A 7-Day Course on How to Start Coaching

Have you ever coached a local team before? They can truly try my patience and sanity as they run around kicking the ball like ants to a giant, white crumb, and I know how it feels to coach a squad of seven-year-old soccer players for the first time. Being gawked at by a group of children who will realize I'm not the one in the field feels weird at first. Sort of sounds weird, don't you think? However, what is the point of coaching?

In the corporate world of handlers, front-liners, and even a few benchwarmers waiting to be given a chance to perform, coaching is all about being a, well, "coach." I understand how it feels to return to my day job. Some guys are only there to support the MVPs, so why should they stay? Other players are simply MVP material. "There is no I in team" may sound paradoxical, yet even those who perform poorly might be bitter losers.

Lastly, How to Start Coaching

In any case, becoming a coach requires perseverance, and these are actions that can be completed in a single day.

1. There is a WHOLE lot of talk these days about Corporate Team Building. Options abound: icebreakers, ongoing office games, vacation packages, rope courses, etc. Additionally, management can buy books, seminars, and videos to help them transform their company into a cohesive team. I'll provide some resources for learning more about these team-building exercises a little later.

2. The truth about motivation is waiting to be grasped! You can act on it right now since it is ripe and ready. Avoid settling for meaningless jargon. Start looking forward to your alarm clock going off every morning before your team meeting by being practical in three tiny ways.

3. Experience is the best thing despite of what course you graduated in. Being a people person has a way of igniting the passion of a single person, and it's even more effective when applied to a whole team.

4. To question a person by his or her performance is sometimes required, but never question their knowledge or their intelligence. Regretfully, I have witnessed a few errors from previous coaches who never seem to comprehend the struggles a player must endure to perform well. It will cause more annoyance and possibly even animosity. Go ahead and complete the task yourself if you want it done correctly. By experiencing what it's like to be on the receiving end, you'll be able to chart a far more effective path for your own development.

5. Sending a player to the bench is probably the worst experience a coach has to go through, especially if your player is the top performer. When interacting with someone like this, make sure that he opens out willingly. A performer who exhibits egotism may become distracted by even the smallest errors, which can lead to them being exposed. Be understanding yet strong about it.

6. Don't allow your position to blind you from what you are supposed to do. Though just by status, even coaches are human enough to believe they are far superior. It's preferable to impart some knowledge so that they understand that this will be advantageous to them, even if you were in their position when you were their age.

7. Lastly, you should learn to trust yourself and your team. Your main objectives are performance and decision-making, and there are numerous ways to determine whether they could complete the task considerably more quickly. Therefore, conduct a thorough conversation with the member in question to find out whether they are having any issues before considering putting them to the bench. Encourage them to try their hardest and give them a nice, supportive pat on the back if it's too personal.

That's all there is to it, I suppose. Being a corporate drone myself, I understand how crucial a company's success is, and we all contribute to it. Coaches are there to assist you work as hard as you can, not to make your job a little harder because you have a bad attitude or aren't a very good performer. One day, you and they will both be proud of you.