Soldier for Life

Coaching a Soldier for Life

Adan Rodriguez
University of Saint Mary

Soldier for Life

A quote form legendary coach Vince Lombardi individual commitment to a group

effort-that is what makes a team work, a company work, a society work, a civilization work.
This is what coaching is all about. Whether you are looking for championship rings, board room
gains or saving lives on the front line. It is paramount that we put individual needs behind the
groups needs. This will ensure that we continue to shape society for the better and continue to
survive as a civilization. Coaching and mentoring is a way of life for educators. Many teachers
instinctively coach and mentor without knowing it.
My coaching experience with SGT Perry was unique. SGT Perry had been working for
me for over a year before I started coaching him. While I have had conversations with him prior
to our coaching experience they were quick and in passing. Due to the levels of rank and
hierarchy I did not engage him as I probably should have. So when I initially asked him to work
with me on this project he was a little reluctant. I think it was due to the relationship that I had
not fostered. This brings me to my first point of choosing your coach and mentor. You are not
going to go out there and just start coaching without building trust. Revathi Turaga (2013) states
that attitude and ability to trust one another in a team this key to ensure that a bond is created
with the team members (p. 13). In this case SGT Perry, like previously stated my previous
conversation were not emotionally engaged. I had to bridge that trust that was not created in
order for SGT Perry to open up.
Step five in USMs knowledge in action is reflecting on processes. There were several
changes that I would make to may action plan. The first would be would be choosing smart
goals that could obtained in two to four weeks. Keeping the timeframe short will ensure that you
will have enough time to examine the results. My goals were created with longevity in mind.
Perhaps a smart goal like reducing SGT Perrys two mile run by twenty seconds within the four

Soldier for Life

weeks. This would ensure of better collection of data, singling out exercises that worked best in
order to increase speed. Secondly I would create a better rubric for SGT Perry. I felt like I didnt
give SGT Perry a clear guideline on what milestones to attain. Element one of Marzano and
Simms (2013) providing clear goals and rubrics this element is vital to ensure both the coach
and coachee are on the same page (p. 38). When you provide the continuity the coachee knows
exactly what you expect and can begin on the right direction.
When SGT Perry and I begin on this journey we didnt know how it will end up. Since
we have only been here the challenges that I identified have already surfaced. With this been a
nine month deployment we are only at the beginning of our journey. Other challenges will
continue to arise. Last week has been a somber one. A coach must ensure he is there through the
difficult times. I remember vividly telling soldiers this deployment is not like any other they
have been on. Only being a phone call away from heading into Iraq is on everyones mind. Iraq
is not the same country many soldiers deployed prior to the conclusion of the 2nd Gulf War. A
vibe of complacency is currently in the air. Coaching and reminder that this is still a combat
environment is necessary. Some of the conversations I have had with SGT Perry are professional
development and battle rhythm questions. Conversations on keeping focused and engaged arose
throughout the first two weeks. Complacency can be a difficult thing to overcome so constant
communication with SGT Perry was needed.
Growth with the relationship comes with time. Understanding each other and being able
to be open is key. Tom Sheives mentions that overcoming barriers of trust, fear of conflict is
fundamental to ensure your relationship grows over time. There will be times that SGT Perry
and I disagree but we must be able to overcome and work through it. David Mineo ( 2014) states
trust is the glue which binds the leader to her/his followers and provides the capacity for

Soldier for Life

organizational and leadership success ( p, 1). Keeping focused on the end state is how we will
accomplish SGT Perrys smart goals. Perhaps a collaborative effort with other leaders in the
section would have made SGT Perry more successful. When we planned the goals we did not
receive any input from his direct supervisor. Perhaps his supervisor had a different vision for
SGT Perry and we didnt give him the opportunity to share what he felt were important.
An area of focus that I could improve on is gathering critical information. Element number six
for Marzano and Simms (2013) is identifying critical information (p, 41). We researched
information as we went along. I should have prepared two to four weeks worth of data in order
to ensure a smooth transition from task to task. Also creating a screening system to measure his
desired outcomes at the half way point. Improving and adjust the action plan is part of the
processes. Being able to identify areas of weakness in both SGT Perry and I will ensure we both
grow from our experience. As far as aspects to practice to become a better coach? All of them
you only become better at skill if your practice. It does not matter what that might be.
Communication and interpersonal skills can always be improved.
This has been a great experience for me. I was able to teach and mentor someone close to
me and to my organization. Sometimes you learn the most from a failure or a tragedy. I believe
this holds true with our organization. The suicide was an eye opener for many young leaders.
Putting the wellbeing of others is what makes the organization successful. Knowing what to
look far will only come from practice and experience. SGT Perrys and my journey has only
begun and will continue be challenging. I expect for both of us to learn from each other and
become better men.

Soldier for Life

References
Marzano, R., & Simms, J. (2013). Coaching classroom instruction. Bloomington, IN: Marzano
Research.
Mineo, D. L. (2014). The Importance of Trust in Leadership. Research Management
Review, 20(1),
http://search.ebscohost.com/login.aspx?direct=true&db=eric&AN=EJ1038828&site=ehost-live
Sheives, T. (2009). Team trust can often lead to championship performance. Fort Worth Business
Press, 22(14), 35.
Turaga, R. (2013). Building Trust in Teams: A Leader's Role. IUP Journal Of Soft Skills, 7(2),
13-31.
http://search.ebscohost.com/login.aspx?direct=true&db=buh&AN=89521619&site=ehost-live