'What's the role of a coach when you are the "G.O.A.T"?'

It has been all Olympics, all the time, on every social platform this last week. My eyes glued to the screen to watch Team Canada go for gold.

All of Canada is watching Summer McIntosh in the pool. All her coaches and other swimmers agree that Summer may be the best swimmer to come out of Canada. At only 17, she has been called a generational talent and is already a four-time world champion. In Paris, she has picked up three medals, two of which are gold, with more events to come.

One comment on a TikTok of Simone Biles landing the Yurchenko double pike, the first woman to do so at the Olympics (and in competition), "What is the role of a coach when you are the best in the world?"

As a startup founder, you are tasked with many responsibilities. One of those is putting together a stellar early team. People management is a difficult task that requires significant thought and care.

As a startup founder, you will work with many people as mentors, advisors, and investors. You must learn to balance ego with humility.

We often discuss founders' "coachability" when making investment decisions, and as a founder, you must also consider your coaching skills. So, what can nurturing the world's best athletes teach us about coaching and managing high performers?

Perspective

Bob Bowman, who coached Michael Phelps, has said, "The most important thing a coach does is give feedback. Also, I think we give guidance and motivation and some other things. The coach is a partner in your activity, and I think it's so much better when you have one."

Outside perspectives are vital to one's development as an individual and as a leader. Just as one looks at others and coaches them, one should also have a mentor guiding them.

As a leader, it's important to encourage open communication within your team. Create an environment where top-performing employees feel at ease sharing their ideas and feedback. Regular one-on-one meetings can serve as a platform for open dialogue, enabling them to express their thoughts and concerns.

Maintain transparency regarding company goals, challenges, and changes. Star employees appreciate being kept in the loop and value honest and forthcoming leadership.

Feedback

Glen Mill is known as a technical coach who helped Usain Bolt fine-tune his running technique. When asked about his role, he said, "Coaches have to continuously react, replay, and redo the drills, getting the athlete to run over and over to break habits."

In order to be an effective leader and coach, it's crucial to address both the positives and negatives of your team's performance. This involves consistently praising them when they perform well and providing guidance for improvement when necessary. 

Acknowledge their achievements. Star employees thrive on recognition. Regularly acknowledge their contributions, whether through public praise, awards, or financial incentives. Celebrate their successes in team meetings and company-wide communications to highlight their impact.

Be sure to offer constructive feedback. Conduct regular performance reviews to discuss progress, set new goals, and address any areas for improvement. Use these reviews to provide constructive feedback and establish clear expectations. Make sure that performance evaluations are fair and consistent. Exceptional employees should be held to high standards, but the evaluation process should be transparent and fair for everyone.

Expectation

It is the 'Summer Olympics'- Canada's swimming darling has already won three medals at these games. Her coach, Brent Arckey, has said, 'You don't get to be great without the pressure and expectations.'

McIntosh had clear goals for the Olympics, and she collaborated with her coach to establish a winning environment. Clarity is vital for enabling individuals to perform at their best. They find fulfillment in achieving high-quality work and they need to know when they have met the set expectations.

It's crucial to differentiate between 'stretch goals' and baseline output expectations. Overemphasizing ambitious goals may lead people to pursue them at any cost, potentially resulting in poor quality output or unethical behavior.

Trust

Aimee Boorman has been coaching Simone Biles since she was seven years old, and Biles describes her as a "second mom." Boorman has said, "As coaches, this is our dream also. It's my career and passion, and it has been great being on this journey with her."

Boorman stood by Bile's side in 2021 when she withdrew from the individual all-around after struggling with the "twisties" and losing her ability to control her body mid-air.

As a leader, it's important to share both failures and successes with those you coach. Creating a supportive environment is crucial in your role. While there may be obstacles, you can overcome them together through trust, open communication, and understanding each other.

Star employees are prone to burnout. It's important to promote work-life balance as a fundamental part of your culture. Even star employees need time to recharge. Encourage a healthy work-life balance by offering flexible work arrangements and promoting a culture that values personal well-being.

Teamwork

Regarded as one of the greatest coaches of all time, Phil Jackson was the head coach of the Chicago Bulls from 1989 to 1998, leading them to six NBA championships. Jackson coached His Airness, Michael Jordan, during his time in Chicago and said, "The strength of the team is each member. The strength of each member is the team." 

A toxic work environment may develop quickly if other employees feel sidelined while a high performer receives all the credit.

As a leader and people manager, it is essential to establish strong relationships with every member of your team. Ensure that each team member feels seen and valued for their strengths and that everyone has equal access to feedback, opportunities, and recognition. 

Opportunity

Wayne Gretzky, the executive director of Canada's men's Olympic hockey team, which took home the gold in 2002, famously said, "A good hockey player plays where the puck is. A great hockey player plays where the puck is going to be." To be a great leader and people manager, you have to envision where the "puck" will keep star employees feeling challenged and fulfilled.

Leaders must ensure that their top performers understand the broader scope and use their skills to prioritize the organization's goals. These employees are forward-thinking and focused on their careers. You will lose them if they don't feel like they are growing, being tested, and having genuine opportunities for progress.

As a leader and people manager, you can provide challenging projects. Star employees often seek new challenges. Assign them to high-impact projects that align with their skills and interests. These projects should stretch their abilities and provide growth opportunities.

Support their professional development through training, conferences, and mentorship programs. Encourage them to pursue advanced degrees or certifications that can enhance their expertise.

Security

Bill Belichick holds numerous coaching records, including most Super Bowl wins (six) as a head coach, all with Tom Brady and the New England Patriots.

The culture Belichick upheld is dubbed the "Patriot Way," and has said about one of the most successful players and football franchises, "It's not all about talent. It's about dependability, consistency, and being able to improve. If you work hard, are coachable, and understand what you need to do, you can improve."

While the Quarterback's role is to lead the team, Belichick never appeared to be threatened by Brady's rising star. He seemed a leader who never let any individual get in the team's way.

Insecure leaders believe that in order for them to succeed, others must fail. They struggle to give compliments, offer encouragement, or share the spotlight. Belichick, who knows how to build a team, has said "Mental toughness is doing the right thing for the team when it’s not the best thing for you.”

Insecure leaders often seek more power, budget, staff, and unquestioned authority, thinking that having these resources will validate their position and help them overcome their insecurities. They are unable to create environments where talented individuals can fully develop, which can lead to micromanagement, decreased team morale, and a stifling work environment.

As a leader, your role is to foster a positive team culture where exceptional employees feel valued and connected to their colleagues. Insecurity can lead you to undermine a star employee's work, which can create a hostile environment. Confident leaders prioritize focus, humility, self-awareness, asking insightful questions, and sharing success. They understand that genuine leadership is about empowering others and promoting a growth mindset.

Managing star employees is both a privilege and a responsibility. It involves recognizing their contributions, fostering open communication, providing growth opportunities, creating a supportive environment, aligning their goals with the organizational vision, managing performance effectively, and addressing challenges promptly. By doing this, leaders can ensure that their star employees remain engaged, motivated, and committed to the organization's success. Mastering this art benefits the star employees and propels the organization toward greater heights.