The best and worst qualities of your Group Fitness Manager/Director?
In my experience communication and the ability to be able to approach your director is very important. They need to be able to engage the trainers as well as the rest of the staff in a way making them feel a sense of autonomy.
Eric leader
www.everybodyspersonaltrainer.com
Also, serving the interests of the business and upper management, and being able to explain this well to the instructor team. And on the flip side, being able to communicate the value of the group-ex team to management. They don’t always think from the same perspective, and being able to see both the business side and the instructor side of things helps.
Actually knowing the strengths and weaknesses of each staff member. I have had coordinators who never once saw me teach and met me in person only once.
Appreciation of staff. We don’t get paid a lot in our industry. Sincere appreciation for the difference we are making in our attendees’ lives goes a long way and costs a coordinator nothing. Passing on a good comment from a member. Thanking someone for going out of the way to sub. Simple stuff!
Staff development – providing opportunities for staff to learn and grow. Hosting or providing trainings. Putting articles for staff to read in a group-ex notebook, etc.
Having the back of staff, rather than throwing them under the bus. Especially when a customer complains, taking the time tons ee both sides.
Actually knowing the strengths and weaknesses of each staff member. I have had coordinators who never once saw me teach and met me in person only once.
Appreciation of staff. We don’t get paid a lot in our industry. Sincere appreciation for the difference we are making in our attendees’ lives goes a long way and costs a coordinator nothing. Passing on a good comment from a member. Thanking someone for going out of the way to sub. Simple stuff!
Staff development – providing opportunities for staff to learn and grow. Hosting or providing trainings. Putting articles for staff to read in a group-ex notebook, etc.
Having the back of staff, rather than throwing them under the bus. Especially when a customer complains, taking the time tons ee both sides.
A huge thank you for this thread! I recently became a coordinator and am attempting to “establish” myself if that is a good way to put it.
I was a “l”eader in a previous club – always supportive, a sounding board, idea facilitator and constant sub.
Now, at a new club I am a “L”eader which I feel is harder. I will definitely be coming back to this conversation (even if it is old). I feel this is a very crucial concept to keep in mind and appreciate the help!