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Archive for the ‘Coaching career’ Category

Losing Is Lonely: Encouraging Yourself In Tough Times

17 Oct

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I’ve been blessed to have had a fun and competitive coaching career.  My first year assisting with a men’s and women’s program, both teams made it to the NCAA tournament…for the first time in school history.  School after school and place after place, I was fortunate enough to be able to turn around a bad team or keep a good team rolling.

More or less.

Because there have been those seasons when success eluded me.  Those are frustrating times, but more powerfully, they are lonely times.  Most folks are afraid to broach the subject of losing with a loser.  So what’s a winner to do when she’s losing?

According to Psychology Today: fake it!  In an interesting articled titled, You Become What You Pretend To Be, the author asserts that we have much control over our attitude about current situations…which then becomes a predictor of our future.

4 ways coaches can cope when things aren’t going according to plan

Our support system.  As I said before, losing is frustrating, so we’ve got to have a plan to handle that negative energy.  I’m not a yelling coach, so I don’t believe that emotionally unloading on my team is the appropriate course of action.  My husband isn’t on the court losing games, so getting mad at him won’t make me feel better.  But talking to other coaches should and does!  Most coaches have been through bad stretches and can help us get through ours.

Our behavior influences attitude.  The article that I referenced earlier had a study of two different groups of people.  The first group received bad news, like “your grandma just passed away.”  The other group was forced to hold their face in a sad position, with the corners of their mouths downturned.  When surveyed afterward, the folks in both groups felt the same level of sadness.  So the second group, even though they’d not received any bad news, felt a high level of sadness because that’s how they’d carried themselves. What does that tell us?  We (coaches and players) have to figure out how to carry ourselves like winners…even when we’re not winning.

Our responsibility to the team.  As much as we coaches hate losing, so do the players.  They don’t want to text their friends and family with this solemn message: lost again.  Our main responsibility to them is to make sure they know that the coaching staff will keep kicking butt in practice…no giving up.  The next thing is to let each player explore the topic (of losing) with you, whether it’s in an individual meeting or on the bus to the next game…give them a voice.  The final step is to raise everyone’s level of expectation and that can be done in many ways.  Show them a pump up video, like Hoosiers; have alums write notes to current players; and quite simply, don’t accept a laissez faire attitude in practice.

Remember we’re winners.  Much like “what happens in Vegas, stays in Vegas”, what happens during a losing season, stays in the losing season.  If we were winners before, then we’ll be winners again.  Confidence that the world will right itself is key to maintaining our sanity.

Hopefully your ride on the losing train is a short one.  Losing is lonely, but it doesn’t last forever.

 
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Posted in Coaching career, Coaching strategy

 

What Are You Worth? Valuing What You Know

24 Aug

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  • How much have you spent on professional development in the last couple of years? (Clinics, seminars, conventions)
  • Are you a member of any groups designed to make yourself a better professional? (AVCA, NACWAA, ToastMasters)
  • Do you pore over leadership and team chemistry books so that you can be the best possible coach that you can be?
  • Have you attained any certifications that make you more marketable?


If you can answer yes to any of those questions, then you are a valuable asset to your institution/company.  And not just to your company, but to other folks as well!  Don’t believe me?

  • Have you ever had a good friend “casually” mention that their daughter plays your sport and they’d love for you to give their kid some pointers?
  • Do coaches come to you with a coaching issue and asking your opinion on how they should proceed?
  • Do groups ask you to come speak to their teams because you’ve been successful?


If you can answer yes to any of those questions…and they get their answers for free, then you may not be valuing yourself as highly as you should.  Professional development costs money, as does being a member of professional associations.  You may say, “But Dawn, my college pays for all of my professional development, so it’s not really money out of my pocket.”  To that I’d say, congrats!  You’ve negotiated a wonderful contract for yourself that your employer deems you worthy of…but those are still costs.  You’re working for that “free” money!

When folks ask to pick your brain, what they’re really asking is for you to give them something freely, even though you paid a high price for it!  In a fabulous article, No, You Can’t Pick My Brain. It Costs Too Much, the author talks about protecting her investment: herself.

I think it’s hard for coaches to think in this manner, but we charge for lessons, camps, clinics, etc.  They may have different names, but they all come down to our knowledge. If this is sparking anything in you, then I’d suggest you read the article linked in the paragraph above.  The author has ten ways that will help you value the knowledge you’ve acquired over the years.

Giving things away is good for the soul, I believe it’s why so many people do community service…it just feels good.  But there’s a time and a place for it.  Make sure that you’re in charge of who receives freebies and that you’re not getting bullied or tricked into giving away what you should be charging for.

What’s your knowledge worth?

Like this post?  Check out What Are You Worth? How to Negotiate Salary.

 
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Posted in Coaching career

 

3 Ways To Make A Transformative Difference

19 Aug

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Doing quiets empty wanting.In Praise of Doing

“Less talk, more do.” That was the answer I gave to the president of our college when he asked what my personal philosophy was…luckily he’s a doer as well!

So many times we talk about what we want to do, but never end up actually doing anything.  I don’t want to think about the hours of my life that I’ve wasted in pointless meetings that take this path!  So you can understand the sheer giddiness I felt when I read the title from the quotation at the beginning: In Praise of Doing.  Awesome!

As the author states, “Passionate sincere wanting without performance is cheap, easy, and self-deluding.”  In other words, talk is cheap.  Worse than that, when we constantly talk about what we want to do (rather than taking steps to actually do it), we feel like we’re actually doing something.  Crazy huh?

Now, I’m not saying there’s no place for contemplating the next step your life will take, your next career move, or whatever it is that’s in your heart.  But at a certain point, you’ve got to become a doer.

Here are three areas “doing” can have transformative power

Our teams.  As you sit down and think about your upcoming season, do you have goals in mind?  What are the easy to reach goals? What about the ones that will be a stretch for your team to accomplish?  Many times I hear coaches talk about the things that are out of their control as reasons for their lack of success: opponent/conference strength, lack of budget, injuries.  Surely those things can have a significant impact on a team, but in theory, they should affect every team similarly.  Instead focus on the things that you can do today, this week, this season to prepare your team to accomplish their goals.

Our careers.  Rome wasn’t built in a day…and it certainly wasn’t built because the Romans sat down and chatted about it!  If your goal is to be a coach on the Olympic team, then you’d better get to work.  First things first, start coaching.  Then let the right people know that you’re interested in moving up the coaching ranks.  And last, but not least, be good.  If you’re constantly talking about how awesome you are at coaching (without actually being awesome), then you won’t go far.  Results matter.  Whatever your goal is, sit down and figure out a step by step plan to accomplish it.

Our lives.  You’re going to think I’m taking the easy route on this one, but I believe this to my core: I was put on this Earth to coach.  Not because I think I’m God’s gift to coaching, but because it’s my chance to make a difference.  I believe that most folks have a desire to impact the world in some significant manner…for me, it’s coaching.  I don’t think it’s hyperbole to say that athletics can have a life-changing effect on its participants.  They learn to work in teams, to win and lose with grace, to be leaders, to balance multiple important projects…so many things!  As a matter of fact, I devoted the entire month of July to talking about how much I love coaching.  Whatever path you choose to take in order to make your difference, it all begins with taking that first step.

As the author so succinctly puts it, “What you do makes a difference, not what you want to do.”

 
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Posted in Coaching career

 

What Are You Worth? How To Negotiate Salary

01 Aug

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“You have not because you ask not.”—The Bible

According to this Forbes article, it takes a woman one year, two months, and three days to make what her male counterparts make in one year.  I’m going to pause in order to let that sink in.

Doesn’t seem like such a big deal?  Well, research shows that the discrepancy can result in lifetime salary losses of $375,000 to $1.5 million!  Again, I’ll take another pause for the cause here.

What does this have to do with coaching and the intangibles that I love so much?  Everything!  I wrote about teaching our athletes to embrace power way back in August of ’09.  And one of the attributes of power was, you guessed it, negotiating salary.  Here’s a quote from that post:

“In situations such as salary negotiations, studies show that women often believe that they deserve less than similarly qualified men and are, as a consequence, likely to demand less and to press their salary demands with less vigor.”

For those of us who love our athletes and want them to excel when they get to the real world, this is very disconcerting and it can’t be alright.  Part of our jobs as a “significant adult” in their lives is to talk to them about things like this.  Our ladies need to understand that negotiating salary is not only okay, but expected.

Here’s another quote from the Forbes article that puts a very positive spin on things:

“If women were to negotiate on behalf of themselves as much as men do, they would advance as quickly as men and eliminate the under-representation of women in the top ranks of the organization.

That’s great news, right?  It shows that our athletes won’t be behind the eight ball solely because they were born female…I think that’s pretty great!

So what’s a coach to do?  Just what we do every day: give valuable information to our athletes that will stay with them for the rest of their lives.

What our players need to understand about salary negotiations:

  • It’s okay. My sister-in-law is a corporate big shot in charge of handling raises and salary negotiations and she let me know that women rarely ask for more salary than they’re offered, while men always do.  The worst thing that will happen is the person will say they can’t give more money and then you’ve got a decision to make…but nothing ventured, nothing gained.
  • It’s freedom. I don’t know about you, but I could use an extra $375,000!  I remember interviewing for my first job and accepting the position before the AD could get the words out of his mouth.  Let me tell you something, that fella got lucky, because now I’m not such an easy sell.  I tell athletes about this and we giggle, but the truth is that I’m making less (over a decade later) because of that hasty decision.  That’s money I could have been socked away in savings, or put into home improvements or a college fund for my kids.  Money is freedom (and power).
  • It’s their right. If my immature eagerness for a coaching job caused me to make an uninformed salary decision (there literally was no negotiation), then the upside is that I’m much more of an advocate for women in this area.  Our athletes need to be equipped with the belief that they deserve an honest wage for their hard work.  They need to understand that having money will not only help them and their family, but will open up opportunities to help others.  Imagine how many charities they could donate to with that extra $1.5 million in their bank account!


If we care about our teams (and of course we do!), then we owe it to them to teach this very important lesson.

 
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Posted in Coaching career, Female athletes

 

10 Reasons Coaches Should Embrace Their Inner Salesperson

15 Jul

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Coaching is a complicated gig…much more complicated than it seems on the surface.  We get to wear lots of different hats.  We manage budgets, we motivate, we fundraise, we’re PR people, we’re admins.  In my mind, though, our biggest job is that of a salesperson.

Portrait of a salesperson

When we think of salespeople, we think of the slick used car salesman who will tell you just enough to get you into a car…and let you find out it’s worthless on your own.  Or the pushy lady in the store who follows you around telling you how awesome you’d look in absolutely everything your eyes come across.  What those two examples have in common is that those folks aren’t being totally honest.  But when you really get down to it, coaching really is about sales (we’re selling our institution and program to recruits, selling playing time discrepancies to our teams, we’re selling what our program needs to our bosses), so we’ve got to make sure that we’re being authentic with everyone we encounter so that we don’t come across as salesy.

10 characteristics of successful coaches

I saw a nice listing of qualities that a successful salesperson should have and I thought I’d bring it on over here.  Notice there’s nothing about lying or being sneaky or less than honest!

1. Successful coaches are persistent. Just as we don’t expect our players to give up after a setback, neither does the successful coach.  Whether it’s on the court with the team or off the court with our athletic directors, we press on.

2. They are avid goal setters. This one is a no-brainer, huh?  Goal setting is what we do!  With our teams, with our staffs, with ourselves…we are always looking ahead to accomplish the next goal.

3. They ask good questions. If we do this early on in the recruiting process, hopefully our institution will be a good fit for our players.  If we do this early in the playing process, hopefully each person on our team will understand where they fit in on the team skill wise.

4. They listen. The answers to those questions we asked above will show us a lot about the recruit if we listen.  If we’re on the phone with them and they say they want to attend a small college where they’ll get a lot of attention…and we coach at a gigantic school, it’s probably not a good fit.

5. Successful coaches are passionate. We’ve got to love what we do.  We’ve got to believe in our teams and what we’re building with our programs.  If we’ve got all three of those, then we’ve got passion.

6. They are enthusiastic. It always comes back to the Pyramid of Success.  One of the cornerstones of John Wooden’s Pyramid is enthusiasm.  We’ve got to be fired up…it’s contagious.

7. They take responsibility for their results. We can’t blame Admissions or Financial Aid or another coach who may be negatively recruiting.  Not just because no one wants to hear our whining, but also because we stay in control.  Excuses put someone else in control of our coaching lives and none of us wants to do that!

8. Successful coaches work hard. Interestingly enough, the other cornerstone of John Wooden’s Pyramid of Success is hard work.  We tell it to our teams all of the time…everything good comes from hard work.

9. They stay in touch with their teams. In recruiting, even after we know that they’re attending our institution, we’re still calling and emailing and letting them know that we care.  With our current teams, we care about them as people rather than just athletes.

10. They show value. What do you value most about your program?  Is it your winning history?  The academic strength of your institution?  The ability to participate in many extracurriculars?  Whatever it is…that’s what we should be selling, plain and simple.


    As much as we may not want to admit it, we’re salespeople.  I’m hoping this list showed you that it’s not such a bad thing.  If we do it the right way, being a salesperson for our program and our institution can be a very good thing!

    Click here and you can get Coach Dawn Writes articles emailed directly to your inbox.  It’s free and easy…and I promise I won’t give your email to anyone else.  This is a no-spam zone!

     
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    Posted in Coaching career, Recruiting

     

    11 Things You Should Be Doing If You Are The Head Honcho

    11 Jul

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    So you want to be a head coach, huh?  Well, I’ve always said that each coach in an athletic department is like the CEO of their sport.  Then I got to thinking…is that actually true?  Do I actually know what the job description of a CEO entails?  So I did a handy dandy internet search and found a website called CEO to CEO with a list of eleven things that every CEO should be doing.  So, during “I Love Coaching” month, you’ll appreciate why the bossy lady living in side of me loves being a coach. You see: I like to be in control, I like that the buck stops with me, I like (for lack of a better term) being the boss.

    Check out these things that are vital to a head coach’s job.  Notice how many times we have to operate on dual planes…with our staffs and our teams at the same time.

    Head Coach Action Items

    1. Planning: Overall program direction, fundraising strategy, season plan (which should be the origin of our practice plans).
    2. Organization:  Org charts for program professionals (assistant coaches, operational directors, administrative staff), job descriptions for those folks; also org charts for your team (captains, leaders, etc.) and a clear idea among your staff of what those players roles entail.
    3. Recruitment and development:  The list calls it succession planning, I’ve always heard it said that we should always have a “replacement list”.  In other words, when our assistants get plucked away for the next big job, we’ve got to have someone in mind to fill their spot.  Clearly while they’re with us, we should be preparing them to be a head coach, if that’s their ultimate career goal.  Additionally, we’ve got to recruit, recruit, recruit when it comes to our student-athletes and I think it goes without saying that we should focus on their skill development while they’re with us.
    4. Policy:  Program rules for students and staff as well (especially for those of us with assistants that may have just graduated, rules for Facebook, going out, etc. will be necessary).  Also important are annual policy reviews to make sure they are up to date.
    5. Standards of performance and performance reviews:  How will our staffs know if they’re on the right track to success if you don’t have standards for them to meet?  Same thing with our teams.  If they don’t know what they need to in order to get better, success will be hard to find.  Regular team and individual meetings will help clear the air.
    6. Controls:  These are management tools.  They include monthly recruiting reports (where does your school stand?, what contacts have you made with them?) and quarterly reviews (of fundraising efforts, alumni contacts, etc.).
    7. Morale:  In terms of our staffs, that means everything from job satisfaction, communication styles, and salary negotiations.  With our players it comes down to happiness at the institution, satisfaction with their position on the team, and their perception of how much they feel there will be opportunities for movement within the team.
    8. Product development: For teams, our “product” is the competition.  We’ve got to evaluate our team after each competition and develop practice plans to address our needs.
    9. Community relations:  This one is huge!  Our team and our staff should active on our campuses as well as within the greater community.  Not only is giving back good for the soul, it also gets bottoms in the stands to watch our games.
    10. Profitability and growth:  As I said before, our product is competition, so that’s how we need to judge ourselves.  How did our season end in comparison to what we anticipated?  Did each individual player reach their potential?  How are we improving in comparison to other teams in our conference?  The answers to those questions should drive the next season’s recruiting plan, season plan, and development plan for each player.
    11. Relationship with board of directors:  For most of us, this is our athletic director.  I can’t imagine that it would benefit us or our programs to have a strained relationship with our bosses, so if that’s the case…time to work on that.  At the very least, we should give them an annual report of everything we’re doing…especially the stuff that’s not in our job description.  We can’t expect them to just know it, we’ve got to tell them.


    That’s a lot huh?  Being a head coach is fun, it’s awesome, and it’s fulfilling…it’s also a lot of work!  So the next time someone outside of athletics asks you what you’re up to now that your season is over, you can whip out this list.

     
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    Posted in Coaching career

     

    5 Reasons Why Game Day Excitement Never Gets Old

    08 Jul

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    Game days are the culmination of lots of work…over days, weeks, months, and even years.  Game days are also amazingly fun.  So here with post four of “I Love Coaching” month, let’s talk about the five things that are awesome about game day.

    1. Preparation. I love watching video and figuring out the puzzle that the opposing teams represent.  I enjoy putting together the practice plans to get ready for competition.  The other puzzle that’s fun to figure out is my team.  What should I say to them to make sure they’ve got the right mindset for the game?  Is there a story or anecdote that I can tell to fire them up/calm them down/show them I believe in them/keep them focused…whatever the situation calls for?
    2. Suiting up. Okay, I don’t actually wear suits to coach in, but I love that show How I Met Your Mother and Barney says that all the time.  As coaches, we don’t have to put on a uniform (except for baseball, for whatever reason), so our game day attire is the way we can signal to our brains that it’s time to bring it.  Quirk alert: I wear brand new tops for each of our conference games…I will not wear an old one.  Those tops are judged harshly as winners or losers based on the team’s performance.  Winners are worn in a non-conference competition at a later date…losers never see the light of competition again.  This confession leads us quite nicely into the next topic.
    3. Superstitions. Obviously, my tops (while super cute) have no bearing on whether my team loses or wins a game…that little nugget of truth doesn’t stop me from doing it year after year though!  My assistant does fist bumps with some of the girls before every match. I have no idea how he chooses which players to connect with in that manner, but if he forgets, they yell at him to come and perform the superstitious act.  To add to the insanity, certain players only wanted to do the fist bump when we were on certain sides of the court.  It doesn’t have to make sense, it just has to be consistent.  I wrote about game rituals in this post about skill development.
    4. Getting nervous. I still get butterflies in my stomach on game day.  I’m not talking about crazy, like when I coached my very first game, nerves.  But the healthy, this isn’t a normal day (but game day!) nerves.  I fret over things I can’t control (like whether or not my team is properly prepared) as well as things that are completely within my control (like whether I should have the same lunch I had when we won the last game).  Everything calms down for me though, at…
    5. …the first whistle. It’s magical, let me tell you!  After the warmup music is turned off, lineups are announced, and the teams tell each other good luck…it’s time to see if it all worked.  If the preparation was adequate, if my outfit is a winner or loser, if we can respond to the moves being made by our opponent.  I love watching my team execute the game plan, and seeing their faces when things goes well, and their fortitude when they don’t.


    I’d love for you all to email me with what you love about game day…I’m sure it’s interesting.  Then I can put together a post compiling everyone’s thoughts.  Just let me know in your email if you mind me using your name.

     
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    Posted in Coaching career

     

    Networking For Introverts: It’s Not As Bad As You Think

    29 Jun

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    In the past, I’d always said “networking” just like that…while using air quotation marks.  It was something I just didn’t look forward to and didn’t enjoy.  “Networking” seemed like a synonym for going to a party and having people look over my shoulder to find someone better than me to talk to.  But alas, Charmelle Green opened my eyes to the truth at the Women’s Leadership Symposium.  Apparently, and this was news to me, you don’t have to be a complete phony to “network”.  So, if you’re like me and don’t enjoy talking to strangers for the sole purpose of using their status to increase yours, then keep reading!

    4 reasons that networking is better than a hot poker in the eye…and other things I learned at the WLS

    1. When we approach someone at a seminar or happy hour, we should approach them because we genuinely want to know them…not because we want something from them.
    2. Be a worker.  If we want people who are in positions of power to notice us, then we’ve got to be a step ahead…she says “get known” as a hard worker.  I suppose we shouldn’t toot our own horns about how hard we’re working or else we’ll get the dreaded “brown noser” label.
    3. In terms of our resumes, we should talk about how we’re going to lead people, manage money, develop people…rather than only a list of accomplishments.  Charmelle talked about how her experience didn’t necessarily reflect that she was qualified for the job she holds now.  But there are commonalities among most leadership positions and that’s how we should sell ourselves.  She says that we shouldn’t “let our resumes pigeonhole us”, but talk about transferrable skills.
    4. Reach out to people who have knowledge that you don’t have, which goes back to number one…genuinely wanting to know someone for who they are instead of who they can introduce you to.  Awesome!


    So, networking isn’t awful, it can actually be a genuine and authentic exchange that won’t leave you feeling like a used car salesman.

    The other things I learned?  Check them out below!

     

    Part 1: 3 Steps To Becoming A Successful Leader
    Part 2: These 3 Little Letters Could Hold The Key To Your Success As A Leader
    Part 3: 3 Keys To Building Collaboration Within A Competitive Culture
    Part 4: 5 Steps To Land Your Dream Job
    Part 5: Leading Yourself: 5 Steps To Put Your Future In Your Own Hands

     
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    Posted in Coaching career

     

    Leading Yourself: 5 Steps To Put Your Future In Your Own Hands

    27 Jun

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    “A leader takes people where they want to go. A great leader takes people where they don’t necessarily want to go, but ought to be.”—Rosalynn Carter

    Like any speaker worth her salt (especially a speaker who’s the founder of a leadership group), Kathleen McQuiggan came to the Women’s Leadership Symposium armed with her list of things that will make us all better leaders.  Kathleen is the founder of Catalina Leadership.  Her focus was on the one person that we’ve actually got complete control over:  ourselves.  As she said, “you have to lead yourself before you can lead others”, so let’s check out the tips she has for those of us who want to control our future.

    • Secret sauce. Basically, it’s what makes us…well, us.  For example, part of my secret sauce would be that I write about coaching and team dynamics.  It’s the part of your story that differentiates you from others who do what you do.  The new phrase for it is “personal branding”.  She says that focusing on our strengths is the key to finding our secret sauce.
    • Defining your goals and objectives. That’s pretty straight forward, right?  You know the deal…write ‘em down, put ‘em in view, make ‘em happen.
    • Be an expert. I think this is a tough one in athletics because it seems like the game (whatever your game is) is always evolving.  So maybe I would change this one to know as much as you can and never stop learning.  That doesn’t sound as good as “be an expert” though.  As Kathleen says, whatever your business is, know it inside and out.
    • Who is on your team?  These are the folks that she thinks should be on your personal “team”: Mentors, people who can help you your next career moves and serve as a guiding post.  Critics, people who will show you how you’re perceived.  Advocates, people who will vouch for you and speak on your behalf based on knowledge of your work.  Sponsors, there’s been lots of talk about sponsors lately.  They’re supposed to be infinitely better than mentors because they’re willing to stick out their necks to make sure you get a job. They’re typically more senior, more established, and have way more clout than you do.  Note to self: Go get a sponsor!
    • A self-assessment. Kathleen used a great quotation to highlight this one.  “If you don’t know where you are, a map won’t help.”  Give yourself a good, honest once over and figure out where your career is and then develop a plan to get where you want to be.


    I suppose doing all of this stuff will ensure that you are a confident leader for your team.  The added bonus will be that you’ll be able to lead your career in the direction that you’d like it to go!

     

    Part 1: 3 Steps To Becoming A Successful Leader
    Part 2: These 3 Little Letters Could Hold The Key To Your Success As A Leader
    Part 3: 3 Keys To Building Collaboration Within A Competitive Culture
    Part 4: 5 Steps To Land Your Dream Job
    Part 6:  Networking For Introverts: It’s Not As Bad As You Think

     
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    Posted in Coaching career, Leadership

     

    5 Steps To Land Your Dream Job

    24 Jun

    source

    Do you like your job?  Do you like going into the office every day?  I’m lucky because I get to coach volleyball and I think that’s the bee’s knees.  Early on I decided that this is the thing that I love to do, so I knew I had to figure out how to get paid to do it.  Do you want to figure out how to do the same thing?  I heard Molly Fletcher at the Women’s Leadership Symposium and she’s got a book just for you!  It’s called, Your Dream Job Game Plan: 5 Tools for Becoming Your Own Career Agent. Molly is an engaging and energetic speaker and I laughed at some of the techniques that she used to become a female sports agent for major men’s athletics.  We got the book for free as part of attending the symposium.  I haven’t read it yet, so this is from my notes.

    5 ways to ensure job satisfaction

    1. Have awesome passion. She had a lot of good one-liners in her talk, but this one really stood out to me:  “When you get in front of people, just get them to like you enough to take your call in a couple of days.”  That’s good, huh?  Asking for a job is one thing, but being passionate about what I do?  Now that’s easy!
    2. Have fearless energy. I will legitimately talk to anyone about coaching and how I think it’s the most amazing job ever.  I’ll also wax poetic about the intangible benefits of sports as long as folks will listen.  Molly says that this type of urgency sends a message to those around you about how important something is to you.
    3. Have an incredible game plan. This one was really good!  She says that we should treat business connections like dating situations.  You aren’t ready to marry a guy on the first date…and that potential employer may not be ready to hire you at the first meeting.  It may take time, but if it’s your dream job, it’s worth the time and effort, right?
    4. Be able to execute. So you told the college president if he hired you, you’d have the most sought after coaches on your staff…no coaching staff would be better?  Well, um, you’d better go do it then!  Molly says there are two critical moments in any business relationship:  the first is when you do the thing you’d promised at the very beginning and the second is celebrating big moments.  Like when those hot shot coaches you hired win national championships.
    5. Create choices for yourself. This is the sweet spot of anyone’s career…freedom.  I haven’t reached this place myself, but I’ve been around folks who are so respected and so good at what they do that their career options are literally limitless.  They choose which speaking opportunities to accept.  They turn down large amounts of money to show up at events because it cuts into their family time.  In essence, they’re in charge of their career…not the other way around.


    Your dream job is out there waiting for you…go get it!

     

    Part 1: 3 Steps To Becoming A Successful Leader
    Part 2: These 3 Little Letters Could Hold The Key To Your Success As A Leader
    Part 3: 3 Keys To Building Collaboration Within A Competitive Culture
    Part 4:  Leading Yourself: 5 Steps To Put Your Future In Your Own Hands
    Part 6:  Networking For Introverts: It’s Not As Bad As You Think