Moving from Player to Coach
Have you ever seen a coach become so frustrated with a player’s performance during a game that he/she rushed onto the field, pushed the player aside and shouted, “Stand over there and let me do this for you.” ? Chances are you haven’t. Because even in a moment of frustrated desperation, a coach knows it violates some rules. First, it’s against the rules of the game to interfere during active play. Second, it is against the psychological rules of player development.
Coaches understand when they figuratively switch hats and take control of the whistle and clipboard, their job title and uniform aren't the only things that change. Even coaches that were superstar doers must change. Their mindset, the way they think and act has to shift. When making the transition, even their coaching skill set becomes secondary to their mindset. If you don’t think like a coach, you won’t act like one either. Truly, a coach or a manager’s primary function is to assist in the individual growth and development of contributing team members. They must create a structured action plan which includes a clear vision to pursue, and with practice and feedback ultimately prepare each player to perform at their maximum level consistently and proficiently.
A coach in sports, not unlike a manager in business, has the responsibility of getting the work done through the efforts of others. For a coach, the rules support that goal. Managers however, can and often do get sucked into to doing too much of the work themselves. And it’s not always due to under-staffing or lack of funds. They may lack confidence in the team, they want to avoid mistakes, they are unable to delegate effectively, they fear conflict, or they simply like showing everyone how good they are at doing the job. In business, a manager can easily step in and do the task because there are no rules preventing it, and often, too many situations creating it. That would be the wrong mindset to have in an environment where getting things done through the efforts of others is the goal.
In sports and business, everyone who receives the nod to take charge and move into a leadership position faces this dilemma. The ones who fail to make the mental shift from thinking like a doer to thinking like a leader of doers will struggle greatly in their pursuit of managerial success.
The following five steps can help rookies and veteran managers painlessly shift to the correct mindset and move successfully from a superstar player to championship winning coach.
1. Think “Grow” not “Do”
Realign your perspective to your new mission and responsibilities. Each day, affirm through your words and deeds that you are there to help your team prepare to succeed. Help them realize that your job is to set a vision, support and direct their efforts, and help them grow and develop the necessary skills and attitude. Don’t fall prey to the tendency to do their work for them; it may get things done, but it will stunt their growth long-term.
2. Manage the Vision not just activities
Peter F. Drucker, one of the great management thinkers of the 20 century said, “The best way to predict the future is to create it.” An essential element of leadership is having, in your mind, a vivid mental image (vision) about desired future outcomes. Managing the vision requires one to -
- See it – Lock a clear mental image in your mind that represents your desired end result
- Set it – Develop a clear picture of what you want to achieve (more general than specific) and then reduce it to writing
- Share it – Your responsibility is to effectively and efficiently utilize resourcesto achieve pre-determined goals through the efforts of others. For you to achieve this end, they must know what end you want them to achieve
With the vision in place, you can train your team members more effectively and inspire their attitudes for success more dynamically. Do that, and more often the activities will take care of themselves.
3. Manage other people’s time
Every successful person has 540 minutes in a nine hour workday. Of course, so does every failure. Why does one person achieve and the other flounder? To some measure, it is the way they use their time. If you want to maximize results through others, help them maximize their time by applying it correctly. Teach them to prioritize based on the value the activity produces relative to the desired outcome. Provide tools and education on goal-setting and time-line planning. Plug in markers (intermediate measurements) that help them stay on track or get back on track quickly if they stray.
4. See people as the solution, not simply the problem
In pro sports, if the entire team doesn't play well together, they fire the coach.Failure to meet deadlines, meeting resistance when delegating an assignment, or inability to motivate another person causes frustration for many managers, and their tendency is to see the people as endless problems. Lack of confidence in an individual or team causes one to work harder, not necessarily smarter to compensate for the deficiency. Understand, people aren't the problem; they can be the solution if led properly. Focus on their strengths, work with them on their weaknesses, and occasionally catch them doing things right. Give them direction; ask for their feedback and input. Show them the way and then get out of the way.
5. Shift your gratification base
When a team wins a championship, the players usually hoist the coach upon their shoulders as a way of saying, “With you we have won. You have led us to victory.” Yet, in business, a manager’s job, in many ways, is “thankless.” With the correct mindset, a leader gets their personal gratification from seeing others become better at what they do. They derive pride knowing they have somehow instilled in their employees the desire to work harder, accept new challenges, hang in there a little longer, try, fail, and try again. They have helped the employees believe in themselves and the power of the team, knowing that this has led to success. The staff may not always pat you on the back when you push, challenge, correct, or guide them. But keep the proper mindset, because everyone needs a great leader with their head in the game.