Photo by S O C I A L . C U T on Unsplash
Success in sports is often analogous for business. So take a lesson from successful sports teams.
From football to baseball, even teams with formerly mediocre players win because they have managers who know how to coach their players to higher levels of performance.
The same even goes for business in tight labor markets.
From my decades of experience, the keys are simple for businesses. True, in recruiting, expert employees are important. But companies more often succeed if they recruit for simple attributes in this order: Attitude, intelligence, appearance and ability.
In other words, they recruit coach-able employees.
Consider the example of Tom Brady when he was drafted out of college by Coach Bill Belichick and the New England Patriots. As the Michigan quarterback in 2000, he was merely drafted 199th in the sixth round. (See the list of 50 most highly rated NFL draft prospects who failed.)
But two decades later, low-drafted Brady was heralded as the GOAT — the greatest of all time, and he led the Patriots to winning six Super Bowls. After Brady left the Patriots, he won another Super Bowl with the Tampa Bay Buccaneers — seven is the most in history.
After his retirement on his “Let’s Go!” podcast, Brady praised his former coach:
“I think coach Belichick and I developed an amazing relationship, really from the moment I was draft,” Brady said, clearly getting emotional while talking. “I had someone that really saw something in me that not a lot of other people did. …
“He loves the sport, he loves teaching, he loves coaching, he loves competing, and nobody’s done it better than him. And I think what a blessing for me — there’s no way I have the success I’ve had personally without him, and I’m very grateful for that.”
By coaching average players into top performers, Belichick’s influence and accomplishments are legendary.
The lesson: Managers who act as coaches are usually more effective because they get maximum productivity from employees.
Why? Such managers serve as coaches in engaging, inspiring and giving regular feedback.
Consider these tips:
1. Engage in conversations to inspire
Guide your employees to learn how to think and act productively.
1. Ask open-ended questions
For example, instead of instructing, first ask your employees: “How do you see yourself performing in this project?”
3. Focus on building trust
Trust is critical. It’s more effective to have casual conversations by asking open-ended questions than having dictatorial meetings.
4. Don’t panic at failures
Your rmployees will not always succeed. Everything will be OK. Continue to support your employees.
As I was once told me when I was a young broadcaster: “Kid, every experience is a learning experience.”
The bottom-line:
Change your management style to coaching. You’ll have better retention. Employees will succeed faster, and your team’s development and growth will lead to higher profits.
From the Coach’s Corner, see these relevant tips:
HR – Update Your Approach to Interviewing Applicants — In the hiring process, certainly you need to learn how applicants, think, work and perform. But many types of interview questions have become outdated. Here are best practices.
Management — The Fine Line Between Nurturing and Enforcing — You must know when to be a supportive sounding board but practice tough love in discipline. Here’s how.
Management Dos, Don’ts for Keeping Great Employees — As a manager, you can’t be flat-footed in today’s marketplace. Great employees want managers who are inspiring leaders, problem solvers and who are compassionate.
Human Resources – 5 Insights to Hire the Best Performers — One good hire can help improve your culture. Conversely, just one bad hire can hurt your workplace culture. Here’s how to hone your instincts to hire the best.
8 Tips to Hurdle Barriers Preventing Best Management — Quality managers inherently know two concepts: 1. How to avoid the three typical obstacles to maximum efficiency. 2. They practice eight practices for best management.
“Life begins at the end of your comfort zone.”
-Neale Donald Walsh
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