Coaching Hard Work: Grit and Conscientiousness

We know training harder improves our success in cricket. This is another piece of evidence that psychology underpins our skill because attitude to work is a personality trait.

Another word for this is “conscientiousness”, which is one of the Big Five personality traits in psychological theory. Conscientiousness is the only one of the five traits that predicts improved performance in sport. This makes logical sense. Conscientious people strive for achievement, are self-organised, disciplined, productive, and tend to engage in deliberate practice more often. Those low in conscientiousness show less motivation to work and are less organised. We can easily see how personality - displayed as behaviours like training harder and more deliberately - has an impact on skill levels in the long term.

The next question, then, is how do coaches help players improve conscientiousness?

One popular theory uses a different word; grit.

Grit and conscientiousness

Grit has become a popular term due to research by Angela Duckworth into the trait, and its effect on school performance in children. She discovered grit better predicts success than IQ. Although there is much academic debate about the differences between terms like grit, conscientiousness and perseverance, as coaches were are just concerned with helping players display these helpful behaviours. We want players to stick with their cricket goals over the long term, often in the face of difficulties because we know it makes a difference. For this reason, I’ll use grit and conscientiousness interchangeably.

Grit is a personality trait, so some people are more naturally inclined to it. However, it does change over time. People in their 30s tend to be more conscientious than teenagers for example. This shows the trait is flexible. We can coach more grit into players, especially those who are still developing.

Coaching grit

Players can learn more grit like they can learn to bowl an away swinger or hit a cover drive. However, it is much more difficult because the results can’t be seen easily, or even guaranteed to work.

Nevertheless, there are several ways we can build an environment that allows determination to flourish. Much of it we have already discussed:

• Focus on behaviours as performance.

• Encourage a growth mindset.

• Challenge players to improve, and support them when they need it.

Tied to this are some additional practical solutions for players who are low in conscientiousness.

We all know the type; they say they want to work hard but their behaviours don’t match their statements. Chances are they are low in grit - possibly born that way - but the following techniques can develop more helpful behaviour in even the most tardy and slovenly!

Make a plan

The first solution is to have a plan. This sounds straightforward, but it’s tough for everyone and even tougher for those not inclined to planning. Coaches help with this process. We can establish motivations and agree expectations with players. We can also help enforce these behaviours with the Rule of Three. These are simple and effective measures.

Often this does not work efficiently because we are fighting ingrained habits so it could take more work for the players. Of course, those low in grit are also the least likely to work a more systematic programme of habit change, so this is not easy. Most players who struggle to maintain helpful behaviours are happy to admit they need to change. We can easily find this out by asking questions like,

• Do you make decisions that you regret?

• Do you want to do something to help your game but never seem to get to it?

• Is your current plan failing?

• Do you feel unsatisfied or anxious about your plan failing?

If the player wants to solve these kind of problems - and most do - then the most common response is to use willpower to break the bad habit. Despite overwhelming evidence, many people think they can tough it out. They will assure you they just need to try harder, or blame something out of their control. This time, they say to themselves (and anyone else), things will be different.

In fact, players in this position need to accept the only way out is to make a realistic plan. A plan that doesn’t rely on willpower. If we can convince players this is true, we can help them by asking them to,

• Make a list of everything on their mind

• Decide about each item; is it actionable or otherwise?

• If there’s no action needed, put it away or throw it away.

• If there is action needed, decide the next physical action.

• Keep those actions in a list.

• Check the list and do the actions regularly.

This is a simplified version of the Getting Things Done (GTD) system of planning and managing plans. I highly recommend it for players (and coaches) low in grit. It provides a clear, rules-based system to put a plan into action. And those people who are not naturally conscientious need rules. While you can apply GTD to your whole life - as author David Allen recommends - some find they only need it for their cricket. Either way, it helps to go through this process with someone supportive, like a coach. If for no other reason than it is more likely to build a helpful habit.

The second solution to low grit is an extension of the first: Now we have a to do list, we can also use a calendar. A calendar is really just another list, only this one is based on time. Making sure games and training are down on paper (or in a phone) helps significantly because it creates a firmer commitment that is harder to forget.

Calendars also lock down other useful habits: The gym, doing daily drills, even doing food shopping and prep, which leads to healthier eating. Combining set times for these things with a habit tracker is very useful. It might all seem like a lot of work planning, writing and being beholden to external calendars, but for those low in grit, we could easily argue about how the alternative has failed so far. Why wouldn’t you try?

The brotherhood

The final way to boost grit is to use support. Even the most introverted person needs help from and connection with, others, especially if a positive change is to be established. That means, as coaches, we can have a role in helping players admit they need a plan, come up with one and stick to it. This might be;

• Directly by becoming a sounding board. There is great power in simply listening.

• Indirectly by finding someone neutral to speak to. A disinterested third party is helpful because players can admit things they might be nervous saying to the coach.

However, many players still struggle with seeking support because it’s weak minded or embarrassing to “admit fault”: A thinking trap, of course, but one that seems very real to a player with low conscientiousness.

With players at this stage, it’s best to reframe emotional support as “brotherhood”. This has parallels with the military, which helps players realise support is a crucial tool. It also allows those with grit in the team to develop those without it. The brotherhood understand each other’s challenges and focus on,

• Clearly defined expectations.

• Accountability for each others actions.

• Behaviours not value judgements.

The brotherhood have a robust review system. The brotherhood use the Rule of Three to say “that’s not how we do things” in a non-judgemental way. For a player lacking grit, and wanting to change, this culture is a powerful motivator: Especially when combined with a practical plan and calendar.

The negative side of grit

If the above techniques help the players we coach become more conscientious, we will see more effective cricketers. However, there are down sides to applying grit in a cricket team. In general, the more grit player have, the more they are likely to be,

• Risk adverse. Conscientious cricketers work hard to a clear plan. They try to minimise risks. Often this is an incredibly successful strategy, especially for batsmen. However it can have a negative side, as adaptability in the moment becomes more difficult.

• Perfectionist. The obvious end point for hard work is perfection. We know this is impossible, yet many players don’t enjoy their successes because they are so focused on the things they did wrong. They end up chasing an impossible perfection which could increase anxiety and reduce performance.

• Low in creativity. Don’t ask player with a lot of grit to come up with something different in the moment. A medium pace bowler who relies on swing and seam will likely be reluctant to try a bouncer unless they have practiced it for hours to perfection.

Of course, these are extremes. It would be foolish to suggest players fit into such neat categories. Nevertheless, understanding how conscientious people think generally helps us to understand behaviours, and influence change where appropriate.

Summary

Conscientiousness is a personality trait linked to success in sport. It’s trainable and can increase or decrease over time. Sometimes this is referred to as grit.

Coaching grit is simple but not easy because players need to admit they need to improve. If they do so, players who need more grit can benefit from:

1. A clear plan with clearly defined rules.

2. A calendar.

3. A “brotherhood” or other support system.

Coaching Better Decison-Making in Cricket

Cricket has traditionally not been good at coaching independent decision making in players. Yet, as we have seen already, it’s a crucial part of the game for both mental skills and skill development. This section will offer a few ways to help coaches help players improve their decisions.

The traditional “command and control” style of coaching influences players to do what they are told rather than develop their own decision-making skills. The alternative is to embed decisions in as much of our training environment as possible, seeing the skill as another psychological underpinning.

With that rationale in mind, let’s look at the key level of decisions a cricketer has to make, and decide how to integrate such skills into cricket training.

Decision layers

Before we get into specifics, it’s worth taking a moment to regard the theory around decisions. This is a rich and well studied field and worth investigating yourself, especially the book The Chimp Paradox

To give a crude summary, cognitive research has found we make decisions in two ways: Fast and slow. Fast thinking is instinctive and takes less mental work, happening in the moment. It’s also prone to errors and bias as it takes so many shortcuts in the quest for instant delivery. Slow thinking is more rational and requires much more mental effort. As a result it makes fewer errors but takes much longer.

Both are essential. Fast thinking, for example, is needed for shot selection. Slow thinking can be used when deciding tactics like which ball to bowl to dismiss a certain batsman on a certain pitch.

Both are trainable, which is what we will look at in the following categories of decisions.

Cricket skill decisions

The most common decision making is skill based: What shot to play, what ball to bowl, which end to throw to, and so on. I would argue every ball in a cricket match contains multiple decisions. In addition, these decisions are taken by a mixture of fast and slow thinking. If that’s true, as coaches we need to ensure there are as many decisions being made by players in training, and those decisions are reflected upon regularly.

I often ask myself when designing a practice or session, “what decisions am I asking the players to make?” and if the answer is “nothing” then I rethink. For example, hitting a ball off a tee can be replaced by hitting a throw down.

This is where a constraints-led approach (CLA) approach to coaching is useful. One of the core ideas in CLA is the the game is a “dynamic system”. The game environment is constantly changing at multiple levels: Runs and wickets most obviously. We can drill down further to conditions, opposition (and our own) fatigue, confidence and motivation, the type of bowler, the style of batsman, and down further to perception of how the ball is moving (bowler to batsman, batsman to fielder, fielder to fielder or stumps).

If CLA - and the mantra of practice makes perfect - is right, the more players experience decision-making and “repetition without repetition” the more skilled they will become. This makes sense because we know fast decisions in a match require fast thinking, a function of our instinctive mind. We can’t use slow thinking to choose a shot as the ball goes past before we have decided. So instead, we force our fast thinking mind to learn what to do by making it do the work.

The implication for practice then, is to build our sessions around as many fast decisions as possible that are suitable for the level of players we coach, and critical outcomes. Batsmen will train up their decision-making far faster in middle practice, for example, than nets. Nets are faster than throw downs. Throw-downs are faster than static drills. Each rep is a way of checking how effective our decisions are, and training our decision making.

You’ll note the word “faster” was used rather than “better”. Speed of thinking is helpful when we get a decision that takes us closer to our critical outcome. However, a fast decision is not always better. It can go wrong if our instincts betray us.

A simple example is playing a short ball. If we follow instinct we have three possible reactions: We can fight and try and hit the ball, we can run away from it or we can freeze and do nothing. All are normal human instincts and whichever one emerges naturally when facing fast, short bowling is the fast brain doing its thing before the slow brain has time to argue. Naturally, fighting or dodging is a more effective response than freezing, but even fighting can lead to our demise at the hands of deep square leg.

In the short ball example, then, we can train player instincts by guiding them to learn how to respond with either attack or defence. Once this need is identified (say the batsman freezes and gets hit as their instinct response), we can work on decisions through the lens of technical drills with softer balls, then progress through faster feeds, more decisions (full or short ball) and harder balls as the player finds success. As we go through this process of removing constraints and adding decisions we are training the fast brain to understand the safest response is not, as it thought, to freeze. Instead it can either decide to smash it or duck it.

While this is one example, the wider point is simple; we can’t outthink fast thinking. As coaches we can coach player’s fast brains a more useful way, and use constraints to build up a new response. This works because of the way our brains work. A good read on this is The Talent Code, which explains how our brains are pliable to change - literally improving the strength and sped of connections in the physical brain - through deliberate training.

Timothy Gallwey, author of The Inner Game of Tennis, goes even further, saying trusting the power of instincts allows experienced players to quiet the mind. By relaxing into the feel of the motion, and observing the environment, we don’t overthink things. We no longer have frustrations about form. There is certainly merit in this approach of “letting the serve serve itself”. That’s the fast mind doing its thing without the slow mind in the way.

That said, there is still a role for slow thinking in skill decisions. While slow thinking can’t be applied live, it can be applied in natural breaks in play using a fast review. As we have already discussed, a fast review may only take 10 seconds but is plenty of time to allow players to switch from fast thinking to slow thinking. The benefit of slowing down is as we might imagine; it’s much harder to make assumptions when we are forcing ourselves to really think about a problem. If we stick with the shortcut-taking autopilot of fast thinking, we risk “going through the motions”. While this might be the right thing to do - sticking with a tried and tested Plan A because it will eventually come off - it can also blind us to opportunities to do something different and more helpful. Knowing when to stick and when to change tactical plans is a skill that requires slow thinking. So review often, even if the final decision is to stick. Then, get back to the fast thinking in the moment.

Behaviour decisions

As we already know, skills are built on behaviours. These behaviours are also subject to decisions at fast and slow levels. When we choose to act in a certain way we are using slow thinking. When we behave “without thinking” we are really using fast thinking. Both are possible.

I’m sure we can come up with dozens of examples of how both kinds of thinking are helpful and unhelpful. If we spend too much time slow thinking at training we get less practice done. But some slow thinking is useful to be mindful of our state and decide our success markers. If we purely use instincts to train and play we don’t learn from mistakes and are not self-aware until it’s too late. Yet, when we are running on helpful instincts, we play beautifully.

So, the trick is to find a balance in our decisions. Use the incredible speed of fast thinking and the more considered slow thinking. For example, a helpful behaviour is to go to the gym twice a week on top of cricket training. If players went to they gym out of fast thinking habit they don’t need much slow thinking beyond the occasional review of progress. However, fast thinking is failing if players want to go to the gym but rarely show up. Here, some slow thinking to adjust either the goal or the commitment is needed.

One could argue, from a positive psychology perspective, the ideal balance is flow: Being in the moment but also self-aware enough to adjust when needed. Flow is a delicate dance between fast and slow thinking. Flow is always available to players if they develop the ability to avoid thinking traps. While we know external factors can easily disrupt flow, the state is much more likely to happen if we have built an effective, safe and challenging environment. This environment is built particularly in both the Rule of Three and the fast review.

Additionally, behavioural decisions are not just on an individual level. We also act as a team, combining individual efforts to score runs and take wickets. Team culture is defined by our behaviour decisions in the moment, so we need to be clear on both our skill-based roles and tactics, and the cultural behaviours about “how we are” as a team.

This takes us back to the work we did about defining and enforcing purpose and principles. Players must be clear on both what they agreed to do while in the shirt, and why they agreed to do it. Then, they must enforce these behaviours relentlessly with themselves and each other. It’s in this enforcement that team spirit is built up, as players realise they will not allow each other to stray too far from the team path. Setting up this behaviour is a role of slow thinking. Being aware in the moment of how ourselves and others are acting is a function of fast thinking.

The most helpful outcome is to have a team who act instinctively in agreed ways, and also support each other when instincts fail. In other words, a strong embedded culture, or team spirit, can be “in flow” as well.

Summary

Decision-making is another plank in effective cricket in both skill execution and behaviours. Coaching can both hurt and help the decision-making process:

• Decisions can come quickly or slowly, both can be prone to error and both can be coached to be more effective.
• Coaching both fast and slow thinking is crucial, this is best achieved through athlete-centred coaching tools like Fast Review and the Rule of Three.
• Effective decision making is a combination of fast and slow thinking. Sometimes this is called flow.
• Removing decision making from the coaching environment (such as by telling players what to do) makes it difficult for players to know how to make helpful decisions in games.

Cricket Skill is Built on Behaviours: Here’s How to Coach Them

When coaching a cricket team, one of the big secrets is performance comes from behaviours: Winning games, improving skills, enjoying sessions and putting in the best performance on the field are achieved by how players go about their business.

This is true for everyone: beginners, young club players, performance pathway players, senior club cricketers and high performance players. The behaviours are different, but principle is the same.

If we take this as a fundamental, what is the role of the coach?

First, we help the players define the important behaviours. Second, we hold them to their promises with support and discipline.

Here's what I think that looks like.

Define acceptable behaviours

We have already talked about purpose and expectations. If you have not clearly defined those with everyone, do it as soon as possible. At the end of the process you will have agreed your one to three minimum acceptable behaviours.

These behaviours are not up for negotiation, so they are the most important standards everyone must agree to do all the time.

This is crucial.

Don’t skip it.

Even if you skipped or rushed all that stuff about purpose because it’s too touchy-feely and not tangible. If you think like that - I certainly do - this is the bit you do to avoid that frustration and confusion we talked about before.

To break defining behaviour down more, the rules are that each behaviour must be:

• Based on purpose. The behaviours must resonate with the team on the deepest level. They must believe in the power of sticking to them.

• Agreed by everyone. If even one person doesn’t agree overtly to do it, it can’t be a behaviour standard. So a behaviour can’t be handed down from the coach without input from players.

• Non-negotiable. Once agreed, no one can make an excuse about why the standards are not met. Failure to meet them can be accepted but not tolerated.

• Low in number. Ideally, to begin, you will only have one behaviour to make sure everyone nails it. Over time you can add more as players feel ready to take it on. There will be no more than three.

• Clearly defined. “Elite honesty” (for example) is not a behaviour because you can’t tell when someone is being honest to an elite level. A better example for honesty might be “no mankads”. You can tell right away if you met that standard.

• Minimums not aspirations. These behaviours are not the team at their best, they are the team at their least worst. Everyone should find them an achievable challenge, but not something aspirational that only a handful can regularly achieve. It’s a standard not a goal.

Some examples of minimum standards of behaviour are:

• Listen quietly when the coach is explaining.

• Practice twice a week.

• Wait patiently if team is batting.

• Turn up to games in full training kit.

• Warm up as a team, without coach prompting.

• Being a supportive balcony: always at least three players watching the match.

• Be able to clearly state your role in the team.

• Overtly recognise every exceptional performance in training and matches (for example through fist bump or handshake).

• Ask for advice regularly (at least once a session).

• Do gym work at least twice a week.

• Give 100% effort in practice: Go no more than three balls in nets without focus.

• Always have a focus during practice and review progress without prompting at least once per session.

• Help someone else at every session.

• Learn a new skill you could not do before and test it under match conditions.

• Do at least 15 minutes of fielding practice at every session.

Clearly we don’t use them all. You don’t have to use any of them. We can use these examples to prompt players, or we can come up with our own. Remember to keep it down to one (three at most). Players might want to create a longer list at first, but make sure they can meet the minimum standard consistently for a while before adding standards.

The final step is to agree how much chance you give players to self-correct before intervening. Then we get to work.

Accountability with the "Rule of Three"

So far this has been something of a paper exercise. Accountability is where we get going with some coaching.

It's not coaching the technical and tactical side directly (although don't worry you will get plenty of chance to do that). It's coaching behaviours. It's keeping the players on track to their agreed standards.

The best way I have found to do this is to use the "Rule of Three" first outlined by Mark Bennett. Here is how it works.

Rule of One is the ideal state.

The player is self-aware of their behaviours in the moment and understands if they are acceptable or not. If they are not acceptable they self-correct.

Rule of Two is the second line of defence. Here an individual player is not behaving acceptably but their team-mates have noticed and told the player in the moment what is happening to get them back to Rule of One.

This rule is critical to successful accountability but is the hardest to learn as it requires high levels of trust, self-awareness and confidence from a team. It takes time to get this one right, but stick with it.

Finally, Rule of Three comes in when One and Two have failed to bring behaviours back to acceptable. The coach steps in to get the players back to Two or One quickly.

This third level is what most coaches would consider a traditional intervention. Good news for coaches; we are still needed! It also takes skill. If we jump to it too quickly we don't give players the chance to self-correct and they become reliant on us as the police. If we wait too long players see us and the rules as inconsistent. Frustration reigns either way.

Nevertheless, get the timing of your intervention right, and behaviours will be outstanding.

For example, in session you can stop the entire session, or a sub-section; the offending group in the net or drill. You can ask something like,

• "Why am I stopping you at this moment?"

• "What did you notice about what you were doing when I stopped you?"

If they remember the agreed standard they will tell you.

If they don't remember you need to go back to the drawing board about agreeing standards.

However, assuming they remember, you can follow up by asking them to show you the drill, net or activity done at Rule One or Two.  Finish with a statement like

• "Can you show me what you need to do to get back on track?"

Resist the urge to give a long lecture, talk about anything except the behaviour, or ask lots of questions. That's something I have to remember all the time. I'm a verbal coach. Keep it extremely short and let them get back to the task once the reminder is given. Stay focused on the behaviour.

If the unhelpful behaviour continues, you can repeat the cycle until it is self-correcting. If the players can’t self-correct, eventually you will need to review the agreement; it's probably too difficult.

During games or if your behaviours are agreed over longer periods, you can follow the same process. Let's use training attendance as an example. Imagine someone doesn't train two sessions in a row when they have agreed to train every session. Ideally, the player will - without prompting - apologise to you and the team after one failure and recommit to the agreement (Rule of One). If they don't, the rest of the team will pick up on it within two failures and remind the player who apologises and recommits. Only if this does not happen do you intervene as coach and try to get the player - and his team mates who missed it - back to One or Two.

Sanctions and punishments

One coaching tool that has not been mentioned yet is punishments.

The idea is simple and often very effective with younger cricketers. If behaviours are unacceptable, the coach will issue a punishment. They can be as severe as sending people home or dropping them from the team, or as simple as a time out or clearing up kit.

Punishment is tricky because it can be misused. Many coaches in the past have punished inconsistently and severely out of anger. This won't help even it if feels good in the short-term. If you feel angry or frustrated at behaviour, take a moment. Instead of meting out an immediate punishment, explain why you are stopping the activity. When coaching younger players we can explain how the player could have handled the situation differently.

However, this may not work with children who have a underdeveloped focus. The activity can take far to long to to restart with an issue every few moments. Sanctioning is an easy way to get past a problem and back into an activity that is otherwise totally disrupted.

Like any other standard, agree the rules first.

We might agree with players they get 10 seconds to realise what they are doing and self-correct, then they get one warning, on repeat they have to sit out for one minute. Even during a sanction we must be clear they understand why, and what they can do to get back to Rule One or Two.

Recognise exceptional behaviours

The other side of performance behaviour is to recognise when cricketers have gone beyond the acceptable and into the exceptional. Here we have gone from catching people out, to catching people in. And that's much more fun as a coach!

Exceptional behaviours are much closer to goals: achievable but at a stretch. Also like goals they are best when specific and measurable. However they are not as tightly constrained as minimum standards. In other words, if someone does something great out of the blue, take time to recognise it.

The Rule of Three applies here as well. Players are encouraged to recognise the exceptional in the moment, with the coach only stepping in if something brilliant goes unrewarded.

When players first start applying the Rule of Three, it’s often much harder to do it for exceptional behaviour than for the unacceptable. This is because it’s harder to clearly define the exceptional. We can come up with some examples but we will never cover the entire gamut of things people can do to be exceptional. This means we might need to spend more time intervening at first, depending how fast players pick up on exceptional behaviours.

What you can agree is how a player will behave when someone does something exceptional: A fist bump, clap, high five, nod to the coach, whatever. The response itself doesn’t matter, but understanding we have a symbol of recognition is important.

I like to restrict praise for the exceptional to times where it is both truly merited and unrecognised by peers. If our star batsman hits a half volley out of the middle, that’s helpful but not exceptional. We were probably expecting it. It’s far more useful - according to research from Carol Dweck - to praise exceptional effort and clear improvement. In my experience, player’s certainly value this feedback more.

Summary

If we accept performance comes from behaviours, we need to be as clear about them as we are about cricket techniques and tactics. This article has given you a framework to define behaviours and hold players accountable to them at any age or ability level.

The core of this is the Rule of Three. We will return to the Rule of Three again - especially Rule Two - but for now as long as you understand the basics of it, you have the structure to get players agreeing performance behaviours and working towards nailing them.

Next we will examine how the lessons from performance behaviour can be applied more directly in to designing and running sessions.