TAKE YOUR COACHING AND ADVICE TO THE NEXT LEVEL: FACILITATE LEARNING ACROSS THE 4 STEPS TO MASTERY
Do top performers seek you out for advice? As a coach to elite performers in sports and in financial services, I know that coaching can make a difference – when coaches are adequately trained. Unfortunately, many in coaching roles mistake telling for coaching. Simply telling others what they should be doing seldom results in flawless execution. Top coaches do not just tell others what it takes to create portfolios, deliver segmented service models, grow assets, or generate qualified referrals. Instead, coaches facilitate others’ efforts to master these skills by guiding their learning efforts across all of the following 4 Steps to Mastery.
Arnold Palmer was a world-class golfer who understood that mastery required all four of these steps. Years ago, I had a conversation with Palmer during which he explained to me that his father, Deacon, had been his one and only coach. Arnold eagerly shared with me the greatest lesson he had learned from his father — “stick with something long enough to master it.”
Palmer further explained that while his competitors were busy searching for quick-fixes, he was engaged in a long-term process toward mastery.
Top coaches like Deacon Palmer engage with performers across all 4 Steps to Mastery as coaches facilitate a champion’s pursuit of excellence.
Step #1: Know What To Do & How to Do It
Coaches provide others with valued assessments, data and benchmarks that identify and prioritize opportunities for improvement.
• What assessments, data & benchmarks do you provide those you advise to uncover their greatest opportunities?
• How do you facilitate the development of a business or financial plan that outlines the what, when, and how’s to addressing identified opportunities?
Step #2: Practice Doing It
Coaches create opportunities for others to engage in practice with the deliberate intention of improving a defined skill set or process. Unlike those who simply direct others, coaches help structure meaningful practice activities during which they provide people with pertinent feedback.
• How do you create opportunities for those you coach to practice and receive feedback on the skills that they must further develop?
Step #3: Do It Under Real-Life Conditions
Coaches help others transfer new skills and processes to on-the-job conditions where they can be effectively applied to drive improved results (business growth, team efficiency, disciplined investing, etc.).
• How do you support people’s efforts to transfer skills from the training environment to the real world?
Step #4: Do It Instinctively
Finally, as people master new skills and processes, coaches gradually hand the reigns over to them so they may independently determine when and how to apply what they have mastered. The end result of the coaching process is two-fold: 1) the recipient achieves mastery of a best practice, and 2) the recipient learns to trust and coach him/herself.
Like Arnold Palmer, golfing great Jack Nicklaus showed a similar level of commitment to his coach Jack Grout. In describing what he valued most from his relationship with his long-time coach, Nicklaus appreciatively told Grout: “Each time we played, you made me learn something about why I was doing something and the mistakes I made. I think that was the greatest thing you ever did for me, because it allowed me to graduate from being dependent on you to being dependent on myself.” Interestingly, like Palmer, even as Nicklaus become increasingly self-reliant, he remained with his coach for over 40 years. Why? Because top performers realize that great coaches will guide them along the same 4 step process to take another desired skill to the next level.
As you coach staff and advise clients, consider how you can facilitate their learning across all 4 steps of mastery. How can you enhance their ability to master and act upon your coaching?
