Mindset Performance Indicators give us a glimpse on how individuals will process information and ultimately behave in various situations. This episode talks about the third category of mindset performance indicators, trainability

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00:05] Ryan: Welcome to shift happens athlete Mindset hacks, where we talk everything mindset development, taking lessons from the college and pro athletes, coaches and teams, we get to work alongside. I'm Ryan Schachner. This is Cheney Robinson. And today we're on category three of 

[01:11] Cheney: No, that's exactly right. I like to call this, too. That is coachability. Right. And you think about the sign that's at little league baseball fields that says, and any youth sports fields, it's basically an uncoachable child is going to be an unemployable adult, and it's 100% true.

[01:34] Ryan: So in trainability, the first performance indicator we have is conceptual learning and understanding. And so I would define this as the 

[01:55] Cheney: Yeah. And that's right. And it's. And then understanding, okay, what is my role in this? What am I supposed to be doing? And why am I supposed to be doing that? You know, we've. We've hit on the why a lot in previous podcasts, and, you know, that's one of. Simon Sinek talks about that pretty. Pretty thoroughly in find your. Find your why and start the why. So it's understanding, okay, why am I doing this? And I think with that understanding, it's. It makes a lot of sense to, if we. If we know why we're doing it, then we can be a lot more engaged and, I think, willing to jump on board and.

[02:30] Ryan: Absolutely. So this could show up as a player who understands their role on the team. They understand what the team vision is. Right. What their goal is. You know, we talk about Urban Meyer, and the goal of the offense wasn't, hey, we're going to score 50 points this game. The goal of the offense in a certain play was we need to get three and a half yards, and that was the determiner of success. Right. And so understanding that, hey, even on the chalkboard, this play may be drawn up as a play, wherever we score, the purpose of it is to get that three and a half yards. And my role within this is to block these people or is to draw attention of the defense over this way and in accepting that and then being able to execute on it in order to achieve, to get that three and a half yards.

[03:32] Cheney: Yeah. Well, and again, it goes to why are we doing it? Right? And then we're understanding, hey, we want these three and a half yards. That's what we're wanting now. We'll take 30 if you can get 30. Absolutely. We'll do, we'll do clips of 30 yards every play. Absolutely. But we know big, big picture, long term, it's going to be much more methodical than that. And I think Ohio State to go, it was, what was the three yards in a cloud of dust and that would, what they used to say before and I think it was before urban Myers, but still Ohio State.

[04:08] Ryan: Yeah. And this could also show up as a freshman coming in. You know, I think University of Tennessee, the quarterback situation last year, right. It had, you had Milton, who's now with the New England Patriots, and you had their five star stud, Niko. I'm not even going to try and pronounce his, his last name because it would take forever, but, but you have this situation where inside the, some of the games people were calling for, hey, let's give Niko a shot and all that. But he came in and 

[05:54] Cheney: Well, now you talk about Brady and he, he was 7th on the depth chart and he's frustrated and goes to see the coach. And basically the conversation was, hey, perform at your peak in those two plays, four plays that you get. And that's what he said. He said, so those plays were my Super bowl, and I made sure that I performed them at the highest, highest 

[06:53] Ryan: All right, next performance indicator is reliability and work ethic. And so I think this one is pretty easy to understand, but it's, can your teammates show, count upon you to show up? Are you going to put in the 

[07:21] Cheney: Yeah, I think the best example that we've got is somebody we worked with training for the NFL combine. And he gets picked up and the interview afterwards, and he basically said, he said, basically what separates me was mindset, work ethic, and attitude. So there's a lot to say 

[08:26] Ryan: Yeah. And I think, you know, as a coach, knowing this right now, with, with athletes, a lot of times this is high. Right. It's rare that it's, it's low, but it could be low in somebody that is super talented and never has to, you know, never had to put in that work in order to get, you know, the game always came easy to them.

[08:49] Cheney: Yeah.

[08:49] Ryan: And so if you're someone in on the team or in the organization, that's like that. It's understanding what you're getting and that. That talent, if they struggle, it may have to teach them how to do the work, you know? And so doesn't mean don't take that person. It just means understanding what you're getting so that if things don't go right, you know, it. How to step in and react appropriately.

[09:21] Cheney: Well, I think there's a level of vulnerability here, too. Right. I need to. If I can't get it, and I've worked on it, I've tried to figure it out, and being willing to go ask somebody, hey, help me out here. I need. I need some coaching, and we've got to be willing to do that. Right. And I think with people that have had success, whether it's on the athletic field or in the corporate world, they want to share what has made them successful.

[09:52] Ryan: Yep. 100%.

[09:54] Cheney: And you talked about on a previous podcast. Sorry. Where when you get your end, the financial advising world, and you observed, hey, this is the guy. And everybody's like, hey, he's not very much of a people person, but you ended up driving him around, and you're watching, observing, and asking questions. Right. You knew, hey, I need to. This is 

[10:28] Ryan: 100%. Next performance indicator in the trainability category is following directions and procedure. So this one kind of spells it out for you, but are you going to follow the team rules? If. If the coach says, meeting starts at 06:00 a.m. but being here at 06:00 a.m. is late, and being here five minutes early is on time, are you going to get there the five minutes early? Are you going to follow the meal plan, you know, get to your lifting sessions, all those sorts of things? Can they count on you to follow through and adapt to how the team does things?

[11:12] Cheney: Yeah. And take it a step further. It's also, if you were. If someone were to score low on this, what that would be suggesting is that maybe you're not understanding what the directions are or what the procedure is, and you've got. It's got to be repeated time and time and time again. You know, conversely, on the positive side, it's, hey, I tell you, once you got it and you're going with it.

[11:41] Ryan: Yeah, I think most athletes we work with do this well, fairly well. Right. And. But we mentioned if someone's lower, it could be a lack of understanding on why they need to do it that certain way up front, and 

[12:14] Cheney: Yeah. It may not be the right person in the right role there.

[12:17] Ryan: All right. Number four, overall morale, overall value of work that you're doing. So I would define this one as do you enjoy and do you get 

[12:54] Cheney: Yeah. And I think another word in, again, semantics. Positive, but optimism. Right. And I think it's very applicable here. And the value of the work is if you don't value the work that you're doing, you're probably not in the right, right place. We need to, probably need to find something else for you to be doing. So that is very important again. And we're not always going to be optimistic or positive about the work that we're doing. I mean, there's, they're all there ebbs and flows. Right. Is the work valuable? Do you see that it is that you're adding value in the work that you're doing? Because if you don't, then you're probably going to have more of a pessimistic outlook on it. Um, and pretty good chance you're looking to change teams or change organizations.

[13:44] Ryan: Yeah. Or even you don't really enjoy the game, you're doing it as a means to an end. Right. Where, you know, if it's, if it's at that pro level, you're trying to make the money and you don't really like playing that 

[14:08] Cheney: Well, you're exactly right. I remember a guy from college 100 years ago that was playing a sport that paid for his tuition and that was only reason he was doing it. Like, he enjoyed the sport, but he didn't enjoy it at that particular level. Right. But that was a means to an end, to be able to pay for school, but also the school helped him get to the professional work that he wanted to be doing once he knew his athletic career was over. So it's. And that's a grind. That's gonna be a grind. I mean, that's an everyday I gotta make a decision to get up and go do this because ultimately it's gonna get me to where I want to be long term, but it's still in the middle of it. It's hard.

[14:57] Ryan: All right, number five is accepting and implementing change is, to me, this really speaks to how coachable are you and are you willing if given feedback, if given constructive criticism, do you pay it lip service and do, you know, make the adjustment the coach tells you while he's looking and then when he looks away, go back to doing it the same old way? Or do you take it to heart and understand that this is going to help you perform better and work at making that change, work at making it into that 

[15:46] Cheney: Well, change, not easy. It's hard because if we're changing something, we've already got a routine or we've already got the way that 

[16:59] Ryan: So whether it's on the team or in the workforce, this one is, again, this is one of my favorite ones that we measure. All right, last performance indicator, understanding what's important. So this may be one of my other favorites. Right. This is one of my top ones because to me, it's all about being able to prioritize, and so it's understanding what the goal, what the vision is, and if I'm getting a lot of stuff thrown at me. I'm able to filter through that information in order to prioritize what I need to do first and then to last in order to achieve that goal, that vision.

[17:45] Cheney: Yeah, well, I think it's. And it's applicable in both, as all of these are, whether it's the sports world or corporate. Am I finding stuff that keeps me busy? And I'm caught up in the busyness of that. But it's not moving you forward to helping me better as an athlete or as a business person to help my team win or to help the business succeed. You know, I can. I see this. I've worked in real estate, and I could. I could find myself some days just, hey, I'm doing paperwork and just doing paperwork, right, or just doing odds and ends, but I'm not in front of somebody. I'm not talking to potential buyers. I'm not. I'm not engaged with people that are ultimately going to move the needle to help me get a sale. Right. So I think that that's if we can find ourselves again, and that goes back to that comfort, hey, I'm doing work, but is this the priority? Is this moving the needle? Is this helping you get closer to a win or closing the deal?

[18:52] Ryan: Yeah. This one reminds me of a game I played, and I, you know, it was a, in high school, uh, playing baseball, and there was a pitcher that I had played on travel teams, but, so I knew him well, and he was a really good pitcher, and he had us. I think it was like the, the fourth inning, and I don't think we had anybody on base. And I knew that if we got someone on base, we could get him rattled. And so I got a little bit closer to, to the plate. You know, everyone would have wanted to break. He might even had a no hitter. Everyone would have wanted to maybe break that no hitter up with a, you know, with a hit or home run. And, you know, that's 

[20:42] Cheney: Well, I think that speaks to all sports of, hey, is, do I need to take one for the team? Right. Whether it's, hey, we got a guy on second, and we got to get him over. So hit the ball to the right side of the field. Okay. Um, and you got to think about it, too, from the mindset perspective of, hey, this guy's got a no hitter. Probably hadn't had anybody on base if he's a no hitter, right? So he's throwing from the wind up, you know, now he's got it through from the stretch, and he's probably ticked off, too, that you got awarded the base and you didn't get hit. And it's you, you know, you all good friends, right? You've competed together as well as against each other. So all of that's playing into you. Look at even in the professional level, where, hey, pitcher hit the corner and the ump calls it a ball, and 

[21:49] Ryan: Yeah, absolutely. All right. Trainability. The six performance indicators in this one. Conceptual learning and understanding, reliability and work ethic, following directions and procedure, overall morale and value of work. Accepting and implementing change and understanding what's important. Thank you for joining us again on shift happens. Until next time.