The document outlines strategies for effective coaching and team building, emphasizing the importance of clarity in vision, communication, and setting goals. It differentiates between coaching and traditional team dynamics, highlighting the coach's role in motivating and developing team members through structured processes. Key principles include maintaining consistency, encouraging accountability, and fostering an environment of excellence.

1. Coach Your Team to Success:
Strategies for Building Your Team and
Making Every Player Strong

2. The Usual Ways
1. Survival: What teamwork? You're on your own!
2. Family: Teamwork is doing it the way that grandfather
wanted it done!
3. Power: Teamwork is easy - just do what I say!
4. Establishment: Teamwork is doing it by the book!
5. Success: Teamwork follows the Golden Rule: Whoever
has the gold makes the rules!
6. Consensus: Teamwork is being nice to each other!
7. Systemic: You were team leader yesterday, today you
make the coffee!
8. Global: If it doesn't save a whale - it's not worth doing!

3. Coaching is Different!
 What is Coaching?
 Who Has a Coach?
 What Does a Coach Do?

4. Examples of Coaches
 The Football Coach
 The Golf Coach
 The Life Coach
 The Business Coach
 The Manager Coach
 The Employee Coach

5. The Coach’s Role
“A River Without Banks Is a Large Puddle”
(source unknown)
 Establish the Destination
 Define Success
 Set Boundaries
 Motivate the Player/Team
 Reward Effort
 Discipline as Needed

6. The real difference in
coaching is about
believing in someone
and then taking action
to help that person be
his or her very best.

7. Vision + Communication = Leadership
 Aim for the Bull's-eye
 Make Sure Everyone Sees the Target
 Make Sure Everyone Knows How to Hit
the Target

8. Vision is Not an Idea, It is a Destination
 Leading People Means Putting them In
Motion
 Movement Allows Adjustment

9. Willingness
A Motivated – Needs
b All Star Training, support,
resources, practice, etc.
i
l
Capable – Needs
i motivation,
Lost Cause
t encouragement,
incentive, etc.
y

10. The People Development
Process
 Training = Providing the Knowledge and
Skills Base to Allow for Success
 Mentoring = Skills and Behavior
Improvement Through Observation and
Encouragement
 Coaching = Leadership, Accountability,
and Motivation to succeed

11. The Coaching Session
 Coaching is both science and Art
 Science = Understand the Past
 Art = Coach For a Successful Future
 Measure the Past
 What Do You Measure?
 How Do You Measure?
 What About Bad News?
 Impact the Future
 Next Time
 What Do You Need?
 How Can I Help?
 What is the Next Measure?

12. Rules for Coaching
 Coaching is Regular and Consistent
 Keep Time
 Team Member Performance is the Focus
 Initiatives Must Be Recorded and
Tracked (Coaching Journal)
 Every Initiative is There By Mutual
Agreement

13. Roles and Responsibilities
 Manager’s Role
 Create the Agenda
 Secure the Calendar
 Lead the Discussion
 Provide motivation, encouragement, perspective, advice, etc.
 Team Member’s Role
 Track and Monitor Success Toward Goals/Objectives
 Prepare Measures and Reports Prior to the Session
 Maintain the Coaching Journal

14. Coaching The Team
 Communicate Goals, Objectives, Standards and Expectations.
 What the Coach Believes Is Generally Self-Fulfilling
 People Respond to What you Measure
 Consistency is the first sign of integrity. (Victory if possible, Integrity at All
Costs)
 Attitude is Everything
 Bad News Welcome Here (There is no such thing as a minor mistake)
 Next Time is More Important Than Last Time
 Expect, no Demand Excellence
 Practice is Required (But Don’t Practice Mistakes)
 Regular Best is An Every Day Goal
 Follow Up to Achieve
 Be Ready for the Audible
 Popularity is Temporary, Respect is Timeless