For many organizations, the traditional approach to employee development is no longer enough. Those who want to thrive must shift from viewing training as a one-time event to embracing it as an ongoing, integrated process. Borrowing from the world of sports, where progress is driven by practice, feedback, and mindset, companies can reshape how teams learn and grow.
Jeb Kratzig says that the key lies in adopting an athletic approach—where coaching replaces managing, habits are built through repetition, and development becomes part of the team’s daily rhythm.
Where Traditional Training Falls Short
Many workplace training programs rely on presentations, checklists, or static modules that don’t reflect how people actually learn new skills. These often lack the repetition and feedback needed, and as a result, employees may complete training without being able to apply it effectively on the job.
Compare this to how athletes train: their training is structured, personalized, and performance-driven. A tennis player doesn’t just watch a video on technique—they hit the court, receive coaching, and make adjustments in real time. Similar principles are rarely applied in corporate settings, where learning is too often passive.
Without regular, goal-oriented practice, employees are left to rely on memory instead of muscle. This gap between learning and doing limits performance and creates frustration for both teams and their managers.
Embracing the Athletic Mindset at Work
Athletes don’t just train their bodies—they train their focus, resilience, and adaptability. This mindset is built through deliberate practice, consistent feedback, and a commitment to progress, not perfection. These same principles, when applied to the workplace, help teams stay engaged and adaptable under pressure.
Consider how a swimmer tracks every split time, refining stroke efficiency with each lap. This attention to detail, paired with real-time coaching, produces steady improvement. In many organizations, though, employees are expected to improve without that level of structure or support. Without benchmarks or feedback loops, progress becomes vague and inconsistent.
Hard performance data is another hallmark. Metrics offer clarity and motivation, showing where growth is happening and where adjustments are needed. When teams begin to embrace this kind of feedback loop, performance becomes a shared goal rather than an individual burden.
Turning Teams into Training Units
Rather than viewing teams as static production machines, high-performing companies treat them as dynamic systems that require regular tuning. This means carving out time for learning, reflection, and practice—even during busy periods.
Sales teams, for example, often rehearse pitches or role-play objections weekly, not because they’re new, but to build fluency and confidence. This kind of structured repetition transforms knowledge into instinct. When learning opportunities are woven into the rhythm of work, growth becomes part of the culture, not an afterthought.
One-and-done workshops may check a box, but they rarely leave an impact. Real transformation comes when development is ongoing, just like training for a marathon doesn’t happen with a single run. Momentum builds through consistency, not occasional effort.
Leading Through Coaching, Not Just Managing
Managers who coach prioritize growth over control. Instead of simply assigning tasks, they focus on developing the skills behind the performance. This shift helps team members build confidence, take ownership of their progress, and learn how to navigate challenges more effectively.
Think of a basketball coach on the sidelines, guiding players through both wins and setbacks. The coach isn’t just calling plays—they’re shaping the strategy, reinforcing fundamentals, and helping players reflect on every move they make. In the workplace, leaders who adopt this role foster stronger, more resilient teams.
Building Habits That Drive Long-Term Growth
Real improvement comes from repetition. When employees engage in daily routines that reinforce core skills, development becomes second nature rather than an occasional event. These micro-practices, especially when tied directly to real tasks, help bridge the gap between knowing and doing.
A marketing team that holds five-minute debriefs after each campaign builds sharper insights over time. These moments might seem small, but they compound into lasting expertise. When habits are aligned with actual work, retention improves and learning sticks.
Support systems matter too. Whether it’s peer encouragement or shared accountability, growth accelerates when people feel connected to the process. It’s not about willpower—it’s about designing a rhythm that makes progress part of the job.
Embedding Development in Team Culture
When growth becomes part of how a team operates, it stops being an extra task and starts being a shared mindset. Teams that talk openly about progress, setbacks, and lessons learned create an environment where learning feels safe and expected.
An engineering team that regularly reviews code together, not just to catch errors but to share techniques, builds collective intelligence. These everyday rituals signal that development isn’t reserved for annual reviews—it’s woven into the daily fabric of work.
- Celebrating progress, even in small doses, reinforces that improvement matters. When teams track their growth and adjust based on real data, they don’t just perform better—they become more invested in the journey.
