In football, the path to victory is paved not just by talent, but by the relentless pursuit of improvement. I was lucky enough to play football at a young age and continued to play until I graduated from college. Now, as a coach for my son's football team, my goal is to guide each player toward their full potential, helping them correct their mistakes and build on their strengths. Every missed tackle, every dropped pass, and every error is an opportunity to learn and grow. We never lose—we either win or learn.
When I am on the practice field with the team, I am constantly giving feedback, both positive and constructive. Why? Because I want our players to know what they are doing right and what they need to change to improve on their next opportunity.
The same principles apply in the workplace. Just as a coach uses feedback to help players refine their skills, leaders in the business world can use feedback to empower their teams, foster growth, and drive success.
The Two Sides of Feedback
In coaching football, like any sport, feedback comes in two forms—positive, to highlight what’s working, and constructive, to address areas of improvement. On the field, I praise players when they execute a play the way it was instructed, and I give them constructive feedback when they miss a tackle or are not using correct form. The same is true in the workplace. Positive feedback reinforces behaviors that contribute to success, while constructive feedback helps correct the course.
In business, employees need to know when they’ve done a great job, but they also need to understand where they can improve. Just as a player benefits from hearing “great job on that block,” employees feel valued when leaders acknowledge their achievements. Similarly, when constructive feedback is given, employees understand that the goal is to make them better at what they do, not to criticize their efforts.
Don't Wait to Make Your Team Better
One thing I’ve learned from coaching is the power of giving feedback as soon as possible. On the playing field, waiting too long to correct a mistake or offer praise could make the difference between a win or a loss in the next game. The same holds true in the workplace. Delaying feedback can lead to confusion and/or missed opportunities for improvement.
When feedback is given promptly, it allows employees to adjust their actions in real time, much like a football player who corrects his form after immediate instruction. Timely feedback helps employees improve faster and prevents small issues from becoming bigger, more complex problems.
Culture of a Growth Mindset
As a coach, my ultimate goal is to create a team that believes in continuous growth. From the very first day of practice, I teach our players to view mistakes not as failures, but as opportunities to learn. I want them to understand that I am on their side and any constructive feedback that is given is for them to grow and to become a more skilled player. This growth mindset is invaluable in sports and can be equally transformative in the workplace.
Leaders who encourage a growth mindset empower their employees to take calculated risks, knowing that they can learn from their mistakes and come back stronger. In a culture where feedback is seen as a tool for growth, employees are more likely to embrace challenges, stay engaged, and continuously improve their performance.
Feedback is a Team Effort
One thing that sets a great football team apart is how the players help each other improve. Accountability is key to building a winning team. Football is played with eleven players working in unison, and when even one player doesn’t do their job correctly, a perfectly designed play can fail.
It’s not just the coach who gives feedback; teammates provide input as well, creating an environment where everyone contributes to the success of the group. The same can be true in the workplace. Leaders should foster an environment where team members feel comfortable giving and receiving feedback from their peers.
Encouraging feedback across all levels creates a feedback loop where individuals hold each other accountable and collectively strive for improvement. This team-oriented approach builds trust and collaboration, leading to a stronger, more cohesive group.
Giving Precise Feedback
Whether on the field or in the office, feedback must be specific and actionable. As a coach, I don’t simply tell my players to “play better.” I provide clear instructions on how to improve — things like “lower your stance” or “step with the correct foot.” In the workplace, feedback needs to be just as clear. Vague comments like “work harder” or “be more efficient” aren’t helpful. Instead, give employees specific guidance they can act on.
Specific feedback makes it easier for employees to understand exactly what they need to do, giving them a clear path for improvement—just as a player knows what to work on after a practice.
Coaching Your Team in the Workplace
As both a football coach and a leader in the workplace, I’ve come to realize that the essence of feedback is not about criticism, but about growth. Whether on the field or in the office, the role of a coach is to help others reach their full potential. By providing balanced, timely, and specific feedback, we can guide our teams to success.
So, as a leader, ask yourself: Are you the coach your team needs? Are you giving them the timely, actionable feedback they need to grow, improve, and thrive? Just like on the playing field, your team's success starts with your commitment to their development.
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