Tag: leadership

First Step in Leadership? Learn to Learn

I am coaching tyke football for the Nepean Eagles and I am excited!

My excitement extends from my love for the game and from my wanting to coach my 8 year old son who has decided he wants to play!

I get to coach kids up!

We will win some games and lose some games. That is a guarantee. Funny thing is the kids forget the scores of the games (win or lose) about 24 hours after the fact, so the focus for me is not on the scoreboard. Yes, I want them to compete but more importantly I want them to learn how to learn and the value of putting themselves in the position to compete that will invariably offer a high rate of success.

Now keep in mind, the team is made up of 7-9 year old boys who for the most part have very little knowledge of the game. They may think they know a lot about the game but in all honesty, they don’t know squat which is why I am excited.  They are a fresh canvas and their football experience as a tyke can set the tone on their relationship with the game as a player and/or as a future coach.

WORTH NOTING>>>The photo below is not of the Eagles! 

Let’s continue!

There is a great responsibility with being a coach! I have seen far too many get locked in on the trophy rather than the teaching! I have seen a lot of coaches enjoy early success but have no plan B in place when the opposition figures them out. Oh, if I had a nickel for every time I have seen a dynamic running back who is the fastest kid on the field take off on a sweep and score a bunch of touchdowns but look lost when a well prepared team neutralizes his speed. The kid is looking to the bench for answers and the coach is telling the kid to run the play, not wanting to admit that the play doesn’t work and that the failure to develop a plan B, a counter punch is on him!

So, coaching up means coaching with competency! Competency begins with a willingness to grow, to evolve.

Which leads me to share what I think is an invaluable foundation for anyone who is tasked with helping others up to succeed regardless of the arena! It could be  a tyke football team or a high tech startup. Football team or Fortune 500 company.

Initially described as “Four Stages for Learning Any New Skill”, the theory was developed at Gordon Training International by its employee Noel Burch in the 1970’s. I found it while studying former Navy Seal Mark Divine (https://sealfit.com) and how Navy Seals are trained in a bid to enhance their performance in the field. Now, I am not asking my Eagle tykes to plank for an hour but I will utilize the “Four Stages for Learning Any New Skill” theory.

 

 

 

 

 

 

The 4 stages are as follows…

  • Unconscious Incompetence – Almost all of the kids have no idea what they don’t know! They may think the way I coach isn’t useful. They will want to go run into each other with no sense of technique or skill because they are unaware that they lack the technique and skill. The only way to move to the next level of consciousness is to coach up until the light comes on. Once that light goes on..the real learning begins! By coaching up I can stimulate the kids desire to learn and that is when the game becomes a craft!
  • Conscious Incompetence – So, now I have an athlete that has conceded to the fact that there is a skill or knowledge deficit.  This is a stage where the margin for error is great! Coaching Up with a high degree of competence will set the tone. When a kid bumps into his/ former coach a few years down the road, how the coach taught that athlete in this stage will determine how they react. Happy and excited = coaching success! Unimpressed and disconnected = coaching failure.  No one is perfect. No one masters a skill in a moment. The making of mistakes in a safe environment is integral to the learning process at this stage. Explaining the 5W’s (what, when, where, who and why) is invaluable! Hey kids, this is what we are going to do, when we are going to do it, why we are going to do it, where we are going to do it and who will do it!) Again, it goes back to their becoming craftsmen or craftswomen!
  • Conscious Competence – The Eagles now know how to do something! Tackle, throw a ball, carry a ball or run a play! Yet, repeating the skill a couple of times does not make one a master. To get there, some muscle and mental memory work is required. That requires concentration! The kids may get the play right, then try again and misstep, try again and misstep, then try again and get it done correctly. Limiting the number of missteps requires a refining of the conscious involvement requires concentration. Practice makes almost perfect!
  • Unconscious Competence – Ah grasshopper! You are now a master! You have put the time in! The light is on, the motor is purring like a kitten and you can drive the mission
    with one hand on the steering wheel and one hanging out the window! The kids have had so much practice with a skill that it has become “second nature” and can be performed easily. As a result, the skill can be performed while executing another task. The individual may be able to teach it to others, depending upon how and when it was learned.

Once the Eagles have mastered a skill they can now build on what they have learned and begin the process of mastering another skill. Soon, based on habit forming behavior, they can source out the new challenge and attack it on their own, trusting the learning process.

When you ascend to the top of a mountain, you don’t stand there overlooking the land below and exclaim to the world, “I am a mountain climber…lets go sit on the couch!”.

No, you want to climb more mountains. Bigger, taller mountains!

You want to build on what you know. You want to experience the “Four Stages for Learning Any New Skill” again, again and again!

My goal is to prepare the kids for the challenges that lie ahead, short term and long term. I want to coach them up to succeed in the now and for that moment when they move up to the next level of play! I want them to apply “Four Stages for Learning Any New Skill” to all that they choose to do and for it to become a habit that they can rely on in all facets of their lives.

By doing so, the victory lies in the moment when I bump into them ten years down the road. If they are excited and remember their football experience like it occurred the day before, then I did my job! If they turn the other way or have little to say…I failed!

Coaching and leadership has absolutely nothing to do with the little trophy they give you for winning a game. Changing someones life through empowerment will never fit on a mantle at home!

Ken Evraire is an award-winning leadership coach and team builder. As a former professional athlete, he has learned from great coaches and learned even more from the bad ones!

To contact Ken email him at ken@kenevraire.com.

To learn more about Ken, visit his website www.ken
evraire.com or visit him Facebook https://www.facebook.com/kenevrairedotcom/ or on twitter https://twitter.com/kevraire17

 

 

 

 

 

 

 

 

Did Gretzky lie to me?

It was the summer of 2001. Team Canada’s Olympic training camp began in Ottawa at Ottawa U.  A who’s who of media types were on hand including yours truly (who was not part of the who’s who club!).

I took a seat in the front row of the press room like a kid looking forward to the first day of school.  I was going to get straight A’s this year!  Honor roll here I come!  This one was going on my demo tape!

The Team Canada Olympic Team brass entered the room and made their way to the stage and after a brief review of press conference instructions from the media rep, the floor was opened for questions and, like everyone else in the room, I raised my hand.

As luck would have it, I was selected first. I had a great question for Team Canada Executive Director, Wayne Gretzky.  I was going to set the tone! With one question I was going to trigger an in-depth, thought provoking, life changing, symbiotic dialogue between The Great One (TGO) and Kenneth Russell Joseph Simon Maurice Evraire Jr. (KRJSMAJ)! A question that would lead to a lifelong friendship. He would call me by my nickname (Cowboy) and I would call him Gretzk or Wayner!  All because I had a question that no one in the room would have thought of but would all would go on to poach for their stories.

Boy, was I wrong! On all counts!

I asked, “With a roster filled with star players, the worlds best, will it be difficult for some of them to adjust to 3rd line and 4th line roles and less ice time?”.

He pondered my question for a millisecond then responded, “No, they are the best players in the world and if they can’t adjust, they wouldn’t be here.”

Ta-da!  There it was.  Short and sweet.  Nothing more, nothing less!

The media relations guy took the mic from me and gave me a look that reminded me of the Soup Nazi character in the series Seinfeld. “No more questions for you!”.  I could almost hear the rest of the media throng mumbling “what an idiot!”.  Back to media 101 summer school for me!

All I could do was sit there and pretend I was completely intrigued with all of the other questions and answers shared during the presser, when in truth, I just wanted to get the heck out of there!  Time just seemed to slow down!  I was pissed. I was pissed because, one, I thought I had a great question,  two, I thought it warranted a longer answer and three, I thought..no wait, I knew The Great One was wrong!  I had been in a room filled with pro athletes before.  Adaptation and the ability to change is key to any success.

My football instincts were telling me to crack back block the crap out of WAYNER when he left the stage. (Wayner…what a dumb-ass nickname!). Yep, the solution was to just ear-hole his hockey playing, Jofa helmet wearing, frosted hair tips attitude then and there.  Dave Semenko isn’t around to protect you now pal! Call Mark Messier and I will call Darren Joseph.  Shout out to Marty McSorley, I will make a toll-free call to Glenn Kulka!

If you google search “football player ear-holes the greatest hockey player ever” you won’t find anything because after taking a couple of deep breaths, I chose to take the high road and keep my emotions in check.  Why? Because I knew I was right.  Talent doesn’t always win out. The ability to adapt does.

It took some time (approx. 6 months)  but I was eventually proven right.

On February 18, 2002, Gretzky lashed out at the media at a press conference, frustrated with media and fan comments regarding his team’s uninspiring 1–1–1 start in pre-Olympic Games exhibition play.  He would go on to say his rant was designed to protect his team as they adjusted and worked to become a gold medal winning team.

I jest when saying The Great One lied to me but the fact of the matter is, any roster including a team made up of the world’s greatest players, needs time to adjust to new roles.  Head Coach Pat Quinn had to find those players within this all-star roster willing to change their game.  He had to find a new set of strengths within a number of players that would translate into success.  As good as the players were, Quinn and his staff had to do some serious coaching. Team Canada didn’t just show up and dominate.  They had to earn their title of Olympic Champion the hard way.  I think that is part of the reason why the 2002 Salt Lake City Olympic Games gold medal meant so much to so many and continues to, to this day.

Every team will need to adjust….it’s inevitable. This truth applies to sports teams, small businesses all the way through to Fortune 500 companies.

When watching a best of 7 playoff series be it in hockey, basketball, baseball etc, the ability to overcome the physical challenges combined with being able to counter punch from a strategic perspective is everything.  The margin for error is far greater in the playoffs versus a regular season game because the teams see each other every second night.  The differences between the teams become so finite thanks to the in-depth understanding of the opposition.  The same applies to the business sector. Everyone is competing for their piece of the pie.  The tide can turn at any time. Being able to adapt is key.

No matter how talented your team is, the need to adapt and overcome, the need to expect and accept evolving roles in a bid to succeed as a team is all part of the experience.

Coach Up!

Ken Evraire is an award-winning leadership coach and team builder. As a former professional athlete, he has learned from great coaches and learned even more from the bad ones! When not coaching up, he is busy producing documentaries and chasing his 3 precocious children! 

To contact Ken email him at ken@kenevraire.com.

To learn more about Ken, visit his website www.ken
evraire.com or visit him Facebook https://www.facebook.com/kenevrairedotcom/ or on twitter https://twitter.com/kevraire17

Popsicle Moments Make Teams!

I recently posted an invitation to leaders from all walks to consider kenevraire.com as a team building reward or maybe a kick-start for their team. One reader made this comment…

I have to disagree. Unless the reward is further education or training. Rewards are earned based on performance. If your employees are not provided with the tools, training and, education to be able to perform better, then your rewards program is going to fail.

So I replied with the following…

Thank you for your comment. I agree that further education and training is a great reward in a bid to elevate individual competencies but from a team perspective, the focus should be on “group” growth. I remember practising with the Hamilton Tiger-Cats on what felt like the hottest day of summer. Guys were competing on the field for more playing time, for a greater role within the game plan but the turning point of practice and perhaps the season came when the coach stopped practice and opened up coolers filled with popsicles. Yes, it was only frozen sugared water on a stick but it brought the team together. The coach didn’t have to do it, but in one small gesture, he rallied the team and made the entire professional football experience quite “personal”. I remember sitting down with teammates from Tampa FL, Compton CA, Rochester NY, Winnipeg MB, Toronto On, and other places throughout North America, relaxing during what was a shared experience. Thanks to moments like the popsicle break, I was willing to go through the wall for them because I cared about them. I was going to show up early for work stay late and find a way to succeed because I knew they would do the same.

This morning, I woke up feeling compelled to expand on my position.

The cool, trendy thing in corporate culture today is the celebration of “the team”.  Truth is since the 70’s, business leaders have come to the realization that decision making should not be reserved for a few. Decision making was not the providence of a couple of voices in window view offices on the top floor. The expectation that the rest of the company as a whole should follow faithfully without a say, had begun to change. The value of input, the value of acknowledging that there is indeed an “I” in team – the invested, inspired, initiative-taking individual was a turning point.

Today companies have foosball tables, in-house daycare, open concept layouts etc. all in a bid to inspire and connect the human spirit found within the team.

Back to that hot July day in Hamilton.

I remember the team struggling and guys were not in a great mood. We had to bus up to a high school field located on the escarpment in Hamilton which was a pain the gluteus maximus.

As per life in the Canadian Football League, there were a couple of new faces competing for jobs, unhappy veterans who felt they were not getting their playing time, upstart players who wanted more playing time. Everyone was competing for a paycheck. The pressure was enormous but the fact is, it was just another Tuesday for us! It was just another regular day filled with competition.

The special part of the experience was the unspoken understanding that each man, though uber competitive and fighting for a job, would do all he could to help the team win. No one man was greater than the team and its goals. It was about the team for the star players, for the back-ups and for the practice roster players.

Yet, how do get a group of high testosterone, high energy individuals to buy in?

The coach could share an inspirational pre-practice or pre-game speech and some guys would buy in and some wouldn’t. Some players tune out and some tune in! Yes, we get that we have to play hard, play smart and do all we could to win. We have been hearing that speech since our days playing kids football.

I have not heard a pre-game speech that could ever rival the popsicle break as a source of inspiration.

As mentioned, mid-practice saw an unscheduled time out. We wanted to get the practice over with but Coach John Gregory called us to the centre of the field. That’s when he told us to relax, not press too hard and that there was a lot of football to be played. Then he motioned to the training staff to bring out coolers filled with popsicles!

In the blink of an eye, the entire energy surrounding the team had changed.  Everyone found shade, everyone shared and everyone cared.

I laughed out loud at jokes shared between Lonzell “Mo” Hill (2nd Rd. draft pick of the New Orleans Saints), Wally Zatylny (fellow CIS All-Canadian from Bishops University), Richard Nurse (Hamilton boy who went to Canisius College) and Scott Walker (from Lenoir-Rhyne College Bears – Hickory, North Carolina).

I learned that LB Terry Wright (Temple University Owls) and I shared birthdays (July 17th), I watched John Motton (LB – University of Akron Zips) do an impression of DL Mike Jones (Brockport State Golden Eagles) watching plays on the Jumbotron in the Skydome while the defensive huddle moved downfield away from him. At one time, the Toronto Argonauts complained to the refs about his being too close to their huddle. They thought that he was trying to listen to their plays! From that moment on, Mike was known as Jumbotron!

Getting to know your teammates on a personal level is key to any team’s success. It is the foundation for success.

The “popsicle” moments make a team. The “popsicle” moments get the team through the tough times.

I can barely remember the scores of games but I can tell you that RB Archie Amerson (Northern Arizona University Lumberjacks) was the toughest player, pound for pound, I have ever seen on the football field. I can tell you that no one understood half the things WR Tony Champion (Tennessee-Martin University Skyhawks) said and that no one will ever forget any of WR Earl Winfield (North Carolina Tar Heels) stories, including the one about fellow UNC alumni member Michael Jordan giving Earl a pair of NBA rookie season Air Jordan shoes and how Earl decided to wear them when he went out to cut the grass!

I will never forget LB Tony Visco (Purdue Boilermakers), knowing he wasn’t going to make the team, calling his own number to blitz every play during a pre-season game, which pissed off defensive coordinator Joe Moss to no end. Who could forget watching game film in the dark and hearing Coach Moss’ dog (half-blind poodle named Sam), bumping into the furniture?

Spitball fights, nailing teammates shoes to their locker rooms, a father and son walking into a bathroom at a player autograph signing event to see C Dale Sanderson (University of Tennessee Volunteers) with no shirt on and Wally Zatylny, also with no shirt on, applying temporary tattoos to each other in advance of heading out to Tailgate Charlies for a few beers with teammates!

I love my teammates. I was willing to pay the price asked of football players because of how I felt about my teammates. Not because of a great pre-game speech!

When I left football I brought popsicle moments to other teams I was a part of, be it the news team at The New RO and A-Channel, the Ottawa Invaders or mu family!

Popsicle moments will make better teams.

Ken Evraire is an award-winning leadership coach and team builder. As a former professional athlete, he has learned from great coaches and learned even more from the bad ones!

To contact Ken email him at ken@kenevraire.com.

To learn more about Ken, visit his website www.ken
evraire.com or visit him Facebook https://www.facebook.com/kenevrairedotcom/ or on twitter https://twitter.com/kevraire17

 

Thank you Ottawa 67’s AAA Minor Bantams – CHAMPIONS!

There are many moments when I am amazed at the transformation a team can experience by simply buying in. I have seen it in the boardroom. I have seen it in career transition seminars.

And now I have seen it in the Ottawa 67’s AAA Minor Bantam hockey team. Now, getting a room full of teenage boys to focus for any length of time can be challenging, to say the least, but this team was destined for great things!

Head Coach Jim Cooke gets it! He understands the value of building the team and he understands that bringing a new voice to the locker room was the key. I signed on for 5 sessions, scheduled through the season. They were a very good team that could become great with a little help.

I spoke to them about incremental growth, focus, the finite difference between winning and losing and the knowledge that it isn’t about their opponent but rather, it was all about them and what they do. They would reap what they sow…guaranteed!

Tonight, they face the best team in the league in a do or die playoff game that will reward the winners with a trip to the semi-finals. The losing team would be done for the year.

Like the Grey Cup Champion Ottawa REDBLACKS, the 67’s had an up and down regular season.

The REDBLACKS were underdogs going into the championship game against a Calgary Stampeder’s team that went 16-2 during regular season play.  But they prevailed. Here is a link featuring the day before the championship game clips. https://www.youtube.com/watch?v=pWMqKHSN7lo&t=65s

The focus was on the REDBLACKS being a team that had overcome challenges during the season and were battle tested, unlike the Stampeders. I asked them about the Stampeders not being punched in the face all season (literally and figuratively). They had not faced adversity like the REDBLACKS.  Talk about a fun study of quiet confidence in an athlete and a team!

The 67’s had 6 games left in the regular season. I showed them this video and I challenged them to go 5-1 and become the most dangerous team heading into the playoffs. I wanted them to become the team that no one wanted to play.  They re-focused, promised an incremental improvement in their individual game that would benefit the team and guess what. They went 5-1 over their final 6 games.

They eliminated the Ottawa Senators AAA in semi-final play and then overcame the Ottawa Valley Titans to win the title.

Congrats to the boys and the coaching staff on a job well done!

Ken Evraire is an award-winning leadership coach and team builder. As a former professional athlete, he has learned from great coaches and learned even more from the bad ones!

To contact Ken email him at ken@kenevraire.com.

To learn more about Ken, visit his website www.ken
evraire.com or visit him Facebook https://www.facebook.com/kenevrairedotcom/ or on twitter https://twitter.com/kevraire17

Leadership is not easy! Ta-da…the secret is out!

Let me state the obvious. Leadership is not easy.

Never has been…never will be. There will be days when the last thing you may want to do is lead! There will be times when you will have a desperate need to want to just sit in the back of the bus and watch the street blocks go by!

It’s a natural response when you take on a role of leadership. As invincible as you may think you need to be, yes, there will be days when the last thing you ever want to do is stand in front of the band as it makes its way down the parade route!

“Let them lead themselves! They don’t listen to me half the time anyway!”

When that moment of hesitation or doubt arrives, stand in front of the mirror, look at yourself and ask one question and one question only.

“Did you expect this to be easy?”

If you answer yes, then you need to re-visit why you have taken on the responsibility of leading others. If you answer no, then a great opportunity to raise your team’s game is at hand!

First and foremost, it’s not your job to make the team succeed, it’s your job to put the team in a position to succeed. One man or woman does not make a team but a leader that continues to search for growth opportunities within his/herself and the team does!

“High-risk leadership beckons many, but few accept the call. Apollo 13 succeeded at critical moments like this because the bosses had no hesitation about assigning crucial tasks to one individual, trusting his judgment, and then getting out of his way.” Apollo 13 Flight Director Gene Kranz

Leading others is a great responsibility. It’s personal. It requires someone who is special and is led by the single-minded desire to see other’s succeed. It requires someone who recognizes the day to day investment and sacrifices his team makes.

Think about it…when someone punches the clock for a total of 40 hours a week, that is a third of their week.  Yes, one could argue that the company has an investment in them and they should just do their jobs, but do not lose sight of the fact that the employee has also invested in the company and the investment they make in terms of effort, focus, going the extra mile will reflect the type of leadership they receive, good, bad or indifferent.

Hiring someone or someone accepting a job offer is a professional decision influenced by a series of personal circumstances, unique to each company and individual.

Great leadership equals buy in…bad leadership equals buy-out!

Leadership is not about one person sitting atop the mountain enjoying providence over all as it was in pre-70’s business world, but rather an open journey that is built on a foundation of trust, patience, communication and respect.

Self-correction is key to leadership success. Without it, you will fall into the trap of simply repeating the same mistakes!

When it comes to leadership, there is never the “hit a walk-off home run and win the game” moment. You may hit a home run but there is always another game, another plate appearance and an opportunity to either hit a home run or strike out.

It doesn’t matter if you lead a team of 500 or a team of 5!  Leadership is a tenuous journey.

“Leadership is fragile. It is more a matter of mind and heart than resources, and it seemed that we no longer had the heart for those things that demanded discipline, commitment, and risk.” – Gene Kranz – NASA Flight Director.

Don’t be afraid to look in the mirror and remind yourself that it’s not supposed to be easy and you don’t have to be perfect.

Authenticity, patience and passion will reward you. It will also make the investment of your time more than worth it.

 

Ken Evraire is an award-winning leadership coach and team builder. As a former professional athlete, he has learned a from great coaches and learned even more from the bad ones!

To contact Ken email him at ken@kenevraire.com.

To learn more about Ken, visit his website www.ken
evraire.com or visit him Facebook https://www.facebook.com/kenevrairedotcom/ or on twitter https://twitter.com/kevraire17

Leading a Team? Go the DISTANCE!

Question?

Are you planning on leading a team anytime soon? Becoming a business leader? Team leader? Family leader? Perhaps you are already in the leadership thick of things as you read this post and are feeling a tad desperate.

Let’s begin with agreeing on one salient point. The kinetic energy that accompanies your becoming a leader can be exhilarating! Successful leaders have an instinctual desire to help others. To set the table for others to succeed is rewarding in and of itself. Being promoted to a position of leadership is a great honor.

The first caveman who brought fire to his clan likely took the time to give himself a pat on the back during a quiet moment as everyone enjoyed the warmth and comfort of his gift. 

When asked to expand my role as Director of Fundraising / Marketing to Interim Executive Director at a small not- for-profit agency that had been deep in crisis, a part of me was thinking, “No way!” but the leader inside of me was thinking, “Yes, of course!”. I had only been with the agency for 8 months but I wanted to bring fire to my clan no matter how unwelcoming the team was to my promotion.

So back to you. Congratulations! You are now a CEO, new district manager, team captain, father or mother.

Almost everyone will pat you on the back. Congratulate you, wish you the best. Some will promise complete buy in. Some, not so much! Some want to sail with you…some are torpedo captains and they may have you in their sights.

Once the dust settles a series of realities will hit you!

First, you have taken on a great, vast, pressurized responsibility.

Second, for all that you thought you may know about leading a team, you actually don’t know that much. Sure, you have been mentored, you have a great set of parents who served as great role models through your life or you have been the assistant coach behind a legend and learned as much as you possibly could. That is not enough. Yes, it is the foundation of what sustains a soon to become great leader, but in the outset, it is nowhere near enough.

So what can you expect? What should you know? It all begins with Trust.

Trust

You may begin with a grade of A+ by virtue of your being the new boss, but that will change and if you do not work to earn the team’s trust, you will be quickly be facing a failing grade! You cannot inherit trust. Trust is not built overnight. To gain trust, a leader must be willing to go the distance…a leader must be genuine. Trust lies so deep within our being and the physiological response to giving it someone or having it betrayed is powerful! You can’t please everyone but by leading with integrity and professionalism, you can be trusted by everyone. The team may not agree with some of your decisions but they will follow thanks to the credit you have earned with them.

It’s a Marathon!

Any seasoned leader will tell you that there is no eye opening, eureka moment confirming you have figured things out. In fact, if you think you have come to one of those moments… if you think you have figured things out…get set for a big wake up call. You won’t decipher some secret leadership code and sail down easy street for the rest of your career! It is a marathon! The goal is the destination with a focused energy on overcoming the inevitable challenges that lie ahead. All NHL teams want to win the Stanley Cup but not one team on the circuit goes into the season without breaking up the schedule into manageable chapters with attainable goals. Winning 3 of 5 versus winning 55 of 82 is far more manageable. Be prepared to go the distance.

Communicate, Collaborate And Conquer!

If you get the chance to attend an elite level team sporting event, take a moment, close your eyes and just listen. Listen to the back and forth chatter! Any team that has its sight set on conquering the competition must be able to work as a collaborative and if memory serves correct, all great collaborations are founded in great communication.

Silence is deadly!

Silence leads to speculation and assumption. Talk about taking the expressway to creating negative space and courting inevitable failure! Communication and collaboration is all about getting on the same page. If the entire team is on the same page the odds of success increase significantly. The first thing I teach aspiring quarterbacks, running backs and receivers at my football academy is that the most important time during the game is the 25 seconds between the play being called and the snap of the ball and knowing what everyone else is doing on that play. Being aware of how the pieces fit and how dependent they are on one another. By being on the same page you will be able to run the play with a high degree of competency and should the defense line up in a manner that would be detrimental to the play called, the quarterback can audible out of the original play and introduce a new play that will set them up to succeed. That same page, high level of competency allows a team to dictate terms. Staying a step ahead of the competition is the key to success. Sure, some teams that get lucky may win the odd time but those victories are few and far between. Syncopation equals success!

The Value of Time

Time is the most valuable commodity that we own regardless of where we are positioned on the hierarchical ladder at work. As a team leader never lose sight of the fact that people are spending a significant amount of their time at work. Yes, they get paid to do so but taking that for granted is a major leadership misstep. Some need the work, some love the job, some see the gig as a stepping stone to greater things. No matter the circumstance, being mindful of your team’s contribution from the perspective of time is crucial. If you want your team to go the extra mile, to put in the extra time…appreciate and value the investment from the perspective of time. Thank them for their contribution. It’s an investment that offers a high rate of return.

Ken Evraire is an award-winning leadership coach and team builder. As a former professional athlete, he has learned a from great coaches and learned even more from the bad ones!

To contact Ken email him at ken@kenevraire.com.

Leaders need to look in the mirror (often)!

So it’s late…and my wife is upstairs killing a slice of key lime pie. Better the pie than me!

To suggest that she is not pleased with me would be an understatement. We have enjoyed a great long weekend with the kids! As is always the case, our home started to look like a frat house after a good run during pledge week. This is what happens when we convince ourselves that we are a borderline bohemian family! I think we have adopted this lifestyle in a bid to justify our want to procrastinate! Truth is, our kids (Elijah 7, Summer 5 and Nate 4) are not bohemian but rather regular, normal kids who suffer from severe short term memory loss when we ask them to put their apple core’s in the compost, put their Mr. Freeze tubes in the garbage, not leave their BMX helmets in the middle of the doorway etc. If you have kids I apologize for preaching to the choir! You feel our pain!

Now, I was tired and a tad impatient which is not the best time to remind me that as the adults we may need to stop playing the role of entertainment director to our kids and begin preparing for what will be a very busy summer! Preparations began with attacking the in-house to-do list. A to-do list that I have been avoiding like an opponent tries to avoid a Mike Tyson punch. It will inevitably sock me right in the kisser (not in a literal sense) so I might as well just bite the bullet and get to work because she is right. Yes, any rational man would do so…or would they? Again, did I mention I was tired!

Yes, she was right. Indeed, we needed to get back to reality and create some structure at home. Yet, rather than agree with her…I chose to fight it. It was a no win but like a tempestuous, impatient child I didn’t want to win…I just wanted to disagree for the sake of disagreeing! For no other reason than I was tired. I was the dad and I was right (at least in my own mind but in the deepest recesses of my mind I actually knew I was wrong!). Shhh, don’t tell Pamela!

Now when I say “fight it“, I mean I still washed the bathroom floors (our 4-year-old believes hitting the bowl is optional!), began to purge the basement, re-claim her office space that had become our 4th toy room, and did some dishes but I did it all while applying the silent treatment. Now that is leadership! (not).

Leadership or co-leadership is not easy. Never has been…never will be. There are days when the last thing you may want to do is lead! There are times when you want to sit in the back of the bus and watch the street blocks go by! There is nothing wrong with that. Just let the other driver know.

Understand that there are times when you need to be led. Accept being led by another is not a bad thing. Sometimes you need to let someone else grab hold of the steering wheel. Sometimes you need to let someone else look at the map!

So, tonight I find myself needing to re-set my intentions. I am still tired but no so much that I can’t take the time to look in the mirror and remind myself to practice what I preach!

Leadership is not about one person sitting atop the mountain enjoying providence over all but rather an open journey that is built on a foundation of trust, patience, communication and respect. Self-correction is key to your success. Without it, you fall into the trap of simply repeating the same mistakes!

Leaders who do not take the time to look at themselves honestly in the mirror as a tool for self-evaluation are destined to fail. Often times the only one to hold a leader accountable is the leader him or herself. It doesn’t matter if you lead a team of 500 or a team of 5!

Tonight, I will look in the clean mirror (thanks to my work earlier this evening), evaluate my performance and learn from it.

Sleeping on the couch also serves as a great reminder of my need to improve my game! Isn’t it poignant! I am now wide awake and can’t sleep! I should go tidy up the garage!

Ken Evraire is an award-winning leadership coach and team builder. As a former professional athlete, he has learned a from great coaches and learned even more from the bad ones!

To contact Ken email him at ken@kenevraire.com.

To learn more about Ken, visit his website www.ken
evraire.com or visit him Facebook https://www.facebook.com/kenevrairedotcom/ or on twitter https://twitter.com/kevraire17

Leadership and the Average Employee

I read a blog on the Canada Human Resources Centre site about three distinct categories that job seekers are broken into and the groupings made complete sense. There is group 1- the top performers, group 2 – the average performers and group 3 – the low performers. What struck me as interesting is that the top performers made up 16% of the population, low performers also made up another 16% and the average performers made up a whopping 68% of the audience. (http://www.canadahrcentre.com/base/finding-top-talent-among-majority-of-average-performers/)

Initially, I understood that it would be tough for employers to find the top performers and I also understood the need to avoid the below average performers. So, the search for the right candidate would center on the large body of average performers. So far it made complete sense to me.

What turned my compass askew was the suggested solution.

The blog forwarded the notion that somehow and someway the HR teams had to sort through the average performers to find the best of the average performers. This struck me as odd. The onus was being put on the employee to be above average without any thought of taking the average employee and working to make them top performers. The margin between an average employee and an above average employee could not be that great. Why spend time splitting hairs.

Now, I get the need for due diligence as it relates to hiring a new CEO. The financial investment associated with finding a new leader is usually far greater than that of a standard employee search. The hiring of the wrong CEO could be disastrous but the hiring of the wrong technician likely has little to no effect.

Yet, how do you find the best of the average group in an expeditious and cost-effective manner? The fact of the matter is you don’t. It is an imperfect process. How many times have you heard an HR Director say “We really lucked out finding her” or “I can’t believe we found him”? Finding the perfect employee can be a crapshoot on the best of days.

So perhaps the search for the best of the average is not the way to go. Perhaps the focus should be on creating an environment that supports growth.

I coach football and on a number of occasions I have had player’s tryout and coaches on my staff inform me that the kid though talented is un-coachable. The natural reaction is to red flag the athlete. His margin for error would be slim. He would be forced to work under that added pressure, fear making mistakes rather than simply go out and compete in an instinctual manner and as a result he would likely fail.

My first thought when being told about an un-coachable kid is…”Who coached him?” Maybe just maybe the player did not flourish under another coach because the system did not fit, his skills were not being utilized properly or he was not put in a position to succeed? Maybe there was a reason why he was average and not a top performer?

If I judged him based on his past I would have been no better than his previous coach. It’s akin to a kid showing up for the first day of school with a mark of C- without doing any work. Now, he may be un-coachable. As the leader of the team, the onus is on me to find out. As a leader, I choose to coach him up.

So, perhaps the focus should be on creating a culture that cultivates success, is cognizant of the importance of the invested individual and celebrates their work.

Average employees will remain average unless you create the opportunity to turn them into top performers and that responsibility falls on the shoulders of leadership. The common denominator that links all CEO’s with each and every staff member is the valuation of time. Everyone gets up and goes to work. Some work in the mailroom, some work in the corner office on the top floor. When the day ends, each and every one of them would like to believe they are part of something. Something that justifies their spending their time and energy on, something that goes beyond salaries and benefits!

A power with people leadership approach will turn average employees into top performers. Leadership isn’t a title. It’s an active, organic, ever changing responsibility that requires a genuine, honest effort. Contrary to what many coaches have trumpeted through the years, there is an “I” in Team and each individual requires a tailored coaching effort. Is it tough to do? It sure is. Yet, anything worth anything requires an effort! At the end of the day, you turn the average into great and you attract the great. It’s a win-win situation.