Feature

Embrace Your Inner Coach & Build a Winning Work Team

Interview with Pete Smith by Kristina Kelly

Owning a business or being in a leadership role is very similar to being the head coach of a sports team. When it comes to coaches, we all know there are forgettable coaches (or coaches you’d like to forget) and coaches beloved throughout history. Which category do you want to fall into?

We sat down with Pete Smith, President of Smith Impact, international motivational speaker and long-time wrestling coach, about how owners and managers can adopt a coaching mindset to build a winning team in business.

Pete Smith, President of Smith Impact

Coach for Them, Not You

The key for anyone in a leadership position is to recognize how to get the best out of the people on your team and understand it may require approaching certain people differently.

“Sometimes, leaders or coaches will refuse to budge their style — claiming that is just who they are. If you are one way with everyone on your team, then you don’t strike me as a great leader. You are making it about you — where everyone has to conform to your style instead of recognizing that you have to be different in order to tap into people on your team differently.”

Coach Pete gave us examples of how he can yell and be blunt with one student on his wrestling team and that student will respond positively, but if he treats another student the exact same way – they may just quit.

“It is up to the leaders to know your team and know what your players need and at what time. Gain a better awareness of people on your team and situational awareness. When is it appropriate to be tough and when is it better to be encouraging? I don’t treat everyone equally, rather what is best for them individually moving forward.”

The path to praise always comes with feedback. When it comes to feedback, the only way your team will be receptive is if they 100% believe your agenda in doing so is entirely for their benefit. They need to believe it isn’t about you or your pride, but that you’re dedicated to tapping into a part of them that pushes them to be successful.

“You want their success to be #1 on your list, then they will be more receptive to the feedback,” the motivational speaker explains. He reminds us to follow that up by being their biggest cheerleader. Make a big deal of wins and celebrate it. Push through the agony of defeat together and enjoy the thrill of victory together.

“Like any great team, you want to surround yourself with people who want the same goal. In business, you can create what the endzone is and work toward it. If you didn’t reach that goal, let’s figure out why not. Reset and make it meaningful, lofty and exciting. You do that and you have a team on board that can’t wait to be a part of what you’re doing.”

Build a Winning Culture

Is it all about winning? Pete tackled this controversial issue. “The lessons learned in the journey are what matter most. The intent and focus should be we are here to compete and win and we learn that way. I see too many people shying away from taking a bold stance and saying that they are leading a team and the goal is to win. We may get there, we may not, but our energy and focus will 100% go into understanding how to win. You, as a leader, can define what is winning. Define what it means to win on your team and strive to do so.”

Part of it starts with knowing your team. “Your people genuinely have to like you. Connect with them in some way that is outside the business environment. Know what teams they root for or what their kids’ names are.” Pete encourages you to find that common ground.

“We can relate to being in a stadium or sports bar where the big game is on the TV, and the impossible play happened or a historical win finally went in the books. People are hugging strangers and completely united. That’s what common goals and clear objectives do to people.” You certainly don’t have to take your crew to a Panthers game, but making an effort to know them on some level outside of work is incredibly helpful.

Communication is Key with Clients and Crew

Mr. Smith shared a personal story with a lawn care company that really outlines the importance of communication. “It isn’t just about winning. It’s how you get there,” says Pete. We know that means no sweeping the legs, but how does that translate into our industry?

Pete bought a new home on the coast and had a coincidental meeting with a local lawn care business owner. The owner chatted quite a bit with Pete. They talked about where they're from and how the grasses differ from up North compared to North Carolina. They decided to work together.

“We developed a great relationship with him,” Pete said. “He ended up treating our lawn. He didn’t do the maintenance of it, but the treatment itself. He knew his stuff and how to get the best use of that grass, plus water cycles. He was great and reliable,” he shares.

Unfortunately for Pete, the owner got so busy that he was able to hand pick his clients closer to where he lived and refer the other clients out to someone else, including Pete.

“So, we’ve been using someone else, and it just isn’t the same. The first person made it relational, while this second person is simply transactional. They could be using the same fertilizer, but there seem to be different elements. I’m sure he knows his stuff, but it is a different relationship. If he is here, maybe I get something hung on the door saying they were there, but I don’t know what the treatment was or if I’m supposed to do or change anything.” His relational experience became a transactional experience.

Most of us have experience with homeowners who don't quite understand what is taking place or they are very patient with expected results. Sometimes it is a matter of unclear expectations set with the homeowner.

“In other words, if we [the homeowners] expect something is going to potentially take four months to see results, let me know where we are in that cycle as I have a lot of other time frames to juggle. Show me the outline we discussed. Tell me where we are in that timeline and what to expect in this phase. You can have a copy and paste situation, just tell me that you are a part of this with me. Make it relational. I have a hard time remembering the guy we use now, and that’s sad. You don’t want that with your clients.”

Similar to being a wrestling coach, Pete doesn’t teach his athletes something one time and it’s done. He builds muscle memory - doing the same drills over and over. Borrow that same principle for your business with clients and crew.

“Setting the right expectations and following up on those expectations with reminders is key. Do not expect homeowners (or your crew) to remember the glorious plan that you’d laid out and the intricacies of the fertilizer you’re using. Let them know how you can accomplish your goals together.”

Coaches get in a mindset that if you show something one time, you should know it. In athletics, you want to develop muscle memory through repetition.

“When others say why are we drilling this for the thousandth time, it is because we are working our way to 10,000 times. I want you to get to a place to move instinctually, because it becomes part of your identity. I think the coaches that struggle with this think if they show something once that they should be able to run with it. Take a different approach: I showed you once. I want to watch you do it and provide feedback in real time. I want to tweak it and give you another chance to do it.”

Some managers or coaches fear that is micro-management. “No. It is maintaining a healthy and high standard of excellence,” he explains. My whole goal is to have that person do it to that high goal consistently without my involvement.” He further pointed out that it is an excellent way to train someone to take over your role, so they can train the new people. That’s how the system grows beyond one person.

Reaching Your End Zone

Being a coach or a manager doesn’t come with a playbook, but it doesn’t mean that you can’t start building or expanding on one. Don’t shy away from repetitive, but collaborative communication. Taking bold steps is defining what success means to you. Be involved in your crew’s day-to-day operations in a supportive way that shows you’re invested in them and their success. You can show appreciation for those accomplishments that often go unrecognized to help momentum and reach your “end zone.”