Coaches Toolbox

10 Tips for Leaders Making Tough Decisions

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Editor’s Note from Brian. As coaches, we have many tough decisions. In some ways, we are similar to being the CEO of our programs. Here are some business lessons that can be applied to coaching as well.

by Kevin Dee

Any Leader needs to make tough decisions. CEOs tend to have the unique additional challenge of making such decisions as the final decision maker. It is a subtle, yet sometimes daunting, difference.

At any other level within an organization there is someone else to challenge/stop/change or just agree with the tough calls. The buck stops with the CEO which means she/he is ultimately responsible for all company decisions.

Experienced CEOs will generally get the calls right and know that, because they are not infallible, there will sometimes be mistakes. He/she knows that ultimately making a decision is always better than a “no decision” and most mistakes can be fixed if necessary.

Some leaders run into trouble, by making poor decisions, or by avoiding making decisions. In my experience there are a number of reasons for this:

  • They are unwilling to get/listen to the right input before making a decision.
  • They think they have all the answers themselves.
  • They become paralyzed by the amount of input to the situation requiring a decision.
  • They lack confidence in their ability to make the right call.
  • They are worried about upsetting some people with their decision.

If the leader having a problem is not the CEO, then the problem can be solved quickly by a decision made by a more senior executive.

If the leader having a problem is the CEO, the impact on the organization is significant. CEOs MUST be willing to make tough calls, and be seen to act on decisions. The majority of those decisions should be sound decisions. This builds confidence and trust, which in turn creates a healthy leadership team.

Here are some thoughts on my experiences as a CEO making tough calls.

  1. Get all of the input that you need, from whatever source. NOT just from your executive team.
  2. Truly listen. Some leaders “listen to talk”, you must “listen to understand”.
  3. Understand that you can’t please all of the people all of the time.
  4. Be sensitive to those who will not like your decision.
  5. When it is a big decision, give yourself enough time, but don’t go beyond the “right amount of time”. If you have all the facts, and nothing is going to change, it is time to make your call.
  6. Make sure you are making a business decision and not an emotional decision.
  7. When the decision is complex I like to get outside of the office to think it through. My ideal is to get on my motorbike and let everything else go, it is amazing how often this brings clarity!
  8. Communicate, communicate, communicate. Listen before and explain after!
  9. Some people will need more time to understand and absorb your decision, if possible take the time to explain it to them.
  10. Know your own weaknesses, and get the right advisors to help you with those. I am not a detail guy, but I have detail people I trust implicitly.

“Inability to make decisions is one of the principal reasons executives fail. Deficiency in decision-making ranks much higher than lack of specific knowledge or technical know-how as an indicator of leadership failure.” John C. Maxwell

Tough decisions will define you as a leader, do not shy away from them!

Article Source: http://www.articlesbase.com/leadership-articles/ten-tips-for-leaders-making-tough-decisions-7105697.html
About the Author: http://www.articlesbase.com/authors/kevin-dee/1595305

The DNA of Top Achievers

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Written by Chris Widener (www.chriswidener.com)

Of course by now we are all becoming aware of DNA. It is the source code that determines who we are. When we look at DNA we can see what a person will look like, what diseases they may come down with, etc. This has been a tremendous breakthrough for scientists and will continue to be so for some time, I think.

This got me to thinking about what makes up those who are top achievers. Is there a “DNA” to them? Obviously, all top achievers wouldn’t have the same literal DNA but what about a figurative DNA? Is there a common “gene” that they all have? Are there common “genes” perhaps? I think so!

If we could get right down to it, I think these are the genes we would find in the DNA of top achievers:

A predisposition to setting high, lofty goals. Top achievers are people who won’t and can’t settle for the status quo. They see average as a place they want to keep in the rear-view mirror. Instead, they continually look for ways to stretch themselves, to get better, to do better, to be better! They set their sights on goals that others have never even thought of. They want to shoot so high that even if they miss, they go higher than everyone else. This is what makes them top achievers.

An ability to focus intently upon reaching their desired destination. Many people can set high goals, but just as many people get sidetracked by one thing or another on their way to those goals. High, lofty goals usually take a while to get there so there will always be plenty of time to be tempted to stray away from the road that is taking you to those goals. Often, those things that sidetrack people are good things, but not the best things. Top achievers do not get sidetracked. They stay focused. They know where they are going. They have an ability to say “no” to the good things in order to get to the best things.

The willingness to personally sacrifice in order to get to their goal. When the going gets tough, many people quit. When the going get tough personally, most people quit. When the going gets tough for top achievers, they remind themselves of the high. lofty goals they have set for themselves. They remind themselves of what an accomplishment it will be for them and that the reward is worth pushing through the momentary trials. They are willing to sacrifice personally in the short-term in order to get the reward and the prize long-term. Keeping their eyes on the big picture enables them to persevere through any personal pain they may experience.

A predisposition to tenacity. Tenacity is the ability to “keep on going.” Tough times? Keep on going! Financial troubles? Keep on going! People are suspect? Keep on going! You look like a dreamer? Keep on going! Tired? Keep on going! Want to quit and take it easy? Keep on going! Just remember this: Keep on going! The prize is ahead! Many people quit just before they were to get the reward, so keep on going!

The ability to see available resources and to use them accordingly. Those who are top achievers know that they cannot be lone-rangers on the way to the top. No one makes it by himself or herself. Top achievers recognize their weaknesses – the weaknesses that if they don’t cover will keep them from becoming a top achiever! They see their resources and they work to get them into a helping position so they can continue the route to becoming a top achiever. And they don’t use them, they utilize them. There is a big difference! People, finances, etc are all brought in to help by the top achiever.

A desire to help others achieve more for themselves as well. The top achiever knows that they can make a difference for others by becoming a top achiever. They know that the wealth they make can feed the hungry. They know that the position of influence they achieve can open a door for someone who may not normally get a chance. True top achievers look at how they can bring many with them, not how they can leave many in the dust. People are helped by the top achiever, not trampled upon!

I think if we could get to the DNA of top achievers, the things we talked about above would be at the core and fiber of their beings. What about you? Did you recognize yourself at all? I hope so! The good news about the DNA we are talking about today as opposed to real DNA is that you can go out and work on top achiever DNA whereas you are stuck with real DNA. So if you lack a little in the above-mentioned areas, take heart – you can get better and work on them so that you can become a top achiever!

Go get ‘em, tiger!

Chris Widener, is a successful businessman, author, speaker and television host.

He has authored over 450 articles and nine books, including a New York Times and Wall Street Journal Best-seller. He has produced over 85 CDs and DVDs on leadership, motivation and success.

Chris Widener is the past host of the national interview show – Made For Success and past co-host of True Performance with Zig Ziglar. Chris is also a writer for SUCCESS magazine.


Developing a Positive Team Culture

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Teams that have negative cultures surrounding them sap the energy out of everyone involved–most importantly, the players. Teams that have positive cultures add energy to everyone’s tank. Being an “energy giver” is a conscious decision that coaches, players, and parents can make that will make the experience of being a part of the team more enjoyable for everyone. In this article, I will focus on some ways that coaches, can promote a positive culture for their program.

A positive culture doesn’t just happen on its own, it is a cooperative effort between coaches, players, and parents. A good way to set the tone is to have a parent meeting for coaches to clearly communicate their expectations for both players and parents. Coaches and parents will not always agree, but in the most positive team cultures there will be a mutual respect between coaches and parents for the difficult job that each group has.

Put it in writing. For coaches, put your expectations on paper and make sure that each player and each player’s parents have a copy of what those are. It also makes a big difference when players are involved in creating the expectations that they will be held accountable for. Make a list together of no more than a dozen expectations (for youth teams three to five is a good number) that your players agree to be held accountable for. This is not a goals list, it is a written vision for what the players are like in a team with a positive culture.

Examples are: Only positive body language, no excuses, only positive comments to teammates, and 100% effort expected at all times. Those are just a few positive behaviors to get you and your players started on creating your team’s list.

Players on a positive culture team enthusiastically support and follow the expectations that have been established. There are times when players must put what is best for the team ahead of their own desires. That is one of the great lessons taught by basketball!

The number one goal for our coaching staff is to develop a life long relationship with each participant that can never be broken. That motto is the first thing our coaches see when they open their staff notebooks. We operate with that thought in mind during all of our interactions with our players. Our coaches are the leaders for our program, but we can still treat our players as adults and with respect. It also means that we take the time to get to know our players as individuals and not just basketball players. I take a couple of minutes as they are warming up to make sure that I acknowledge each player every day and ask how their days have been so far.

You can be demanding without being demeaning. Developing a positive team culture does not mean that you ignore mistakes, or that you do not coach and correct your players. It means that you make corrections in a way that allows the player to keep his dignity. It has been my experience that players want you to be demanding in order to bring out the best in them. It can be done in a way that doesn’t create animosity.

As an example, one year our players and coaches developed as a part of our expectations that we would practice with the intensity of a state championship team. Certainly a demanding goal. Rather than yelling at our team when our intensity was down, I would simply ask, is that the Winamac (the school I was coaching at) Way that we agreed upon? Then it isn’t personal. It isn’t me picking on them. It is the coach holding the team to the standard that they set for themselves. I encourage you to find similar ways that you can be demanding in positive way with your team.

Teach the Improvement Process. There are really only three ways to improve: Develop a new skill, perform a previously acquired skill more quickly, or perform a skill with better technique. To achieve any of those performance goals, players must push out of their current ability level and comfort zone. When they do that, they will make mistakes. If you as a coach criticize or chastise your players for the mistakes they make that are a part of the improvement process, you are not going to see much improvement.

Coaches must set the tone in practice where your players understand why mistakes are an accepted and expected process of getting better. Mistakes will be viewed as stepping stones toward growth, or sources of frustration depending on how you frame them to your team. If your culture sees mistakes , you will see marked improvement in your players.

I believe that young people thrive in an environment where they feel comfortable. I also believe that they can both feel comfortable and be held accountable at the same time. The bottom line for school and youth teams is for the participants to have a rewarding experience. I would define rewarding as an opportunity to grow as a person and provide the fun that goes with participating in a team sport that enjoy playing. The more positive you can make the team culture, the more rewarding it will be for the players.


5 Signs of Toxic Leadership on Your Team

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This article was submitted by Quinn McDowell, founder of Arete Hoops.
You can read more of his articles at this link: AreteHoops

I hope you can use some of these thoughts as a different voice to share with your players.

5 Signs of Toxic Leadership

The well known author John Maxwell defines leadership as nothing more than one person influencing another. This definition gives us a singular focus when thinking about leadership in the context of a team dynamic. The idea that leadership is primarily influence, forces us to accept the notion that no one is exempt from the responsibilities that leadership requires.

Although certain players will exert more influence than others, every person on a team contributes to the culture of their program. If the entire team buys into a common vision of leadership that exerts a positive influence on those around them, the results can be amazing. On the other hand, if players decide to use their influence for selfish ends, the results can be toxic. Bad leadership spreads quickly and has devastating potential; but if you recognize the warning signs early enough, you can help save your team from self-destruction. Leadership is contagious whether positive or negative, so here are 5 signs that your team could be experiencing a turn for the worse…

1. Gossip

Gossip destroys trust and undermines team cohesiveness and togetherness. One of the most important strengths of great teams is their ability to insulate themselves against negativity. The only way teams shield themselves from outside influences is draw close and lean on each other during the inevitable ups and downs of a season. This “drawing close” process becomes difficult when players gossip about fellow teammates or coaching decisions. If a player has a problem with another player or is unsure of their role on the team, the mature way to handle these kind of doubts is to speak directly with the coach. Once the coach is involved, everyone can get on the same page and figure out a solution. Gossip is the cowardly way to handle tough situations and gossip destroys team chemistry.

2. Pouting

One of the signs of great leaders is their ability to celebrate team success despite how they perform individually. Of course it is easy to be happy about a victory when you score a lot of points, grab a bunch of rebounds, or dish out a number of assists. But the true test of great leadership is the ability to be genuinely excited about team accomplishments when you didn’t have your best game. Toxic leadership can start in the locker room after a big win when a player starts to pout because of a poor individual performance. This kind of pouting sends the message that MY
performance on the floor is what really matters and team success is secondary.

3. Poor Body Language

Your non-verbal communication as a leader is incredibly important. It communicates you’re feelings and shows the value of your priorities. For example, poor body language on the court after a teammate makes a mistake communicates a message of disgust and annoyance with that person. You are essentially telling that teammate, “I wish I had another player on the court with me who could play the right way”. This kind of communication coming from a prominent leader makes other teammates feel insecure and unsure of themselves on the court. Uncertainty leads to hesitancy which compounds mistakes and leads to poor team chemistry.

4. Negative Reaction to Adversity

There will come a point in every season when your team will have to respond to adversity. How these moments are handled by your leaders will set the tone for how the rest of the team responds in difficult circumstances. Your team might be losing to an inferior opponent and your leaders will have a choice to either blame the poor performance on someone (usually a coach or teammate), or take responsibility and figure out a way to improve the situation. Another example could be when the coach subs out a player during a tense moment in the game; how that player reacts to the coaches decision is important. The player can either sulk to the end of the bench consumed with selfish thoughts, or they can turn their frustration into positive energy and cheer their teammates on. Both reactions communicate specific messages to teammates and coaches. Toxic leaders tend to be consumed with their own predicaments are prone to have negative reactions to adversity.

5. Martyr Complex

The last sign of toxic leadership, is when players start believing (and telling anyone else who will listen) they are martyrs or victims. Whether it is coaching decisions, bad calls by the referees, unfair playing time, injuries, or incompetent teammates, leaders that adopt the martyr complex bring a dangerous presence to team dynamics. If players start to believe that someone else is the primary source of their problems, this creates a culture of entitlement and laziness. Rather than looking in the mirror and figuring out how to improve, martyrs look at their circumstances and blame others. Martyrs will never put up a fight in the heated battles of competition; but instead will take the path of least resistance.

Quinn played basketball at Archbishop Moeller High School (Cincinnati, OH), 4 years at the College of William and Mary, 1 season in the NBA D-League, and 2 years as a professional in Australia. Arete Hoops is dedicated to helping people of various ages, backgrounds, skill levels, and athletic goals pursue excellence in and through the game of Basketball.

You can read more articles by Quinn McDowell at this link: AreteHoops


Coaching and Leadership

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These two articles were sent to me by Dennis Hutter Coach Hutter is the Head Women’s Basketball Coach at Mayville State University. Dennis also has a coaching website. The URL is http://www.coachhutter.com/

I hope that you are able to find some parts of the articles that you can use in your program, regardless of what sport you coach.

Here are some thoughts on Coaching and Leadership, along with a handout on 10 ways to Lead by Example. These notes were taken from a book entitled “The Legacy Builder” by Rod Olson. I encourage all coaches to read this book as it is a great source for leadership and maximizing performance out of your players. The handout was something that our Comet Coaching Staff put together and handed out to our players this summer.

One thing I have learned from the past two years, is how “winning” and “losing” pretty much take care of themselves. “Winning” is just a by-product of doing things and treating people the “right way”.

As coaches and leaders we have a chance EVERYDAY to inspire young people and help them achieve levels of success that they never dreamed possible. Good luck with everything.

LEADERSHIP NOTES

True leadership is about inspiration and encouragement, as well as coaching……… and balance

-Balance goes hand in hand with maturity, it crosses all aspects of your life – mental, physical, spiritual and emotional

Things that are built to last, are not built fast

Simplicity – trying to be a simple person in a complex world can be difficult at times

Great leaders have to remain F.A.T,

F = Faithful – people must fully trust the organization understanding that we have their best interests at heart ALL the time

A = Available – people must be willing to make time to be the BEST they can be for the team. As well as for their families and community.

T = Teachable – to achieve the other two, people need to have a “teachable spirit”, or they have NO SHOT at all!!!!! They can not come in thinking they know it all!!!

Leaders are great at “controlling the controllables”.

-Great leaders understand what they can control, and they control them. They also know what they cannot control and stay away from trying to control those aspects.

A coach’s or leader’s job is to help an individual or a team get to a level they cannot achieve by themselves. When that happens the “winning” pretty much takes care of itself.

Focus on the two things you really can control: Your effort and your attitude.

You cannot give away what you do not possess yourself. Strive to be a simple person in a complex world. Control your effort and your attitude.

If you want your players and workers to trust you and be loyal to you, you have to capture their hearts and earn their trust.

-Trust = Character + Competence. Your character is who you are, and your competence is how you do your job or what you do

-Consistence within your behavior will bring about trust, and that trust will lead to loyalty

The time of blind obedience has passed. People do not trust without reason and motivation anymore.

Mental Toughness = The ability to be comfortable with being uncomfortable.

With adversity people have been taught to handle it one of two ways – “flight or fight”.

If you want to motivate your team members, you need to develop a relationship with them.

-You develop a relationship with your players and workers by letting them know you care.

If you can capture their hearts, you will have no trouble with motivation and performance execution.

Remind your players that they have greatness within them, and it is our job as coaches to help them discover it.

When giving feedback to players and workers, focus on the process and not on the results: Process over Product.

As coaches and leaders we need to T.H.I.N.K before we speak:

T = True – Is what I am about to say True?

H = Helpful – Is what I am about to say going to be Helpful?

I = Inspire – Is what I am about to say going to Inspire them to get to the “next level?”

N = Necessary – Is what I am about to say Necessary, or am I only speaking to hear myself speak???

K = Kind – Is what I am about to say going to be received as Kind

 

10 Ways to Lead with Your Example

Your example when it comes to influencing others is not the main thing, it is the only thing.  Don Meyer

 

  1. How You Talk

-Let your words reflect your actions and your actions reflect your words

-Let your words be driven by your heart

-Be quick to listen and slow to speak – Wisdom.

  1. How You Treat People

-Kindness

-Kindness is the language that the blind can see and deaf can hear – Mark Twain

-Do something for someone who can’t do anything for you

-Treat people with great respect – handle conflict respectfully as well

  1. Keep Your Word & Promises

-Sometimes this may mean promising less, so you can deliver more

-All we have is our word, without that we are nothing

-Keep your word, and you will garner great respect in your daily relationships

-Trust is earned in a relationship when a promise is kept –Build Trusting Relationships

  1. Work Ethic

-Be the hardest working person on your team or in your department

-Stay educated and knowledgeable to give your team a chance to succeed

-NEVER GIVE UP/ ALWAYS FIND A WAY TO WIN TO HELP YOUR ORGANIZATION

-Do more/Say less

  1. Your Attitude & Effort

–You can control two things in your life: Your Effort and your Attitude

–It is easy to work hard and have a great attitude when things are going well,

what is your attitude and work ethic like, when things are not going well???

-Attitude and Effort are great measures of a person’s character.

-No discipline seems pleasant at the time…

  1. Say “Please”, “Thank You” and “You’re Welcome”

-These are lost words in our society today

-These words can have a long lasting impact on your daily relationships

-These words are a great way to show respect to others

-Saying these words will make people in your relationships want to help you again when the time comes.

  1. Be on Time/Stay Late

-Be the first one in the office, and the last one to leave

-Have your staff see you when they enter the office in the morning, and have

them see you when they leave the office for the day

-Great work ethic throughout the office or team starts at the top – show them

how to work hard with your example.

  1. Write Personal Notes & Thank You Notes

-You will never know the power of a thank you note, until you receive one

-A great way to show appreciation in your daily relationships, is to take the time to sit down and write a personal or thank you note to someone.

-Personal notes of praise are a great way to build confidence and let players/staff know they are doing a great job.

  1. Delegate Responsibility

-Delegating responsibility builds leaders within your staff or department

-Delegating also builds trust within the relationships in your department or staff

-Delegating allows you to stay sharp and fresh

-Delegating allows you time to focus on the vision or strategic plan for your department, staff or team.

-YOU CAN’T BUILD LEADERS, IF YOU NEVER GIVE THEM A CHANCE TO LEAD

  1. Live a Life of Servant Leadership

-Use the Bible as a model and a guide – Jesus was the best servant leader EVER during his time on earth

-Servant leadership shows that you care about others more than you care about yourself – SELFLESS

-Servant leadership is the best feeling – it is almost addicting

-THE SINGLE BEST WAY TO LEAD BY EXAMPLE IS TO SERVANT LEAD!!!!!!!!!!!!!!!!