The Player-Coach Balancing Act
You were a top biller – now, you’re expected to coach a team while still delivering results.
Sounds simple, right? Yet, so many Player-Coaches struggle to strike the right balance.
Instead of coaching, they find themselves:
❌ Jumping in to save deals instead of letting their team learn.
❌ Feeling torn between hitting personal targets and developing consultants.
❌ Answering the same questions over and over, leading to frustration and inefficiency.
If you’re feeling like you’re carrying your team instead of coaching them, you’re not alone.
Why Most Billing Managers Fail at Coaching
The biggest mistake recruitment leaders make? They manage instead of coach.
Here’s what that looks like:
🚨 Team member struggles to close a deal.
🚨 You step in, take over, and close it for them.
🚨 Next time, they still rely on you because they haven’t learned.
Micromanaging might get short-term wins, but it creates long-term problems. Your team won’t develop, and you’ll be stuck firefighting forever.
How the Best Player-Coaches Get It Right
Having coached thousands of billing managers, I’ve seen what separates the best from the overwhelmed:
✅ They coach in real-time—giving instant feedback instead of waiting for performance reviews.
✅ They create structured coaching sessions—so development isn’t left to chance.
✅ They focus on progress, not perfection—letting consultants make mistakes so they learn faster.
The Bench Coach Framework for High-Performance Teams
If you want to stop micromanaging and start coaching, here’s your system:
1. Use ‘Ask, Don’t Tell’ Coaching
Instead of handing answers to your team, ask:
- “What do you think the next step is?”
- “What’s the real objection here?”
- “If I wasn’t here, how would you handle this?”
Coaching is about developing problem-solvers, not just giving solutions.
2. Give Live, In-the-Moment Feedback
🚀 Don’t wait for quarterly reviews—coach in the moment.
📞 Example: Your consultant just got off a call? Take 60 seconds to ask:
- What went well?
- What could have been better?
- What will you change next time?
🔄 Small, consistent feedback loops = faster improvement.
3. Role-Play Before Real Calls
Athletes don’t wait until game day to practice—why should your recruiters?
🏋️ Set up 10-minute daily role-plays to:
✅ Overcome objections
✅ Improve pitch delivery
✅ Build confidence before live calls
Bonus: Record calls and review them as a team—spot patterns and refine approaches.
4. Set Clear Expectations (and Hold to Them)
One reason Player-Coaches struggle? No clear performance standards.
📊 Define:
✔️ Daily activity targets
✔️ Quality benchmarks (calls, meetings, conversions)
✔️ Development plans for each team member
When expectations are clear, coaching becomes about growth, not correction.
5. Know When to Step In (and When to Step Back)
🚫 Don’t rescue failing deals—use them as learning opportunities.
Instead of taking over:
👉 Ask guiding questions
👉 Encourage problem-solving
👉 Let consultants own their deals
If you always step in, your team stays dependent. The best Player-Coaches train for independence.
What Happens If You Don’t Fix This?
If you keep managing instead of coaching:
❌ Your team won’t develop, and you’ll always be their crutch.
❌ You’ll be stuck firefighting instead of scaling recruitment.
❌ You’ll burn out from doing everyone’s job.
What Happens When You Nail It?
✅ Your team becomes self-sufficient—they solve problems without you.
✅ Performance skyrockets because they’re constantly improving.
✅ You free yourself to focus on bigger, strategic growth.
