Seven Coaching Mistakes to Avoid…Always!

As leaders, a large part of our responsibility and actualization is to grow our respective teams and contribute to their success. We are their coaches. However, as I’ve worked with leaders, developing them into strong coaches, I’ve observed several mistakes that leaders make while developing their teams. Here they are, and my advice on what to do about them:

No Clear Feedback

“Give it to me straight Doc…” was a famous phrase old gunslingers used in “B” Westerns once they got shot. They wanted the truth about their condition. Start behaving like the doctor. Don’t go easy on a direct report when their behavior doesn’t merit it. You serve your direct better by being honest with them so they know where they stand.

No Clear Expectations Set

It’s important to lay out what a direct’s expectations are. You’ll both feel better about it. They’ll have a road map to follow and you’ll have a scorecard to follow.

Giving Hall Passes

Stop giving “hall passes.” Don’t enable behavior that is sabotaging a direct’s development. Let them know right away when something they did does not support the company’s goals or their own growth.

No Consequences

Every time you allow inappropriate behavior to continue you set a precedent for the agreement of the behavior and send the wrong message to the rest of your team. There needs to be consequences to these actions or, they will just continue.

No Accountability

Hold your direct’s accountable for their behavior. They’ll respect you for it and you will have made a positive difference in their development. Let them know that you expect everyone not only to “own” their mistakes but, develop a plan for compensating for them so that no long-term damage is done to the client relationship. They have to “own” the outcome too!

Treating Them Like an “A” Player

When you are developing a “B” Player, don’t mislead them to thinking they are an “A” Player as a way of giving them support. It’s not respectful and it sends the wrong message to your star players, who really are at the top of their game.

Not Communicating Like They Are a Client

Treat your team like you treat a client. Listen to them, understand what’s important to them, then take them to school with what’s best for them.

Try these and let me know.

Giving Thanks at Thanksgiving

Happy Thanksgiving!

With so much occurring in our world today, I am finding that this is a special year to take stock for all the things for which I am thankful. Call it putting the “thanks” back in Thanksgiving.

Most mornings begin for me with giving thanks for twenty things in my life that I’m grateful for. I do this to set my energy for the day, try it!

This process alters my “come-from” each morning. Rather than focusing on things I’m concerned about, I shift my focus to what I’m grateful for.

Here’s my Grateful List for today:

  • My health
  • My family’s health
  • Ellen’s love
  • My career
  • My friends who stand by me and support me
  • Constantly learning
  • Growing with clients
  • The honor of shaping executive’s behavior
  • Laughing and learning simultaneously
  • Our vacations
  • My clients candor
  • My clients trust in my coaching
  • My business associates that streamlined my business
  • My coaches that keep me clear of mind
  • My trainer who keeps me fit
  • Being referred by clients
  • Acknowledgement from my blogging efforts
  • Setting and keeping my goals in life
  • Listening without any bias
  • Being approachable and curious with people

In keeping with the season, take a few minutes and list the things in your life for which you are grateful. I bet you will easily come up with more than 20. It’s a great way to celebrate life and re-engage with the world around you.

Oh…one last one for me…I’m truly grateful that you have taken the time to read this post. Happy Thanksgiving!