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If you are like the vast majority of managers seeking to
improve their leadership skills, this exercise will identify where
your strengths are. It will also show you where to focus your
attention. Consider the rule of three: Identify the top three areas
where you can most benefit and then devote 80 percent of your
time developing them.
The checklists, exercises, self-tests, techniques and other tools
in this manual are especially assembled to help you see
measurable growth in any value area you want to improve. Do all
the activities in the book. Return to them in 30 days, review your
progress and again assess what to do. Continue with a
development plan for yourself and share the tools with your team.
At the beginning of this chapter, you read that great coaches
aren’t born but are developed. In a real sense, they are “self-made”
men and women. Using the tools outlined in this book will help
you make yourself, too!
Five Insights of High-Performance Coaches .......................................................
No coach has ever had the “perfect team.” The best teams
you’ve ever seen — the ones you may have wished you had — all
have their share of personality types that could drive anyone crazy.
The difference between the success and failure of any team is how
well the coach understands and motivates team members. Those
same aspects that drive people crazy can drive productivity
through the roof as well.
To make that happen, a coach must possess five high-
performance insights.
- People behave based on their thoughts.
- Individuality should be valued and explored.
- Lack of motivation often reflects discouragement.
- Consequences determine performance.
- People treated responsibly take responsibility.
Like being aware of what influenced your values,
understanding these insights gives you fuel for change.
Getting Results Is All About YouNo coach has ever
had the
“perfect team.”