Elite Performance Formula

    Every coach wants to win more games. Every coach would love to lift a championship trophy. There are coaches taking new jobs every year in pursuit of being at a place they feel gives them a better opportunity to do that.
    Every leader wants their organization to be successful. They want to exceed expectations. They want to drive revenue. They want to increase sales. They want to meet and exceed their KPIs.
    The bottom line is that everyone wants to win.
    Let's establish one key thing. It takes talent to win. I do not want the message today to get lost because people are hung up on talent. Yes, talent matters. Yes, more talent increases your odds.
I am going to give you a formula today that you can use to improve your results in anything you do. You can improve your results as a coach, a teacher, a trainer, a product manager, a sales leader, a founder... basically any position of leadership.
    As a leader, whether you coach a team, or you lead a business organization, you are tasked with goals. These are often an arbitrary number. Let's call those our Expectations. We expect to win a conference or district championship. We expect to win a state title. We expect to make the playoffs.
We expect to bring in $54 million in revenue this fiscal year. We expect sales to increase 8.2% in Q2. We expect our churn to be reduced by 5%.
    Once we have our expectations, we have to determine what the process will be to meet or exceed our expectations, and what system or systems will we use to align to our processes?
    This is where our Standards come into play. Everyone wants to be a part of the outcome, but not everyone wants to do the work required to achieve the desired outcome.
    What standards are you going to put into place? What are the behaviors and habits that people need to perform to lead your team to achieve the expectations? Your standards are going to become the process to achieve your goals.
    Now we get to the most important piece. This is vital. Setting High Expectations is important. Having Standards is important.

    But to truly be able to achieve at a high level, you need to have a system of Accountability to Your Standards. This system must align with your expectations.
    The level of accountability you have must align to the expectations you set.
Your performance and the performance of your team will rise or fall to the level of accountability you keep to your standards. If you set high standards to achieve high expectations, but you have low accountability to those standards, your performance will not align with your expectations.
    When someone does not meet the standards, what do you do? You can ignore it. You can just let it go. That is what many average leaders do. They ignore the standard.
    An elite leader asks a simple question. Was it a lack of caring, or a lack of clarity? Did they not perform at the level we set because they don't care? Or did they fail to perform because they weren't clear on the standard? These situations will be handled differently.
    This is were level of support comes in. Have we prepared our people through our training to exceed the standards we have set to meet our expectations?Do you need to retrain them? Do we need to coach them? What was the area they did not perform to our standards? And finally, if we retrain them, can they perform at that level?
    If not, we might need to let them go. If it is a lack of caring, is there something underlying that is affecting their performance? Will the investment we need to make as leaders bring them into alignment with our systems, or will the return not meet the investment?
    If we have high expectations but low standards, we will be disappointed. If we have high expectations and high standards, but low accountability, we will not be successful. We will be disappointed. IF we have low executions, it is impossible to have high performance on a consistent basis.
    The formula is simple. We need to set high expectations, align our standards to meet those expectations, have systems in place to hold people accountable to the standards, and then provide a high level of support to prepare people to perform to our expectations.

    Are you willing to confront when people do not meet your standard? Will you have difficult conversations? Most people are not wiling to do this because it's hard, and they are addicted to average. They aren't willing to be uncomfortable.

    What behaviors need to be confronted for the team you lead to improve their performance? Have you clearly laid out your standards? Have you trained your people?

A big piece of the puzzle is preparation. You have to do a great job of game planning for your opponents which will greatly improve your play calling ability. If you want to be more prepared each week, I highly recommend you check out my game and practice planning resource. I spent much of my career as a coordinator. I was an offensive coordinator and defensive coordinator, and coached at both the high school and college levels. I have made available all of our game and practice planning resources that helped us win more games. These have everything you need to be more prepared. They are editable and customizable, and are available as an instant download.  https://sellfy.com/p/AndN/ 

It includes everything from a scouting report template, to weekly practice plans and scripts, to a two-sided color call sheet, and more! Each of the nine documents are fully editable and customizable! Order today and start preparing for your first game right now! This helped us be able to be prepared to attack the defense and put more points on the board. It also helped us be much more efficient and targeted on the weekends when we were game planning.