Former Manchester United CEO says workers could learn something about feedback from pro athletes

Peter Kenyon, a former CEO of Manchester United and Chelsea, has observed that workers in the corporate world could benefit from learning how professional athletes handle feedback. Kenyon, who has been working in sports for three decades, is now a board advisor for Atlassian Williams F1 team. He believes that the sports industry can offer valuable lessons to businesses in this regard.

According to Kenyon, feedback in sports is constant and immediate. Athletes do not have the luxury of waiting for an annual review like some employees might. Instead, they receive feedback right after each event, which often happens within days of completing a task. This immediate feedback loop forces athletes to address issues promptly, usually before their next event.

Kenyon emphasizes that feedback in high-performing sports environments is not strictly top-down. Athletes are encouraged to provide feedback to one another when something isn't working. This open communication style shapes the culture within the sports industry and also extends to how athletes treat their new teammates. They expect the same high standards they set for themselves from their new colleagues.

Furthermore, Kenyon highlights that this practice of providing frequent and candid feedback doesn't necessarily create a bullying culture. In fact, he points out that Manchester United's receptionist used this approach effectively. She would call out players who failed to greet her properly, which ultimately made her valuable to the organization.

Kenyon acknowledges that managing people and delivering performance reviews can be challenging. However, he asserts that the best coaches know when to push athletes and when to build them up. He emphasizes that this is a continuous process of striving for performance gains.

While Kenyon's observations are primarily focused on sports, he suggests that even corporate workers facing high-pressure situations in a rapidly changing workplace could learn from these examples. Some employers are even adapting traditional performance review processes to incorporate continuous feedback, recognizing the effectiveness of this approach.