How do you communicate with your team members? As a leader, your role goes beyond simply assisting them in completing tasks or being an advisor – it should ideally involve helping them excel in their roles. This entails the power of coaching, recognizing the unseen but powerful inner critic that resides in your team member.
Watching a video of Geno Smith, the Las Vegas Raiders quarterback, discussing how his coach, Pete Carroll helped him build self-confidence, recently reminded me of this critical leadership skill. Before joining the Seattle Seahawks in 2019, Smith had a tumultuous career as a quarterback, moving between multiple teams. His performance in the NFL was unremarkable, characterized by more setbacks than successes. Upon joining Seattle, where he was coached then by Pete Carroll, Smith served as the backup to starting quarterback Russell Wilson for his first three seasons.
When Wilson departed for another team, Smith competed for and secured the starting quarterback position. His inaugural season as a starter was remarkably successful, earning him the title of the NFL’s “Comeback Player of the Year” and his first Pro Bowl selection. He was also chosen for the Pro Bowl in 2023.
What did Carroll do to assist Smith in transitioning to not only the starting quarterback role but also high-level performance? Geno Smith stated,
“He’s given me self-confidence. He’s given me a new lease on life. I’ve always been harder on myself. I’ve always told myself I’m not good enough. He helped me change the way I spoke to myself.”
People need to feel that you trust them, that you believe in them. You may think, “oh, my team knows I believe in them. I don’t need to say it. They are high-performers.”
Really?
Do you explicitly communicate this to them? Many people, including those in senior roles, may experience doubt. Whether it’s a new role or a new task they need to undertake, it’s important to show your confidence before they begin. Even with experienced team members, it’s essential to focus on uplifting them rather than just critiquing when things go wrong.
The Tyranny of the Inner Critic
What Geno Smith’s situation emphasizes is the importance of inner dialogue and as managers, how important it is to cultivate positive self-talk in yourself and those that you interact with.
We are often our harshest critics. It’s like a person that sits on our shoulder commenting in real-time regarding your mistakes, “I can’t believe you said that.” “You are a dip shit for doing that again.” We may not even know we are saying these thoughts, doing it in milliseconds. Yet, the subsequent emotions come out, exhibited by anger, fear or frustration.
Emphasize Learning
While most managers prioritize performance, it’s important to emphasize the significance of learning as well, particularly from mistakes. This ability enhances capability, leading to improved performance. According to author Timothy Gallwey, in his book “The Inner Game of Work,” most people in the workforce focus on the following aspects related to learning:
• The assumption that “I already know.” Professionals need to put up the appearance they know everything and they are entirely competent.
• The assumption that learning means remediation. Many people think that if they need to learn something, there’s something wrong with their performance.
• Fear of being judged. We know what this means, especially from our youth in which teachers or unfortunately, parents, used judgment as a means to control behavior and effort.
• Doubt. As we get older, we may feel stupid or incompetent if we lack knowledge or experience or are unable to perform up to expectations. We feel vulnerable!
Do you think Pete Carroll spoke to Geno Smith, with comments like “you better pick it up. If not, you’re gone” or “I’m not here to coach you. You are senior quarterback in this league, you should know much of this already.”
Hiring Good People is Important – > Developing them is even more important
Obviously, it’s important to hire capable people. I’ve heard mantras in the workforce, “hiring good people is the most important thing we do.” Hiring is only one component and developing your team is more important. You need to coach and help them learn from mistakes.
Coaching is a way of being. This entails listening, withholding judgment, asking good probing questions, and speaking in a manner that pulls and augments the potential that is already present in a person. An effective coaching relationship creates a safe and challenging environment in which learning can take place.
Recognize their potential
Pete Carroll recognized the potential in Geno Smith. Remember, every one of your employees has potential. Instead of giving up on them too soon, consider what you’ve done to support their growth. Have you asked the right questions? Do you create a safe space for them to open up to you?
Many people have brutal self-talk, perpetuated after years of being admonished for their mistakes or told “you only have average potential.” To foster exceptional performance, it’s important to be a great coach who can help your team members quiet their inner critic that may be hindering them. You don’t need to acknowledge it openly, only realize that it exists, which will help frame your discussions in a positive manner. It doesn’t matter how senior within the organization – to either deliver or receive coaching. If not, you are short-changing yourself, your team and organization.
The most effective managers not only talk about “training and development,” and place it on a PowerPoint presentation, but also actively incorporate it into their management style with their own teams.
By prioritizing these aspects, you can enhance business outcomes and foster a positive culture that will help you attract and retain top talent. Investing in your employees’ skills and growth will yield long-term benefits for your organization.
Sounds straight-forward, but it’s amazing how many individuals neglect the importance of coaching and development, regardless of tenure or level. You won’t, will you?
