Need some good guidance

I'm going to consider this like I would an employee situation. I'd recommend a "performance improvement plan" where the performance you're talking about are behaviors, not physical performance.

I'd sit each one down individually and tell them they're on their last straw, this is it. If they want to play, here are the conditions, here's what you expect. Any deviation from those conditions - and you can give examples but make sure you put something like "including but not limited to" - will result in X. If you've had it, then it can be a zero tolerance last chance agreement. If you have the patience, maybe it's a 3 strikes and you're out deal. But if you're giving them multiple strikes, you don't want to SAY "you have 3 chances". You just want to say "here's the expectations, failure to adhere will ultimately result in your removal from the team". Then you deal with strikes as they occur. "This is unacceptable - I expect better. You won't have too many chances like this before you're gone". Or "that's it, this is your last chance. Any more unacceptable behavior and you're gone".

I prefer not to fire an employee without a clear warning that their behavior could get them fired, unless the behavior is severe enough to warrant immediate term w/no notice. I'm thinking the same of a team - they should at least have one warning before the trigger is pulled, so to speak.

Part of our district's athletic policy stipulates that a coach can put kids on probation, but we call it putting them on a contract. We call it this because we will write out a contract for the player and parent to sign that they are expected to follow, as well as outlining the consequences for not following the contract.

Basically, the coach could put pretty much anything he wants in the contract (of course within reason). If the player violates the contract, then it is cut and dry as to what will happen.

Coach,

I think you do what any good manager or leader would do:

1. Don't compromise your principles for the sake of "wins today." As a HC, have the big picture in mind.

2. Set your expectations clearly. Where are they deficient? What does success look like? What is your expected timeline for getting them there? How can you help?

3. Set THEIR expectations clearly. What are the consequences for not getting on your page? Starting positions lost? Off the team? Other?

Follow-through exactly as discussed.

Make it as simple and as direct as that.

Used the military method two years ago with our seventh graders. Had write ups every week, some repeats, some not. Took the three most recent ones and kept them out of conditioning while the rest of the team did 200 down ups in front of them. Didn't have another behavior or eligibility issue the rest of the year .

As head coach your responsibility is to develop the best program possible, making no exceptions to individuals. For me, in determining playing time for players, talent is at the bottom of the list. Knowledge of assignments, attitude and effort are more important then talent. You don't want to have great players, you want a great team. If individuals are not meeting the expectations of the program, then they don't need to expect to play. I would keep a log/journal on these individuals so you have facts to back up your decision when the parents confront you.

1. Bad attitudes are cancerous; they spread like wild fire. I have seen two very athletic teams fall well short of their potential because the HCs stuck with lazy a-- prima donnas. They were doing so because they wanted to win and they thought those guys were the best shot at doing so. But, it went the other way. You could just see the team chemistry fall apart with every mouthy comment the kid made and every play he slacked off. One team had three kid play D1 football the next year and we went 3-8.

2. You're not building the character of the rest of your players if you tolerate these kinds of kids. You have kids that have worked faithfully for you all year long and they either a) have to play with a dipsh-t or b) ride the pine while the other kid plays. We preach hard work and dedication but then turn around and act like hypocrites when we play these slack-offs.

3. You may not think it's affecting the team but it is. And, if it isn't right now, it will. Hey, maybe it isn't detrimental that season but tolerating their crap sends a bad message for the program.

"I'll lose with winners before I win with losers."

Very well put. It is easy for coaches to preach hard work and then fail to reward it; instead rewarding talent. Pretty much you are going to have to pay a price. You can pay a price now by rewarding hard work and benching the talent that doesn't work or you can reward the talent that doesn't work now and pay a much steeper price later where nobody will want to work, since work isn't rewarded.

First the player has to choose. Lochness (above) has a very good process for getting the player to make that commitment decision. As well, the player needs to be influenced by great coaching.

The problem? How do you justify the expense of the effort needed to influence that one guy when that same time/effort expense could be better utilized influencing change in 20 other team members?

Maybe he's worth it, maybe he's not. But first he has to choose.

If other kids (especially the youngsters) are paying attention you are setting your program up to allow this type of behavior because these two knuckleheads will leave their legacy unless you cut them off and teach them a lesson quickly.

If it was me (I've done this) I would tell them flat out that they are guaranteed nothing in this program and if they aren't willing to live by your expectations the deck will stack itself against them. Then you'll have back it up.

I've put guys like this (best players) on my scout team. Until they change this is where they will stay. Some guys figure it out and others just quit.

TEAM first.