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Post by oleballcoach on Dec 11, 2007 22:15:55 GMT -6
I'm looking at taking my first head coaching gig. I'll go into a situation where some of the coaches have a lot of experience, more so than I do - although I'm no spring chicken. A couple of them applied for the job, obviously didn't get it and will stay on staff. Letting them go is not an option at this point (unless they choose to). How do you handle them? Please don't give me the "John Wayne", "my way or the highway" response. I'm a firm believer that when it comes down to why we coach, we have similar values and beliefs. How would you handle the situation?
Thanks for your input.
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neil
Sophomore Member
Posts: 218
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Post by neil on Dec 11, 2007 22:43:20 GMT -6
You don't have a problem unless it becomes one. I know that may sound stupid, but given some time they may work great with you. Then later if it becomes a problem, you don't have to be John Wayne, but you can tell them that you have a vision and a system that you are confident will be successful. But, only if they are willing to go along. If they are not, ask them to look elsewhere.
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Post by brophy on Dec 11, 2007 22:51:56 GMT -6
I'm looking at taking my first head coaching gig. I'll go into a situation where some of the coaches have a lot of experience, more so than I do - although I'm no spring chicken. A couple of them applied for the job, obviously didn't get it and will stay on staff. Letting them go is not an option at this point (unless they choose to). How do you handle them? Please don't give me the "John Wayne", "my way or the highway" response. I'm a firm believer that when it comes down to why we coach, we have similar values and beliefs. How would you handle the situation? Thanks for your input. I have a coach going through something like that right now. He says the trick is: kick someone's ass the first day, or become someone's bitch. Then everything will be all right. W-Why do you ask, anyway?  |
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Post by senatorblutarsky on Dec 11, 2007 23:11:16 GMT -6
I've had several assistants who were vastly more experienced than I was (am). I've had some great situations with this... some that were just OK (none really bad).
It is important that they understand that it is your "name" that gets associated with the program. Only the most astute fans complain about a coordinator or position coach. No matter what, the HC is where the buck stops. Most good coaches- especially those who were head coaches understand this. Once they get on board with that (and you do have to get them on board- at least on the field in front of players), then let your ego go... one of the best things I did as a young coach was change our blocking scheme to a scheme run by an "old HC" on staff. I was a 3 year HC with a 7-20 record. Since then... well, we've been very good. I do not think the scheme did it... I do think coming to the realization that I knew much less than I thought was the key for me.
On the flip side, I had another former HC whose philosophy did not mesh with mine at all. I probably frustrated him, because we adopted very little of what he did, and he parted ways with us after 2 years. Yet we still talk, and he mentioned that he appreciated that I always listened and learned (though I often disagreed). To be honest, I never knew I was doing that... I just thought I was being a stubborn ass...
I honestly believe that dealing with adults in coaching is not much different than dealing with kids in teaching (or dealing with those who work for you outside of education). Set the tone and be clear of your vision- your beliefs, values, goals and expectations. You may have detractors, but once there is understanding (and hopefully buy in), it is much easier to work WITH people and not just OVER them. It is kind of like the first few weeks of class... it is a lot easier to be tough then relax, than to do it the other way around.
Finally, it is important to draw from their area of expertise. I'm a ground pound philosophy to the core... but I love having those spread passing guys (for ex.) on our staff, because they give me a whole new world of considerations.
As it is now, I have an AC who was a HC for 30 years... we disagree on a lot and we both feel like we have to convince the other guy "what is right" (which does not always happen). Still, this makes our own understanding stronger, or exposes its weakness, and makes whatever point it is- a better one. I am a much better coach than I ever would have been without this opportunity.
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Post by goldenbear76 on Dec 13, 2007 4:52:16 GMT -6
Shoot, honestly, I'd say your in a GREAT situation. To have guys with experience to bounce ideas off of? Thats a luxory a lot of HC's do not have. I would say, use their knowledge to help yourself become a better coach. As others said, its not a problem unless it becomes a problem.
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Post by coachcalande on Dec 13, 2007 5:28:30 GMT -6
I'm looking at taking my first head coaching gig. I'll go into a situation where some of the coaches have a lot of experience, more so than I do - although I'm no spring chicken. A couple of them applied for the job, obviously didn't get it and will stay on staff. Letting them go is not an option at this point (unless they choose to). How do you handle them? Please don't give me the "John Wayne", "my way or the highway" response. I'm a firm believer that when it comes down to why we coach, we have similar values and beliefs. How would you handle the situation? Thanks for your input. EXPERIENCE DOES NOT ALWAYS TRANSLATE TO KNOWLEDGE, TEACHING ABILITY AND OR PROBLEM SOLVING. SHOOT THERE ARE FOLKS OUT THERE WITH 8-9 KIDS AND THEY STILL SUCK AS PARENTS. EXPERIENCE IS OVER RATED. NOW, WANT TO "HANDLE" THEM? PUT YOUR EXPECTATIONS IN WRITING, HAVE OPEN AND HONEST COMMUNICATION, COACHING CONTRACTS. USE ACTIVE LISTENING AND MEET WITH YOUR STAFF EVERY DAY IF NEED BE. BE OPEN TO CRITICISM AND REFLECT ON IT BEFORE YOU RESPOND. GIVE OWNERSHIP WHERE YOU CAN AND LET RESPONSIBILITIES GROW WITH TRUST. BTW, DO THE SAME THING WITH AN INEXPERIENCED STAFF. ;D |
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Post by coachcb on Dec 13, 2007 7:05:12 GMT -6
Having worked under HCs and coordinators with less experience than me, the best situation just involved that coach LISTENING. If the HC or coordinator is willing to listen to my point of view and my past experiences, than I never have a problem. And I have learned from experience (the hard way...) that there is a wrong way to present advice. I introduce the concept in a non-confrontational manner that presents all of the information (WHATs, HOWs, WHYs,) And I do so in a non confrontational manner that strokes his ego. ("What do you think about this?") I also do my very best to listen to them and their point of view; I do ecverything I can to see eye to eye with them.
It doesn't matter if he takes my advice on a regular basis, as long as he listens to me and shows me that my opinion and experience has some value to him.
If the coach chooses not to listen to me, I don't cause problems. I'll sit down with them once (in private) and explain my frustrations. Past that, I just do my job to the best of my ability. Bluto nailed it on the head; it's his name on the product, not mine.
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Post by coachcoyote on Dec 14, 2007 1:35:05 GMT -6
AMEN!!!
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Post by tango on Dec 14, 2007 7:59:55 GMT -6
I have been a HC at 3 different schools and have had 7 former head coaches on my staffs. Before you get started have a plan, then find out what they would do if they were the head coach. Which kids may cause problems (parents). Incorporate everything you think may help your program and let the coaches know you did. But make sure it is your program and everyone understands that including the principal. You must outwork all of them or it will cause problems. Listen but have an answer before you are questioned. If you turn any part of the game over to one of them (offense, defense, or special teams) be involved.
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Post by wingt74 on Dec 14, 2007 8:10:18 GMT -6
Just remember, 10 years experiencing the same thing over and over...is really only 1 year of experience  |
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Post by thunder17 on Dec 14, 2007 11:52:24 GMT -6
I am far from a yes man dcohio, that's what our HC told us. He said, " I don't want any yes men, if we disagree on something that's fine and we will discuss it in the coaches office and if you can convince me that something will work we will go with it, if not, we will do it my way". And he has been true to his word, always looking for input no matter what side of the ball you coach. I think that is awesome and the way it should be. My only problem is we practice on the offensive side of the ball way to %^*& much!! 
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Post by thebulldog on Dec 15, 2007 19:31:14 GMT -6
Experience matters bigtime. They key is to get to know each of these guys and be genuine with each of them (be honest and sincere, if you don't know something, just admit it and ask or find out the answer). I believe Understanding will be the key to your success with these and any coaches. Understanding comes down to 3 things. 1. How you are able to put yourself in their shoes and understand their references from their past experiences. 2. How much you guys come together and genuinely like/respect each other. 3. Communcation between each other, nobody should be talking at others there should be a genuine dialogue.
I've noticed that when you have all these pieces working together, a coaching staff gets better.
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Post by phantom on Dec 15, 2007 19:56:47 GMT -6
I'm looking at taking my first head coaching gig. I'll go into a situation where some of the coaches have a lot of experience, more so than I do - although I'm no spring chicken. A couple of them applied for the job, obviously didn't get it and will stay on staff. Letting them go is not an option at this point (unless they choose to). How do you handle them? Please don't give me the "John Wayne", "my way or the highway" response. I'm a firm believer that when it comes down to why we coach, we have similar values and beliefs. How would you handle the situation? Thanks for your input. School admins often talk about "enpowerment" but they rarely listen to anyone. Talk to these guys and actually enpower them. Have a one-on-one and have a real give and take. Find out if your philosophies can mesh. If so, consider any ideas that they have. I'm not suggesting that you let these guys decide what you're going to do but they can be a useful resource. If you find a guy who isn't on the same page but you can't get rid of, marginalize him. Don't keep a coordinator or OL coach who disagrees strongly wth your philosophy. |
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