As we wrap up the fall and winter football season, there are many business lessons leaders can take away to help them build their organizations to the next level of success. These lessons include everything from how to celebrate amazing wins to graciously accepting tough losses. They also include the means by which leaders interact with their players pre, post, and during the energy of the game.
I’ll admit football is an interesting game to observe, but it is not one of those past-time distractions that takes up a great deal of my time. Yes, games are watched with genuine interest, and others fill in dead space between other time investments. What is interesting is watching some of the post-game interviews and the level coaches and players take for any given outcome. It is always easier when the team wins, but taking responsibility for a team’s loss can be a magnificent learning opportunity for the team and the fans. Although most media and fans are not privy to teams’ intimate post-game meetings, the conversation is likely critical to the organization’s future success.
This raises the question for business leaders: Are we taking the time to give real-time performance feedback to enable our personnel to grow into the best contributors they can be?
While watching a game a short time ago, the coach took specific steps toward a player coming off the field who was unsuccessful in catching a pass that would have provided a first down for the team. From my observation, the communication was not harsh but reassuring to the player. The coach was authentically there for the player. The feedback was affirming rather than dismantling. The coach knows the player had no intention of dropping the ball. The coach also knows that the player will need to contribute again later in that game or in future games. The feedback was in the moment and designed to build up rather than teardown.
In sports, just as in business, there are winners and losers. As leaders, how we give feedback is critical to the growth of our businesses. When stuff happens, we can’t look away and ignore it or think it did not happen. We need to deal with it straight on, but in a way that contributes to building up the person and business rather than knocking it down.
Our investment in developing each individual directly contributes to the growth of the entire team. Some individuals will require more energy and investment to build them up, while others will need to be politely softened and smooth out the rough edges to blend them into the team. This is where a leader’s ability to adjust and align with the various individuals so each gets what they need is a critical skill to build up talent.
This week, as you look at the best investment of your time, energy, and skills, consider your approach to giving performance feedback. Is your approach one that builds up the various individuals or imposes challenges to help them grow? Yes, it takes real mental work on your part to consciously remember who you are interacting with and what their specific needs are to help them develop. There is no one size of feedback that fits all of the people in your organization. The burden of development and growth will directly align with the amount of adaptation the leader makes to build up the team with constructive communication.
A Promise Guide relationship is a great way to assist you in navigating your team’s development efforts. Give JKL Associates a call and speak with a Promise Guide about how they can help you achieve your next level of success—call us at MI (313) 527-7945 or FL (407) 984-7246.
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