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Post by jsucoach79 on Jul 5, 2008 11:16:07 GMT -6
Coaches,I am looking for the best way to not only prepare my assistants but make sure that they are as prepared as possible to prepare our team. I have the goal of having the best organized and best prepared staff in the state. I feel that mastering these 2 qualities will put us in a position to compete in every game. Here is what I have done so far: Made DVD's of the upcoming opponents on the schedule with all offensive/Special teams plays on 1 dvd and all defensive/special teams plays on the other and have given them to the appropriate coaches. I have made 25 play cards each for both sides of the ball with the most common offensive and defensive looks that we can expect to see based upon tendencies and film breakdown. I have devised a detailed practice schedule that runs 2 weeks at a time that tells what days and times each period will be based upon the respective day of practice it is. I have created a 5 question post-practice evaluation that asks ways we got better in the respective practice,what can we work on to become a better team,one thing that will work on tomorrow,and 1 suggestion to make us a overall better team. I feel there has to be more as a head coach that I can do to prepare my staff. It is killing me to think that there is more that I can do to make sure that my offensive and defensive coaches are ready for anything that we may see. Please critique my attempts so far and tell me things you have done with success to put your staff in the best position, As always I look forward to comments and thanks in advance .
Coach Rutherford
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Post by CVBears on Jul 5, 2008 11:59:26 GMT -6
Coach, you have set a very noble and lofty goal. Just one thing to consider though would be how much did you ask your assistants to do/did you assistants do last year? I feel that you have a great start. I too am always looking for ways to improve our organization. But, just like the kids, if assistants are given too much too soon, they may become overloaded and not do everything well, but, rather, a lot of things mediocre.
If your assistants are great coaches that can handle a lot and time is something that your staff has a lot of, watching film as a staff would be huge. And I don't mean for breakdown purposes (although that is a significant area that could improve your staff as well), but for game day responsibilities. This was an idea on here a while back. Project the game against a large wall and somehow separate the press box guys from the sideline guys. Have them go though their responsibilities and make sure that they are seeing what you want them to see. If you have a guy responsible for MLB or BSDE on a particular play, view the play on tape and make sure that guy is reading/seeing the assignment properly. I would also suggest only doing this from sideline views and not endzone views simply because that is what they are going to see in the game.
We've created a drill book for our coaches. All techniques could be taught from the drills in the manual in a logical and sequential order. At the beginning of the season, we all go from the manual because we created it together and it is what our staff has deemed the best way to teach our techniques. When we re-teach and go back to work on particular techniques, we will use the same drills from time to time, but we do create new drills all the time that work on the same techniques/fundamentals. We do not want our coaches or our players to become stagnant. We borrow ideas from each other and create new drills all of the time. But the drill manual creates an organized starting point for every one to be on the same page.
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Post by phantom on Jul 5, 2008 12:03:18 GMT -6
Coaches,I am looking for the best way to not only prepare my assistants but make sure that they are as prepared as possible to prepare our team. I have the goal of having the best organized and best prepared staff in the state. I feel that mastering these 2 qualities will put us in a position to compete in every game. Here is what I have done so far: Made DVD's of the upcoming opponents on the schedule with all offensive/Special teams plays on 1 dvd and all defensive/special teams plays on the other and have given them to the appropriate coaches. I have made 25 play cards each for both sides of the ball with the most common offensive and defensive looks that we can expect to see based upon tendencies and film breakdown. I have devised a detailed practice schedule that runs 2 weeks at a time that tells what days and times each period will be based upon the respective day of practice it is. I have created a 5 question post-practice evaluation that asks ways we got better in the respective practice,what can we work on to become a better team,one thing that will work on tomorrow,and 1 suggestion to make us a overall better team. I feel there has to be more as a head coach that I can do to prepare my staff. It is killing me to think that there is more that I can do to make sure that my offensive and defensive coaches are ready for anything that we may see. Please critique my attempts so far and tell me things you have done with success to put your staff in the best position, As always I look forward to comments and thanks in advance . Coach Rutherford You've told us what you've done. What have they done? Have you considered holding an in-house clinic among your staff? Have each coordinator give a detailed explanation of the system to the staff and have each position coach explain the techniques that his position will use. That will ensure that each of you knows the system in depth and that each coach knows his job. Give them a week and be ready to ask questions.
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Post by touchdownmaker on Jul 5, 2008 13:21:28 GMT -6
I think you are off to a nice start but you have a long way to go. You need to make sure your assistants understand YOUR STUFF before you worry about THEIR STUFF. Do your assistants understand the blocking calls, tags and ajustments? How about pass protection? do they all know what happens and why? can each of your assistants diagram all of the plays in your offense and explain the fundamental techniques used in their positions? Defensively do your guys have a drills manual? do they have all of their drills named, time allotted, equipment needs identified? Id focus far more on you and your teams needs than worrying about scouting type stuff.
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Post by coachnichols on Jul 5, 2008 13:43:02 GMT -6
Have you considered holding an in-house clinic among your staff? Have each coordinator give a detailed explanation of the system to the staff and have each position coach explain the techniques that his position will use. That will ensure that each of you knows the system in depth and that each coach knows his job. Give them a week and be ready to ask questions. I think an in-house clinic is an excellent idea. I am speaking with my head coach about this very idea tonight. We're a new staff with a few holdovers from the previous terrible staff. We are implementing a new defense and a completely new offense and have two first year coaches and at least two coaches with questionable dedication. I think having a clinic would be a great way for a new unit (staff) to hear from the head coach and the coordinators and for them to get "coached up" on what you're doing. Yes, it would be great if this didn't have to be done, but I imagine many of us have to deal with situations where we don't have a staff of dedicated coaches who know what the heck they are doing...at least until we build one.
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Post by jsucoach79 on Jul 5, 2008 14:29:36 GMT -6
I might be an idiot, but here is my 2 cents. You can only do so much to prepare your staff. And you really shouldnt have to. If your guys HAVE to be prepared by you? YOu have the wrong assistance IMO. You need to find guys, and this might take a while who want to be there. and if possible guys who want to be head coaches. Their is a place for the guys who want to get a little extra and coach a little football. Jv an freshman coaches. I think it was Paterna, in one of his biographies, said that if the guy can live without football? You dont need him. I wish I had that kind of help but being in a public school with a teacher shortage you pretty much have to coach some of your coaches up just like you do your players. I am pretty much stuck with the staff I have for this season and want to be the best I can be and that means making them the best theyc an be.
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Post by jsucoach79 on Jul 5, 2008 14:33:24 GMT -6
I think you are off to a nice start but you have a long way to go. You need to make sure your assistants understand YOUR STUFF before you worry about THEIR STUFF. Do your assistants understand the blocking calls, tags and ajustments? How about pass protection? do they all know what happens and why? can each of your assistants diagram all of the plays in your offense and explain the fundamental techniques used in their positions? Defensively do your guys have a drills manual? do they have all of their drills named, time allotted, equipment needs identified? Id focus far more on you and your teams needs than worrying about scouting type stuff. Thanks.This is the type of stuff that I am talking about. We addressed these issues already. I just want to know what can I do to make sure that this is done besides asking? I'm sure if you ask any assistant what they are going to do during individual period today none of them will say" I'm going to make it up as I go along" There has to be a way to insure that this is done as well as keep them organized. I just need help finding them. Thanks and keep em coming.
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Post by touchdownmaker on Jul 5, 2008 15:48:54 GMT -6
Based on some good and bad experiences I can tell you what you want to happen:
DC has his defense designed and gives each position coach the terms, techniques and suggests drills for each position to make sure the kids know what to do when he calls various fronts and stunts. My suggestion is that the DC either gets the defense directly from the HC or presents it to the HC for approval in advance (for petes sakes why do some guys change their defense every week and then wonder why their kids "dont get it" and their position coaches are confusing the kids teaching "week one defense" in week two when that defense was scrapped? )
My suggestion is that the oline coach and backs coach and OC all sit down to go over all of the terminology and schemes and line calls together. Be sure the HC approves it all in advance so that you aren not having marker wars on saturdays and sundays. Get a playbook together, print it, have it professionally bound (good idea for every coach to have one that is laminated and protected from sweat, blood and the rain) - make sure everyone of you knows it because at some point during the season the wide receiver coach will be yelling at a tackle for failing to pick up a blitz when it was a backs job or even worse, the rec was the hot route and didnt run it. lmao. Every one of us has had a "when I played the game" coach telling a player he has no business telling, what his job is " you block the man in front of you" for example (?!) - In any case position manuals, playbooks, make drills videos and give it to every coach in your program. Some are less than motivated to do this kind of production work but I encourage it. You certainly wont say "gosh, I wish I hand not done that".
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Post by touchdownmaker on Jul 5, 2008 15:53:27 GMT -6
And hold your staff accountable " Wilson, we need that pass protection in a power point by March 2nd. Staff meeting on the 8th to go over any changes" "Baker, I need that kickoff return and punt return info on my desk by Monday, I will email you with any changes" " Jackson, a cold case of Sam Adams here by 7 or you are demoted to the Optimist program" and for petes sake " Haverstein, get my zone drills video back to me so Anxton can watch it! I need your notes typed and copied for the youth guys by Saturday".
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Post by coachorr on Jul 5, 2008 17:47:24 GMT -6
"Jackson, a cold case ofSam Adams here by 7 or you are demoted to the Optimist program"
That is money.
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Post by touchdowng on Jul 5, 2008 20:30:17 GMT -6
Coach Rutherford You've received some excellent advice from the voice of experience I hope you'll put some of it to good use.
My point would be to not burn your staff out. If you want to have the best staff in the state. That will happen with the longevity of the guys you have right now. When you look back 5 or 10 years from now you will only then realize how much your staff has grown.
You (as the HC) should be able to indentify the strengths and weakness of each of your coaches and use their strengths to make the entire program better - YOU cannot run the program by yourself. We all have weaknesses but many of us have blindspots to what our weaknesses are. You'll have to work with that too (when working with your assistants) but do it in a way that honors a professional motive for improving on them.
You are at an exciting point and are smart to reach out - Good luck!
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Post by jonnyboy on Jul 5, 2008 20:43:32 GMT -6
Running a team camp in the early summer gets new coaches to learn tempo, equipment handout procedures, o and d terminology, etc...
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Post by fatkicker on Jul 6, 2008 12:38:14 GMT -6
i think this has been said already.......BUT
are you really going to hold your guys' hands all year?
and if these guys are remotely professional..........how are they going to take homework assignments for things they should already be doing?
i had to coach up a first year guy my year as a header........encouraged him to dress nice at coacing clinics (instead of gym shorts, school t, and flip flops).........i showed him the schedule of and how to maintain the field with chemicals, fertilizer, and such.....taught him as much as i could about good quality CONSERVATIVE (hahaha) football....he's now scarred for life like i have been....(he thinks the forward pass should be outlawed).......
but i never tried to teach him like an unprofessional student.........remember these guys have daily chores.......like teaching.......a coaching schedule.......and families........
good luck!!!
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Post by talexander on Jul 11, 2008 4:44:57 GMT -6
all excellent suggestions. Have the HC organize practices so that Varsity staff (HC/DC/OC and position coaches) are able to observe the younger less experienced guys.
We have a ton of inexperienced guys, and we did all the manuals and videos, but when practice started, some guys forgot it all. You have to be able to impliment it. We promptly had some "come to Jesus meetings".
Another thing you can do is to have Varsity guys call the JV/frosh games to ensure proper teaching of your schemes. That will motivate them to learn it, especially if they know the HC will be calling the games
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Post by coachcb on Jul 11, 2008 16:57:07 GMT -6
1. Don't overload your staff with duties.
2. Make sure that each staff has specific duties.
3.Explain, in writing what each assistant's duties will consist of; in practice, at games and during film review.
3. Explain, in writing, what your expectation are for the coach with respect to athlete communication, personal conduct, etc...
4. When it comes to coaching a position, explain what you (or your coordinators) want done within that position. You can't expect something to done the way you want it unless you have detailed what you want.
5. Do as much learning in the offseason as possible; clinics, dvds, etc... Run in-house clinics with dvds and videos whenever possible.
6. Make sure that you have the right guys for your program. Personally, I'd rather be short on coaches than have some unmotivated individuals on my staff.
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Post by jgordon1 on Jul 11, 2008 20:22:10 GMT -6
Couldn't agree with you more and what really gripes me is we all make the same money. What does the HC do about it? Nothing! what am i going to do? quit my great teaching job and move my family again? ps I know my HC appreciates me but I still gutta whine
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burn
Sophomore Member
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Post by burn on Jul 11, 2008 20:39:08 GMT -6
Coach,
One thing I have found with my guys and my pop warner guys is they have about the same attention span as my players. After about 20 minutes of talking in a clinic like situation I can see in their eyes they are wandering. So we take the clinic to the field with the boys and this lasted about 30 minutes before they are in a clump bsing. So now we pair them with the varsity coach of their position and during the summer all three levels practice together. Much better results and a much more cohesive staff. The last thing we have done is to film our indy practice, our group work and then our base plays against different fronts. This has also helped a ton. Are we where we need to be, hell no but are we closer, yes. Good luck.
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MaineManiac
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Post by MaineManiac on Jul 12, 2008 9:48:45 GMT -6
Any success with a coaches handbook complete with annotated bibliography of videos and articles the whole staff must read in the off-season? We added that component this year.
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MaineManiac
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Post by MaineManiac on Jul 12, 2008 10:39:16 GMT -6
Why - to have a unified vision so that when you meet as a staff you can start from a common place. Seems like vision might be important, especially if you have a willing, yet young staff who might need a little bit of guidance.
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MaineManiac
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Post by MaineManiac on Jul 12, 2008 11:10:28 GMT -6
I think we're on different pages Liberalhater. The original post asked about preparing assistants. I don't think many of us have the issues you have with assistants who aren't interested in working. Our issue is that many of our assistants are young, newer to coaching, or have jobs outside the school. We take a proactive approach in creating a vision because they don't know how to or aren't around (while at their real jobs, not from lack of interest).
I was feeling around to see if some of the things we were doing have been productive and helpful with other staffs. I'm not really looking for a commentary on your views of the work ethic of those you have worked with.
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MaineManiac
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Post by MaineManiac on Jul 12, 2008 11:21:08 GMT -6
I agree - but what if you have guys know they want to reach the lake, but don't know the road that leads there? This is our issue. We really want to educate our staff and do so on a common vision. We don't want one guy asking for books on the I and another on Spread. We've made the decision already that we're a spread team. They have no idea who Mike Emendorfer or Chip Kelly is. They want to be better, they just don't know how. Our work on preparing our staff is to help define the road. Their work is to have motivation to walk/run the road.
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MaineManiac
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Post by MaineManiac on Jul 12, 2008 19:44:47 GMT -6
Sounds like you've never had a great mentor. Sad...
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Post by coachd5085 on Jul 12, 2008 21:31:31 GMT -6
liberal--I think the idea of the "must read" list is based on making sure everyone has AT LEAST the same body of knowledge working. For example, I would highly recommend Coach Shurmur's "coaching team defense" I would want to make sure THAT EVERY DEFENSIVE coach on the staff to read. Now, the are certainly encouraged to read other books/videos, but that is a "must read" in terms of their research. If I were coaching on the offensive side of the ball for someone like Airraider, I am quite certain he would not want my coaching research to consist solely of Wing-T information. "Requiring" me to read Coverdale, or Franklin materials wouldn't preclude me from looking at Wing-T stuff. It just gives me a plan.
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Post by coachd5085 on Jul 13, 2008 0:14:30 GMT -6
CoachD, You shouldnt have to mandate it. I dont know how else to say that. Coaches regardless of their experience should want to read that stuff. Watching tape shouldnt be something that you have to mandate. IF you HAVE to mandate it? you got the wrong guy(s). WHAT STUFF? The last edition of the Coaches Choice catalog easily had more than 200 videos/dvds/books included. WHICH OF THOSE 200 VIDEOS/BOOKS/DVD's should the coaches want to read? All of them? By when? Season starts pretty darn soon... I know I am not particularly interested in all of the titles. There is nothing wrong with direction. If you are hung up on the word "mandated" that is your deal. If you want something done, you tell them to do it. Why leave any room for ambiguity? If I want my assistants to read "Coaching Team Defense", it is ineffectual leadership for me to not say "I want you to read this book". I don't have the "wrong guys" if they don't want to read that particular book. Maybe one of my guys would rather read the new "Eagle Defense" book, and then a Lou Tepper book, and then watch a few Saban Videos. GREAT...but I want him to read Coaching Team Defense as well, so I better Tell him! Coach, did you go line the practice fields today? Maybe your head coach wanted you to, but he didn't feel he should have MANDATED you to do it, because he thought if he had to Mandate it, he had the wrong guy....
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Post by coachd5085 on Jul 13, 2008 9:48:48 GMT -6
coachD, they will have plenty to do via my list. That list they wont have a choice. No choice? ? So you are MANDATING something? Not having a choice means something is mandated. WHAT??? This is your basis? The name of the author...great.... So a 22 year old just out of school, and looking to coach. He has this list of "pre approved names...where? OOOH..thats right, we don't have a pre approved list. He is just supposed to MAGICALLY infer from the name of the author that the book is a must read, without knowing which names are good. Utterly FOOLISH. Using your logic, the only things that should be read/watched would be things put together by NFL coaches, or coaches at BCS schools. Show of hands...How many new YOUNG coaches out there know Homer Rice? I bet 25% of the 1st year coaches this year wouldn't know Fritz Shurmur, and I bet that number is EASILY 50% when the class of 2012 starts looking for jobs... And how on earth does having a list of things they have to read prevent this? Completely foolish argument. Your thought process on this matter is so lacking in basic leadership and management skills it is obvious you have not been "hungry" enough to read any books on organizational management, operational management, and leadership. Of course, you probably wouldn't know which books to read.....and you also don't believe anyone should be TELLING you.
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Post by 19delta on Jul 13, 2008 10:39:28 GMT -6
Whenever I interview for a new teaching gig, one of the questions I ALWAYS ask is if the district has any kind of "new teacher induction" program that explains district policies, helps new staff acclimate, and provides a support structure for getting questions answered or concerns addressed.
If the school does not have one of these programs, it is a HUGE red flag for me...it just shows to me that the school doesn't really have an organizational plan and goals and doesn't really care about making sure that new staff have all of the tools and information they need to hit the ground running once school starts.
I don't think that it should be ANY different with a football program...if you are a head coach or a coordinator, you have a responsibilty to take the time and effort in getting new coaches in line with program philosophy. To this end, I think that it is a GREAT idea to provide new coaches with manuals, software, video, whatever they need, to get them on board with the organizational goals of the program.
Now, if those guys have other areas of interest, that is fine. However, they had BETTER know how we do things. That is the priority.
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Post by coachd5085 on Jul 13, 2008 11:51:46 GMT -6
I am not going to mandate the football eduacation. Their is plenty to do at the office and none of it has to do with reading. If he has been around football at all? He should know who fritz shurmur is. More importantly his interest in football should have lead him to do some search football all by himself. If not read books Long before he gets to coach. Pre approved means their is a right and wrong list of books. THAT ARGUMENT IS FOOLISH. And closed minded. their are no videos or books that are below you Their should be some mechanism that makes them want to do a search on their topic of interest. Long before they get a chance to coach. The difference between you and I coach is that you want to control what they read watch and do. Micromanagement. I on the other hand want people who have drive. I want people who will read anything football. No matter the author.IF they dont know who he is, they will find out. Coach you lose any credibility when you introduce the word "Should" into post. Anytime you run an operation based on SHOULD you deserve any/all failures that come your way. There is absolutely ZERO difference between a list of physical chores/responsibilities and a list of concepts/philosophies that you want coaches to adhere to. Your use of the term micromanaging is shortsighted and wrong. If I run my defense adhering to the principles I feel are well stated in the "Coaching Team Defense" book, then it is not micromanaging to have all of my coaches read it. You seem to think that this precludes them from reading other things. That by somehow telling them "Hey, I want you to read Book A, and watch DVD 1" infers that Books B-Z and DVDs 2-100are worthless and should not be read. Mandating one thing does not preclude other things. Your claim that you "want" people to have "drive" is foolish and ineffective management compared to the simple task of TELLING someone to do something. Be it lining the practice fields, or watching certain DVDs. You might WANT someone who is lost in the woods to find his way. And he MIGHT eventually do so. But if it benefits YOU for him to get from point A to point B, YOU GIVE HIM A MAP. That doesn't keep him from exploring sites he finds interesting, it simply ensures he has the tools to do what YOU need him to do. Liberal...your thought process on this matter is akin to the proverbial "YOU GOTTA BLOCK LINE" or "HIT SOMEBODY" cries that are heard at every poorly coached football game in the country.
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Post by coachd5085 on Jul 13, 2008 13:16:38 GMT -6
we are saying the same. I just believe that their passion for the game of football should dictate that should lead them to asking questions of what to read, what to watch. and if they are not doing it? see ya! your fired. Still disagree. Effective management is TELLING someone what to do. Not hoping they will do it, and if not, punishing them. If you don't teach your kid to squeeze down and take dive on inside veer, you have NO cause to "fire" them because they should have known in advance to ask you what to do in that situation. Not only that, BUT REMEMBER..IT HURTS YOU, as the coach to not instruct and lead your staff. The pyramids are an amazing architectural wonder, built by a helluva lot of people who REALLY didn't want to build them. A crass analogy, but useful.
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MaineManiac
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Post by MaineManiac on Jul 13, 2008 16:26:38 GMT -6
Give a man a fish he eats for a day, show a man to fish he eats for a week, teach a man to fish and he eats for a lifetime. I wouldn't just assume he knows how to fish even if he has the motivation to do so. I would help mold him by leading him through a purposely constructed learning experience. In essence, CoachD is right.
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Post by 19delta on Jul 13, 2008 16:56:22 GMT -6
if he is that unducated? he doesnt need to be on my staff. Motives are wrong. Let me ask you this...where, exactly, do you expect to find assistants who do not need to be developed? Are you basically saying that your coaching staff, once you are a head coach, is going to be made up of retired, hall-of-fame type guys? Because that is pretty much what you are describing. The fact of the matter is that, as a head coach, you are going to HAVE to develop your coaches...heck MANY head coaches would argue that staff development is their PRIMARY responsibility! So, what I am saying is that, on top of sounding ridiculous, you sound lazy, as well, because you seem to be completely unwilling to develop your coaches, which is a pretty basic function of a head coach. I'm not sure what you are used to, but you are in for a RUDE awakening if you think you are going to be a head coach and have assistant coaches who "know it all" and don't need any development. Unless you work at a perennial power, it's NOT going to happen.
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