Elle' Nelson

Unpopular opinion?.. Why simply 'ticking the box' to hire a Mental Coach could screw up your entire season.

I've seen it happen. It's a requirement to fill 'the role.'

But do we even know what a mental coach is? What they do? How they integrate?

"Yeah Elle' we do... you do the mindset mental health stuff! Obviously" 😉

Obviously not, and we're about to set everyone up for failure, including the Mental Coach. Here's why 👇

🚩 No clear purpose: Sessions feel vague and disconnected from what's actually happening within the context of the season/team

🚩 Poor integration: When it's seen as a bolt-on, not part of the team and woven into daily practice— it causes mixed messages to everyone

🚩 Stigma grows: When players are sent/encouraged only for “problems” - it sends the message that mental training= for "weak people/moments" (tell that to the olympians 👀)

🚩 Wasted trust: Forced conversations with low buy-in kills engagement fast 📉

🚩 Leaders step back: “The Mental Coach will sort it” replaces real leadership and coach/player connection

Okay now I'll tell you why you ACTUALLY need a Mental Coach 👇

Mental performance coaches can help purposefully and pro-actively design and reinforce a culture of high performance.. Not a glass house, a structure for SUSTAINED excellence. Working with coaches on how the culture soaks into behaviour, standards, communication, training sessions, etc. etc. Leader support all the way through player empowerment and everything in between.

The role, including where time and energy are most utilised, can look different team to team. And that's where (especially when it's a brand new role being integrated) it can be kind of...

Confusing? Scary? Overwhelming?

I get it! I'd feel that way too. So genuinely, those in my network (and beyond) please feel free to reach out and I'm happy to help!

The point here is that the value a Certified Mental Performance Coach can bring, is down to your ability to do it PURPOSEFULLY. Set everyone up for success 📈 It's worth your time in the short term and long term.

⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️

👋 Hi I'm Elle', your Mental Performance Specialist
🧠 I help ambitious leaders and teams perform at their best—consistently and confidently
🎤 I offer 1:1 support, group and team coaching, and speaking for large groups & events that aspire to level up
🔔 Follow me for more and let's connect!
🙏 Thank you for your unwavering support, let's make 2026 transformational together!

Leadership Red/Green Flags 👀

🚩 “I only give feedback when something’s wrong.”
✅ “I reinforce what’s going right, so we can repeat it.”

🚩 “I expect players or staff to speak up if there’s an issue.”
✅ “I intentionally create moments where people can speak up safely.”

🚩 “I motivate through pressure — people should be able to handle it.”
✅ “I build challenge and psychological safety — both drive performance.”

🚩 “Everyone knows their role; they don’t need reminding.”
✅ “I regularly check alignment and clarity — because roles evolve.”

🚩 “I talk about culture at the start of the season or project.”
✅ “I model culture in daily behaviour — consistency builds trust.”

⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️

👋 Hi I'm Elle', your Mental Performance Specialist
🧠 I help ambitious leaders and teams perform at their best—consistently and confidently
🎤 I offer 1:1 support, group and team coaching, and speaking for large groups & events that aspire to level up
🔔 Follow me for more and let's connect!
🙏 Thank you for your unwavering support, let's make 2026 transformational together!

Ever noticed a moment where something felt...off… but you didn’t say or do anything because you assumed someone else would?

That’s the bystander effect — the more people there are around, the less personal responsibility we each feel to act.

It shows up more often than we think: in both sport and corporate environments
⚽️ A player sees a teammate repeatedly struggling but assumes the coach will step in
💼 In a meeting, everyone hears a dismissive comment, but no one speaks up because “HR will handle it.”

The price? Problems everyone can see but nobody addresses.

One mindset shift I often encourage:
👉 “If I notice it, I own 1% of the responsibility to act.”
That 1% can look simple in practice —

⚽️ Checking in with a teammate after training: “Are you okay?”
🗣️ Gently pausing a conversation: “Can we rephrase that?”
💼 Quietly flagging a concern to someone who can help.

Small actions interrupt silence. And sometimes, that nudge is exactly what keeps small problems from becoming big ones.

⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️

👋 Hi I'm Elle', your Mental Performance Specialist
🧠 I help ambitious leaders and teams perform at their best—consistently and confidently
🎤 I offer 1:1 support, group and team coaching, and speaking for large groups & events that aspire to level up
🔔 Follow me for more and let's connect!
🙏 Thank you for your unwavering support, let's make 2026 transformational together!

What sport can learn from business about the predictable cycles during pressure and uncertainty. ♻

It's the nature of the game, a stint of poor performances (or ownership differences) can lead to an entire change of management and staff. That change-over can effectively hit 'reset' on hierarchies, roles, and playing time. The uncertainty of change has the potential to divide the group (staff included) and increase anxiety.. and how that circumstance is handled by the new leader is crucial!

Now leaders in business may have more time to predict and prepare for change, but often corporations have a framework for how change, uncertainty and heightened pressure is managed... and I think there's a lot that we can adopt in sport.

Let's break it down through 'The Change Curve' 📊⬇️

1. Shock/Survival

⚽︎ The team experiences: Surprise, relief, panic—or perhaps all of these; the status feels... unstable.
👤 The leader should: provide CLARITY, explain the reasons behind the change and the immediate strategy, normalize emotional responses, and emphasize safety and stability where feasible

2. Hope/Resistance

⚽︎ The team experiences: short-term motivation spike, some team-members auditioning behavior in hopes of leader favor, resentment from loyalists of previous leadership and fear of future roles
👤 The leader should: conduct individual meetings about roles and expectations, seek input on what to retain or discard from the previous regime (Desire, early Knowledge), and establish simple, manageable focus areas for each player

3. Experimentation/Overload

⚽︎ The team experiences: players trying out new tactical approaches, increased effort, but also mental and emotional exhaustion as the novelty fades
👤 The leader should: drip-feed tactical changes (manage cognitive load), protect recovery, highlight quick wins, and explicitly reinforce behaviours you want repeated (Ability + Reinforcement)

4. Consolidation /New Normal

⚽︎ The team experiences: more defined roles, with members either committing or quietly withdrawing; performance begins to reflect true quality and fit rather than just initial shock
👤 The leader should: solidify shared standards and routines, continue to communicate the narrative of “who we are now,” and monitor those who remain in resistance or fatigue

⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️

👋 Hi I'm Elle', your Mental Performance Specialist
🧠 I help ambitious leaders and teams perform at their best—consistently and confidently
🎤 I offer 1:1 support, group and team coaching, and speaking for large groups & events that aspire to level up
🔔 Follow me for more and let's connect!
🙏 Thank you for your unwavering support, let's make 2026 transformational together!

New manager taking over a team?... this is for you.

What sport can learn from business about the predictable cycles during pressure and uncertainty. ♻

It's the nature of the game, a stint of poor performances (or ownership differences) can lead to an entire change of management and staff. That change-over can effectively hit 'reset' on hierarchies, roles, and playing time. The uncertainty of change has the potential to divide the group (staff included) and increase anxiety.. and how that circumstance is handled by the new leader is crucial!

Now leaders in business may have more time to predict and prepare for change, but often corporations have a framework for how change, uncertainty and heightened pressure is managed... and I think there's a lot that we can adopt in sport.

Let's break it down through 'The Change Curve' 📊⬇️

1. Shock/Survival
⚽︎ The team experiences: Surprise, relief, panic—or perhaps all of these; the status feels... unstable. 👤
👤 The leader should: provide CLARITY, explain the reasons behind the change and the immediate strategy, normalize emotional responses, and emphasize safety and stability where feasible

2. Hope/Resistance
⚽︎ The team experiences: short-term motivation spike, some team-members auditioning behavior in hopes of leader favor, resentment from loyalists of previous leadership and fear of future roles
👤 The leader should: conduct individual meetings about roles and expectations, seek input on what to retain or discard from the previous regime (Desire, early Knowledge), and establish simple, manageable focus areas for each player

3. Experimentation/Overload
⚽︎ The team experiences: players trying out new tactical approaches, increased effort, but also mental and emotional exhaustion as the novelty fades
👤 The leader should: drip-feed tactical changes (manage cognitive load), protect recovery, highlight quick wins, and explicitly reinforce behaviours you want repeated (Ability + Reinforcement)

4. Consolidation /New Normal
⚽︎ The team experiences: more defined roles, with members either committing or quietly withdrawing; performance begins to reflect true quality and fit rather than just initial shock
👤 The leader should: solidify shared standards and routines, continue to communicate the narrative of “who we are now,” and monitor those who remain in resistance or fatigue

⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️

👋 Hi I'm Elle', your Mental Performance Specialist
🧠 I help ambitious leaders and teams perform at their best—consistently and confidently
🎤 I offer 1:1 support, group and team coaching, and speaking for large groups & events that aspire to level up
🔔 Follow me for more and let's connect!
🙏 Thank you for your unwavering support, let's make 2026 transformational together!

Most of the time I work in sport.

Every now and again, I'm blessed with the opportunity to take those mental tools and experiences learned from the best teams/athletes, and translate, teach and help apply them into businesses... where.. YES.. they are hugely applicable- impacting not only performance, but also wellbeing, engagement, retention, connection... etc.etc. (need I say more?!)

And WOW, people are HUNGRY for them..

Last week I travelled to Paris (🤌🇫🇷) and spent time with Cutera, Inc.'s EMEA team (Tribe- IYKYK). What a GROUP. We introduced the fundamentals of thinking, how to approach challenges as a team, communication principles, and what a thriving team looks like in action.

It was
🌟 Fun
🌟 Engaging
🌟 Tangible
🌟 Brave

Brave? Yes brave. This group was BRAVE.
To stay present
To engage with the content
To bring it to life
To have difficult conversations
To practice vulnerability
To embrace 2025's learnings
To commit to approaching 2026 TOGETHER

The power of ONE 📈 Watch out world, this 👏 group 👏 is 👏 unstoppable 👏

Limitless Minds
Cutera, Inc.

⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️

👋 Hi I'm Elle', your Mental Performance Specialist
🧠 I help ambitious leaders and teams perform at their best—consistently and confidently
🎤 I offer 1:1 support, group and team coaching, and speaking for large groups & events that aspire to level up
🔔 Follow me for more and let's connect!
🙏 Thank you for your unwavering support, let's make 2026 transformational together!

Every Leader Wants an Honest Feedback Culture… Until It’s Honestly About Them

Feeling uneasy about receiving feedback doesn't make you flawed, it makes you human. I've encountered numerous leaders who advocate for a culture of feedback, yet when the feedback is directed at them, they become defensive, uncomfortable, and uneasy.

It's understandable, it's difficult NOT to feel this way. For leaders, when your identity is intertwined with your position and responsibilities, any criticism or feedback can seem like a personal attack. Cue the internal army, 'En garde!'

You might gravitate toward the most agreeable team members to convince yourself that you've addressed the 'feedback' issue, while subconsciously (or not) seeking affirmation to affirm your position.

The consequences? This leads to disheartened staff and players who feel alienated from their leaders, fostering an environment where errors go unacknowledged and feedback is stifled, encouraging a 'keep quiet to keep your spot' kind of mindset.

The team suffers, as do their performances.

Leadership today demands setting the example, leading with action, and embodying the principles you promote.

The era of 'do as I say, not as I do' is over. Modern teams demand fairness, expecting leaders to be held to the same standards as the rest.

Respect is no longer granted by virtue of one's position; it is earned and maintained through action and support of your team.

So, how can leaders move forward? Detach your identity from your role. Have convictions and opinions, but be flexible enough to let go of them to foster growth and advancement.

Effective leaders who value feedback do three things:

1. Demonstrate precise, respectful feedback.

2. Proactively request input; avoid the generic 'Does anyone have any thoughts?' which all too often results in CRICKETS. Instead, ask specific individuals like
'Steve, what are your thoughts on X?
Sarah, how might we approach Y differently?
Alex, how would you handle situation Z?' Embrace curiosity!

3. Show visible action on the feedback received, even if it's uncomfortable. Don't just speak about change—be bold enough to implement it and explore what feels genuine for you through that transformation.

Courageous leaders commit to doing this consistently!

⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️⭐️

👋 Hi I'm Elle', your Mental Performance Specialist
🧠 I help ambitious leaders and teams perform at their best—consistently and confidently
🎤 I offer 1:1 support, group and team coaching, and speaking for large groups & events that aspire to level up
🔔 Follow me for more and let's connect!
🙏 Thank you for your unwavering support, let's make 2026 transformational together!

The best coaching relationships are more than just tactics—they’re partnerships 🤝

The Coach-Athlete Relationship (CAR) model, considering the 3C’s +1 (Closeness, Commitment, Complementarity, Co-orientation) reminds us that how we connect with our athletes makes all the difference.

So what can coaches (and managers) actually do to apply this model? A few of my recommendations 👇

➡️ Keep communication open and honest—ask questions and listen, don’t just direct

➡️ Make your care visible: support your athletes both in and out of competition

➡️ Set goals together. When everyone’s invested, everyone’s motivated

➡️ Shape your coaching style to fit each athlete and welcome their feedback

➡️ Check in on how things are going (and be quick to fix/find clarity on misalignments)

What would you add?

Tag your Coach Friends 🙌

Jowett & Slade 2022

Great experience last week as our ColumbusCrew 2 traveled to England for pre-season training and got a few matches in against some top-clubs. I caught the end of the trip but I was SO proud to see the boys rise and compete bravely at every occasion, grow as a team (and staff), embrace and adapt every uncertainty of the trip overseas, and ultimately play some REALLY good football that did us Americans (very) proud 😉😮‍💨🔥

▪️The last few years I’ve done a lot of work to be clear on my values and ensure that my behaviors and choices are reflecting those as consistently as possible.

▪️The decision to join Columbus Crew was one that I didn’t take lightly. I mean heck, It meant stepping away from a life and career built in England, and choosing to do long-distance relationship with my husband for the foreseeable future.

▪️Throughout the process, I did my due-diligence to ensure that there was an alignment in values, behaviors, standards, role expectations, etc etc… and my appreciation deepened when leaders at the Crew approached it in the same way..

▪️At the end of the day, I took all the information I had, but mostly trusted my gut that the people and the club were genuine and authentic and good people doing brilliant things, and getting on board would be worth the sacrifices required.

▪️Pre-season, and my experience so far has taught me.. that it couldn’t be more true and a better fit. Good people doing brilliant work. A great club that WANTS Mental Performance and KNOWS that it’s a competitive advantage and essential for performance and wellbeing. 🏆

▪️I am so grateful to be in this environment and have no doubt this season is going to be one for the books.

🏆 Allez Columbus! 🏆

💛🖤💛

Let's make this the most valuable post on Facebook and learn/grow together, shall we? 🤝

I'm going to post a favorite quote or piece of advice I've been given ✍️

I'll then tag 3 people, and I'm hoping those 3 people will do the same 🙂

➡️ Comment a quote or piece of advice the community can learn from
➡️ Pass it on by tagging 3 people and writing 'tag you're it!'

What if creating a meaningful environment in sport could elevate both performance and well-being?

Recent research in sport psychology suggests that fostering a culture of meaningful work isn’t just about enhancing individual fulfillment—it’s about balancing personal and organizational values in a way that fuels sustainable success. Here are four key insights for coaches:

1. Balancing Subjective and Normative Meaning: Meaningfulness is not just a personal journey; it’s shaped by broader organizational values. Coaches play a key role in finding this balance, creating an environment that supports both performance and well-being.

2. Navigating Shifting Contexts: Just like sports, societal attitudes are always changing! Coaches can really benefit from staying aware of these changes and adapting to important issues like mental health and ethics that affect how athletes find meaning in their sport.

3. Encouraging Reflection Without Prescribing Meaning: Helping athletes find their purpose should be about allowing them to discover what matters to them personally. If we try to prescribe meaning, we might lose that authentic connection. Coaches should focus on supporting reflection and exploration instead!

4. Creating Reflective Spaces: Decompression sessions are a great way for athletes to process their experiences and connect with their purpose. Coaches can help facilitate these moments, encouraging athletes to look beyond immediate results and reflect on the bigger picture of their sports journey.

By embracing these ideas and working with wider support staff, coaches can make a real difference in creating meaningful, high-performance cultures that celebrate both achievement and personal growth 📈

Information used from Ronkainen, N., & McDougall, M. (2024).