This post started as an internal memo from me to my managers at my gyms. We are getting to the end of a year where we have had a lot of changes. We have been successful despite some serious obstacles and are now looking forward to the next stage.
Some people are natural leaders, but the best leaders don’t always wear it on their sleeves. I take hiring decisions seriously, and I’ve always strongly believed in hiring from the inside. Someone once told me (it was probably my mom!)
“If you have to hire from the outside- hire the personality and philosophy. You can teach them the rest.”
Bringing someone new into a group that works like a well-oiled machine is always a risk. Plus, I know that the quality of the services my gym delivers is based, at least partly, on the strong and long-lasting relationships our team has built. I love the people I work with. I do not ever want to make their job harder.
Since I value loyalty within Atlantic, it’s always been important for me to find leaders among people who weren’t originally hired into leadership positions. I don’t necessarily want to hire someone from the outside for leadership roles; I want the experience from someone who has already worked for us for a long time. Look at Dina our General Manager, she started as part time office help! We are going through a lot of changes right now and I have given a great deal of thought into techniques that I have used in the past that have put people in a position where they can step up. As much as I’d like, I cannot be everywhere at once and YOU cannot be either.
Here are my words of wisdom on a steamy Thursday in May. (written on a 90+ degree day after nearly a month of cold and rain)
Encourage them to fly early and often.
Give our employees opportunities to exercise leadership skills before they take on formal leadership roles. For example, certain projects, like arts and crafts for summer camp or developmental team/ Tops may be better led by the person with the most directly related experience, rather than the person who has a management title. This gives “non-managerial” employees the chance to step up and lead. You or another manager should still set goals and expectation for these projects and groups but you’ll have the chance to examine how this employee handles new tasks, authority over others, and the responsibility of delivering a finished project.
One of the best signs an employee is ready for leadership is a desire for more responsibility. Make sure you are providing guidance to employees who are coming to you looking for the chance to take on more work. You should consider them first when you’re looking for leaders for your next project. You can bolster their abilities in the meantime by sending them to training camps, congresses or conferences.
word of caution- when they volunteer, you are still going to need to supervise, encourage and guide. I have gotten myself into trouble in the past when someone steps up I give them responsibility but I didn’t offer enough guidance and encouragement only to find out too late that they were over their heads. Even when they say, “I’ve got this”.
Be their confidence until they have their own.
Not everyone feels like a natural leader, but some who possess the necessary skills may simply be suffering from a crisis of confidence. If one doesn’t have past experience with leadership, it can be an incredibly intimidating proposition to try to get others rallying around a common goal. However, when given the chance, employees who have never been in such a position can suddenly shine. They just need some support from you first.
If you’re trying to transition a coach/teacher into a leadership role, make sure that you’re serving as their confidence until they can develop their own. There are several ways you can do this.
First, let them know that you believe in them when they’re handling tough projects. Make sure you mark their successes with positive reinforcement and praise. Just like you would with a gymnast learning a new skill.
Then, when they experience setbacks, help them understand their failures by discussing the failures you experienced when you were just starting out. Fail forward. Failure is a prerequisite to success.
Let them know that the most important thing is to be constantly moving forward; the only answer to failure is to immediately start working on the solution and not let disappointment affect you.
Invest directly in the skills you want to refine.
Even coaches you identify as strong potential leaders will not come with all the necessary skills attached. Sometimes, you need to invest in these individuals after they arrive to help mold them into the kind of leaders you need them to be. One great way to do this is by encouraging continuing education. You can do this by recommending books, classes or conferences going on in the area. Attending congress or other educational opportunities. Take the time to discuss each of these with your coaches.
You know that I find continuing education to be one of the most important things a coach can do. I have been at training camps with literally the BEST COACHES IN THE WORLD and they have each shared things which they have learned in the last few months. If your coaches are not continuing to learn and move forward- they are probably in the wrong sport.
Scout a new leader today.
You may never know what leadership potential already exists among our coaches and teachers until you present them with chances to develop and hone their skills. Not all strong, natural leaders know how to present their strengths. To do so, they may need your help.
By looking within Atlantic for potential leaders, and giving these individuals the support they need to grow and thrive, you can build leaders who know the gym(s) inside and out, and care about loyalty just as much as you do.
We strive to make the gyms not just a great place for the athletes and parents but a great place to work. A place where our employees know that we want them to continue to move forward.
