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Post by carookie on Aug 19, 2014 20:00:52 GMT -6
How often do you advise a superior (HC/Coordinator) that you feel they should make a change? By this I am not asking how many different times for different issues, but on one specific issue?
For example, there has been a debate amongst our staff about making a specific position change, some asst. coaches will bring up the idea of the change a couple times a week, for the last couple weeks, to the HC-side note the HC is against the change. A new coach to the staff, who has some cache attached to his resume, brought the idea to the HC the other day; the HC said no and the new guy tried to argue his point for about 30 min.
I know in my experience I hated it when assistants would continually argue with me about changes they wanted to make; I understand giving me your opinion but just because I don't agree doesnt mean you should constantly bring the issue up. And so for me, if I feel something should be done differently I will say it once, but after that leave it to the decision maker to decide (agree or not).
So how often, and to what extent, do you all advise a superior on issues you have differences on?
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Post by coachklee on Aug 19, 2014 20:12:12 GMT -6
Once pre-season, maybe once in season & maybe once again in the off-season. Then as an assistant I should listen to a logical explanation & understand why the HC/OC/DC is doing what he is doing.
For example, I really like shoulder/forearm blocking. The HC/OC I worked for wanted hands & explained how hands translated to the bench press/clean/curl taught in the weight room, as well as the similarity to chest tackling. Good points, so I will teach it exactly how he wants it taught. If the guy can't explain why he won't take my idea, I'd keep bringing it up about 3 times per calendar year. If his explanation was like the one on my example, we are cool & on the same page.
Sent from my iPhone using Tapatalk
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Post by coachd5085 on Aug 19, 2014 20:22:23 GMT -6
How often do you advise a superior (HC/Coordinator) that you feel they should make a change? By this I am not asking how many different times for different issues, but on one specific issue? For example, there has been a debate amongst our staff about making a specific position change, some asst. coaches will bring up the idea of the change a couple times a week, for the last couple weeks, to the HC-side note the HC is against the change. A new coach to the staff, who has some cache attached to his resume, brought the idea to the HC the other day; the HC said no and the new guy tried to argue his point for about 30 min. I know in my experience I hated it when assistants would continually argue with me about changes they wanted to make; I understand giving me your opinion but just because I don't agree doesnt mean you should constantly bring the issue up. And so for me, if I feel something should be done differently I will say it once, but after that leave it to the decision maker to decide (agree or not). So how often, and to what extent, do you all advise a superior on issues you have differences on? If i am reading your question correctly, I would have to say that in any successful program..the answer is probably ONCE. Maybe...MAYBE twice... but probably ONCE. |
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Post by 33coach on Aug 19, 2014 20:35:10 GMT -6
here is the deal, if the program is laid out and everyone sees exactly what the HC is trying to build, then there should be NO disagreements right?
here is my philosophy, here is my plan to execute that philosophy...either sign on, or leave.
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biggus3
Sophomore Member
Posts: 178 
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Post by biggus3 on Aug 19, 2014 21:13:34 GMT -6
I have a good relationship with my head coach. It may just be our personalities, but we like to debate and bring new ideas to the table. If we are doing something that we feel is important, you can believe we had argued over it for hours and researched all the angles to go about it. In the end, somebody may not like it, but at least we are all on the same page which I feel is important. We can the reverberate the message using the same language because we came to the conclusion together. Iron sharpens iron. Just don't take it personally.
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Post by coachd5085 on Aug 19, 2014 21:13:56 GMT -6
here is the deal, if the program is laid out and everyone sees exactly what the HC is trying to build, then there should be NO disagreements right? here is my philosophy, here is my plan to execute that philosophy...either sign on, or leave. Perhaps..BUT one has to keep in mind the fact that the HC is not always the Best coach, the most knowledgeable coach, etc. He is simply the head coach. So I would argue it is certainly acceptable to offer (and then support/defend) something new/different. However, if you are refuted..the reply should be "Ok, coach" and go from there. |
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Post by lilbuck1103 on Aug 20, 2014 7:09:30 GMT -6
I did not hire our assistants to just simply agree and say yes. I DEMAND that they question (behind closed doors in meetings) or throw out an idea. That's the only way we as a program and individual coaches can continue to get better. I sure as heck don't believe as the HC that I have all the answers or that when you become a Principal you all of a sudden have mastery in each subject area. The ONLY requirement I have is, you better be able to explain the WHY or SO WHAT when I ask. Any and all ideas MUST be backed up by sound reason- doesn't mean they all get taken, but Id like to think it helps our staff grow and become better coaches.
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Post by carookie on Aug 20, 2014 7:20:29 GMT -6
I did not hire our assistants to just simply agree and say yes. I DEMAND that they question (behind closed doors in meetings) or throw out an idea. That's the only way we as a program and individual coaches can continue to get better. I sure as heck don't believe as the HC that I have all the answers or that when you become a Principal you all of a sudden have mastery in each subject area. The ONLY requirement I have is, you better be able to explain the WHY or SO WHAT when I ask. Any and all ideas MUST be backed up by sound reason- doesn't mean they all get taken, but Id like to think it helps our staff grow and become better coaches. Okay, but lets say a coach brings up an idea to you, and you decide against it. At what point in your mind is it 'okay' for him to bring the same idea back? |
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Post by fantom on Aug 20, 2014 7:39:56 GMT -6
I believe that on a good staff coaches are able to voice ideas and have frank discussions about those ideas. Once a decision is made, though, its made.
The OP describes a situation that's foreign to me. I've worked for fair but strong coaches. If an assistant, especially a new guy, kept harping about something it wouldn't take long before the HC gave him the big STFU.
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Post by coachwoodall on Aug 20, 2014 8:56:41 GMT -6
A good HC should hire quality ACs, and then referee the disagreements.
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Post by dubber on Aug 20, 2014 11:40:51 GMT -6
We have a very open staff as far as opinion sharing is concerned. Everyone puts in on everything.
But when a decision is made, it is done.
Wait until the off season.
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Post by dubber on Aug 20, 2014 11:41:57 GMT -6
here is the deal, if the program is laid out and everyone sees exactly what the HC is trying to build, then there should be NO disagreements right? here is my philosophy, here is my plan to execute that philosophy...either sign on, or leave.
When I read comments like this, my first thought is: "this guy is not a head coach".
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Post by mattharris75 on Aug 20, 2014 11:47:31 GMT -6
We have a very open staff as far as opinion sharing is concerned. Everyone puts in on everything. But when a decision is made, it is done. Wait until the off season. This is the ideal, to me. Every program can get better, and head coach or not nobody has the best or most efficient idea on how to do everything. Great head coaches encourage assistant coaches to have input because it increases the buy in of those assistant coaches and ultimately improves the program. But at the end of the day the head coach has the final say and every assistant coach needs to understand, within the context of their relationship with the head coach, when that decision point has been reached and when to move on. |
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Post by 33coach on Aug 20, 2014 11:48:10 GMT -6
here is the deal, if the program is laid out and everyone sees exactly what the HC is trying to build, then there should be NO disagreements right? here is my philosophy, here is my plan to execute that philosophy...either sign on, or leave.
When I read comments like this, my first thought is: "this guy is not a head coach".
i have been a head coach, and was successful with the program i laid out. i'm a tracker...there is a plan, there is a process/policy and it gets executed as efficiently as possible. i stopped being the head coach because its more paper work then coaching. |
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Post by Wingtman on Aug 20, 2014 11:48:56 GMT -6
My head coach is one of my best friends. I'm the OC. I make my point, listen to what he says, make my rebuttal, he talks, I drop it.
We are 89.9 % on the same page. We have disagreements, but Im a loyal soldier and we both want the same thing..WINS. If he's wrong, he admits it. If I'm wrong, I do the same. The overall best for OUR program is in both our hearts. I make sugjestions, he makes decisions. I don't always agree, but once its made, Im on board.
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Post by joelee on Aug 20, 2014 11:50:13 GMT -6
I have a really good head coach right now. I will bring things to him once maybe twice if it wasn't flat rejected the first time. Then that's it. I think that gives me credibility with him. He takes some suggestions and not others, but he knows when I bring him something i'm not going to nag him later.
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Post by fantom on Aug 20, 2014 11:56:08 GMT -6
When I read comments like this, my first thought is: "this guy is not a head coach".
i have been a head coach, and was successful with the program i laid out. i'm a tracker...there is a plan, there is a process/policy and it gets executed as efficiently as possible. i stopped being the head coach because its more paper work then coaching. Hate to say it but if you never have any disagreements, you don't have a staff, you have a bunch of yes men. If you have a plan that you've laid out so firmly that there can be no suggestions, you're a micromanager. |
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Post by dubber on Aug 20, 2014 11:59:59 GMT -6
We have a very open staff as far as opinion sharing is concerned. Everyone puts in on everything. But when a decision is made, it is done. Wait until the off season. This is the ideal, to me. Every program can get better, and head coach or not nobody has the best or most efficient idea on how to do everything. Great head coaches encourage assistant coaches to have input because it increases the buy in of those assistant coaches and ultimately improves the program. But at the end of the day the head coach has the final say and every assistant coach needs to understand, within the context of their relationship with the head coach, when that decision point has been reached and when to move on.
Brophy had a great article on this..............
brophyfootball.blogspot.com/2009/07/staff-cohesion-do-you-know-how-to-fight.html
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Post by 33coach on Aug 20, 2014 12:05:22 GMT -6
i have been a head coach, and was successful with the program i laid out. i'm a tracker...there is a plan, there is a process/policy and it gets executed as efficiently as possible. i stopped being the head coach because its more paper work then coaching. Hate to say it but if you never have any disagreements, you don't have a staff, you have a bunch of yes men. If you have a plan that you've laid out so firmly that there can be no suggestions, you're a micromanager. suggestions and questions are not disagreements a disagreement is approaching an idea from the position of opposition "this WONT work, and here is why" (no solution given) a question is approaching an idea from the position of not understanding "Why would this work" (no solution given) a suggestion is approaching an idea from the position of support "I get what you are trying to do, BUT what if we did this" (solution provided) very different. |
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Post by dubber on Aug 20, 2014 12:06:32 GMT -6
Our staff has a very unique make up as well.
Every one of us grew up with multiple brothers, and no sisters.
Our HC is the youngest of 3, our OL coach is the youngest of 3, our OC is the middle of 3, our DC is the 4th of 5, and I am the oldest of 3.
Our communication styles are similar, and we don't worry about feelings because we all come from the standpoint of mutual respect.
We also do a good job of having a single focus: team betterment. Egos are not an issue.
For those of you who grew up in households of 3+ boys, you know how that ego checking goes.....
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