As a coach I am often asked about the culture of our program. I usually interpret this as being asked, what my program is about, what do we stand for? What drives my staff to come to work each day? It is not always about championships and wins and losses, but developing a culture that can help us attain championships and do well in the win/loss column. What will drive us to these goals and what is the process to attain these goals?
This will be the second entry in a series that I will try to discuss building a winning culture wherever you are, and whatever team you’re on.
Step 2: Empower Your People
Simply wanting a culture by itself isn't enough, or dictating as a leader what you want that culture to be. As a leader you must drive the culture and ingrain it into the expectations, actions and habits of each person you work with. It is imperative for a leader to meet with their athletes or their employees and give them an opportunity to be empowered in the process. Providing opportunities for your co-workers to succeed is a vital component of the coach athlete-relationship or the boss-employee relationship. Through those opportunities leaders must guide others to make decisions in their own development, or empower them with the decision making process. People who are involved in their own development, will set goals in their own development and take ownership in the process. This in turn will develop your relationships.
It is vital that a leader emphasizes the importance of input from their staff and co-workers. No person, or athlete will feel valued if they have no input into the process. If a person or athlete does not feel valued there is zero chance that person will help develop a positive culture.
~Sean Hogan has coached hockey at the international and collegiate levels for over ten years. He has spoken at numerous events about culture building, goal setting and healthy lifestyles. He holds a Master’s of Science Degree in Recreation and Sports Science with an emphasis on Coaching Education from OHIO University.