You only have to look at New York Giants coach Tom Coughlin to see the benefits of coaching to perfection. When Coughlin decided to play the last regular season game, he took added criticism on top of what was already there - he didn’t fight back and stuck with his plan, regardless of what was being said.

Coughlin obviously planned to put pressure on Patriots’ coach Bill Belichick by sticking to the plan - and it worked. What aspects of Coughlin’s coaching led the Giants to victory in what seemed to be a no win situation? Let’s look at the lessons we can learn from Superbowl XLII - and translate into our coaching styles.First, as coaches we have to remember to know our teams and acknowledge each role. Coughlin didn’t have an all-star lineup, but each member of the team was aware of his role in the overall strategy.

As an “old school” coach, Coughlin finally learned that communication was key. In that same vein, coaches must remember to listen to what the team has to say - as well as react positively to constructive criticism. Coughlin went literally from disciplinarian to bowling partner - and began holding meetings with no clipboard and no agenda in order to listen to what his team members were thinking about. He created a leadership council made up of the senior players to listen, suggest, and communicate. When it came to constructive criticism, especially in his handling of the media, Coughlin learned to smile in front of the cameras and not to take himself too seriously - a lesson any coach should learn and take to heart.

In relation to knowing the team, an effective coach also has to make sure that each member knows what the vision is - and find a way to communicate it. The generations are changing in every organization, and Coughlin finally became aware that his communication style wasn’t working for the newer breed of players. So he used his leadership council to begin communicating with the entire team - and it worked.

The result goes back to every team member knowing his or her role and position in the big picture - it’s a coach’s responsibility to make sure this happens. But think about the more long-term effects of communication and acknowledgement, another example of what Tom Coughlin did to enhance his coaching style: the team will feel a sense of ownership when they are acknowledged.

Managers and coaches can learn from Coughlin’s change of heart in very big ways - Coughlin once fined two players for being late to a meeting, even though the two had been in a car accident beforehand. In changing his style, Coughlin learned that this type of tyranny isn’t going to create a championship team - and he softened his approach accordingly. But here’s the interesting piece of the entire puzzle: did Coughlin back down on his plan? Absolutely not. As he got to know the team, he realized that his formula would work, so he set out to continue examining the opposition’s operation, putting pressure on them, and making sure that his entire staff kept moving in the direction he’d outlined. The biggest key to Coughlin’s success: adapting coaching, management, and leadership to the situation instead of maintaining the same style at all times.

So what lessons can we pick up from the change and subsequent upset victory Tom Coughlin led his team to? Coaches should learn to be positive, even in the face of criticism and uncertainty. Knowledge of the team and each team member’s contribution leads to confidence. Communication is the key to a team that functions with one purpose in mind. No matter what a coach does, he or she should persist with a good plan. You can adapt a bad plan but remember to stay with the ones that work. Coughlin’s change of style worked for his team - and allowed him to coach that team into near-perfection with confidence, perseverance, and a forward-looking approach.