When you do something time and time again and you can replicate the process, you should experience a consistent outcome. Isn’t that why we gravitate to some restaurants over others? The food and service are consistently up to our standards. This explains why franchises are so popular now. People don’t like change for the most part and prefer predicable outcomes. When I walk into a Starbucks, I know exactly what to expect.
Training outcomes can be predictable. If your goal is to drop bodyfat, there is a proven format on how to train, accompanied with a research-based way on how to eat to achieve that goal. The debate ignites when people ask, what is the best way? That’s a loaded question, because best is subjective. Some people enjoy variety in their workouts, while others prefer the same routine. Some people need to feed off the energy of others, while some take a more cerebral approach. There are those who need to be challenged, while some view challenges as confrontational. With this in mind, how can I provide the best workout for everyone that visits our studio? After giving this a lot of thought I’ve determined that recognizing the mind-set of the person being coached is just as important as the method being used.
Carol Dweck writes about two perspectives in her best-seller Mindset- The New Psychology of Success. She describes them as either a growth or fixed mindset. One takes failure at a task as a way of getting better, while the other accepts failure as a loss.
“Believing that your qualities are carved in stone- the fixed mindset- creates an urgency to prove your self over and over. If you have only a certain amount of intelligence, a certain personality, and a certain moral character- well, then you’d better prove that you have a healthy dose of them.”
“The growth mindset is based on the belief that your basic qualities are things you can cultivate through your efforts, your strategies, and help from others.”
-Carol Dweck
Why is this important for a coach to understand? It will help you determine how you approach the program of someone with whom you’re working. I’ve experienced someone feeling defeated after you show them a drill which they don’t excel in right away. You can explain the benefits of the exercise and how it will help them in an area they are weak in. You can tell them that they will improve in time. Nonetheless, it makes them feel defeated. On the other end of the spectrum, you can have a person who isn’t happy unless you show them where they need to improve. Bringing light to their weaknesses is considered a win by them.
I tell my team that it’s not our job to change people from who they are. It’s our job to recognize who they are, where they are at physically, and then provide the program that suits them best. When you are willing to recognize this, the relationship between the person being coached and the coach become special. That’s when coaching works and the program being used is the best program.
A skilled practitioner needs to assess someone’s physical capabilities first. A popular mantra is “meet them where they’re at”. Next, you need to identify how they learn (visual, kinesthetic, oratory). This allows you to communicate effectively. This is when you hear comments like “he knows I need to see a demonstration of the exercise.” Finally, you recognize their mindset. Ask a fixed mindset person to perform kettlebell swings for 40 seconds and they reach fatigue in 30 seconds, and thoughts of “will I ever be able to do this?” will creep into the training session. Growth mindset people will give responses like “I guess we have work to do.”
After 29 years of coaching, I have learned that there’s a lot more to it than just sets and reps and I’ve embraced the growth mindset of constantly learning how to be better.
See you at the studio.