No time to read? Listen here:

Ever played a sport in school? You had a coach — what were they like?

They taught you how to be effective in that sport.
They pushed you out of your comfort zone.
They didn’t run the course, execute the play, or swing the club — they showed you how to do it better.
Most of all, they listened when you failed and celebrated when you won.

And they were someone you remember fondly for making you who you are today.

Many managers today are task masters. They get projects from their boss and then delegate each one to their staff.

That’s how it’s supposed to run . . . WRONG.

Think back to my school coach analogy — did your coach tell you to ‘run out and go play football?’

NO — they were an integral part of your development at school — helping you grow your knowledge, motivation, and self-esteem.

Today, many organizations make the mistake of letting their managers do whatever they want without focusing on each associate — they make the process mechanical and impersonal.

That’s why your best people are leaving — why they want to work at home — and why you’re finding it hard to get good people.

They need instruction on how to coach — how to motivate each team member and find their fuel to increase their productivity and keep them happy and growth-oriented.

Coaching your team is based on four areas:

Communication - frequent one-on-ones, listening skills, empathy (EQ)
Education - developing goals, giving effective feedback, rewarding
Motivation - team vision, evangelist, role model, attitude, and acknowledgment
Delegation - accountability, giving authority, follow-up, and measurement

Ask yourself why there is churn at your organization - why the best people are leaving and why it’s virtually impossible to replace them.

You have managers, not coaches.