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Business managers could take queues from the sporting world, (perhaps forgoing the Gatorade showers after the big meeting) but like their coaching counterparts the more successful managers realize that they're not just managing groups of people, but rather coaching people that make up dynamic and effective teams.

The world's best sports coaches develop each team member to reach their full potential, while simultaneously pushing the entire team to success. Likewise, good business managers realize managing or coaching 'through their teams' can help their own teams to be more successful.

Effective coaches observe and understand the social dynamics of their teams, as well as the individual skills & strengths of each of the team members, and then guide these strengths and social bonds to come together with shared goals and purposes. This elevates a team's engagement & performance, as well as its company's bottom line.

The key to growing your company is to change with your industry -- and change doesn't always come easy. On paper, it's easy to construct a plan and execute it, but persuading your employees to go along with these changes may be difficult. Offering a pat on the back or a certificate are great catalysts for change, but they simply aren't enough. People need to know why the change is necessary, why it's important that they contribute to the change and what they will inherit from changing. Providing incentives that provoke these changes, will benefit not only your company, but your employees as well. Here are 5 incentives that provoke change.

No one exists in a vacuum, especially not in the business world. The rise up to a management position requires networking, mentoring, and coworkers helping along the way. When you reach upper management, you need a mentor on your side even more. You're dealing with pressure and situations that you don't encounter before you reach this level in the corporation, so getting a mentor who has years of experience in this environment is essential. Take your time choosing a mentor, however. You want someone you can easily communicate with, who is a natural teacher, and who can take your input, suggestions, and preferences into consideration for your mentorship. Once you've found the perfect mentor, you need to know how to apply their tips to improve your leadership abilities.

A lack of trust between employees and employers can have disastrous effects for a company. Employees are more likely to feel apathetic about their jobs and feel less incentive to work harder and contribute to the success of a company. Earning the trust of your employees is one of the most important parts of your job and is an integral part of being a great leader. It’s incredibly difficult to motivate your employees and maintain their respect without trust.

Here are 5 ways that can help you gain trust as an employer.

1. Interact with your employees often
One of the biggest reasons that employees don’t develop trust is that they don’t have a chance to! If managers work in a closed office or at a different site, they can come across as aloof and inaccessible. This type of relationship does not foster good feelings and trust amongst employees. Even if you are busy, make it a point to communicate with your employees and be approachable.

Physical therapy following shoulder surgery and back issues gave me a new appreciation for "core strength." Physiologically, core strength is primarily a function of our abdominal and lower back muscles, pelvis and diaphragm working together to provide support, balance and power when we need it. Core strength isn't as readily visible as the muscles on "muscle beach;" we notice it more in its absence. Core strength is a large part of power generated in the martial arts; it strengthens our backbone, contributes to a healthy upright posture, and is necessary for dynamic sports. Yoga and isometric exercises are particularly beneficial for developing core strength.

Our new house has a breakfast bar just after you walk in the front door, tempting you to drop anything you're carrying as you enter the house. This area is quick to collect keys, magazines and toys, making it an eye sore to anyone walking in the door. It quickly became my mission to keep that counter clear.

It doesn't sound too difficult since only two people in the house leave things there, yet for months; I failed to keep it clean.

I did all the right things. I articulated a positive end state, we agreed upon the benefits of it, and we committed to our new behaviors. I'm not saying I launched a full corporate change program at home, bit I tried hard. And I don't want to brag or anything, but I'm a guy who does behavioral change for a living.

Did I mention that I failed -- miserably?

Summer is officially here. Obviously for children this brings much excitement. But even many adults look forward to the warmer days and the many barbecues, vacations, pool days and camping trips that take place.

And then there are the people who only look at summer as an inconvenience, such as the frustration of not being able to wear a business suit all day without sweating into it. Summer means nothing to them.

That’s fine and all, not everyone has to like summer. But if you fall in that category, it might not be just summer itself that you’re not a fan of, perhaps it’s difficult for you to break away from work. Even on the weekends.

Some like to define leaders into two categories: those who take risks and those who don’t. The risk takers create an environment that values "out of the box" thinking and creative problem solving. Sure, they make mistakes, but they actively learn from mistakes and apply the lessons learned to new situations.

Those who don’t take risks work in a risk-adverse comfort zone and display and encourage a style of leadership that is conservative. They have a low tolerance for ambiguity, or are known for "analysis-paralysis," that is, never having enough information to make a decision.

Motivation is one of the key ways for managers to get the most out of their employees. After all, one of the most referenced quotes for leadership is, "Motivation is the art of getting people to do what you want them to do because they want to do it," by Dwight Eisenhower.

I’m sure you understand how motivation helps make employees more productive, which in turn positively impacts the bottom line. Now, are you also working to make sure you, yourself, are motivated?

Sometimes managers can be so focused on managing their own employees that they completely forget about self-management, which is crucial in itself.

Let’s face it; you will certainly encounter obstacles in your efforts to make changes in your organization. The consequence of poor coping skills will invariably lead to lost opportunities to be effective. An inability to cope with stress will not only cause personal unhappiness, it can also make you ineffective as a leader.