Team. Trust. Culture.

The One Thing to Remember: Radical Honesty is the Cornerstone of Team Culture

As field hockey coaches, we spend countless hours perfecting tactics, structuring training sessions, and developing technical skills. But the one thing that often separates good teams from great teams, especially in high-pressure situations, is culture. And at the heart of any high-performing team culture is trust, built on a foundation of radical honesty.

This masterclass put a microscope on what “radical honesty” truly means within elite teams. The concept goes beyond simply “not lying.” It’s about creating an environment where everyone—players, assistants, even support staff—feels safe and obligated to say what needs to be said, without letting fear set the agenda.

Why is this the one thing to remember? Because under pressure—whether you’re facing a relegation game, a playoff final, or a disastrous run of form—teams revert to their foundations. In other words, “you fall back to your foundations, not your ambitions”. When trust has been compromised by poor communication, players hesitate, second-guess, or buckle under pressure. But where honesty is the norm, the team can openly address weaknesses and adapt—without blame or breakdown.

So, how do you use this as a field hockey coach in your daily work?

Make Radical Honesty a Team Standard

Start the season with an open question: Are we here to survive or to build something? This sets the tone for what kind of environment you and your players want to be part of. Lay down the rule that it’s not about individual emotions, but about what the team needs to know.

Model the Behaviour

Your players won’t be radically honest unless you are. If you made a wrong decision in the previous game, own it in front of the squad. If a session fell flat, say so. This does two things: it humanizes the role of the coach, and it gives implicit permission for players to be open about their struggles—and to challenge each other.

“If you set the example, it’s not a magical formula. It won’t happen overnight, but if you do it consistently, people will adapt and you will create that safety.”

Remove Fear as a Barrier

Fear—of looking stupid, of being dropped, of letting teammates down—is the number one reason players don’t speak up in team meetings or on the pitch. De Vlieger likens it to a “program in your head” hardwired from the past but almost always counterproductive in sport. Part of your job is to teach players to recognize and verbalize this internal narrative. Give it a name, joke about it, and move forward.

Make Honesty Practical

Build in time for honest feedback, not just after games but in training sessions, video analysis, and meetings. Reward those who speak up—even (especially!) when it hurts. Over time, this removes the “taboo” and makes discomfort a normal part of team growth.

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If you want to see how these principles are translated into action, and why psychological safety and openness are the bedrock of lasting success in sport—not just in emergency units or high-stakes organizations—make sure to watch the full masterclass and dive deeper into the details. The second half of this post goes hands-on with three practical takeaways, including running debriefs that work, building player ownership, and onboarding new squad members without destabilizing culture. Don’t miss the details and real-life examples from the expert that you can apply from your very next session.