Wonderful to have the chance to combine my 2 passions here. Article is from the May issue of the monthly Golf Tabloid

This article was first published in careerhmo, and also extracted to linkedin

Well… sort of… your career coach can be much MORE. He can be your guide, your teacher, your mentor, or your confidant. He can also be your worst critic or your best sounding board. What the coach is to you as a client really depends on how you develop your relationship with him (or her). But one thing is certain – in order to make effective changes, your coach has to do what it takes to make sure you commit and action to these changes. A GOOD career coach will make his client accountable for making those changes.
“If you want any change to happen on the outside, something must shift within you.”
Here are some ways to get the most out of your coaching relationship:

• The best time for a coach is BEFORE you need one

Too often, I see clients engaging a coach as a last resort, when everything else hasn’t worked. This places tremendous strain on the relationship, and it can be counterproductive. Instead, the best coaching relationships I’ve seen are those where the client views coaching as a strategic advantage, and engages a coach to help him achieve his desired goals BEFORE any dramatic happens.Engaging a coach before anything bad happens often allows the client to be open to different options, and gives time for the coaching relationship to develop in a much more productive and effective manner. 

• Be clear on why you need a coach

Ask yourself “What do you want out of this coaching relationship?” Not always an easy question to answer. Many a time, the first response will be "to find a job!" But when you dig deeper, you can be surprised at the final answer. The coach will work with you to refine your desired outcomes and objectives – but the source has to come from you, not the coach.

• Be open and truthful with your coach

The coach is not there to mollycoddle you, and sometimes he may tell you things you don’t like to hear. Even worse when you bend the truth – for example, the REAL reason why you were fired from the job: this often leads down the wrong path. As a client, you need to be comfortable with the unknown and the unpleasant in order to progress and look at situation in a different way. The coach is there to help, not to judge.
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• Be the driver, not a passenger

You have to take charge and take the initiative to source for solutions and effect the change. The coach will help by guiding and prompting you with possibilities and options. You need to make the decision for each step and be accountable for these
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• Be ACTIVE with your coach

Too often, many clients expect the coach to be the teacher and to solve all their career problems for them.... these clients are missing out on so much more in this relationship! As a client, it’s so much more effective for you if you participate actively by openly sharing your thoughts. Don’t be afraid to ask questions. Before your next session, think about what you want to achieve or ask – this makes the session so much more impactful for you and in getting your money’s worth! After each session, you will likely be asked to do some "homework" or commit to an activity: please DO IT! You are the beneficiary, not the coach!

Go to the full article for further thoughts on:  
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• What a career coach CANNOT do for you
• How to select the right Career Coach 

I've been a football fan for the longest time, and those who know me know that I support Liverpool FC since I was 8 years old. In my adult life, especially in the last decade, I've also been following the various thought trends on effective team and individual performance management. I've always been fascinated by the effect of a new boss or manager at a team, and the ways this new individual can power up a previously ineffective team, totally changing their mind sets, and creating winners.

​Having managed commercial and management teams, I find some affinity to what has been happening at Liverpool football club with the arrival of a new manager. Jurgen Klopp has come into the football club and basically transformed how the players have performed - a total contrast to their time under the previous manager. I can see the following parallels in the management world
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• Take time to know your team

When Klopp came into the team, he took time to know his players. He studied their strengths, and got inside their heads as to how to motivate them. In contrast to many other managers, he did not publicly indicate any drastic changes, but instead focused on how he can get the best out of his existing crop of players. As a corollary to the management world, many new bosses and CEOs come into the company vowing to make drastic changes to the staff in an attempt to produce quick results. Sometimes this works, but many a time it can backfire and any positive results are only short term. Such disruptive management practices often lead to high turnover rates leading to talent drain. Show belief in your team publicly and privately

• Play individuals in their effective positions - Leverage on Strengths

As a result of knowing his players' strengths, Klopp played them in positions where they enjoyed and played their best. This was in contrast to the previous manager who deployed "utility" players in unfamiliar roles often leading to mistakes and losing games. In the management world, recognising your team's individual strengths and leveraging on these traits to produce a bigger impact is key to team management. Yes there are weaknesses in everyone, but an effective team means leveraging on strengths to overcome individual weaknesses as a priority. Weaknesses can then be dealt with on the training pitch in a more gradual and effective pace
 

• Celebrate successes

It has been well documented how Klopp celebrates with his team after each game - hugs and smiles were the order of the day, and every goal scored an emphatic celebration by the coach on the touchlines. This transmits to the players leading to immense motivation to play all out for their leader. Likewise in managing your team, find reasons to celebrate enthusiastically every success, no matter how small. Every small step leads to a big end. Even if mistakes are made, make sure its positively communicated and ensure the individual recognises and learns from this. But always do it constructively and positively

• Be humble but firm

Its often said that strong managers are loud, extroverted and boastful. I believe on the contrary. You get better results from your team by being firm but humble, and understanding what's in their heads and hearts. 

• Focus on the bigger picture

Get your team's buy-in to your vision and goals. And tell them how they can achieve this. Klopp envisioned Liverpool winning titles within 3-4 years, and he clearly imparted his playing philosophy into his players from the first off. Similarly, its critical for leaders to be transparent and open with their teams on the corporate and team goals, and develop clear action plans