Finding Gold — Why Simulation Leads to Better Team Members
Today an interesting article from outside the specific frame of medical simulation by Lee Colan on Inc.com with his work “Why Engaging Leaders Coach Now vs. Pay Later“. This article is a great reminder that we as simulation champions enable others to bring out their best not by simply telling them what to do, or showing them what to do — but by having them actually do what they are going to do! Consider Andrew Carnegie:
“A reporter asked Carnegie how he had hired 43 millionaires. Carnegie responded that those men had not been millionaires when they started working for him but had become millionaires as a result.
The reporter’s next question was, “How did you develop these men to become so valuable to you that you have paid them this much money?” Carnegie replied that men are developed the same way gold is mined. When gold is mined, several tons of dirt must be moved to get an ounce of gold, but one doesn’t go into the mine looking for dirt–one goes in looking for the gold.
Some leaders find themselves sitting on a mountain of gold, and yet they feel poor because they don’t know how to mine the gold from their teams. Coaching is how we mine our team’s gold.
The coaching challenge in today’s mega-busy workplace is that people only remember 20 percent of what they hear. And if those people are teenagers, you can divide that number in half!
As the retention scale below illustrates, inspiring extraordinary results requires just a little extra time and effort. People generally remember:
- 90% of what we both say and do (simulating the real thing, doing the real thing)
- 70% of what we say (participating in a discussion, giving a talk)
- 50% of what we hear and see (watching a movie, looking at an exhibit, watching a demonstration)
- 30% of what we see (looking at pictures)
- 20% of what we hear (instructions)
- 10% of what we read (memos, books)
Coaching is a pay-me-now or pay-me-later leadership proposition. Take a shortcut and you will be saying the same thing to the same team member next week–no fun for either of you. Do it correctly, and you inspire higher performance and competence … and competence builds confidence. Team confidence is a vital asset for any leader who wants to elevate performance.