{"id":1247,"date":"2018-08-23T22:10:36","date_gmt":"2018-08-23T22:10:36","guid":{"rendered":"http:\/\/www.realworldconsulting.kiwi\/rwc\/?p=1247"},"modified":"2018-08-23T22:10:36","modified_gmt":"2018-08-23T22:10:36","slug":"open-yourself-up-to-setting-other-people-up-to-win","status":"publish","type":"post","link":"https:\/\/www.realworldconsulting.kiwi\/rwc\/rwc-blog\/open-yourself-up-to-setting-other-people-up-to-win\/","title":{"rendered":"Open Yourself Up to Setting Other People Up to Win"},"content":{"rendered":"

What separates a “ho-hum” coach from an “outstanding” coach ? There’s one trait that stands-out more than any other, and that is an “outstanding” coach puts it ALL<\/span><\/strong> out there – and leaves nothing in their tank.<\/span><\/p>\n

An “outstanding” coach draws ALL<\/strong><\/span> of their knowledge, skills and experience from within themselves and spills this enormous “expertise\/ experience reservoir” onto the players who he\/ she is coaching.<\/span><\/p>\n

“Outstanding” coaches are people who understand the importance of “passing the baton” onto the next generation coming through. They provide their knowledge\/ skills\/ experience selflessly, and gain a considerable sense of satisfaction from imparting this “expertise\/ experience reservoir”.<\/span><\/strong><\/span><\/p>\n

There are only a few things that “outstanding” coaches ask in return from those who they devote themselves to setting-up to win, those being:<\/span><\/p>\n

a) The player is willing to open their mind to what the coach is teaching.<\/span><\/p>\n

b) The player is attentive – is focused on what the coach is communicating.<\/span><\/p>\n

c) The player demonstrates a willingness to at least trial what the coach is teaching them.<\/span><\/p>\n

d) The player asks questions of the coach when they don’t understand some aspect of what the coach is communicating – or when the player wants to know more information about something that the coach is teaching.<\/span><\/p>\n

 <\/p>\n

 <\/p>\n

If you (as a business owner\/ senior manager) want your colleagues around you to “fire on all cylinders” and apply themselves to the best of their ability, then whether you want to face-up to this responsibility or not, the only way that these people are going to do this is by you leading the charge…by you:<\/span><\/strong><\/span><\/p>\n

a) Providing the right training to enable them to perform their expected roles proficiently. Training that will give your team a sense of “winning” !<\/span><\/p>\n

b) Encouraging them regularly throughout the day – being upfront giving praise as\/ when you see justifiable acts performed.<\/span><\/p>\n

c) Helping your team renew the “pep in their step” as\/ when they look like they’re struggling\/ becoming sluggish.<\/span><\/p>\n

 <\/p>\n

As a leader, there are very few times that I can recollect over my career when I have found it necessary to discipline an employee – and on these occasions it has been the employee’s totally unacceptable behaviour towards their colleagues that has caused me to reprimand them (away from proximity of their colleagues).\u00a0<\/span><\/p>\n

Always…always…always try to find reasons to build people up.<\/span><\/strong> It is through building people up to make\/ help them feel good about themselves that trust-laden, constructive functional relationships are achieved and sustained. Reprimanding other people – or only ever finding fault in what another person does – is the surest way to destroy a relationship.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

What separates a “ho-hum” coach from an “outstanding” coach ? There’s one trait that stands-out more than any other, and that is an “outstanding” coach puts it ALL out there – and leaves nothing in their tank. An “outstanding” coach draws ALL of their knowledge, skills and experience from within themselves and spills this enormous “expertise\/ experience reservoir” onto the players who he\/ she is coaching. “Outstanding” coaches are people who understand the importance of “passing the baton” onto the…<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[3],"tags":[],"_links":{"self":[{"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/posts\/1247"}],"collection":[{"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/comments?post=1247"}],"version-history":[{"count":1,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/posts\/1247\/revisions"}],"predecessor-version":[{"id":1248,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/posts\/1247\/revisions\/1248"}],"wp:attachment":[{"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/media?parent=1247"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/categories?post=1247"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/tags?post=1247"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}