Innovation: impact or distraction in high performance sport?

Introduction

DSCF7600I have been invited to present a guest lecture to students in the High Performance Sports Management unit at the University of Canberra.

The topic is a question – Innovation: impact or distraction in high performance sport?

I think the answer is “Yes, both”.

In my talk, I will discuss my apparent equivocation with reference to:

  • Intrapreneurship
  • Hype
  • Disruption
  • Strategic Leadership

I hope that these might lead to a qualification of my “Yes” answer.

Before I get to these points I would like to flip this talk. I am encouraging students to look at some or all of these recommendations in advance of our meeting:

Frank Barrett on being uncomfortable (3 minute video).

Clayton Christensen on disruptive innovation (8 minute video)

A Fourth Age of Sports Institutes (25 minute SlideCast)

I have prepared this 10 minute 42 second podcast too.

Innovation

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My imagined audience for this talk is anyone involved in high performance sport or considering engaging with it as a career or as a volunteer. Whatever role one takes, innovation requires the shifting and management of risk rather than its avoidance. It requires political will above all (top-down leadership and support).

I like High Performance Sport New Zealand‘s (HPSNZ) definition of innovation as “solving a measurable performance issue with a new approach or product which will result in sustainable change for a sport, athlete or HP sport system”. I will return to HPSNZ later in this presentation.

If we are to explore innovation in the lecture then we need to note Everett Rogers’ work and the technology adoption lifecycle.

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I think it is helpful to look at Malcolm Gladwell’s Tipping Point too. I like Harold Jarche’s (2010) discussion of the chasm to be crossed to connect innovators and early adopters “to the more pragmatic majority”.

Harold has visualised this chasm:

Chasm2

(Note: Content from jarche.com is protected under a Creative Commons Attribution-NonCommercial Share Alike License)

My example here is the adoption of an App for sharing information at the 2012 Olympic Games.

Inc.com cited this app as one of augmented reality’s first big smashes “the official London 2012 app displayed nearby transportation and scheduling information for more than 40,000 live events based on where users’ cameras happened to be focused”). Xomo and Wikitude worked together on the app.

It prompted me to think about the advocacy needed to position the app innovation for decision makers to manage the risk of a combined planning and augmented reality resource.

Intrapreneurship

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In 1978, Gifford Pinchot and Elizabeth Pinchot wrote about Intra-Corporate Entrepreneurship. In their paper, they propose that intra-corporate entrepreneurs are “intrapreneurs”.

Intrapreneurs …

  • Must risk something of value to themselves (“It tests and later increases intrapreneurial conviction and drive. It binds the corporation in an implied contract not to stop the intrapreneur for any reason other than poor performance”).
  • Share the rewards of success in an intrapreneurial project with the corporation in a well-defined and equitable way.
  • Should have the opportunity to build up something akin to capital.
  • Should have an independent spirit.

Gifford and Elizabeth conclude their paper with these observations:

People have enormous potential for goodness, for insight, for creativity, for intimacy, and for work. Much of this potential is trapped within the constraints of today’s huge hierarchical organizations. The development of the entrepreneur is a step toward freeing individuals, our organizations, and our society to use our potential for building fuller, more meaningful, richer and more productive lives for us all.

My suggestion is that high performance sport requires intrapreneurs. An organisation focussed on transforming performance needs to support insights from the staff it has recruited to do exactly this.

I think this provides organisations with points of difference that make sustainable innovation possible.

One example of such activity is the work of Professor Allan Hahn at the AIS. Allan worked closely with the developers of the Catapult GPS systems. Their partnership within the Cooperative Research Centres program is an excellent example of a technology disrupting practice and then becoming a ‘normal’ part of the training and competitions contexts.

Hype

Gartner has developed a graphical representation of a hype curve.

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Source: http://en.wikipedia.org/wiki/File:Gartner_Hype_Cycle.svg

My suggestion is that high performance sport needs people who can evaluate innovation by filtering enthusiastic spruiking (hype) with knowledge and understanding. The debate in Australian sport this year about supplements is an excellent case study in how organisations can get caught up in hype. It requires enormous fortitude to argue against hard sell particularly if the argument involves first principles.

Back in 1998 I had the opportunity to try out one of the first digital cameras. I brought it out to Australia to share at the Sports Coach Conference in Melbourne. I thought it was an important innovation and talked about the convergence (“the separate technologies which provide the telephone, the computer and the television are now converging in ways which increase the educational application of each”) of media.

Slide

Eleven years later is seemed quite normal to post digital images on Flickr. Our phones today have very powerful cameras that were impossible to find as a free standing camera back in 1998.

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One of the challenges for innovators is that there is often minimal evidence based practice to support innovation decisions, particularly when there has been sometimes a decade long wait from original idea to everyday use.

Internet search is making it easier for us to find the story behind an innovation and understand its footprint of emergence.

Disruption

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Joseph Bower and Clayton Christensen (1995) introduced their Catching the Wave paper with this observation:

One of the most consistent patterns in business is the failure of leading companies to stay at the top of their industries when technologies or markets change.

Joseph and Clayton point out that disruptive technologies have two important characteristics:

  • They present a different package of performance attributes … ones that, at least at the outset, are not valued by existing customers.
  • The performance attributes that exiting customers do value improve at such a rapid rate that the new technology can later invade those established markets.

Clayton has explored in detail the relationship between disruptive and sustaining innovations.

Source: http://www.claytonchristensen.com/key-concepts/
Source: http://www.claytonchristensen.com/key-concepts/

Irving Wladawsky-Berger (2013) has some interesting insights to share about organisational response to disruptive innovation. He proposes three key points: the need for a clear, compelling strategy that the whole organization can rally around; the management of disruptive innovation initiatives; and the importance of top-down leadership and support.

  • “While we all talk about how exciting it is to embrace disruptive innovations, we often forget that disruptive innovations are indeed disruptive, not only in the marketplace, but also for individuals and groups in your own organization.”
  • “Disruptive innovation initiatives requires a more entrepreneurial management style based on establishing an early market presence; close collaborations with research communities, business partners and early adopters; and learning in the marketplace through continuous experimentation and refinement until it becomes clear what the company’s strategy should be.”
  • “Top management support is absolutely essential for initiatives based on disruptive innovations to have any serious chance of success.”

Strategic Leadership

Leadership

I see Irving’s point about top-down leadership as fundamental in resolving the place of innovation in an organisation. This is the place where impact meets distraction.

Whilst I am an advocate of flat organisational structures in which experience is valued as much as rank, I do understand that without political will, bottom up change has very little opportunity to flourish.

I see the potential for innovation to have impact facilitated by sensitive leaders who are connected with their organisation and the community they serve.

I think two high performance sport systems offer some excellent discussion points about how to address disruptive innovation. One is the Australian Institute of Sport and its Winning Edge vision. The other is High Performance Sport New Zealand‘s Targeted High Performance Innovation. Both countries are in a globalised sport system and have to address how to compete against other nations with larger populations and greater funding.

Impact or Distraction?

I started out this post with an equivocal “Yes” answer to Innovation as Impact or Distraction. My aim in the presentation has been to use Intrapreneurship, Hype, Disruption and Strategic Leadership to move to an optimistic view of organisations renewed and transformed by considered perspectives on innovation.

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I believe impact comes from inclusive, strategic leadership that values the talents of those in the organisation. I think it is vital to have members of the organisation (spotters as well as intrapreneurs) who have the autonomy to search for and monitor change in an eco system.

I think a vibrant organisation is characterised by Everett Rogers’ early adoption. I like Alistair Gray’s description of such an organisation as “hot”.

My hope is that units, like the one for which I have prepared this presentation, encourage prospective consideration of innovation. I have included some links to potential case studies to support this prospecting.

Thank you for sharing this conversation.

Photo Credits

Innovation (Stephanie Booth, CC BY-NC-SA 2.0)

Ashoka Intrapreneur Simon Stumpf (Wil Kristin, CC BY 2.0)

Disruption (Theo Jones, CC BY-NC-SA 2.0)

Leadership (thephotographymuse, CC BY 2.0)

Bushfires (CSIRO)

Impressive NewZ

SONY DSCI have been following developments in high performance sport in New Zealand with great interest.

I think many of the decisions New Zealand has made in recent years are exemplary.

Last week, I was prompted to look again at New Zealand. Three items caught my attention.

A young national coach shared some athlete and coach pathway ideas with me that I thought were outstanding. The coach’s ideas have immense long-term implications for athlete and coach flourishing. I liked how much thought and aspiration were evident in the documentation of these ideas.

John Lythe responded to a discussion on LinkedIn about open source tools. John is the Performance Systems Manager at High Performance Sport New Zealand (HPSNZ). In his LinkedIn profile, John notes that he has two roles at HPSNZ: As CRM Manager and Systems Developer, he is the Manager of the HPSNZ athlete management CRM system (ZED). (This system contains all information about athletes including performance plans, support staff notes and communications and individual programme items such as food plans, S&C programmes etc. ZED is also a tool for tracking organisational performance i.e. how well people are doing their job and how well the organisation is working towards its KPIs.) His second role is to develop athlete monitoring tools (design and build specific code and formula based excel solutions to help staff, contractors and clients work more effectively and efficiently). John has developed a training diary system, a match stats presentation tool and a training load calculator.

John is exactly the kind of person I had in mind when I wrote A Fourth Age of Sports Institutes. He used his professional wisdom to respond to Arnold’s LinkedIn quest for open source software for managing performance data in team sports:

My guess is that you are not after a video coding tool like Sportscode or Dartfish but rather an information management tool. Team monitoring systems that capture match performance data, fitness tests, medical treatments, training load etc are very hard to find because everyone wants something slightly different. You will find plenty of sophisticated products on the market but most of them are expensive subscriptions models. The best systems in the world are most likely to be found at pro clubs and national sports federations and would have been custom made to order. If there are any inexpensive and flexible options out there I would love to hear about them. I spent years building them in excel for my own use but these days you need something better to link with devices such as GPS, HR smartphones and the cloud.

The third item was an advert for a Performance Planning Manager with HPSNZ. The job description included this section:

Your people skills will be matched by your ability to positively influence those around you. Importantly, you need to have the ability to help and guide people in recognising they need to increase capacity in their sport and then guiding them in understanding what it takes to win. This is an exciting time to be joining HPSNZ. You will be part of a world’s best organisation and working alongside a highly professional, committed, passionate team with an absolute focus on ensuring New Zealand’s athletes and teams win on the world stage. If you understand how to develop and implement successful planning strategies to create winners on the world stage, then this could be the role for you!

The combination of the three items prompted me to think about the transformation opportunities that might arise when the coach, John and the new post holder get together.

A perfect antidote to feelings created by Top of the Lake.

Photo Credit

Wharf at Port Albert (Brian Scantlebury, CC BY-SA 2.0)