Coaching, Mentoring and Managing: A Coach Guidebook

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progress. Others have identified goals for their teams, but

then turned them over to self-directed team committees to

report regularly on progress toward achieving the goals.

In any case, exciting, motivational goals must offer

benefits that your team views as worthy and real.

• In front of your people daily
  Some obvious ways to keep team goals in front of
  members daily are the following:
  
  
  1. Progress charts (updated daily)
  
  
  2. Team newsletters
  
  
  3. Daily “pump-up” coffee sessions
  
  
  4. Banners, buttons, posters ... even bumper stickers
  
  
  5. T-shirts
  
  
  6. Goals as the screen savers on network computers
  
  
  
  

Failure to Provide Perspective

Ever get assigned a task that didn’t make sense to you? Ever
tackle a job without having the slightest idea how it fit with
anything ... how it worked within the “big picture”? You may
have done it ... even done it well ... but it couldn’t have been your
best effort, or a really satisfying or rewarding one.

People don’t give their best if they don’t know why they do
what they do. That’s because they don’t see their job as important.
When you give them the “why” of their tasks, they can see its
relevance — and the real job satisfaction can take place. This is
critical for you as a coach to realize. This is a foundational piece
for inspiring performance.

If you are like a majority of the managers in midsize to large
American organizations, people work for you who don’t
understand what they contribute to the overall scheme of things.
You should go to those people and say, “I’m sure you understand
the importance of your job, but let me tell you how important I
think it is.” Then give them the “whys” of their job and how it
works within the organization. Chances are good that they will
take more pride and interest in what they’re doing. They will

Managing Within the StaffCoaching™ Model