I’m sure you’re pretty awesome, Coach. I’ll bet you’ve got the pulse of your team, your players enjoy and respect you, and I’ll even bet you model great behavior by working out regularly and eating healthily. In short, you’re a rock star.
But as awesome as we all are, there is always room for improvement.
In my post, Which Leadership Style Is Best For Our Teams?, I talked about different leadership styles…authoritative, democratic, and laissez faire. Now we can take the next step from there and discuss how our personality affects how we lead. We have to remember that regardless of the style we choose to lead our team with, our personality will affect how it comes across to the team.
Task-oriented leaders. These folks are doers. You can recognize a task-oriented leader because they’re running around like a chicken with its head cut off. They’re always busy, never taking time to chat with coworkers. The good part about being task-oriented is that they get stuff done. When they leave the office, their to-do list is complete. The bad part about being task-oriented is that they’re so busy doing stuff that they don’t take the time to make good connections with their team. One tangible thing this type of leader could do to make connections would be to talk to their players about non-sport related things every day.
Quick-minded/decisive leaders. These leaders are confident and thrive in high stress environments. You can recognize a quick-minded leader because they say everything with authority…and don’t leave room for questioning their stance. It’s good to be confident and it’s good to always have a plan for whatever situation the game presents, so the quick-minded coach is awesome on the court or field. The down side to this type of coaching is that it’s closed to new ways of doing things. And Lord forbid one of your players suggests doing things in a different manner! Quick-minded coaches can come across as closed-minded. One tangible thing this type of coach could do to show their team they’re willing to listen is to have weekly captains meetings where the team leaders could feel free to give their opinion.
Mentoring leaders. These coaches are excited about their young, new, assistant coach. You can recognize them because they’re dumping an armload of work onto their assistant’s desk…and telling them exactly how they’d like the work completed. The good part about this type of mentoring coach is the assistant will never wonder what is required of them…there’s nothing worse than wanting to help, but not being sure how. The bad part about this type of leader is the assistant can feel that the head coach doesn’t trust or believe that they can accomplish the job without crazy micromanaging. One tangible thing this type of coach could do would be to accept completed work done differently than they would have done it.
Remember this was a post about improvement…I’m sure we’re all doing a great job of leadership with our teams. You can find more information about softening some of our rough edges in Leadership Freak’s post, How to Protect and Enhance Your Strengths.
And if you liked this post, I’d bet you’d like How Knowing Your Personality Type Will Help You Manage Your Team…check it out!