The Human Factor Ep 15: The Power of Philosophy Guest: Russell Martin, Head Coach, Swansea City Football Club A question - What do people want from their place of work? A fair answer – they want to enjoy it. I think that is a fair assumption. There are often other contributing factors too – People want to perform at their best, they want to achieve something, they want to grow, they want to feel appreciated, feel safe, feel recognised and valued – all of these factors apply to all people – irrespective of role. Our understanding of the importance of these points were becoming apparent way before the pandemic, but they have undoubtedly come into stark focus as more and more people change jobs, change lifestyles and shift priorities. So what is it that attracts someone to a certain organisation? Is it the rewards? Have they worked with someone before and want to work with them again? Is it the reputation of the organisation? The likelihood is – it will be a mixture of those things, but what has become more important than ever – is the importance of the culture of the organisation, how things are done, what it feels like to work there, the leadership culture and all of that can be summed up in one word – a philosophy. What is the philosophical approach to how the work is done which in simple terms is becoming a major differentiating factor in the attraction, development and growth of talent in organisations today. In this episode we are super excited to be joined by someone who believes passionately in having a clear philosophy and a clear identity in how things should work in his team and organisation. We will explore his personal philosophy, but more importantly, how that is applied and shared with his team and other members of his coaching team. We will also understand how it is reinforced with the team, the younger players and how a feedback culture is crucial to supporting it. Key Topics Why is having a clear identity / philosophy so important? What is the philosophy connected to – is it a link to values or just a belief? How do you begin to articulate and share with your team? How is it reinforced particularly with younger talent where the growth trajectory is different? How is the culture shaped with feedback, analysis, insights to drive the change in behaviour or mindset? Personal tips, hints and a smattering of wisdom….

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“What did the council decide on item 42?” — answered with the speaker and the moment.

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