By Marc Lobliner
I coach my son’s U11 football team. I am just the line coach, but the dudes who coach with me are also in the same mindset as I am.
Let’s start off with last weekend’s game.
It’s 0-0, the opening kickoff is a short one and we fall on it.
You can hear our coaches getting our kids fired up and getting the offense ready for play. POSITIVE statements. A lot of “Let’s Go!” and energy.
On the other sideline, you hear the coaches angrily yelling at their players for the execution of the kick.
First play from scrimmage, our line makes every block and opens the outside for our running back to score.
You hear their coaches furiously yelling as we celebrate.
We celebrated and our fullback punched in the extra point.
After the kickoff, our defense held them to four and out. We got the ball again, touchdown. Extra point good.
14-0 in two offensive plays.s
Their coaches were still mad. Angry. Yelling.
We smiled, encouraged our kids, and ended up with a 42-0 mercy-rule win.
Our players are awesome, but not the biggest, not the fastest, not the strongest.
It’s all about culture and what you’re playing for.
We demand a lot of our athletes. Learn your plays, DO YOUR JOB, and we will win.
Every Tuesday after we win, I buy my linemen doughnuts and give them to everyone, telling them that a random lineman (changes weekly) said everyone deserves doughnuts. We don’t punish every mistake with extra running and up-downs. We focus on what we do RIGHT, and not what we do wrong.
The other game one of my linemen got called for a hold. He came off the field expecting to be scolded. I put my arm around him and said, “What happened?” He explained it and then I said, “You’re better than that guy, you don’t need to hold. Show the world how dominant you are!” He didn’t get one call the rest of the game and crushed it.
This is also my management style at work. Managers are usually garbage. You can do 1,000 things right and you mess up once and your manager attacks you.
THIS IS NOT THE WAY TO MANAGE!
Employees typically respond better to positivity, and numerous studies have found that positive reinforcement and a positive work environment can significantly improve employee motivation, performance, and well-being. Here are some reasons why, supported by various studies:
Increased Productivity: According to a study conducted by the University of Warwick, happiness led to a 12% spike in productivity, while unhappy workers were 10% less productive. The research shows that human happiness has large and positive causal effects on productivity.
Better Decision-Making Abilities: Research from the University of Pennsylvania’s Positive Psychology Center found that individuals who were induced to feel positive emotions were better at problem-solving and making decisions than those in a neutral state.
Boosts Creativity: Positive emotions widen attention and allow people to think more broadly and openly. This is discussed in the “broaden-and-build theory” by Barbara Fredrickson, which suggests that positive emotions broaden an individual’s momentary thought-action repertoires.
Enhanced Team Collaboration: A study from MIT’s Human Dynamics Laboratory found that teams that communicate effectively, with members actively reaching out and connecting with all other team members, were more successful. Positive interactions contribute to this dynamic.
Reduced Employee Turnover: According to the Society for Human Resource Management (SHRM), a positive work environment and culture encourages employees to stay longer in their jobs, thus reducing turnover rates. This is KEY at Tigerfitness.com where our staff has mostly been there for 5+ years!
Better Health & Well-being: A study published in the Journal of Applied Psychology found that positive work environments and low job stress are linked to better health outcomes for employees, which in turn can lead to reduced absenteeism and increased productivity.
Increased Engagement: According to Gallup, workers who are engaged and have high well-being are more likely to be attached to their organizations and are more productive.
Enhanced Learning & Flexibility: Research in the field of positive psychology has shown that positive emotions can facilitate adaptive thinking and flexibility in cognitive processing. This helps employees adapt to new situations and learn more effectively.
Higher Levels of Satisfaction: A study by BrightHR found that happiness is a key indicator of job satisfaction. Happy employees are more likely to report high levels of satisfaction with their jobs than those who report low levels of happiness.
Creates a Positive Feedback Loop: A study published in The Journal of Positive Psychology found that experiencing positive emotions leads to higher levels of resilience, which in turn leads to increased positive emotions. This positive feedback loop has a myriad of beneficial effects in the workplace.
Same thing. PRAISE YOUR CHILD! Make sure they know you love them. While bad behavior should be addressed, be sure to also reward good behavior. Kid had a good day at school? Get him ice cream! Tell him you love him. Say you’re proud of him.
As my mother said, “You catch more flies with honey than with crap.”
And one can’t deny the lifelong impact of a good coach. As the sign in the office says, “A good coach can change a game. A great coach can change a life.”
Be positive and be a winner!