Different Mindsets Around Performance

Some students try to learn just enough to get a decent grade but are less motivated to get an A. While others will strive to get a perfect score. They don’t want to coast and get by; instead, they are driven to get every extra point on a test even if it means arguing with the teacher to do so.

Applying This to the Workplace

Similarly, while this is true in school, we have a similar but different problem in our work. When evaluating our work, it is easy to ask if it is good enough. However, the challenge is that often there are few hard and fast ways to tell if something is perfect. For example, in customer service the question could be asked whether we addressed the issue in the best way possible, or if we used the right tone, or if we retained the customer. Therefore, there are multiple measuring sticks, and we often find it hard to know what is most important.

Essential Steps Leaders Must Take

Because of this, there are essential steps leaders must take to provide clarity about what is defined as great work:

• First, communicate that we are in fact looking for great work. Your most talented team members are motivated by wanting to stretch.
• Next, communicate the highest priority for team members to judge how they are performing. Don’t leave this to chance!
• In addition, evaluate their work on a regular basis not just at performance review time.
• Furthermore, coach team members on how to constantly improve. This doesn’t mean being critical, instead communicate that you believe in them and know they can excel.
• Finally, highlight the work by those who are stretching and truly want to improve. Doing so motivates others to grow as well.

Coach vs. Firefighter Leadership

As a result, as a leader you have a choice whether you want to be a coach or a firefighter. I often hear how tired leaders are of putting out fires all day. Therefore, I would suggest the best way to avoid being a firefighter is to wear a coach uniform each day.

Practical Ways to Lead as a Coach

For example:

• Watch for things to praise.
• Additionally, watch for ways to help your team members excel and teach them how.
• Also, motivate them in a customized way that matches their style.
• Lastly, correct and transition people out of roles that are not a good fit.

Final Thought

Ultimately, help your team ask how they can excel by wearing your coaches’ hat daily!