Colleagues,
Two days of build-up; this better be a good message today 🤣 If you do not have trust, you cannot coach (effectively). Coaching requires vulnerability, and vulnerability requires trust. Of course, you can still tell people what to do, but you cannot coach them. You can get compliance, but you cannot get craft. So, stop trying to coach people before you build a relationship. It is a waste of time and energy. Direct, tell, cajole, threaten… but do not coach. If you accept my premise, there is a single question you should be asking right now. Today’s intention: If you know the question, click here to reply and tell me what it is. I’ll send a copy of A School Leader’s Guide to Reclaiming Purpose to the first three responders 🤗 Cheers! Frederick
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Colleagues,
I’ve been coaching leaders in education, health-care, non-profit, sales, and manufacturing for close to two decades. I’ve helped a lot of people. But I have also failed more of them than I would like to admit. To improve my results, I built and adjusted a system for coaching and continued to adapt and refine it. Yet, even with a good system, there are people who I am not successful in helping. When I think about the differences between my successful and unsuccessful coaching engagements, it largely comes down to trust. In the failures, just as with my basketball team, I was not able to gain trust. Part III tomorrow 😃 Today’s intention: Reflect on feedback you have given to people. How much impact has it had? Cheers! Frederick Colleagues,
MVP: Please read this one (it’s short 😉) One of my most frustrating seasons as a basketball coach occurred for a simple reason. The players weren’t particularly skilled. We had neither a strong point guard, nor a dominant post player. But those weren’t the real problems. The underlying issue was that I could not gain the players' trust, and without trust the players would not commit to what I was trying to teach them. Part II is coming tomorrow… Today’s intention: Think about this – the relationship between trust and coaching. Cheers! Frederick Colleagues, MVP: Be clear on why you are doing what you are doing. “Clarity precedes confidence.” This quote is from Dr. Chad Dumas, my guest on today’s episode of The Assistant Principal Podcast. The official topic of the show is professional learning communities, but we invest a significant chunk of the show discussing change. Without having a very clear understanding of why we are doing something, confidence (and likely implementation) will suffer. If your organization is in the midst of a change initiative, does everyone have clarity on the purpose and goal of the change? Or is it “just one more thing?” Thanks again to IXL for sponsoring today’s podcast! Today’s episode of The Assistant Principal Podcast is sponsored by IXL!
Cheers! Frederick Colleagues,
I am currently facilitating our fifth cohort of Now + Next, the leadership and capacity-building initiative I’m doing in partnership with the Nantahala Health Foundation. Last Wednesday, we were finishing the second of three day-long trainings with nine non-profit leaders. To conclude every session, we circle up to do a final share out. As I joined the circle, I heard someone exclaim, “are you holding hands?” I looked to the other side of the circle and several participants were indeed holding hands. And then everyone else joined hands. I won’t speak for you, but I can’t remember being in or facilitating a training where people came together at the end and voluntarily joined hands. We only have one more session together, and I can’t help but wonder, what could a group of leaders who trust each other this much achieve together over the course of a year? Today was a celebration, but the rest of the week is about trust. Cheers! Frederick |
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