As a coach, what would you describe as your type of leadership style in management and how do you go about motivating people?
My leadership style in management is to empower the people that I’m involved with, and very not a dominating role. The people that I work with, it’s about motivating people, building sort of trust, loyalty and about being honest. And I think those three values are incredibly important to me and that when I get someone that’s working as a coach or another person in management, you want them in power to feel that they’ve got ownership and for me, that’s incredibly powerful and incredibly important when motivating people and one of the challenges about that is that the decisions that they sometimes make or the strategies that they make, you might not always agree 100 percent, but if you’ve backed them, then they feel that they really blend to you, your philosophy and your structures and that’s how you create that trust and that loyal and that honesty and building a team of people that are happy to challenge each other.
Cause as a coach, I definitely want to be challenged by the people that I’m working with. And I want my leadership style in management to reflect that. I’m gonna challenge them as much as I possibly can, but then having that relationship or that trust, that honesty, that by being challenged, it’s not a threat and that we’re trying to make yourselves better as individuals, but also ultimately make the team better.
How much influence does the coach have once the game’s off and running? And how much is reliant on the ballooters on the page?
I think that’s – a great thing about the game is that I think the coaching job is pretty much done the day before, whatever your leadership style in management. You’ve hopefully done your homework and done the planning and preparation that week. And very much the day before, it’s all down to the captain, your senior players in terms of that final run and the captain’s run and then really leaving that up to the players because ultimately they’re the ones on the field under pressure and got to make those decisions under pressure. And you try to get to that stage where they’re better prepared, they’re better – the more planning you do, the more you can pull back and let them take ownership and let them make decisions, and that is really a key aspect of motivating people.
Any team that I’ve either been involved, as a player or as a coach, it’s been successful when you’ve had a group of senior players that have really taken ownership in motivating people and the coach – the coaching aspect is minimal because coach don’t want to get involved in discipline and stuff, so yeah, group of players that drive a lot of things, that drive the quality of trainings, they drive your discipline both on and off the field, they set standards, they set goals and ultimately that’s where you want to get a team to be. Then you’ve got a group of senior players that are really driving and leading the way.