If I were starting over as a coach today, one of the key things I’d do differently is how I build my team. About ten years ago, I remember looking at my faculty team page and having this stark realization: “Oh my word, we’re all the same.” That’s not what I wanted at all.
Creating true diversity
Today, I’d recruit a much more diverse group, and I mean that in two important ways:
- Diversity of backgrounds and perspectives—moving away from that homogeneous team I initially built
- Diversity of skills—especially in areas where I’m not strongest
Understanding our limitations
I do an exercise with people I coach where I ask them to create four columns:
Column 1: Things that only you can do and that you really, really want to do
Column 2: Things you can do, but you’re just okay with
Column 3: Things you can do, but you’re really not good at—you’re passable but shouldn’t do them
Column 4: Things you absolutely don’t want to do
Most people spend the least amount of time doing what they really want to do and what they’re really good at. So that’s what I’d be intentional about changing—surrounding myself with a team that allows me to do what I really want to do and do well.
For instance, it’s really helpful to work with someone who helps me with writing. I have someone else who does the website and some of the details, like managing rosters and email lists and things like that.
Truthfully, I’m just not that good at administrative work. I can do it, but I get stuck in it, and it saps me.
Recruiting a more diverse team means having different perspectives on the team, which naturally enhances our work by bringing in varied ideas and approaches. Additionally, having people with complementary skills allows everyone to focus on their strengths.
Now that sounds like the kind of team I want!
Why I’d Choose Clients More Carefully From the Start