Hidden Brain Podcast Episode 15, on NPR
- Itzhak Perlman was teaching Mya Shankar Violin, she remembers him often asking "What do you think you should do to make it better? What tools do you have at your disposal?"
- He explained "the more you learn to think for yourself and how to make decisions for yourself, better it is for the future"

Bruce Arians' philosophy comes from Bear Bryant, on ESPN
- Great coaches have two gifts = to be able to see, and to motivate/inspire
- "Coach 'em hard, hug 'em later" Bryant's parting words to Arians
- Bryant and Arians keen on work-life balance for their staff, "A happy family made for a better football coach"

Bruce Arians knows only one way, on ESPN
- BA "I'm having a blast every day....because I'm not coaching for my next job". Philosophy based upon "Coach it like you stole it"
- On his staff, "guys can do their job if you let them"
- Work-life balance crucial. "All that sleeping in the office stuff - guys can only learn so much"
- Encourages players to ask questions. If the coach can't tell you why you're doing the drill, don't do it.

TED Radio Hour Podcast - Courage, on NPR
- Margaret Heffernan:
"The most dangerous thing in organisations is silence - it's all those brains whizzing around full of observations, insight and ideas that are not being articulated"

Freakonomics Radio Podcast, on WNYC Studios
Episode How to be Less Terrible at Predicting the Future
- Philip Tetlock's 10 Commandments for Aspiring Superforecasters
1. Triage = focus on the questions where hard work is likely to pay off
2. Break seemingly intractible problems into tractible sub-problems
3. Strike right balance between inside views and outside views
4. Strike right balance between under and over reacting to evidence
5. Look for clashing causal forces at work in each problem
6. Strive to distinguish as many degrees of doubt as problem permits but no more
7. Strike right balance between over/under confidence, prudence and decisiveness
8. Look for errors behind mistakes but beware of rear view mirror hindsight biases
9. Bring out the best in others and let others do the same to you
10. Master the Forecaster Balancing Bicycle: can't learn to ride a bike by physics books, learning requires DOING with good feedback leaving no ambiguity about whether you are succeeding or failing.

Wax on, wax off: Way to movement Mastery? By Shawn Myszka, on footballbeyondthestats
- Early in career he bombarded athlete with cues - PARALYSIS BY ANALYSIS
- When athlete thinks about execution too deeply before or during movement, speed of execution and control of positions is greatly hampered
- Focus on EXTERNAL CUES rather than outcome goals
- Intention is the key to perfection

The 6 'Es' coaches need for every session by Mark Watts, on elitefts
1. Be an EXAMPLE - be vulnerable, honest, have integrity
2. Bring all your EXPERIENCE
3. Create an ENVIRONMENT - permeates right culture and attitude to enable success at all levels
4. Communicate EXPECTATIONS - consistent philosophy and methodology
5. Bring ENERGY
6. Have EMPATHY

How to spark creativity in children by embracing uncertainty, on KQED
- if students can be made to feel comfortable with uncertainty, they are more apt to be curious and innovative in their thinking
- Recommendations for how:
1. Address emotional impact of uncertainty - FAILURE IS PART OF INNOVATION
2. Assign projects that provoke uncertainty = invite students to find mistakes, present info for alien viewpoints, provide assignments that they'll fail.

How do you develop a growth mindset? on innerdrive.co.uk
- Teach people their brain can change and don't praise natural talent
- Develop by: praise effort, seek different strategies, encourage learning over comparison against others, praise those who seek feedback. encourage persistence, encourage courage and curiosity, maintain high standards.

Adopting external focus of attention increases sprint performance in low-skilled sprinters, by Porter et al 2015
- Focus on movement effects rather than body parts, significant increase in running speed
- Verbal instruction important part of training environment
- Structure verbal instruction to focus on outcome of movement rather than the movement itself

John Buchanan on alloutcricket.com
- Coach must understand self inside out
- Never compromise on a principle - provide consistency
- Essence of coaching is in relationships

Awesomeness of getting feedback on feedback, on talentequation
- Don't overdo it with feedback, especially with new players
- Pick your moment for quick, specific, 1-2-1 feedback
- Allow space for implicit learning

Gregor Townsend: Years of Learning, on The Scotsman
- Failure is an integral part of success
- Trust and effort crucial
- Winning is about improvement

Creating a Culture of Excellence, by Terry Condon
- To fix problems: i) Acknowledge there is one; ii) find a way to better understand it
"We cannot solve our problems with the same thinking we used when we created them" - Einstein
- OBLIGATION INHIBITS PASSION
- FOUR PILLARS OF PERFORMANCE essential for motivation and engagement of people, will increase productivity, performance, resilience and retention
1. AUTONOMY = freedom and flexibility to carve own path
2. MASTERY = transparent environment that rewards personal and professional excellence
3. PURPOSE = adds meaning to their life
4. PLAY = alongside peers and have fun
- John Wooden: Use sport to promote values in people that lead to success in any realm. Recognise and reward expression of these values ABOVE ALL ELSE. Wait for success to show up.
- Wooden trained athletes for life THROUGH basketball, not basketball FOR life.
- The person is more important than their results
- Must separate winning from wellbeing

Excel in youth sport kids need couch time, on theconversation
- young athlete with the 'best' of everything fails to develop most important skill = the ability to thrive when challenged = perseverance and resilience
- Individuals that are challenged and supported thrive at high level

Leadership Game Plan from Coach K on inc.com
- Cultivate ownership mentality (team create and drive standards)
- Embrace team's feelings. UNDERSTAND, APPRECIATE, TRUST
- Never stop innovating

35 Secrets of Brilliant Coaches, on huffpost
- Cherish the person over the athlete
- Respect and communication
- Obsess with fundamentals
- Always move forward
- CREATE TALENT RATHER THAN FIND IT
- Separate learning from practice

Constraints-led Coaching - Why?, on tdgolfcoach.com
- Constraint = boundary encouraging learning to emerge with certain behaviours
- Constraint can be on the task, performer or environmental
- Learn by doing rather than being told

Southampton Way: Potential into Excellence, on YouTube
- Clear progression pathway from Academy to 1st Team
- The progression pathway is evident in all aspects from changing rooms to pitches etc.

54 Mistakes of a Start-Up CEO, cbinsights.com
- Always work on culture
- Work with employees to draw up a 'Culture Code'
- 1v1 feedback is crucial
- 360 degree feedback: open forum to question 'leader' as well as others
- focus on a good onboarding process for new people

Edward de Bono '6 Thinking Hats'
White = information, data, facts
Yellow = the positive view
Black = caution, difficulties and dangers
Red = feelings, intuition and emotion
Green = creativity and new ideas
Blue = process control, summaries and conclusions

Coaching Cues That Actually Work, stack.com
3 aspects of coaching:
i) Instruction and Feedback = two ways, cue body and movement process or reference action outside the body. The latter is far superior
ii) Practice Design = effectiveness of random practice. Try to include 'purposeful struggle' so that players learn to overcome the struggle
iii) Intrinsic Motivation = Tap into self-determination theory. 3 components Autonomy (give them choice), Self-Efficacy (more powerful if athlete comes up with own coaching cue) and Social Interaction

5 Lessons I've Learned as a Performance Analyst, on thevideoanalyst
1. Network
2. Don't waste time with doubters
3. Push hard and know when to stop talking
4. Don't forget the basics
5. Value your work

Rich Shuttleworth Saracens CPD
- give players time outs that they can call
- Feedback crucial to player improvement, ensure it is positive
- Don't be an artificial stimulus (eg huddle to highlight what they are not doing)
- Focus on principles (eg go forward and support) rather than patterns
- Use of analogies helps learning - eg support runners 'keep the heart alive'
- Focus on core skills like awareness, decision making and scanning
- Don't worry about execution, focus on the decision making

Reflection as a coach development tool, on coachgrowth
- Reflection helps turn experience into knowledge
- Reflection-in-action and reflection-on-action
- Helps to improve WHAT and HOW
- Reflection consolidates understanding of problem and helps you to invent better solutions
- Critical Incidents: cause coach to understand event by examining underlying trends and motives
- APPRECIATION - ACTION - REAPPRECIATION
or
IDENTIFICATION - SIMILARITIES? - FRAME AND REFRAME - CONSEQUENCES OF SOLUTIONS - CONSEQUENCES DESIRED
or
DESCRIBE - INFORMING - CONFRONTING - RECONSTRUCTING

Understanding the Experience, by Peter Jackson on ijebcm
- Reflection works because it helps to:
i) Balance learning by experience and generate new learning
ii) Objective stance
iii) Perspective of overall goals in relation to actions
iv) Develop capability to react more quickly and effectively to future challenges

Reflective Practice, by Cropley et al (2012) on SCUK
- Coaches operate in complex social and ambiguous environments
- Role is beyond prep for athletes to managerial, admin etc all underpinned by ability to develop and manage interpersonal relationships
- Many approaches to learning are valued to help coaches develop theoretical and practical knowledge required to be sensitive to, and better cope with, the peculiarities, intricacies and ambiguities of coaching
- We don't habitually learn from experience but instead experience has to be examined, analyzed and considered to shift knowledge
- NGBs should create opportunities for coaches to reflect with others

Reflecting on Reflection by Knowles et al (2006) on tandfonline.com
- too often reflection has a negative focus. Reflect on positive and negative experiences that also consider competitive process and their role within it

Reflective Practice by Irwin et al (2005) on tandfonline.com
​- most important resource to coach development is a mentor