In sports movies, TRAINERS they are larger-than-life figures, giving inspirational speeches, running up and down the sidelines or even getting kicked out of games. One of my first football coaches had a much more understated style. Before the games, he wished us luck with a cheerful smile. However, he was certainly not detached. During the games, his advice was extremely consistent and direct. He called out phrases like “eyes up,” “look for the pass” and “back,” each targeting a specific player, so often that we started using them as nicknames for each other.

While real-life coaches are often less dramatic, they are some of the first examples of effective, personal leadership that many people encounter. The coaches who often help us in our formation seem far removed from the world of business leadership and mentoring. But while the coach's outfit may not carry over into the boardroom, my time as a player and as a manager has taught me that directly, personal training techniques should.

There is no one-size-fits-all approach to leading your company and developing your employees into effective leaders. However, exploitation principles of training and techniques in your communication and mentoring can help you develop strong leaders and foster a productive work environment. Here are five coaching strategies you should consider implementing into your leadership style. These approaches will help you tap into the mindset of a coach, enabling you to run your company, lead your employees, and develop a high-functioning team.

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1. Show up for practice

The main role of a coach is to To be present during practices, drills and games. Likewise, if you only observe your employees' work in an annual performance review, you will be too far removed from their work to be an effective mentor or help them develop their leadership style. You should observe their habits and strengths all the time, not just a few times a year or at the peak of big projects. IN Skip SEO, our founders are present at meetings that are primarily led by the leaders of the team they are mentoring. This allows them to take a hands-on approach to leadership training and observe their mentees in action.

2. Get to know your team

Effective coaching depends on personal knowledge of a team and players. Be present at meetings, team-building exercises, and the day-to-day life of your team to develop a thorough understanding of your key players. This will help you develop a deep awareness of your team so you can select the most effective potential leaders and build a workplace that runs smoothly and successfully.

The best coaches help players learn things about themselves, and you should know your employees well enough to do the same, identifying their skill sets and where they still need further professional development. Delegation may be necessary, but it should not translate into disengagement. Where possible, schedule regular meetings with emerging leaders on your team, regardless of whether you have an urgent task to discuss.

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3. Adapt your training style

Like players on a team, different employees function differently and respond best to different versions of involvement and feedback. Some employees may need more frequent check-ins, while others may prefer to report or meet when they have questions. Some employees may actually prefer more open constructive criticism to move forward quickly, while others need a more gradual mentoring approach with positive feedback and gentle redirection. Part of being a strong leader is being flexible. Don't be afraid to ask the employees you're mentoring how they learn most effectively.

4. Isolate skill sets

Just as a coach designs practices based on the needs of his team, don't wait for your employees' weaknesses or learning gaps become an issue. Instead, identify areas where your mentees need to grow and allow them to work on projects that specifically target those skill sets. Treat these projects differently from their regular roles; they will need more direct involvement from you. It can be helpful to tell your employees which projects are specifically targeted as learning opportunities and to reassure them that questions and feedback are welcome as part of the process.

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5. Be vocal

Coaches don't think about delegation and feedback, but about continuous and gradual guidance gROWTH. This mindset is essential if you want to not only lead your team effectively, but also develop leaders within your company. Be vocal with feedback of all kinds, positive and constructive. This will help you organically stay in touch with your employees and increase employee engagement. Determine what types of feedback work best for your team and make it a regular, planned part of your role.

Your involvement should not be limited to constructive feedback but it should also include celebrating victories as a team. Whether for individual achievement or business growth, public recognition of success is an important part of the coaching process. From informally mentioning positive results or completed projects in meetings to recognizing and rewarding promotions or work anniversaries, it's important to keep track of your team's wins, big and small.

Thinking of yourself as a coach empowers you to constantly seek momentum for your business. Developing an involved, personal, and positive leadership style will not only increase employee engagement and company productivity, but it will also help you organically find and intentionally mentor new leaders.