Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
- Pete Steinberg, a former U.S. international and Olympic sports coach, joined the Allwork.Space Future of Work podcast to talk about the importance of systems thinking and principles-driven leadership.
- Workplace leaders should take some pointers from rugby coaches, which offer valuable insights into leadership and team dynamics.
- Authentic leadership is rooted in deep self-reflection and understanding of one’s purpose and beliefs. Metacognition, or the ability to reflect on one’s thinking processes, is crucial for continuous leadership development and adapting to changes.
Within the scope of leadership and organizational development, it can be helpful to employ sports analogies because of their simplicity and relatability. However, not all sports provide equal insights into the nuances of effective leadership.
Pete Steinberg, a former U.S. international and Olympic sports coach, as well as a commentator for major outlets like CBS, ESPN, and Fox Sports, says that rugby — unlike other team sports — offers a particularly useful comparison for modern leadership strategies.
Steinberg, who is now the President of Innovative Thought, explored this topic on the Allwork.Space Future of Work podcast, and emphasized the importance of systems thinking and principles-driven leadership.
Measuring Leadership Effectiveness
One of the standout points Steinberg made on the podcast is that historic metrics for measuring leadership performance, both in sports and business, often fail to capture the essence of what makes a leader truly effective.
In traditional sports in particular metrics do not accurately reflect leadership quality. This is because the outcome of a game — win or lose — can often overshadow the actual performance and effort put forth by the team and its leaders.
He recounts his experience with Penn State in 2006, where despite an exceptional performance, the team lost the national championship to Stanford. Such instances highlight that leadership effectiveness should not solely be judged by outcomes, but by the processes and efforts that contribute to those outcomes.
Leadership Metrics in Sports Can Apply to Workplace Leadership
Drawing from his rugby coaching experience, Steinberg emphasizes the importance of systems thinking in leadership. He believes that effective leadership comes from building robust systems that allow team members to make decisions autonomously while being aligned with overarching principles.
Steinberg said that organizations frequently rely on charisma or short-term business successes to identify future leaders, overlooking core qualities necessary for sustained leadership. Instead, he advocates for a more nuanced approach, focusing on clear priorities and principles that align with long-term organizational goals.
In practical terms, Steinberg assists leaders in tracking their alignment with these objectives over time. This might involve examining calendar changes to ensure leaders are dedicating more time to high-priority activities, thereby translating strategic intentions into actionable steps.
Such detailed tracking can offer concrete evidence of leadership growth and adjustment.
This approach fosters a culture, much like within a rugby team, where team members understand their roles and the interactions between different parts of the system. It also involves a clear articulation of principles that guide behaviors and decisions.
Understanding and Overcoming Leadership Shock
Amid the benefits of well-formed teams comes challenges when a piece of that system shifts; whether that’s a player changing positions on the field or a manager changing roles in an office, the result can be the same.
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Steinberg explained by introducing the concept of “leadership shock,” an analogy to physical shock where leaders find themselves overwhelmed and unable to function effectively.
According to him, leadership shock occurs when there is a significant change in a leader’s context — like a promotion or organizational restructuring — that disrupts their previously successful systems and principles. The leader becomes disoriented, leading to confusion within the team and inefficacy in role execution.
To overcome leadership shock, Steinberg advocates for introspection and adaptation. Leaders must take the time to challenge their existing beliefs and principles, making explicit what has been implicit.
By doing so, they can intentionally redesign their leadership strategies to align with their new context.
The Authentic Leadership Model and Metacognition
Steinberg’s approach culminates in what he calls the “authentic leadership model,” which starts with a deep reflection on one’s purpose, leadership beliefs, and the unique value one brings to their role. These personal insights must then be matched with an understanding of the role’s expectations, the team’s needs, and the organizational vision.
At the heart of his philosophy is the concept of metacognition — essentially, the ability to think about one’s own thinking processes.
According to Steinberg, metacognition is a critical skill that determines how swiftly one can instigate and embrace change. This process involves deep reflection and self-awareness, encouraging leaders to continuously assess and refine their leadership models.
Steinberg argues that authentic leadership can only truly materialize through a sustained metacognitive process. Once leaders grasp this concept, they gain a tool that facilitates constant, introspective reflection on their leadership style, making repeated consultations unnecessary.
Once leaders begin to think deeply about their purpose and the impact they wish to make, they often start changing almost immediately, long before they have fully developed their leadership model. This underscores the importance of intentionality in leadership development.
The Future of Executive Coaching
Looking ahead, he envisions a future where AI democratizes access to executive coaching. AI can offer just-in-time skill development and feedback, making coaching more accessible across all management levels. This technology will be particularly beneficial for new managers and those needing support in routine scenarios.
However, the human element in executive coaching remains irreplaceable, especially for senior leaders who face high-stress environments and require nuanced, contextual guidance.
As businesses become more dynamic and complex, leaders will need to continuously adapt and experiment with new strategies, moving beyond standardized frameworks towards innovative and agile leadership practices.
Steinberg’s insights illuminate a path forward for leaders seeking to navigate the complexities of modern organizational environments by blending deep reflection and practical application. As AI begins to transform the accessibility of coaching, the human elements of empathy, context, and personal connection will continue to play a critical role in the leadership development landscape — ensuring that it remains a deeply personal and transformative journey.
