Listening Exercise – 3 phrases

� Stay connected. Connection example� Touch / Connect with your players as they want that

� Communication with front office and skills coaches� Other teammates. More is better than less� Communication Helps pass along your expertise

� They really don’t know what you do so you have to develop relationships

� Give them what they think they need and also what you think they should know but not too much as they will loose interest

� A lot of what they think about you is based off communication (Be Educated and Precise)

� What things look like (Weight room)� Managing up or leading from the middle as FO wants

what is best for player & organization

� They may not see things like you want – Good !� What you resist will persist

� 162 games in about 180 days � Spring training games (32 in 34 days)� Travel� Mental and Physical Stress� Diagnostics and InterventionsOur focus is health / recovery / performance

� Health is our top priority along with Performance � Why? Research pending-muli-factorial game� Touchy subject for upper management- as they may be

ok with higher risk to get supposedly better performance. $$$ for missed time

� Risk versus Return of training� Getting fired for lack of performance is rare

� Free Agents (Major and Minor)� Relationships with Front office� Tracking system from previous years

� Risk of Internal Players� Screening Procedures� Monitors� Usage� Durability Evaluations

� Minor League numbers versus Major League� Alliances with former staff to test system elsewhere� Adjust programs for best results – Not drastic changes� Know all of the variables that may cause change� Evaluate systems with an open mind to change� Evaluation helps evolve your system / philosophy� How good is your system when your not around?� Pop Quiz Listen Intently (Communication)

Our Philosophy and others to come will require above

� Fundamental for optimal health care & performance� Fundamental for a cohesive unit� Fundamental for maximum staff performance� Fundamental for a staff change and continuing to

operate with no issues� S&C’s with LMT’s� ATC / PT’s understanding Performance standards

� Physicians� Specialists� Chiropractors � Nutrition Specialist� Mental Skills / EAP� Skills Coaches

Everyone has to buy into same goal. To get the player on the field and performing at his best

Pillars for Sports Medicine and Performance Staff� Anatomy� Function / Physiology� Basic Postural Understanding (Pelvic & Rib Position)� Upper & Lower Crossed Patterns� Exercise Techniques (Arm Care / Breathing / Core Programs)� Recovery Techniques� Problem Solving / Critical Thinking

Pillars for Sports Medicine and Performance Staff� Nutrition / Supplementation / Hydration� Health (Sleep / Stress management )� Personal Development (Communication / Attitude / Work Ethic /

Teach ability / Perspective / Trust / Loyalty / Relationships)� Administrative Duties

� Each Specialty has their own pillars (ATC, PT, LMT, S&C)

Pillars Specific to S&C (Performance) Staff� -Assessment / Screening (DNS-PRI-FMS-Chek)� -Movement Skills Understanding (Speed Mechanics & LSA)� -Exercise Techniques Specific to Injury Prevention / Performance

Enhancement� -Non-Manual Restoration (Repositioning / Activation)� -Understanding of Energy Systems (Development of Systems &

Specificity) � -Physiological Parameters (HRV-Measurements-Etc)� -Program Design and Progression / Regression Criteria� -Nutrition / Supplementation� -Administrative Documentation

Recovery Techniques in our Philosophy � -Hydro therapies� -Compression / Lymphatic drainage-Chikly� -Sensory Deprivation Tank (Salt Tank)� -Far Infrared Sauna for Detoxifying

-Sleep Hygiene- Pulsed Electromagnetic Therapy

Techniques are many but principles are fewDevelop your philosophy with integration in mind.

Evolve yearly per evaluation of all componentsDo the fundamentals really well

Have several tools in your box as you may get stopped by tricky defense

Five Dysfunctions of a team� 1) Absence of Trust� 2) Fear of Conflict� 3) Lack of Commitment� 4) Avoidance of Accountability� 5) Inattention to Results

� The single biggest way to impact an organization is to focus on leadership development. There is almost no limit to the potential of an organization that recruits good people, raises them up as leaders and continually develops them.” –John C. Maxwell

� “People don’t care how much you know until they know how much you care.” This quote, first credited to former president Teddy Roosevelt, has become another very popular slogan ingrained in our leadership development culture serving to guide the actions of all team members in the quest to establish meaningful relationships

� Transformational versus Transactional????� Leaders must balance their careers with the careers of

who they are leading� Subtle changes move forward better than drastic

changes� 2 is 1 and 1 is none� Help staff learn how to think don’t tell them what to do� Communicate – Motivate – Encourage – Inspire� A great leader never stops learning . A great leader

never stops teaching� The are no weak platoons only weak leaders

� Have patience� Admit when your wrong as a leader as it builds follow

ship� Be a servant leader� Always do what is best for the team� Look to evolve. Have enthusiasm as the team feeds off

that. � Managing and Leading are two different things� Ultimately Leadership is influence� If your actions inspire others to dream more, learn

more, do more and become more you are a leader� Be informed on what lowest staff member thinks is

valuable to do his job

� Ask what your team needs & wants. Don’t give answers to questions / solutions nobody wants

� Evaluation Process (23 opinions) and discuss it� Evaluation by team versus boss is much more binding

� Get outside of your comfort zone � Are you willing to suffer to be great?� Change is required for growth� Theory of Marginal Gains

� Landmark Courses� Communication (Public Speaking)� Project Leadership� Con Education Team (Injury Running Progression)

� One / Three Word or Phrase Program� Sharing your unknown talents � Navy Seal Leaders� Mental Skills Coach Presentation� Most Improved Staff / Staff of the Year (Reward jobs well done)

� Website

� **Continuing Education Recommendations� Recommended Readings� Levels of Education / Pillars for Education� Rotation of staff thru different positions (major &

minor)

� Create you Culture� Be Positively Contagious� Be Consistent� Communicate� Connect� Commit� Care

Jon Gordon

� The Carpenter (Jon Gordon)� Ego is the Enemy (Ryan Holiday)� The Hard Hat (Jon Gordon)� The Energy Bus (Jon Gordon)� The Servant (James C. Hunter)� The Imperfect Leader (Davis H. Taylor)� Everyone Communicates, Few Connect (John C. Maxwell)� The 21 Indispensable Qualities of a Leader (John C.

Maxwell)� Freedom Flight (Lanny Bassham)� Burn Your Goals (Josh Medcalf & Jamie Gilbert)� Leaders Open Doors (Bill Treasurer)

� Me versus Michael Jordan – Take the shot� Have a simple but challenging Vision and Mission� Have shared values� Pick great people� Challenge them� Listen to them� Move, Touch and Inspire them, fear doesn’t work� Don’t tangle your ego in team evolution� Always look to improve and don’t get complacent

� Did you win the day? Did you survive the day?� You must have more wins than survives