Pic - :: An EXTEMPORE illustration of the QUALITIES that a Personal Coach ought to posses
PERSONAL COACH :: should not be an obligation; it needs to be a commitment
That was for the FIRST time in the year 1900 and was the day when for the FIRST time in the
history of Games & Sports the PERSONAL Coach was introduced in the games.
Just before the Olympics
that were to be held in 1900, at Paris, an Indian, who actually was a
Christian from, probably Great Britain, from the Irish side of that country, by the name of Norman Pritchard went
to the extent of hiring a PERSONAL Coach for himself to enhance his performance
for the Olympics. His Father was his personal coach.
One Hundred And Twenty One
Years have passed by after that incidence today. We see many a
players hiring the PERSONAL coach.Some come out with flying colours- the others
fail.
Independent India saw P T Usha having her personal coach in Mr
Nambiar. The recent example of a personal coach that India saw now was of Mr
ashok Kumar, the son of legendary Dhyanchand who infact is the personal coach
of Vivek Sagar Prasad , who was the member of the Indian Hockey team which won
the BRONZE at the Olympics at
Tokyo.
What constitutes a very good personal coach . What attributes
the qualities of a good personal coach. What should one observe before hiring a
good personal coach. .These are the points that would be discussed here in detail.
Well these are the FIVE BULLET points in
noticing - ie, which ought to be noticed before ONE hires a PERSONAL coach-:
"
FIVE CHARACTERISTIC OF A GREAT PERSONAL COACH ” - ::
The world of sports is more competitive than ever. Athletes are
bigger, stronger and faster than decades past. In order to gain a competitive
edge over the competition, many athletes contract the services of a personal
sports coach to assist with development of sport specific skills.
When selecting a personal sports coach there are 5 keys to look
for to ensure you’re making a great selection.
1.
They’re Professional
You want a personal sports coach that is professional.
Professionalism includes being on time and prepared for workouts. This includes
developing a program that utilizes a graduated progression. The program should
take you from your current level of knowledge and skill towards positive
improvements against predetermined goals.
2.
Demonstrated Knowledge of The Desired Sport
The personal sports coach must be extremely knowledgeable of the
fundamentals of their respective sport. This includes philosophy, strategy and
a holistic understanding of concepts necessary to be successful in the game.
Its always a plus if the coach has played the sport at a high level, as you can
be sure their knowledge of the game surpasses most.
3.
Ability to Communicate Effectively
The personal sports coach selected must be an exceptional
communicator to be able to relay sports concepts effectively. A knowledgeable
coach without the ability to communicate messages in an easy to understand
manner will not ultimately benefit you in the long run as they won’t be able to
transfer their knowledge in a way that gets results.
4.
Previous Coaching Experience
When searching for a coach, there’s no substitute for
experience. One of the most important things to look for in selecting a coach
is previous coaching experience. You want a coach with a proven track record of
success coaching athletes in your desired sport. Previous experience and
success is a tremendous indicator of future success as you begin your training.
5.
They’re Passionate
Passion is a common trait that all great coaches possess. You
want to find a coach that is passionate about the game and teaching others how
to play the game to the best of their ability. Coaches that are passionate are
most often enthusiastic as well – which creates positive energy during training
sessions. Positive energy and enthusiasm is of the utmost importance when
creating a positive learning environment.
While there are many important traits to look for in a personal
sports coach, the list above gives you a great starting point to make an
informed decision when selecting a coach.
I would add the most modern concept of personal coach that has erupted in the business and the field of sports and the personal trainer that had and has erupted in the field of training especially at the corporate sector and before that I would like to add some TAILPIECE of Norman Pritchard who won two SILVER MEDALS at the Paris Olympics in 1900.
TAILPIECE-:
1). Mr Norman Pritchard was the FIRST Indian to participate
under the UNION JACK to win TWO
SILVER MEDALS for India in the 1900 Olympics.
His medals were taken away by the Britishers and added to their
tally as he was participating under the Union Jack flag.
2).Mr Norman Pritchard is the FIRST Indian footballer in the entire annals OF
INDIAN SOCCER HISTORY to SCORE a HATTRICK in a
FIRST DIVISION FOOTBALL game in India.
3). Mr Norman Pritchard is the FIRST EVER INDIAN SPORTSMAN
who was offered a FILM by the BOLLYWOOD after his playing days were over.He
acted in the FIRST of the many movie produced in the series of the Film, TARZAN
.
Now I move down to the concept of the modern system of personal coach, their attributes and their qualities that they ought to possess for an effective modern coaching.
The
Change In The Modulation That Has Erupted In The Modern Times Of A Personal
Coach-:
Ownership and empowerment are terms frequently used in the safety arena. Teams are formed and expected to accomplish safety initiatives. The team is “empowered,” asked to take “ownership ” and lead the facility population to success, often without resources.
The examples could be the manner in which the Ghana National Hockey team qualified for the 1975 World Cup proper at Kuala Lumpur in an manner where they had only ONE-STICK-PER-PLAYER to play for. Another example could be the cases in the last World Cup Football where some of the teams that qualified to play the World Cup Football in 2018 from Europe. They did not even have a proper footfall field to practice for the tourney.The third example could be of Bermuda which qualified for the World Cup cricket in 2007.Thet still do not have anything as a cricket field or anything as such to play and practice cricket to qualify yet they qualified.
Consider the scenario of putting a football team on the field and saying, “ OK, now play and win.” They know the plays, they know the rules, they know the game and they want to win. But can they
Pic - :: The changes in the technology and the modulation that has erupted in coaching system
accomplish this effectively
without help, guidance and reassurance? Of course not! If this were true, why
would sports organizations pay such high salaries for coaches?
The “
team ” concept in a safety process helps to ensure employees’
participation and involvement in the safety effort. However, coaches are needed
in the areas of problem-solving, decision-making, time management, resolving
conflicts, delegating responsibility and helping to build the lead team and
subsequent sub-teams and more.
When my company implements our cultural/behavioral safety
process in a facility, we develop a lead team and determine and fill lead team
positions, and we assign sub-teams and clearly define and communicate roles and
responsibilities. An important position on the lead team and for the process as
a whole is that of “coach.” Often, more than one coach is recruited.
Coaches are chosen from the management/supervision pool because a degree of
authority (especially in matters of expenditures and manpower allocation) is
required to enable teams to make decisions and procure necessary resources.
What is required in the coaching effort of the safety process? What attributes
and skills should coaches possess?
Well for the most
modern theories that the coaches should possess are-:
The Level Of Commitment Commitment
Commitment to
allocating time for the team(s) and the process is crucial. In a
cultural/behavioral safety process, the amount of time spent upfront,
identifying the culture, training, establishing teams, developing the process
tools and organization is essential. Those in coaching positions need to be
willing to dedicate the time necessary to help get the ball rolling and keep it
rolling. This includes helping procure time allocation for team members to
accomplish what needs to be done.
Coaches must be willing to guide, not direct. While coaches come from the
management ranks, this does not mean coaches are to strictly hand down orders.
The team’s progress and the process will flourish best under a guiding hand
rather than iron-fist directives.
A good way to fill the coach position(s) is through using an interview-type
process. The interview is conducted by the lead team (hourly and salaried
composition). This helps determine a level of commitment to the effort.
Observation
To guide teams and the safety effort, coaches must know the culture as it stands. This allows insight into the perceptions of all plant personnel involved. Utilizing and sharing this information can help you derive solutions to obstacles and develop plans of action.
Coaches need to observe, examine and note the group dynamics of all teams. If
problems between members develop, a coach can be ready to help work out
differences. Conscious awareness of bottlenecks in team activities comes
through persistent observation on the part of coaches. Awareness is the first step
to resolution.
Individual dynamics within teams also bear watching. You must identify
individual wants and goals in order for a group to effectively interact. Good
observation and response to individuals within the process is as important as
the group as a whole.
Accountability
accepted
The responsibility of
coaching carries accountability. Coaches need to share accountability for the
team’s activities and results. The group needs to be aware that coaches are as
responsible and accountable as they are for what happens in the safety process.
However, it is important to note that management has the ultimate
responsibility and accountability for plant safety.
A misconception often found in some facilities using a behavior-based safety
(BBS) process is that everything is turned over to the hourly personnel and
they become totally responsible for all that happens, thereby delegating
management accountability. One facility leader actually told us, “ We
are turning the keys over to the inmates.” Those in leadership
roles need to accept that everyone is accountable in the safety process. If
employees believe that “ we’re all in this together,”
true ownership and participation can happen .
Communication
While the term “communication ” may be thought of as overused, the safety process is so people-oriented that unless information is continually shared, the process will falter. Communicating well enables trust and meaningful understanding on all sides.
Pic - :: The " QUALITY " of observation and the level of communication of a personal Coach
Coaching is a two-way process. Effective coaches are able to communicate feeling as well as content. Communicating with no personal agenda and without judging are essential aspects of the communication process, especially when dealing with personal anxieties and expectations. Good coaching uses communication not to give the answers but to help those involved find the answers.
Coaches have to share information with layers of participants. They need to connect the lines so everyone has an understanding of what has happened and what is expected to happen. It is part of the coaches’ responsibility to keep this flow steady and uninterrupted.
A good coach will continually engage participants in sharing ideas, obstacles and observations. Talk to people, ask questions and personally share information.
Honesty
Integrity and trust are
significant factors in successful coaching relationships. In the majority of
our safety culture surveys, these areas rank high in “Needs
improvement/resolution.”
We find that most employees accept (while they may not like it) true hard facts
over ambiguous answers. For example, if an expenditure for new equipment is not
going to happen, it needs to be said, quickly followed by soliciting help to
develop an alternative fix. It is often hard to say, “I don’t know how to solve
this…I don’t know what to do,” but the honesty of this revelation and request
for help can reap tremendous rewards.
Building trust between all levels within an organization is the foundation of
success. Honesty is the cornerstone of this foundation. Coaches need to tell
those they are guiding the truth and work out the consequences together.
Inspire and Incent
Coaches should inspire people to participate and perform at their best levels. Reinforcement is a huge part of a team’s success.
In a football game, not only is a touchdown celebrated, but so is every
five-yard gain. Positive reinforcement for incremental progress leads to more
and more gains. Recognition of accomplishment is probably one of the leading
motivators for people. Remember that recognition patterns may need to vary as
people’s needs are different and circumstances and timing are unpredictable. A
successful coach recognizes this and utilizes it at every opportunity.
Non-judgmental
guidance
When coaches see areas
for improvement, they should tell the teams and employees. But this should be
done in a manner that does not appear to find fault; rather, suggesting alternatives to
enhance performance. Fault-finding is often easy; encouraging
improvement is not. But the positive effect is stronger.
Coaching draws out more than puts in and develops more than imposes. A coach
needs to help people understand that a mistake is not necessarily a failure. It
is one point in time. Failure needs to be removed from the coach’s vocabulary.
If a particular mistake is identified and viewed from a perspective of “where
things went wrong and how it can be turned around,” improvement can happen. It
is a challenge to eliminate the “failure” thought process. Good coaches show
that we learn from our mistakes, correct them and move on to future successes.
Good listening and a careful observation to impart the best of the training
Good listening is a key to good communication. Listening skills and resisting the urge to give immediate advice are essential attributes of successful coaching. It is central to helping people find direction and solutions. Listening is probably the most important ability and activity of a coach. It takes patience and practice. In coaching, listening is more important than talking. Listening to people can help them overcome doubts. By being completely objective and giving undivided attention, people sense a high level of support and intuitively will ask questions and look for guidance from the coach.
Pic - :: The " INHERENT " Quality as depicted the personal coach ought to possess
The bottom line is that coaching is necessary in a BBS process and any team situation. Coaching should not be an obligation; it needs to be a commitment. The safety process needs dedicated coaches who are “ champions ” willing to guide the team to success.
Thanks for reading.
Well , that is it and That sums it all.
Regards and Thanks
Pics
Shyamal Bhattacharjee
Mr Shyamal Bhattacharjee, the author was born at West Chirimiri Colliery at District Surguja, Chattisgarh on July 6th 1959 He received his early education at Carmel Convent School Bishrampur and later at Christ Church Boys' Higher Secondary School at Jabalpur. He later joined Hislop College at Nagpur and completed his graduation in Science and he also added a degree in B A thereafter. He joined the HITAVADA, a leading dailies of Central India at Nagpur as a Sub-Editor ( Sports ) but gave up to complete his MBA in 1984 He thereafter added a Diploma In Export Management. He has authored THREE books namely Notable Quotes and Noble Thought published by Pustak Mahal in 2001 Indian Cricket : Faces That Changed It published by Manas Publications in 2009 and Essential Of Office Management published by NBCA, Kolkatta in 2012. He has a experience of about 35 years in Marketing .
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