Coaching Lessons from the 2024 Olympics
While I may have been on vacation, it’s always hard for me to turn my coaching brain off. As I watched the best athletes in the world cross the finish line, score the game-winning try with no time left (Go, USA Women!), or nail the landing, I couldn't help but think about their journeys.
Were they multi-sport athletes?
Is their Olympic sport their favorite, or just what they are best at?
When did they first picture themselves on the podium?
What do they believe is their greatest strength?
How do they recharge?
What advice would they give my gymnastics-obsessed daughter?
What do they wish their coach did better?
The last question is probably the one that I, unsurprisingly, think about the most. While all professional athletes, regardless of sport, have a lot in common—intense practice schedules, strict diets, talent—there is something else they all have in common. Each one of them has a coach with the experience to help them discover their true potential.
To be the best in your field, whether it’s in the boardroom or the locker room, a coach who understands you and your goals is a game-changer. To be a truly elite coach—one worthy of coaching Olympic athletes—it is necessary to be focused on your own growth as well as that of your player or client. While you can read and learn from others at your level, true growth requires feedback from your mentees.
Because I know this, I have made it a habit to ask for feedback. After every meeting and event, I ask my team and my clients “What did I do well?” and “What could I have done better?” As you can imagine, it is quite uncomfortable for both parties at first. But just like anything else, it becomes way less intimidating with regular practice. And now, giving and receiving feedback is part of our team culture. I’ve worked to create a culture of feedback because I want to be the best coach and the best leader I can be, and I know that I can’t do that on my own.
Coaching questions to reflect on while you’re working to be the best leader you can be:
Do you ask for feedback? When do you ask for it and when do you not?
How do you respond to feedback? How does it make you feel?
Who in your ecosystem is someone that you want to seek out for feedback, but have not?
“Share this blog post, along with the best piece of feedback that you’ve ever received. It will help someone who sees it and will promote a feedback culture.”
Pete Steinberg is an elite rugby coach, leadership consultant, and author. He can help you and your organization overcome challenges and achieve unparalleled success. Pete’s first book, Leadership Shock, is now available for purchase at all major retailers. You can connect with Pete on LinkedIn and at PeteSteinberg.com.