The Coaching Role: Inspiring and Motivating
3
Did you answer all five “false”? Of course. That’s
because the word “false” always becomes associated
(consciously or unconsciously) with betrayals of
confidence ... especially at the coach level! If you learn
only one lesson from this manual, learn to fight the urge to
look important by telling all you know! That one truth
alone is worth a whole library of books like this one.- Supporting your team members
Let them know that, right or wrong, you rise or fall with
them. If every member believes you will support him in
the daily performance of team duties, your team will
respond to your goals. Support is tied to synergy. As soon
and as fast as you can get across that you win when they
win, you begin knitting together and as a unit are able to
accomplish more. It requires confidence, and that requires
knowledge. - Rewarding performance
Use rewards generously. Remember, what gets rewarded
gets repeated. Rewards run a spectrum from promotions,
raises or bonuses to a day off, bowling or lunch, to
complimenting him or giving him a sticker of merit or a
humorous “award.” They don’t have to be monetary.
Praise can be one of the most important of all rewards
when properly used.
Here are five keys to making praise a valuable reward for
good performance.- Praise only when it is truly deserved, not to pump up
an employee. Overpraising, or praising a ridiculous
action, has a ring of insincerity that fools no one. - Criticize in private, compliment in public. When
employees make a mistake, they should never be
admonished publicly. Praise anytime, anywhere. - Don’t assume that people would be embarrassed with
praise. Be sensitive to their personalities and choose
the time and place with that in mind. Recognition and
praise are a way to honor them.
- Praise only when it is truly deserved, not to pump up
“I don’t care how
great, how famous
or successful a man
or woman may be,
each hungers for
applause.”
— George M.
Adams