What has changed in coaching, and why should business leaders care?
The classic image of a coach delivering a half-time, Churchillian speech to whip the team into a frenzy is fading. The most successful modern coaches rely less on mass emotional rallies and more on human psychology, insight, and superb communication skills. Because motivation is personal, therefore leadership methods that treat everyone the same often fail to lift performance.
Business leaders keep inviting sports coaches to conferences, off-sites, and retreats to learn motivation. People return to work energised, but they frequently do not adopt what they heard because they are not clear on how to do it in daily leadership. The missing link is practical application: what a leader actually does with each person, in real conversations, at work.
Mini-summary: Modern coaching is less “rah rah” and more psychology and communication. Because the “how” is unclear, therefore inspiration often does not turn into action.
What leadership lesson comes from competitive sport and coaching experience?
The narrator’s background adds weight to the message: arriving in Japan in 1979 to study karate, competing internationally, and later serving as a national coach for Australia. That experience creates a comparison point between different leadership cultures.
The core lesson is that motivating and coaching people is a craft. It is not just intensity, authority, or toughness. It is the ability to understand what moves each individual and to communicate in a way that helps them perform.
Mini-summary: High-level sport reveals that performance depends on how people are motivated and coached. Because motivation varies, therefore leaders must learn to lead individuals, not crowds.
What is “gaman,” and what does it reveal about leadership patterns in Japan?
The Japanese sports leadership model is described as antiquated, with one standout strength: “gaman” (perseverance). The Japanese really know how to gaman. At the same time, there is a love of technology, which shows up as lots of equipment in sports training. But leadership soft skills are still underdeveloped.
This matters for business because leadership habits transfer. If the dominant leadership approach in sport relies on endurance and hierarchy, leaders may carry those patterns into organisations, especially when those leaders grew up inside that system.
Mini-summary: “Gaman” highlights perseverance as a strength, but soft skills lag. Because leadership patterns spill over, therefore business can inherit outdated methods.
How do university “clubs” reinforce hierarchy-based leadership behaviours?
University “club” members are said to learn leadership lessons built on age seniority, group dominance, rigid hierarchy, and suppression of the individual. That is presented as a feudal, militaristic approach spilling over from domestic sports into business.
In modern business, where talent engagement, communication, and initiative matter, this blueprint is not described as “sparkling.” The risk is that organisations end up with leaders who default to command-and-control, and teams who learn to comply rather than contribute.
Mini-summary: University clubs can teach hierarchy and conformity. Because modern business needs initiative and communication, therefore this leadership blueprint can become a liability.
What did John Ribot say in 1988 that reframed motivation?
In 1988, the narrator attended a luncheon speech by John Ribot, CEO of the new Brisbane Broncos rugby league club. Ribot contrasted old-style coaching technology with a psychology-based approach. The key point: in the modern era, leaders coach each player individually, and the big “rah rah rally” style is gone.
Ribot’s example makes the principle concrete. One player responds to accountability framed through money and consequences: remind him of his big salary package and that he better perform or else. Another player needs the opposite: remove pressure, and say, “it’s a beautiful day to play football, go out there and enjoy yourself.” The content changes because the person changes.
Mini-summary: Ribot’s insight is individualised coaching. Because different people respond to different cues, therefore leaders must tailor motivation person by person.
How does individualised motivation translate into day-to-day business leadership in Japan?
The lesson for business in Japan is to train leaders to motivate teams one person at a time, based on what that person finds motivational. It sounds obvious, but many people have little experience being led this way or leading others this way.
Instead, leaders often do whatever they want and others have to fit in. Many leaders act like “Driver” personality types, living by “my way or the highway.” That approach can be fast, but it can also crush engagement, learning, and discretionary effort, especially when people feel unseen or misunderstood.
Motivating others requires understanding their interests and aspirations. That means leaders cannot rely on a single motivational script. They need to know what matters to each person and adjust how they challenge, support, and communicate.
Mini-summary: Business leadership improves when motivation is individualised. Because “Driver” leadership ignores differences, therefore it often underperforms compared with tailored coaching.
Why are communication skills and relationship time non-negotiable for motivating people?
The narration is direct: communication skills and time invested in getting to know the person are critical. Without time and communication, leaders cannot discover interests, aspirations, and motivational triggers.
The obstacle is the time-poor world of doing more, faster, with less. Under pressure, leaders skip steps and rush toward the finish line. The cost of skipping those steps is that leaders never truly know their people. When leaders do not know their people, motivation becomes generic. When motivation becomes generic, it becomes weaker.
The narration then asks a blunt question: how many business leaders can you think of who are really great communicators or motivators? And what about yourself? That question shifts the content from critique to self-audit.
Mini-summary: Motivation depends on knowing people, and knowing people depends on communication and time. Because time pressure encourages skipping steps, therefore leaders must choose to invest anyway.
What is the practical commitment being asked of leaders?
The close is a call to action: pause, reflect, and commit to improve. Business success is built through people, individual by individual, and the time to start is right now.
To make this real, the narration provides action steps that translate the philosophy into leadership behaviour: reduce mass broadcast communications and increase one-on-one opportunities; get to know the team better; find out what motivates them and work off that base; and improve communication skills through better awareness of others.
Mini-summary: The commitment is personal improvement and individual-focused leadership. Because success comes through people, therefore leaders must act now and do the one-on-ones.
About the Author
Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie “One Carnegie Award” (2018, 2021) and recipient of the Griffith University Business School Outstanding Alumnus Award (2012). As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across all leadership, communication, sales, and presentation programs, including Leadership Training for Results.
He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have also been translated into Japanese, including Za Eigyō (ザ営業), Purezen no Tatsujin (プレゼンの達人), Torēningu de Okane o Muda ni Suru no wa Yamemashō (トレーニングでお金を無駄にするのはやめましょう), and Gendaiban “Hito o Ugokasu” Rīdā (現代版「人を動かす」リーダー).
