Keith Lucas

It's just four phases for ease of understanding.

So I start with G for greed.

This should be your default assumption.

You assume that on every given day, everyone's performing and that really all you need to do for an individual is to coach them athletically to a higher level of performance.

Sometimes that's just unblocking things in their way or reducing friction for them or providing clarity.

But sometimes it's about tuning alignment or coaching on values.

And generally, in this green phase, you're just optimistic and expire and forget.

You don't have a memory of the coaching you're doing.

People enter the next phase, yellow, when they start to disrupt the team and its performance.

And so a sign of this could be you're coaching someone over and over again on the same issue and they're not improving.

Or you're starting to coach them broadly on a number of issues that are not improving.

And this is now when that happens, you are likely impacting the team.

So when this happens, your assessment of the person really shifts dramatically.

from this person will succeed here to I'm pretty sure this person will succeed here.

meaning there's a drop in the probability of success on this person.

People here should get clear feedback on the issues and a clear message that things must improve.

And your tone has to shift a little from the optimistic, go-go, green feedback to a little bit different of concern, or you might send mixed signals.

So you have to be careful of that.

And finally, in yellow, you do move away from fire and forget.

you are starting to write things down in case things get worse.