What can we learn from the iconic Pontypool front row?

On the face of it, school leaders and business executives would be hard pressed to take many lessons from the shenanigans which are associated with this iconic trio from the Gwent Valleys in South Wales. However, one quote which is often associated with them has particular resonance in today’s challenging landscape for Independent Schools and the broader world of business.

In 1975, the gentleman on the right of this image, Charlie Faulkner, is reported to have said, ‘We may go up, we may go down, but we never go back’. Put this into the context of schools and industry and we’re on to something. The reality is that schools and companies have to be nimble, innovative and forward thinking, regardless of the challenges being thrown at them. There are inevitable ‘ups and downs’, but to ‘never go back’ means that you are probably going forward.

Having recently qualified as an ILM Level 7 Executive Coach and Mentor, I’m privileged to be able to help leaders and executives to be more forward thinking and to make decisions that have a genuinely positive and long lasting impact on themselves and the organisations they work for. This impact can be financial, personal or cultural.

Get in touch today via the messaging function if you’d like to talk about how Executive Coaching and Mentoring can help you and your organisation to ‘never go back’.

As the British and Irish Lions tour to Australia kicks into action, I thought I’d add to my rugby/schools/business analogies with a take on two notorious incidents from previous tours.

Rugby is a particularly physical game, and the notion of ‘team above everyone’ is all encompassing. In fact, for many, the very key to success.

The unbeaten Lions of 1974 were an outstandingly gifted team but understood that their undoubted talents would count for nothing if they didn’t stand up to the fearsome physical intimidation of their South African opposition. The notorious ‘99’ call that was hatched by senior players effectively resulted in multiple mass brawls with most of the players involved. This also involved players who were not renowned for such behaviour. The Lions won the series 3-0 with a controversial draw in the final test.

Fast forward to 1989 with the Lions playing Australia in Ballymore, and there is a similarly brutal approach from the Lions. Some would argue that they planned this approach as it was their only means of winning against strong opposition. As it turned out, they did win the series 2-1.

So what can we draw from the above? In no particular order:

1. That everyone has to do the unseen, unglamorous and so-called ‘dirty work’ to allow the organisation (team) to flourish.

2. That every school/organisation and team has a certain way of doing things. If you achieve good end results, does the process actually matter?

3. That you should play to your strengths - whether you call it a USP or not, many successes are born out of understanding what assets you have available and how best to deploy them.

4. That everyone has their part to play regardless of what your job description/title states. This is particularly true in developing a strong culture of team, the marketing of a school/organisation and importantly, school admissions. It’s not acceptable to allow the ‘few’ to carry the responsibility and a shared load can lead to great results and improved morale.

As a disclaimer (and for the record), I am not advocating any form of aggression or intimidation in the workplace!!

I’d love to hear what my network think about the darker side of the approach from the successful Lions teams of 1974 and 1989. 🦁 🏉 🇬🇧 🇮🇪 🇦🇺