Adapt Continuously

The idea of “not arriving”, that there is no such thing, provides me so much calmness.

We are so often chasing something, without realizing that it’s the chase that is the important part.

Churchill is quoted as saying, “To improve is to change, to perfect is to change often,”.

How often can you assess and tweak and change often?

Where to start?!

Serve

What can I get you?

How can I help?

What do you need?

Asking (and answering) these questions is not always easy and not always at the front of our mind.   As people we typically think of our own needs and wants first, and as coaches are wired to see the answers for others.  So, asking for input and demanding that others consider what they want and need–and hold them to it–is a novel idea.

The idea of serving your people isn’t simply bringing them ideas and gifts. It’s allowing exploration and demanding that they show up for themselves.

I Had To Learn To Be A Learner

Are you a teacher? How about a learner?

Are you looking for ways to do things better, or looking to be sure people do things your way?

Coaching is a noble profession, and many of us take pride in being teachers! We teach our sport and we teach “life lessons” through our programs.

What lessons are we learning?

Deep into my coaching career I looked up and realized that I’d been teaching for years and not learning much at all. Yes, experience served as a great teacher but I was not doing any intentional learning. And, certainly I had not asked my people to teach me.

Learning to be a learner has been the most important factor in turning a career into ongoing passion.

What about you?

I Wish My People Took More Ownership!

Coaching Is Hard. Fact.

Wanting both to control “all of the situations” and have teams in which people were making suggestions and giving input…these two things struggle to coexist.

Are you really giving your people room to own things on your team? Do they have actual ability to impact change? Do you have a history of soliciting input, asking for ideas?

If not, can you really expect them to own this thing that they don’t really have a piece of?

Who Gets To Contribute?

Who gets to help shape your program?

Who doesn’t get to? Who is supposed to show up and shut up?

Who MUST contribute?

Think about how you want your program to be, to become, to feel to those who come near it.

Think about it, write it down, and share it.

You’ll probably think today’s version is lacking, or even terrible, at some future date. That’s ok. Think about it, write it down, share it and see what happens.

I Have An Open Door Policy

Coach, your open door policy only means people can see in as they walk by.

Kids aren’t going to simply stop by to talk about all of the important things.

No matter how young you are, this “they know where to find me” mentality is abdicating your responsibilities as a leader. You’re saying that it’s on them, the junior partner in this relationship, to seek you out, to even know when they need something from you.

It’s on you to be sure that they are doing ok, that they know what you and team membership requires of them, to know where they stand relative to the team standards (those are really clear, right?)…

Leadership is an activity.

Not Balance

Having fun at work is great.

Most of us spend a lot of time “on the job” and it’s unfortunate when it’s all drudgery.

But, I don’t think we need to infuse some “fun” into the mix just because.

In what ways do you or could make your work more playful? And not just for yourself, but for your people and players, too.

The fun that’s ping pong and cookie decorating is less impactful that the fun that comes from achieving goals or seeing improvement.

Make “game goals” out of your hour-to-hour work.

Get things done and see how you feel.

Be Your Best > Do Your Best

Let’s do our best. Great advice and we should strive to perform at all times.

Big picture, however, I say let’s working on who we are, and how we impact others with the totality of who we are and how we impact them.

Step one is to gain awareness of who you are and what makes you tick. Your bottom line internal self is always there, work to know and understand it and then you can make improvements if you’d like, or simply accept and be great.