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Coach Wooden is one of the great men of modern time who exemplified the balance of family, success and contribution. If you read any Coach Wooden book, this is the one I recommend.

This easy-to-read book begins at his foundation: family, values and virtues and then discusses and offers wisdom on the topics of success, achievement, competition and leadership.

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I've pulled some of my favorite quotes from the book to share with you:

• “Being a role model is the most powerful form of education.
• [People] need good models more than they need critics.”
• “[Happiness is] being at peace with yourself knowing that you are making the effort, the full effort, to do what is right.”
• “’Failing to prepare is preparing to fail.’ If you prepare properly, you may be outscored but you will never lose.”
• “Leaders Listen.” “I feel that hard public criticism embarrasses people, antagonizes them and may discourage them from being receptive to your message.”
• “Success is peace of mind that is the direct result of self-satisfaction in knowing you did your best to become the best that you are capable of becoming.”

Someone asked me yesterday for tips on how to develop an entry level person that has strong potential.  My primary goal is to build the person’s confidence.  I do this by spending meaningful time with them to improve their skills.  This tends to improve their confidence in two ways.  First, my spending time with them makes them feel valuable and worthy, which builds confidence.  Second, their skills will improve, which will build their confidence.

Ken Blanchard uses situational leadership to discuss this in his One Minute Manager series. Briefly, if someone is new at a skill or goal, he or she needs to be patiently shown how to do it.  The person needs direction and frequent follow-up for feedback.

Once the person has learned the skill fairly well, he or she needs little direction and more support.  If they are frustrated, they may need to vent and hear another’s perspective for support.

As managers, we often do the opposite.  Someone is new at a skill and we often do not give enough direction or appropriate follow up.  We show them one time and expect them to know it.  When they feel frustrated, we either shame them for not getting it right or give them support rather than more direction. We should observe them doing the skill and then show them how to do it better.

Sometimes when someone knows the skill fairly well but is in a slump, we show them how to do it.  This feels like micromanaging and often takes away confidence.  They know the skill, they probably need support.

I recommend the One Minute Manager series by Ken Blanchard to learn more about self leadership.