BITESIZE #22 | Tracey Neville: How to effectively deal with team conflict

This week's source of bitesize wisdom is Tracey Neville, the head coach who delivered one of this country's greatest sporting triumphs - winning a gold medal for England netball. Here she is talking about the importance of central values when dealing with conflict in a team.

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# The Significance of Central Values in Conflict Resolution within a Team: Insights from Tracey Neville

In the realm of sports leadership, Tracey Neville, an accomplished netball coach, shares her wisdom on the importance of central values and behaviors in navigating team conflicts. Neville emphasizes the need for a clear understanding of the team's values and expectations to foster a harmonious and productive environment.

## Central Values and Behaviors: A Foundation for Team Cohesion

Tracey Neville stresses the significance of establishing and communicating central values and behaviors within a team. These values serve as guiding principles that shape the team's culture and guide decision-making processes. By aligning individual actions and behaviors with these core values, teams can build a strong foundation for effective collaboration and conflict resolution.

## Addressing Conflict through Collective Decision-Making

Neville highlights the importance of involving the team in addressing conflicts. Rather than solely relying on the coach or leader's judgment, Neville advocates for a collective decision-making process. She encourages open dialogue and discussion among team members to gather diverse perspectives and foster a sense of ownership in the resolution process.

## The Role of Cultural Architects and Assassins: Shaping Team Dynamics

Neville introduces the concepts of cultural architects and assassins, individuals who play crucial roles in shaping team dynamics. Cultural architects are those who actively promote and embody the team's values, while cultural assassins undermine these values through their actions and attitudes. Identifying and addressing the influence of cultural assassins is essential in maintaining a positive and productive team culture.

## The Power of Clear Communication and Transparency

Neville emphasizes the importance of clear communication and transparency in conflict resolution. She encourages leaders to be direct and honest in addressing issues, ensuring that all team members have a clear understanding of the situation and the expectations for resolving the conflict. Open and transparent communication fosters trust and mutual respect among team members.

## The Value of Feedback and Reflection

Neville advocates for a culture of feedback and reflection within the team. She encourages team members to provide constructive feedback to one another, fostering a growth mindset and continuous improvement. Regular reflection on individual and team performance allows for learning and development, strengthening the team's ability to navigate conflicts effectively.

## Conclusion: The Essence of High-Performance Teams

In summary, Tracey Neville's insights underscore the significance of central values, behaviors, and effective communication in building high-performance teams. By establishing a clear framework of values and involving team members in conflict resolution, leaders can create a culture of trust, respect, and accountability. This foundation enables teams to navigate conflicts constructively, fostering a positive and productive environment that drives success.

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[02:38.080 -> 02:43.280] Can I just say a huge thanks for the hundreds of thousands of downloads of the High Performance
[02:43.280 -> 02:46.360] Podcast this week. It's been another week where we just can't believe how many
[02:46.360 -> 02:50.740] people have sent us messages, listened to episodes, shared the things that they've
[02:50.740 -> 02:54.440] learned from the podcast, sent it to their friends and just added a real
[02:54.440 -> 02:58.520] energy and an impetus to the work that we're doing. So thank you so much for
[02:58.520 -> 03:01.760] that and welcome along to a Bite Size episode where we're going to hear from
[03:01.760 -> 03:09.120] one of the most inspiring female leaders that's ever joined us on the pod, the incredible Tracy Neville MBE who has
[03:09.120 -> 03:13.080] done amazing things for British netball but she's done it by instilling the most
[03:13.080 -> 03:18.600] remarkable culture in the team that she runs. Welcome along to another bite-sized
[03:18.600 -> 03:23.100] episode of the High Performance Podcast.
[03:23.100 -> 03:26.640] I'm not going to say I've had a lot of wars
[03:26.640 -> 03:28.200] through this particular job.
[03:28.200 -> 03:31.240] I've had a lot of athletes who have not liked
[03:31.240 -> 03:33.680] the values and behaviors of the program.
[03:33.680 -> 03:35.200] There's a lot of athletes within that
[03:35.200 -> 03:37.280] that you say will be friends.
[03:37.280 -> 03:39.240] There's a lot of athletes in a normal life
[03:39.240 -> 03:40.520] you probably wouldn't mix with
[03:40.520 -> 03:42.680] and they probably don't like me,
[03:42.680 -> 03:43.860] or some people like me.
[03:43.860 -> 03:49.000] So you're in an environment where I think real central values and behaviors are really important. ac maen nhw'n debyg eu bod nhw ddim yn ddiddorol i mi, neu mae rhai bobl yn ddiddorol i mi. Felly rydych chi mewn sefydliad lle rwy'n credu bod gwahaniaethau a phethau gwahanol yn bwysig iawn
[03:49.000 -> 03:56.000] ac rydych chi'n teimlo y gall yna fod ymgyrch o leol o leol sydd ddim yn cymryd fy nes i,
[03:56.000 -> 04:01.000] ond mae'n cyfathrebu gyda'r penderfyniadau o'r 11 o fwyrwyr eraill sydd ganddyn nhw,
[04:01.000 -> 04:03.000] ac roedd hynny'n bwysig iawn.
[04:03.000 -> 04:06.000] Felly os ddweud fy nghyfnith, roedd gennym chwaraewr o leol
[04:06.000 -> 04:08.000] unwaith sy'n gwneud penderfyniad gwahanol
[04:08.000 -> 04:10.000] o ran dod i'r cymhyrchu.
[04:10.000 -> 04:12.000] Ac yn y bôn, i mi,
[04:12.000 -> 04:14.000] roedd fy penderfyniad ei fod yn
[04:14.000 -> 04:16.000] bod yn rhaid i hwnnw dod i'r cymhyrchu.
[04:16.000 -> 04:18.000] Ac yna mae'n dod i fod yn penderfyniad gwahanol
[04:18.000 -> 04:20.000] ynglyn â'r athletau.
[04:20.000 -> 04:22.000] Felly rydw i wedi ei ddweud i'r grwp leol
[04:22.000 -> 04:24.000] a dweud, beth yw'r gwerthoedd o'r tîm hon,
[04:24.000 -> 04:29.560] beth yw'r ymdrechion, beth yw'r gofyniad o'r chwaraewr yma. what are the values of this team, what are the behaviours, what is your expectation of this particular player? And what you did is you got a view then of what they thought of that particular
[04:29.560 -> 04:33.140] player. And then they made a decision on it. And they basically said,
[04:33.140 -> 04:36.560] you know, that is not a decision that conforms with the team.
[04:36.720 -> 04:38.360] And we don't support that decision.
[04:38.640 -> 04:42.820] And what happens is then you can then be supported and you bring them into the
[04:42.820 -> 04:44.260] room to speak to the athlete as well.
[04:44.260 -> 04:46.960] So you start to go down them particular routes. gallwch fod yn cefnogol ac ychydig yn rhoi'r rhain i'r ystafell i siarad gyda'r athletaidd hefyd. Felly dechreuwch i fynd i'r ddau rwyf.
[04:47.440 -> 04:51.520] Felly Damien, a ydym yn gobeithio cyflwyno mewn amgylchedd elit?
[04:51.520 -> 04:56.080] Yw'n dim ond rhywbeth sy'n rhaid i fod yno i gael pobl i weithio ar y pwynt y bwysig?
[04:56.080 -> 04:58.560] Y cyfrifiadau bydd, ie, rwy'n credu bod yn byw bob amser yno.
[04:58.560 -> 05:01.520] Rwy'n credu pan mae gennych pobl hyfryd, sy'n hymdrechion,
[05:02.560 -> 05:05.600] sy'n seiliedig ar ddarparu gynllun penodol, bydd yna gwahaniaethau o ddifrifol, sy'n hymdrech i bobl sy'n seiliedig ar ddarlith y golau penodol.
[05:05.600 -> 05:10.080] Bydd yna wahanolion o ddifrifolion o ran y ffordd y gallwch chi fynd i'r hyn.
[05:10.080 -> 05:13.280] Felly, nid yw'n beth anhygoel,
[05:13.280 -> 05:18.200] os yw'n ei wneud yn ymwneud â'r swydd ar gael.
[05:18.200 -> 05:21.360] Rwy'n credu y bydd yn gallu hymdrechu pobl,
[05:21.360 -> 05:23.480] neu fod yn cael ychydig o ddifrifolion ddifrifol,
[05:23.480 -> 05:25.960] yw pan fydd yn dod yn ymgyr phobl, neu mae'n cael ychydig o ddifrifoedd fawr, yw pan ddod yn ymgyrch personol,
[05:25.960 -> 05:29.600] pan ddechrau cyfrifolion mynd dros y rhan o,
[05:29.600 -> 05:31.880] nid ar y swydd, ond ar y personol,
[05:31.880 -> 05:36.120] ac dyna lle gallai'n deimlo'n ofalus i'r tîm.
[05:36.120 -> 05:38.560] Ac rydych chi wedi adrodd nifer o llyfr,
[05:38.560 -> 05:40.240] mae nifer o bobl sy'n mynd i'r podcast
[05:40.240 -> 05:41.400] wedi adrodd y llyfrau hyn,
[05:41.400 -> 05:43.920] ac rydych chi'n siarad llawer am architectau ddiwylliannol,
[05:43.920 -> 05:46.000] ac roedd yn ddiddorol yno pan gaf Tracey
[05:46.000 -> 05:48.000] fy mod i'n decrudio i ddweud hynny i'r grwp leol.
[05:48.000 -> 05:50.000] Yn y bôn, beth sy'n ei ddweud yno
[05:50.000 -> 05:52.000] yw'r hollbwysig o
[05:52.000 -> 05:54.000] architekteriaethau diwylliannol,
[05:54.000 -> 05:56.000] ac nid yw hynny'n unig i sport.
[05:56.000 -> 05:58.000] Unrhyw un sy'n clywed hynny mewn unrhyw sefyllfa
[05:58.000 -> 06:00.000] bydd yn edrych ac bydd yn dechrau gwybod
[06:00.000 -> 06:02.000] sy'n architekteriaethau diwylliannol
[06:02.000 -> 06:04.000] yn fy bywyd.
[06:04.000 -> 06:05.920] Iawn, y ffrasu diwylliannol ar architekteriaethau irhyw un sydd ddim wedi clywed hynna'n blynyddoedd,
[06:05.920 -> 06:07.840] yw ffrase o ffrase o ffysiolog,
[06:07.840 -> 06:10.320] y ffysiolog Norweg sy'n gynnal William Raylio.
[06:10.880 -> 06:12.800] Ac William Raylio ddweud bod mewn unrhyw grwp,
[06:12.800 -> 06:14.240] os rydych chi'n rhoi grwp o bobl i gyd,
[06:14.240 -> 06:15.840] mae hyrarchiad yn dod,
[06:15.840 -> 06:17.920] bydd rhai bobl sy'n hyrwyddo,
[06:17.920 -> 06:19.120] ac ofnodd y byddant yn hyrwyddo,
[06:19.120 -> 06:20.640] os yw ar drwyddi,
[06:20.640 -> 06:21.840] dyw eu bod yn y bwysigstefn ar y swydd,
[06:21.840 -> 06:24.320] felly bod pobl yn credu eu mynni,
[06:24.320 -> 06:26.560] neu efallai fod yn fwy o bobl i gyd yn fwyaf o ffyrdd, ddiddorol eu hystyried neu efallai eu bod yn fwy o dan fwylodol.
[06:26.560 -> 06:29.000] Ond byddant yn ymwneud, byddant yn alfaoedd.
[06:29.000 -> 06:34.000] Nawr pan gallwch gael y leoedd hyn sy'n cydweithio gyda'r ymdrechion a'r gwerthoedd o'r grwp,
[06:34.000 -> 06:35.000] maen nhw'n dod yn architects.
[06:35.000 -> 06:39.000] Pan mae gennych y leoedd hyn sy'n ddiddorol â nhw, sy'n ceisio eu gynnyrchu,
[06:39.000 -> 06:41.000] maen nhw'n dod yn asasynwyr ddiwylliannol.
[06:41.000 -> 07:05.520] Ac yr hyn y gafodd Tracy, ac yr hyn y gafodd ei dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud y byddai'n dweud the values of the people of the world. Ac, mae'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'r rhai o'n hoffi'r sylwad o'r peth. Pa ffordd y maen nhw'n mynd i weithio o ran sut y bydd y architects
[07:05.520 -> 07:09.200] diwylliant ddiwylliant y bydd yn eu bywydau? Wel, mae'r cyfrin cyntaf yn eich bod yn rhaid i chi fod yn glir am y
[07:09.200 -> 07:13.920] deunyddau a'r werthfawr, felly, wrth fynd i'r sgwrs i Tracy yno, fe ddweud ynghylch beth oedd y deunyddau a'r werthfawr
[07:13.920 -> 07:18.720] hynny. Nawr, byddwn yn gwneud ymdrech yma. Roeddwn i'n ddigon llwyr i weithio gyda Tracy ar gyfer
[07:18.720 -> 07:29.600] y cyfan tri blynedd pan oedd yn mynd i'r rôl honno. Felly roeddwn i'n ddiolchgar i chwarae rhan gyda ni yn sefydlu'r ymdrechion o'r hyn y mae'r Roses Cymru yn barod i'w ddod o hyd.
[07:29.600 -> 07:32.960] Ac yna, ar ôl hynny, gofynnawn i'r chwaraewyr ymdrechu
[07:32.960 -> 07:36.720] pa mor well o rôl yw'r ymdrechion hynny na phob un eraill.
[07:36.720 -> 07:39.680] Felly nid oedd yn ymwneud â'r personoliti oeddwn i'n hoffi nhw,
[07:39.680 -> 07:42.640] neu bod nhw'r gêm gwell. Roedd yn
[07:42.640 -> 08:05.260] ymdrechion y mae'r ymdrechion o weithio'n fwyud y byddai'r person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy'n dweud y person sy' from the players told us who they were, who they were prepared to listen to and who they trusted.
[08:05.260 -> 08:06.720] Good stuff, really interesting.
[08:06.720 -> 08:10.780] And always so useful to get the thoughts of the professor.
[08:10.780 -> 08:11.700] Thanks a lot, Damien.
[08:11.700 -> 08:12.540] Thanks Jake.
[08:12.540 -> 08:13.680] I really like these bite-sized episodes.
[08:13.680 -> 08:14.980] You know, I have a lot of people that tell me
[08:14.980 -> 08:18.440] they listen back to back to just the bite-sized episodes
[08:18.440 -> 08:19.280] because they're-
[08:19.280 -> 08:20.100] Oh really?
[08:20.100 -> 08:20.940] Oh, right, okay.
[08:20.940 -> 08:21.760] Yeah, because I think, you know,
[08:21.760 -> 08:23.520] sometimes you want a bit of the high-performance podcast,
[08:23.520 -> 08:27.360] but you can't afford an hour or whatever. So just to have a little bit is quite good for people.
[08:27.360 -> 08:31.200] And I think there's been a lot of research into the fact that just topping up your reserves of
[08:32.000 -> 08:36.240] mindset and things is quite vital, isn't it? Yeah, this is our equivalent of, did they call it
[08:36.240 -> 08:40.720] a HIIT session that you do in the gym where it's high intensity? Yeah, this is our equivalent of a
[08:41.840 -> 08:44.960] HIIT session then. This is as high intensity as we get.
[08:48.000 -> 08:53.440] equivalent of a hit session then. This is as high intensity as we get. Right, on that note, time to go and eat a scone. Thanks a lot, Damien. Much appreciated. A high performance scone, of course,
[08:53.440 -> 08:58.080] with the cream before the jam. As always, really enjoyed that quick conversation and thanks to you
[08:58.080 -> 09:01.680] for listening at home, for being part of the High Performance Podcast. Just a quick reminder,
[09:01.680 -> 09:07.880] you can pre-order right now the new book from Damien and myself which is out on the 9th of December but you can pre-order it
[09:07.880 -> 09:11.280] right now. You can watch our interviews on YouTube, you can follow us on
[09:11.280 -> 09:15.520] Instagram but please just remain engaged and committed to the High Performance
[09:15.520 -> 09:18.560] podcast because we have got some big plans ahead.
[09:18.560 -> 09:22.640] Thanks to Finn Ryan from Rethink Audio, thanks to Hannah, thanks to Will, most of
[09:22.640 -> 09:33.680] all thanks to you. Have a great day!
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