Lessons in Leadership and Human Performance
On Sunday, January 26, 2025, the Philadelphia Eagles played the Washington Commanders in the NFC Championship. This was the first time the Commanders had been in the NFC Championships since 1991. The Eagles beat the Washington Commanders 55 to 23. The Commanders turned the ball over four times, and the Eagles capitalized on those mistakes, scoring 21 points.
A critic of the Commanders in the Championship game would be able to point out...
Dyami Brown fumbled on Washington's side of the field, leading to a Saquon Barkley touchdown.
Jeremy McNichols fumbled the ensuing kickoff, giving the Eagles excellent field position and leading to another touchdown.
Austin Ekeler fumbled near midfield, which the Eagles capitalized on with a touchdown.
Jayden Daniels threw an interception in the end zone to rookie Quinyon Mitchell.
In contrast to the critic, a good coach would analyze each turnover and identify patterns. This may require the coach to spend 5-10 hours reviewing the footage from a single game. The coach would then teach players correct techniques and decision-making processes, such as protecting the ball in traffic, making better reads, or securing catches.
A good coach will likely analyze many hours of game footage to implement specific drills and practice routines. While players need to be held accountable, they need positive reinforcement to develop the skills to eliminate turnovers. If the team is struggling, the coach might try simplifying the game and tailoring the strategy to the strengths of their players.
Coaches could work with the team on mental techniques to improve focus and concentration, which are crucial for avoiding mental errors that lead to turnovers. Building confidence may also be necessary, as the players may be stinging from the loss.
The above is a sports example, but lessons from comparing a critic to a coach can also be applied to business leadership.
The critic's voice will likely be heard louder than the coach's. Most people have an inner critic who says they aren’t talented, brave, skinny, or smart enough. This may be why Gallup suggests a 5:1 ratio of positive feedback to criticism.
The critic tends to drain people's energy and is likely to leave them in a fixed mindset. Studies have shown that a fixed mindset limits human potential.
A critic can identify flaws and shortcomings. Critics often point out mistakes and weaknesses without necessarily offering solutions. A critic may seem detached or adversarial. A critic is likely to be seen as an observer or evaluator. While their feedback may be objective, it may not be constructive or helpful.
In contrast, a coach acts as a mentor. A coach may bring solutions or guide individuals, helping them develop their own solutions. A coach helps the individual see the situation as temporary. A coach offers feedback, guidance, and support.
Great coaches are likely to make investments in relationships, which can increase trust and effectiveness. They are likely to evaluate shortcomings in the context of the individual's strengths, personal goals, and competing priorities. Their objective is to empower and motivate. Coaches are likely to be constructive, supportive, and collaborative. They help individuals or teams build confidence and achieve goals they never thought possible.