I have been struck by what happens at the end of each NFL season. In am not talking about the playoffs: I am referring to the coaching firings. This year coaches in San Francisco, Carolina, Oakland, and Cleveland were fired at the end of the season. This is in addition to Dallas, Denver, and Minnesota where the axe fell during the season.
Why do NFL coaches get fired with such regularity? One word—RESULTS. NFL coaches define the team’s system, craft game plans, make all key playing time decisions, execute in-game moves and clock management calls, and basically live their role 24/7. These coaches don’t really coach, as much as run, the team. Players are given assignments, told what to do on each play, and are provided reminders of the failures made during the games over the following week of practices and film sessions. In fact NFL coaches spend an inordinate amount of time “fixing” weaker players. They can easily dispense of players and change the lineup. In the end, while coaches need talent to produce, they are completely accountable for the success of the team; if a coach’s team doesn’t win, then he gets fired. That’s how it should work, right?
I work with many successful and skillful business coaches. And I can confirm that these coaches do not work the same way as NFL coaches. Business coaches are often engaged from outside the organization by companies to provide help to selected individuals. They can observe independently and aren’t ruled by the existing system. Good coaches help their clients uncover the best paths to success, meet their goals, and take accountability for their actions. The results are not immediate, but the change and impact are lasting. It’s more about asking questions than providing answers. Today’s best coaches tap into the motives and values that drive behavior and RESULTS. Coaches, whether in the NFL or in business, have that in common. Getting those things to happen isn’t haphazard. Business coaches provide a well thought out process, assessment, and structure to each highly customizable situation. Some coaches have taken the step toward merging consulting and coaching into a Power Coaching model. I have seen a trend in this direction. With the commitment of the hiring company, the coaching subject, and the coach, sustainable talent improvements are the norm; and long-term achievement of stretch goals become less of a reach.
Now this all sounds good. But companies don’t have an unlimited budget. Focusing on successor candidates and high potentials maximizes the impact on the organization in the most efficient way. I have seen how the involvement of a coach has accelerated the leadership succession process and has provided a valuable resource for the promoted leader. Talent management once again is a higher profile priority for companies. Jumpstart the new year for your organization and its key people by engaging the right coaching resource. Ask me for a recommendation on a coach that will fit your culture and situation.
Maybe NFL coaches themselves would benefit from having their own coaches.
