| Coaching is all about being a 'coach' in the corporate | | | | aggravation and maybe even hostility. If you want |
| world of handlers, front-liners and even a couple of | | | | the job done right, then go do it yourself. You'll see |
| bench warmers biding their time to be given a chance | | | | how it is to be at the receiving end and it will help |
| to perform. I know how that feels when I go to my | | | | your set a much better course for improvement. |
| regular day job. Some players are just MVP material, | | | | 5. Sending a player to the bench is probably the |
| and some of them are just to support the MVP's so | | | | worse experience a coach has to go through, |
| why bother sticking around? It sounds ironic when | | | | especially if your player is the top performer. In |
| they say 'there is no I in team', but even the | | | | dealing with this kind of person, see to it that he spills |
| underachievers can be sore losers as well. | | | | his guts voluntarily. Egotism in a performer tends to |
| These are steps that can be done within the day, | | | | make them lose their focus on even the smallest |
| and no matter what, it takes determination to be a | | | | mistakes, then you can catch him or her red handed. |
| coach. | | | | Be firm, but understanding about it. |
| | | | 6. Don't allow your position to blind you from what |
| 1. There is a WHOLE lot of talk these days about | | | | you are supposed to do. Even coaches are human |
| Corporate Team Building. There are many, many | | | | enough to think that they are far more superior, but |
| options: vacation packages, rope courses, on-going | | | | only by rank. Even if you have been in their shoes |
| office games, ice-breakers, etc. Management can also | | | | when you were their age, it's better to dole out a |
| purchase videos, books, and seminar packages to | | | | piece of wisdom in order for them to realize that this |
| assist them in building up their organization into a | | | | will be for their own benefit. |
| team worthy of belonging. The 'Fish Philosophy' | | | | 7. Lastly, you should learn to trust yourself and your |
| comes to mind as I've experienced it several years | | | | team. Decisions and performance are primarily your |
| ago. | | | | goals, and there are many of them to see if they |
| 2. The truth about motivation is waiting to be | | | | could perform the task much more efficiently. So |
| grasped! It is ripe and ready for you to put into | | | | before you think about sending one member to the |
| action today. Don't settle for mind-numbing gibberish. | | | | bench, have a good chat with him or her and see if |
| Get practical in 3 small ways to begin looking forward | | | | they have any problems. If it's too personal, then |
| to your alarm clock sounding off each morning | | | | just encourage them to do their best and it also |
| before you huddle with the team. | | | | helps to give them a good, encouraging slap on the |
| 3. Experience is the best thing despite of what | | | | back. |
| course you graduated in. There is something about | | | | Being a corporate drone myself, I know how |
| being a people person who knows how to stir the | | | | important it is for a company to be successful, and |
| energetic side of one individual, and more so when | | | | we are all part of that success. Coaches are not |
| you mix it up with an entire team. | | | | hired to make the employees' work difficult just |
| 4. To question a person about his or her | | | | because they may have either an attitude problem or |
| performance is sometimes required, but never | | | | are not much of a performer. They're the guides |
| question their knowledge or their intelligence. Sadly, I | | | | who will help people perform as hard as they possibly |
| have seen a few mistakes from past coaches who | | | | can. Keep this fact in mind and you will find success |
| never seem to understand what a player has to go | | | | as a business coach. |
| through to get the job right. It will lead to further | | | | |