Continuing to reflect on my weekly school visits I am sharing specific examples of what the best Directors of Sport are doing in their schools. This blog focusses on Cultivating a High-Trust, High-Performance Environment: Practical Steps for Directors of Sport
Creating a thriving sports department doesn’t start with strategy or systems—it starts with culture. The most effective Directors of Sport (DoS) I’ve seen don’t just manage people; they inspire, empower, and cultivate an environment where trust and performance go hand in hand.
1. Build Psychological Safety
Psychological safety is the foundation of any high-performing team. It’s the sense that people can speak up, ask questions, admit mistakes, or challenge ideas without fear of humiliation or backlash.
Practical Example: At one school, a DoS kicks off weekly department meetings with a “fail of the week” segment—where staff (including the DoS) share something that didn’t go to plan. It normalises risk-taking and turns mistakes into learning moments. Over time, this built a culture where PE staff felt comfortable experimenting with new approaches and openly discussing what’s working—and what’s not.
2. Catch People In, Not Out: Leadership that focuses on surveillance breeds fear. Great DoS leaders flip the script: they catch people in—not out. They look for reasons to praise, uplift, and support.
Practical Example: Rather than micromanaging coaching sessions, one DoS makes a habit of dropping by different fixtures and lessons just to say, “That was a great session,” or “I saw the way you handled that tricky moment—really impressive.” Small acknowledgments build confidence and show staff that their work is seen and valued.
3. Create the Weather James Kerr’s idea of “Bringing the Weather” couldn’t be more relevant. The emotional tone of a department starts at the top. Leaders set the climate—sunshine or storm.
Practical Example: In a department going through a staffing restructure, one DoS remained relentlessly positive. He communicated clearly, supported individuals facing uncertainty, and led with a calm, solution-focused energy. The result? Morale stayed high, and the team emerged more united and resilient than before.
4. Foster Ubuntu – “I am because we are” The African philosophy of Ubuntu reminds us that individual success is deeply connected to the team’s wellbeing. When one person thrives, it lifts everyone.
Practical Example: At a busy co-ed boarding school, a DoS implemented a “buddy system” for new starters. Every new teacher was paired with an experienced colleague who supported them through their first term—checking in, sharing schemes of work, even team-teaching early on. This embedded Ubuntu into the department's DNA, creating a sense of belonging and mutual growth.
5. Discipline over Hierarchy High-trust teams are disciplined—not because someone’s watching, but because everyone owns the standard. When accountability comes from within the group rather than being imposed from above, the whole culture shifts.
Practical Example: One DoS introduced a simple peer feedback loop. Coaches observed each other’s sessions once per term and shared constructive feedback using an agreed format. It wasn’t hierarchical—it was developmental. Over time, staff grew more reflective, more confident, and more aligned in their expectations of excellence.
Final Thoughts
High-performance doesn’t just happen. It grows in environments where people feel safe, trusted, and inspired. As a DoS, your tone, your presence, and your everyday actions shape the culture around you.
Bring the weather. Catch people in. Build the trust.
Your department’s success depends on it.
