Have a game-plan:
A clear vision and action plan ensure that all "players" are focused
on the same end-result, and, as the coach, you're better able to see when
the group is off course and needs to re-calibrate its efforts. For example:
Imagine a football coach trying to coordinate each player's movements without
a predetermined play.
Associate
the gameplan with individuals' goals:
The best-laid plans are foiled if the people required to implement them aren't
intrinsically motivated to do so. For example: A personal coach is only as
effective as the client is motivated. The coach can recommend approaches and
tools until she is blue in the face, but if the client isn't genuinely focused
on attaining the expressed goals (rather, his boss told him to go to the coach),
little change will be made.
Do drills:
Isolate key skills required to succeed, and develop exercises that hone those
specific skills through practice. For example: Rarely (if ever!) will someone
give a presentation in front of a mirror. And yet, isolating the skill to
"wear" a comfortable expression and posture, and practicing in front
of a mirror builds those talents for real presentations.
Put people
in roles that suit their aptitude:
Discuss natural propensities with your employees. Learn what they like to
do and why. Suggest new or modified roles for individuals. Fill talent voids
in your organization - as opposed to filling an open job title. Don't be afraid
to give someone new responsibilities or roles if his demonstrated traits suit
what's needed. For example: A vocal coach will remove a student with a low
singing voice from the soprano section. Singing out of range damages the student's
voice and reduces the quality of the chorus' sound.
Use appropriate
communication modes and content:
The best coaches in any arena know how to mold their communication style and
content to befit the person they are coaching, leading to greater understanding,
better rapport and longer retention. This applies to word choice, voice tone,
personal space boundaries, and the way you explain required actions and expectations.
For example: When explaining how to cup your hands properly when swimming,
a coach might toss out all explanations and visuals relating to swimming and
say, "Pretend you're petting a cat." Having stroked a cat before,
the person will almost instantly be in correct swimming form.
Celebrate:
Achieving goals and surpassing milestones deserve credit. Celebrating these
accomplishments underscores the value that each person brings to the table
and confirms expected behaviors - all while serving as motivators for future
learning.
