Coach Knigh and Coach K

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Earlier in my carrier I had a manager that helped me develop my technical and relationship skills in a short period of time. He was always motivating me, remembering why I was hired and the importance of all the little things I was doing to my development and how could I use that in my future. Not even once he gave me a task where I didn’t know why that task was important, what were the impacts of that in the organization and where that would be used to achieve the goals he was looking for. Always providing me the big picture and involving not just me but his team in all the decisions. He was kind and generous with everybody without losing the authority, so his team always followed him as a real leader. His style was definitely switching between a participative and a transformational leadership. He knew I was hunger to succeed at work, and go as high as possible in the company, so my need for achievement was very high, so his approach followed the Theory of needs with me.

His approach was so powerful to me and his impact on my behavior was so high that I try to follow the same approach when motivating people, so I’m always identifying first what exactly that person is looking for and then I build a motivation plan according to each individual need. If their needs are fulfilled and they see the impact of what they are doing, they will be motivated and performing to their best.