- Step 1: Recognize when it's game time.
Game time refers to:
Any time when you are not planning, preparing, teaching, or learning.Conversely, it is any time you are doing, implementing, or executing.
An event, action, or activity that:
Can't be interrupted.
You have planned or prepared for.
Is either the executable action listed in the game plan or is crucial tothe success of the game plan.
- Step 2: Understand that your role as manager at game time is different fromany other time.
Lose objectivity by getting emotionally involved in a project, task, orundertaking.
Attempt to teach while employees are trying to execute. (Remember thatthe added pressure of game time performance can minimize the impact of yourlessons on your team.)
Try to correct mistakes. Save this for the next appropriate learningopportunity unless your employees are jeopardizing the game plan irreparably.
In many cases (such as when practice or lengthy discussions are required),it would be ineffective to attempt to correct mistakes during game time.
Otherwise interrupt the execution of the plan.
Be an unnecessary distraction.
Make corrections based primarily on "how I would've done it."
Analyze the actions of your staff and your team's progress toward theoverall objective (save your analysis and share it with your team only when theaction has subsided).
Make necessary adjustments and corrections to keep your team aligned, butdo so unobtrusively and only when you know that you can make an impact.
Be available as a resource.
Be a source of guidance, advice, and motivation.
Reinforce the game plan whenever possible.
Reinforce positive observations whenever possible.
Keep an eye on your identified opponents.
Plan the next "down time" learning opportunity.
Assess the support structure that you've developed (what's working andwhat's not working as expected).
Look for ways to remove obstacles for employees.
Maintain discipline and adherence to the game plan by unobtrusivelymaintaining the team's focus on the game plan and reemphasizing unitresponsibilities and individual assignments.
Step in when an employee has lost emotional control or is otherwise actingcontrary to the team playing style in a way that is compromising the executionof the game plan.
© 2001, The Center for Effective Performance,Inc.All rights reserved. Assistance on how to effectively implement these checklistsin your organization is available through a new one-day management seminarentitled How to Build A Championship Team at Work.