Avoid Coaching the Wrong People: A 3-Point Guide for Leaders
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Identifying the Right Coaching Candidates
After securing my management position at a prominent radio station, I was promptly enrolled in a coaching course.
I thoroughly enjoyed the experience and returned to sunny Cardiff, eager to nurture the next generation of radio talent. However, my Swedish mentor, known for his straightforwardness, cautioned me to proceed with caution.
Have you ever dedicated hours to coaching someone, only to find their motivation is as low as that of a lethargic sloth? It’s disheartening.
We’ve all attempted to uplift and guide individuals, only to feel like we’re trying to teach a goldfish to perform a backflip—exhausting and absurd.
I’ve often misjudged the signs of potential. Here’s a playful 3-point checklist to help keep you on track.
Section 1.1: Spotting the Spark Over the Fireworks
It's easy to be drawn to those who showcase the most impressive results or make the most noise. In the radio world, individuals tend to be either painfully shy or as boisterous as a heavy metal concert.
However, be wary of the loud ones; they’re akin to fireworks—spectacular, but often fleeting. Instead, focus on the subtle spark of quiet perseverance and unwavering effort. Look for those who are committed to the long haul rather than just a quick burst of energy.
I hate to break it to you, but many people lack that spark, and I’ve been guilty of overlooking it myself. Take Kevin from accounting as an example. During a cross-departmental coaching program, I was initially skeptical.
While the finance director praised him for submitting his reports punctually, many dismissed him as unremarkable. Yet, once I engaged with him, I discovered his inner spark.
Through coaching, that steady glow transformed into a beacon of productivity. It turned out that no one had invested time in him previously. Today, he’s thriving as a finance director in London.
So, keep an eye out for the Kevins in your team—they may just surprise you.
Section 1.2: Understanding Their 'Why'
Individuals with a compelling 'why' can endure almost any 'how.' As you assess potential coaching candidates, ensure they grasp their motivation.
If they cling to it like it’s the last piece of pizza at a party, you’re onto something special. However, if their response is a blank stare or a nonchalant, “I just want to climb the ladder,” you might as well be talking to a brick wall.
I’ve encountered numerous radio presenters who fell into this category, and it’s disheartening. Seek individuals with a personal mission statement that rivals the opening credits of a Star Wars movie—epic and full of purpose, even if they’ve only penned one line thus far. The rest will unfold in time.
Chapter 2: Choosing the Eager Learner Over the Reluctant Stone
Have you ever attempted to water a stone, hoping for growth? Probably not.
When selecting whom to coach, prioritize the eager learners—those who actively seek feedback and exhibit a desire for improvement. They are the ones who, after each meeting, inquire, “How can I do better?”
I once had a late-night radio host named Lucy, whose notebook was thicker than a dictionary. It overflowed with ideas for her show, and she transformed our approach to content organization.
In contrast, Stanley from the afternoon show was stone-faced and rarely remembered our discussions. Unsurprisingly, he didn’t last long; the audience noticed his lack of engagement.
Action Plan
Coaching can be immensely fulfilling for a leader, but it requires mutual commitment. Use this 3-point checklist to ensure you’re not squandering time on the wrong individuals.
Look for that spark, delve into their 'why,' and always choose the eager learner over the indifferent stone. You cannot turn someone with a poor attitude into a superstar. Instead, concentrate on those who are already enthusiastic and ready to excel.
(By the way, I’ve witnessed seemingly unremarkable individuals achieve greatness with the right coaching—I might be one of them, so never underestimate potential.)
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