The Secret to Ongoing Skill Building at Work: Train Like an Athlete

Top performers in sports, from Kobe Bryant to Simone Biles, prioritize consistent and rigorous training to excel, even at the peak of their performance.

Kobe Bryant famously noted that he was the first on the court before practice and the last to leave. Simone Biles shared her Olympic journey, during which she employed full-day skills training to master her routines.

It’s incredible skill building, and that same dedication can apply in the workplace.

Skill Building in the Workplace

Effective training isn’t a one-time event: It’s an ongoing process that involves a clear strategy, regular practice and supportive leadership. Just as athletes rely on playbooks and drills, workplaces need documented processes, continuous skill development, and coaches (leaders) who encourage, guide and celebrate progress.

In the fast-paced world of business, staying relevant means continuously upgrading skills and adapting to new challenges. A company that invests in ongoing training fosters a culture of excellence, innovation and high performance. Employees who receive continuous development opportunities are more engaged, confident and effective in their roles.

Here are 11 important factors to skills building at work.

1. Provide Ongoing Training

Just as top athletes continually practice to refine their skills, workplace professionals also benefit from regular and targeted training sessions. When training becomes part of an organization’s DNA, employees develop muscle memory for best practices, leading to improved efficiency and quality of work.

Example: A top-performing sales team at a tech company holds weekly role-playing exercises where reps practice handling customer objections. This continuous training keeps them sharp and confident when closing deals.

2. Leaders Become Coaches

Successful leaders, like effective coaches, set clear goals, monitor progress and support their teams in refining their skills. Great coaches don’t just tell athletes what to do; they inspire, challenge and equip them to succeed. Similarly, leaders must provide their employees with the tools and motivation to achieve their personal best.

Example: A project manager at a marketing agency doesn’t just assign tasks; they hold weekly one-on-one meetings to help team members fine-tune their presentation skills and client pitches. This coaching approach leads to more polished and effective client interactions.

3. Create a Written Playbook

Documenting standards, processes and best practices is essential. The “playbook” must be updated when processes change to reflect new realities. Just as sports teams adjust their playbooks to counter their opponents, businesses must ensure their training materials evolve to meet shifting industry demands and company goals.

Example: A customer service team at an e-commerce company maintains a shared document with updated scripts and troubleshooting guidelines. Whenever a new product launches or a policy changes, the playbook is revised to ensure consistent customer support.

4. Practice, Give Feedback Regularly

Following a “tell, show, do, review” model allows employees to learn effectively. Providing constructive, consistent feedback is vital. Without proper coaching, employees may struggle to improve or understand expectations. The most effective leaders recognize that learning is iterative, requiring hands-on experience and mentorship.

Example: A restaurant training program teaches new servers how to upsell. First, a trainer explains the technique (Tell). Then, they demonstrate it in action (Show). The new hire practices with a mock customer (Do). Finally, the trainer offers feedback on what went well and what to improve (Review).

5. Celebrate Failures, Wins

Like athletes, employees learn from mistakes and build confidence from successes. Leaders should acknowledge both openly and constructively. Encouraging a growth mindset helps employees see setbacks as learning opportunities rather than failures. When employees feel supported, they are more likely to take risks, innovate and improve.

Example: A software engineer at a startup makes an error that briefly crashes the company’s website. Instead of reprimanding them, the team holds a post-mortem to analyze what went wrong, share learnings and implement safeguards — turning failure into growth.

6. Engage the Team

Mutual support and collaboration drive overall performance. Recognizing each member’s strengths and creating an environment where peers celebrate one another builds camaraderie and resilience. When employees feel valued and supported by their colleagues, they are more likely to stay motivated and invested in their work.

Example: A hospital nursing team uses a peer recognition board where colleagues can post notes celebrating each other’s contributions. This simple practice builds camaraderie and reinforces a culture of teamwork.

7. Create a High-Performance Workplace

Well-executed workforce training focuses on individual and team needs. It requires leaders who recognize, as a coach does, the skills needed to improve performance. Achieving that level of workplace training intensity requires a constant focus on the goal, with a strategic plan, milestones, and engaging delivery. Training that is fun, exciting and inspiring leads to greater participation and retention of skills.

8. Define Excellence

Ensuring the team understands the rules of engagement must be memorialized and referenced. The rules of basketball changed in the 1979-1980 season when the three-point line was officially adopted. Before then, shooting from half-court was worth one point less. That single point may be the deciding factor in winning the game.

Leaders can serve their teams well by ensuring job descriptions, standards and processes are written, reviewed regularly and verified for accuracy. When the operation changes, the playbook must too. Effective coaches know their sports’ playbook and operationalize it effectively with their teams.

9. Maximize Practice, Feedback

Once that playbook is written and regularly checked, perfecting skills requires more than the coach verbally sharing the standards. Employees need to practice, ask questions and refine their skills. Even at the height of his career, Kobe Bryant took pride in the number of hours he practiced. He believed, “Great things come from hard work and perseverance. No excuses.”

A coach sets the tone and provides the runway for excellence, and employees need time to hone their skills, understand the feedback, and continually strive for improved outcomes. It is not enough to only train when first learning the position. Training is regular, constant and targeted to achieve success.

The “tell, show, do, review” model is a proven training approach. Leaders can tell and show employees what to do, but employees need time to practice. Expecting employees to be firing on all cylinders from day one or every day they work may not be a realistic expectation.

A leader who praises the good and coaches through the opportunities while lifting the team keeps them focused on the goal. Michael Jordan once said, “I’ve missed more than 9,000 shots in my career. I’ve lost almost 300 games. Twenty-six times, I’ve been trusted to take the game-winning shot and missed. I’ve failed over and over again in my life, and that is why I succeed.” Leaders coach employees through their good and not-so-good days, always with an eye on the prize and their employees’ confidence in mind.

10. Encourage Team Collaboration, Recognition

Engaging teams and achieving the best in everyone requires leaders who artfully craft drills that lift employees to their best selves while being supported by their peers. When the U.S. women’s Olympic gymnastics team competed, the all-around team gold required individual accomplishments to achieve the best total score. Leaders, like coaches, recognize how each employee brings a different skill set to the collective whole. Sharing these strengths with the team and encouraging peers to celebrate each other raises everyone’s bar. Full transparency and openness remove barriers and support learning from one another.

While one can physically see the body’s changes with regular exercise, minds are nourished with constant knowledge. Building muscle memory is critical to athletic and employee excellence. For athletes and employees, training is delivered through running drills, learning skills, and planning strategies.

A grocery attendant learns how to neatly stock shelves, efficiently assist guests at checkout, and accurately answer product questions. A call center operator perfects speaking with a smile in one’s voice, listening attentively, and problem-solving. Each role has different responsibilities that require training for employees to master. Leaders coach best practices and provide one-on-one feedback. Like a personal trainer, setting weekly or monthly time with each employee customizes the plan for that individual’s needs.

11. Motivate and Support

Training connects employees to what is meaningful to them and elevates their game. It inspires employees to love their jobs and fuels their passion. Accomplishment and winning bring employees back to the workplace day after day. Knowing your peers and leaders are cheering you on is rewarding. Just as athletes bring their best selves to the competition, professionals bring their A-game to work. That same daily practice, whether on the court or in the office, is the foundation of success.

Now, the question is: How will you train for success?