Leadership

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3D COACHING: They Are Always Watching

Months ago, a friend asked me how I came up with my 3D philosophy of dedication, detail, and discipline. She wanted to use it for the new team she was coaching and wondered how I came up with this approach for the players. My answer was that as much as I formalized it to help young athletes, I needed it to make ME better at coaching and leading. My goal is to always dedicate to lead, to manage the details of the task at hand, and to discipline myself to do what needs to be done when it needs to be done. This is the only way I can nurture the ability in myself to deliver those skills and abilities to others. Most athletes, most people, want a leader or leaders they can learn from and lean on. As I pondered these thoughts the other day, I was watching some sports highlights on YouTube. I started with Michael Jordan highlights, then watched great plays from college football, and then tuned to highlight films of potential scholarship players in basketball and football. I clicked the wrong link and I got something like “coaches gone wrong (not the real title).” This was a collection of videos where coaches lost their cool and composure in the heat of the competition. One coach threw a chair onto the basketball court to protest a call AFTER he was restrained from throwing a chair to protest a call. One coach berated an official giving a game ejection after her player’s unsportsmanlike conduct injured a player from the other team. The worst I saw was a recreation league coach hitting a player who he blamed for the team’s poor performance. These are all horrible events and I do not have to tell you that I did not watch much of those videos. But what little I did watch reminded me that the players are always WATCHING the coach. We coaches need to make sure that what they see is professional, appropriate, adult behavior. I believe most players are connected and committed to their coach and they want to please her or him. When a coach acts out and forgets how to behave in a sportsmanlike manner, the players are WATCHING. I remember a year when I watched a coach on the sidelines berating the official for several minutes before one of his players started berating the official. Please do not think I am saying I am perfect. I remember coaching a recreation league game many years ago and I thought the calls were horrible. Just as I started to throw my hat on the field in anger, I happened to make eye contact with a player. He was WATCHING. He stared straight in my eyes. Fortunately, I did not throw the hat and I swallowed whatever words I was going to say. It helped me to keep my wits about me. That lesson is with me every day. I know coaches sometimes want a penalty to possibly get their team going, but even that can be done with style and respect. I have seen coaches in various sports do this, but the good ones know how to do it without disrespecting the official. For instance, if I am coaching a football game and I want what I refer to as an “energy” penalty called, I just walk too far out on the field during play and I do not heed the official’s warning to get back. I get the penalty, I say it is not fair, and the players get new energy. That is how I do it. The point is that whatever coaches do, their players are WATCHING. They look up to you. Always do the right thing: dedication, detail, DISCIPLINE!

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Right Fit Leading: Collaborate BEFORE You Implement

Use collaboration when setting the “next” plan that will bring organizational success. Leaders are often excited to create their grand plan either when they find that “best new way” or when they take over a new job and set out to improve things. In both cases, leaders expect their team to be just as excited about this new plan as they are. The same leaders may find disappointment when their team does not respond positively to the plan. If your people do not understand your plan because you have not adequately explained the purpose and procedures, they will probably be slow to jump for joy. More important, if the team has reservations and you have already set the new plan in motion, you may meet with strong emotions against this new initiative. You may encounter big problems if you do not socialize the plan with your team before implementing. I am not saying that the leader must get approval of the plan from subordinates and colleagues. I am not saying the leader must achieve buy-in before the plan can work. What I am saying is that collaboration as the plan is developed allows the change to be built in, not bolted on. When people are given the opportunity to build the plan along the way they are far more interested and motivated to see it through to success. The collaborative approach works because it keeps everyone on the same page and it identifies challenges along the way. This is about team. How do you implement new plans?

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3D COACHING: My Philosophy

When coaching, I follow a 3D principle, which is Dedication, Detail, and Discipline. In my approach, your team agrees to commit to be dedicated, focus on vital details, and honor discipline in all things. It all starts with the first D, which is about being dedicated to your team and to the task at hand. The second D is about paying attention to detail to make sure you do all the things required of you and making sure that you do each task correctly. The third D refers to discipline in all things, from family to school to team rules to personal accountability. I use 3D to continuously improve myself, to teach my players, and to make sure they are learning good techniques and sportsmanship.

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Right Fit Leading: Empowering Employees

The best way for leaders to address employee needs is to create a network inside the team where members can interact.  Ensure that each member understands their value to the organization\’s bottom line. Then make them accountable for group activities and ensure they accept administrative responsibilities.  Work with group members to offer growth opportunities in an effort to create behavioral changes or adjustments that improve performance.  If team members struggle with or reject the opportunities, leaders should conduct interviews or counseling sessions in an attempt to find the reasons for rejection of the task or hesitation to adjust to group norms and values. The leadership path to success is improved by empowering group members.  Leaders should not limit employees by treating them as if they are just task driven. Group members can be more productive if and when they view themselves as part of the decision process. Make them feel like they are facilitators, conveners, and brokers who engage a variety to talents to accomplish the goal. When group members accept this level of responsibility for the outcome, clearly assigned responsibilities, structured information flow, and measurable performance goals are easily accepted as well.  The combination of empowerment and collaboration can deliver a far great value proposition than would be possible without these characteristics.

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Right Fit Leading: Power Networking

I am part of some great networks, and I am fortunate that some incredible leaders include me in theirs. One such leader is @jeanninebennett, CEO of Vision to Purpose. Let me tell you why. One of my recent posts was about effective leadership requiring that we see a path to our goal, understand the journey, and give 100 percent to the effort. Networking is just as important for leaders and for those who wish to lead. Jeannine and I have frequent conversations about work and life relating to the creative endeavors we enjoy. The benefits of such networking include, but are not limited to: This kind of networking allows Jeannine and I to embrace innovation and dreams as we experience the world around us. More importantly, we give each other open and honest dialogue to understand limits and determine risks. Networking in this way is invaluable. Do you have this kind of value in your network? Keywords: Leadership, leader, networks, networking, dialogue, risk, value

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Right Fit Leading: EI in the Workplace

I had a great time November 10 talking about Emotional Intelligence in the Workplace in a Lunch and Learn Event for Canon Virginia, Inc., Newport News, Va. I presented a webinar to discuss the best ways to improve your team with EI. EI is the ability to sense, understand, and effectively apply the power and acumen of emotions as a source of human energy, information, trust, creativity, and influence. EI has five key components: self-awareness, self-regulation, social skill, empathy, and motivation. I am always willing to talk about EI. You can view a sample of the briefing here.

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Right Fit Leading: Searching for a Mask Wearing Plan

Scientists, health professionals, and key leaders across the Nation are searching for answers to acceptance or rejection of mask wearing as we address the COVID-19 Pandemic.  Science tells us that the environment is physically and psychologically improved because of wearing masks to protect ourselves and those with whom we come in contact.  Statistics have consistently shown that mask wearing, along with other measures like hand washing and social distancing, slows the spread of the disease. In a preliminary survey addressing this issue, @LeslieKrohn and I analyzed organizational views from employees and from top and middle managers.  We are trying to understand whether organizations have made decisions to mandate or encourage mask wearing via an institutional pact/pledge/commitment, and the rationale and enforcement of that decision. Our initial findings are: Leslie and I will use what we have learned to try to help organizations address these issues.  In our view, the keys going forward are the need to: We welcome your thoughts on this important topic.

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