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Post by kylem56 on May 2, 2009 0:59:55 GMT -6
Did anyone here attend Demeo's clinic last weekend ? If so how was it ? Anyone want to share some notes ? thanks
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Post by kylem56 on May 1, 2009 19:43:02 GMT -6
It is a good idea. Im not sure about the moms vs. dads thing but in Ohio this year we will have 3 full weeks of 2-a-days. That first friday of the first week of 2-a-days we are allowed to hit. I am thinking about doing like an alumni flag football game, followed by an open practice with a scrimmage emphasis. Afterwards have some kind of dinner with raffles and such.
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Post by kylem56 on May 1, 2009 19:37:56 GMT -6
Hey im a broke college kid if anyone wants to donate
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Post by kylem56 on May 1, 2009 9:01:32 GMT -6
"Battle for the Iron Kettle" since I believe 1915 Swanton HS vs. Delta HS
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Post by kylem56 on Apr 29, 2009 21:22:38 GMT -6
Found this article on different personality types that managers often deal with employees. It came from a buisness website but can be easily applied to football. Thought it was also interesting from a leadership point of view on how to deal with different personalities. www.aboutpeople.com/Articles/ManagingandCoachingDifferentStyles.htm[glow=red,2,300]Managing and Coaching Different Personality Types [/glow]ExpressiveThese people are like high-performance athletes. Their intuitive people skills, communication skills, drive and enthusiasm often make them natural relationship builders and motivators. And, that makes them natural salespeople. Your job as a coach is to keep them focused and channel their energy. What would kill their energy and enthusiasm? Tedium, micro management and/or personal stagnation. Be careful to insulate the Expressive from detailed paperwork and administrivia. They hate it and they’re not good at it. They get bored easily and hate being controlled. Expressives are receptive to coaching – if the coach can establish a relationship of relevance. Hint – relevance to an Expressive is based in his or her values. So, frame your comments in terms of that person’s values. They have a need to grow and improve, so challenge them. They enjoy learning new things, and new ways to be more effective, but they are hypersensitive to the control issue. So, direct them in either what to do or how to do it, but not both. As long as you’re making positive suggestions and giving them alternatives, you’ll help them make forward progress. You need to give an Expressive plenty of space. Expressives are uncomfortable with formal structures, particularly the corporate hierarchy. So, don’t box them in. They can be good at corporate politics for short periods of time. However, they invariably run into trouble because they have an innate compulsion to express by speaking their minds. Expressives learn visually and by doing. Do not give them a manual to read and expect them to get new skills out of it. Show them someone whose behavior you want them to model and they’ll copy it. They are excellent project starters. Unfortunately, they tend to start more things than they finish. As their manager, you have a choice: 1) give them the responsibility for up-front brainstorming. Or, if you absolutely need them to take the project all the way from idea to implementation, help them be selective about what to start, and then provide coaching on how to complete one project before starting another. Reward Expressives with recognition, gold medals, and incentive pay. DriverWorking with Drivers is like having Navy SEALS on your team. Managers need to be very specific about assignments and expectation, because Drivers need to know exactly what is expected of them and the rules or procedures established for accomplishing the objectives. Drivers are high-energy doers and seek to quickly climb the ladder of success. You’ll be managing a person whose short-term goal is to get your job. Like the old pro who is coaching a young quarterback, you can coach Drivers into operating at the top of the game – if you handle them right. They are good at facing a challenge or problem head on. They’re good tactical planners as well, but they really excel in situations in which there are important decisions to be made. They love “running the show” and will seek out opportunities to be in control and make decisions. That’s why you find so many Drivers in management positions. This includes business, sports and the military. Drivers are similar to Expressives in that they learn by doing seeing and doing. They are good at copying the behavior of someone else they perceive as successful. Drivers take great pride in being right and in doing things right the first time and every time. They often have difficulty being flexible in their communication because, in their minds at least, there is only one way to do things – their way! To coach Drivers into greater flexibility, you need to show them the simple causal relationships, “If you do __________, you’ll get _____________ . Drivers are the most efficiency of all the social styles. They thrive on accuracy and efficient utilization of time and materials. They can handle the paperwork and other administrative details associated with the job, because they recognize the importance of paying attention to procedures, rules and structure. Conversely, Drivers are uncomfortable with ambiguity and lack of order. Playing it “fast and loose” works for the Expressive, but not for the Driver. Drivers are also natural politicians. They respect the chain of command and know how to work it. Smart managers will learn how to leverage this skill. Reward the Driver with increased responsibility, leadership positions, promotion, pay raise, bonus or award. AnalyticalThese people are at their best with analysis and strategic thinking. From your perspective, this probably looks like demonstrating credibility and relevance, strategizing, solving client problems or developing new and better ways to do things. Analyticals are low- to medium-energy workers who are driven by intelligence. If Drivers are your best decision makers, Analyticals are your best researchers and strategists. They are motivated by learning and demonstrating their superior knowledge. To be an effective coach for Analyticals, you must first gain their respect. They have to believe that you are as smart as they are, preferably smarter. Then, give them ample opportunities to learn and demonstrate their knowledge. Conversely, Analyticals are without a doubt the most difficult salespeople to coach. This is because of two things: 1) they have difficulty accepting that they don’t already possess all the answers; and, 2) they are proactive in accumulating information, but they are reluctant to share it unless directly approached for it. Your Analytical might have the solution to a problem in his or her files but be reluctant to volunteer it. In selling situations, because Analyticals place great value on information, they tend to do the “data dump” on clients. In other words, they point out things they find fascinating, but which the client may not. Their love of information is often misdirected in that they don’t understand where to focus it. Your job is to teach them that the information they gain must be tied to making sales. The most effective way for Analyticals to sell is to leverage their natural drive to learn and love of questions. Work with them to turn a sales meeting from data dump into an interview. Tell them to think of their meetings as information-gathering and problem-solving sessions. The consultative selling approach is the best one for Analyticals. Analyticals automatically focus on data, processes and systems. What they don’t automatically focus on is people and human behavior. In other words, they often have a difficult time reading nonverbal behavior and emotional cues. As a result, they may not know what to do if the sales call is not going well. They are primarily left-brained and uncomfortable with emotions. Your job as a coach is to help them regularly tap into more of the right-brain behaviors. As you would likely guess, most Analyticals tend to be process oriented. So, work with them to map out the explicit procedural steps of the sales call. Break it into an if-then format. “If the client says ______, then you do _________.” Analyticals often have a difficult time asking for the business. Because they need time to think about it, they assume everyone does and they won’t push to close. Their major Achilles heel is fear of looking stupid or making a mistake. So, they unconsciously avoid situations where they might be rejected. In their minds rejection comes as a result of making a mistake or doing something stupid. Reward the Analytical with autonomy, title and guru status. Give them more time alone to do what they love - work through strategies, solve client problems, and develop better ways to do things. Amiable Amiables are natural rapport builders and people instantly trust them. They excel in corporate cultures that are truly client-focused, because they instinctively focus on the other person. Amiables instinctively home in on two things: people and comfort. They are superb at building and maintaining relationships because they make people feel comfortable. Flip side – they can focus on the people issues to the exclusion of the business. While most people are quickly drawn to Amiables, they don’t necessarily buy from them. Your job as coach is to teach them how taking care of the business is taking care of the people, how to ask for the business, and how to deal with objections. Like Analyticals, they are medium- to low-energy workers. They work at a slower pace than other social styles and make decisions more slowly, too. Amiables prefer structure – an established way of doing things, and occasionally need a bit of prodding. Show them what to do and give them plenty of time to get the job done. Amiables lack the drive of the Expressive or Driver and have little in the way of competitive spirit. They are the polar opposite of Analyticals in their values and interests – people rather than data. As a coach, you want to inspire them by showing how their performance benefits the client or the team, rather than highlighting their personal reward. Amiables typically like being part of a team and are much more comfortable with team presentations. They usually don’t like being the center of attention. In fact, calling public attention to them can embarrass them and cause great stress. So, when you reward them, do it in a private moment in an atmosphere of sincerity. Amiables take their responsibility very seriously and would be extremely uncomfortable suggesting a product or service unless they were 100% certain it was appropriate for the client. In coaching Amiables, first make sure you establish a trusting relationship. Once this is done (and you make sure you don’t do anything to damage the relationship), the Amiables will listen and act on your counsel. Give them reassurance that they are meeting your expectations, that they are appreciated and valued as a part of the team. Reward Amiables with a job security, personal, thoughtful gift, one-on-one praise, flexible work schedule, or more time off
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Post by kylem56 on Apr 29, 2009 18:03:53 GMT -6
Maybe consider a prep school like Hargrave but eventually you will need some kind of college education.
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Post by kylem56 on Apr 29, 2009 18:01:36 GMT -6
Like some have said. Football usually isnt what I consider "work" to me. I love what I do. I do realize though that sometimes the mind needs to be on other things that football so I dont get burnt out. If you have good time management skills you will be fine. Fishing is a nice way to get the mind off life though
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Post by kylem56 on Apr 29, 2009 11:17:59 GMT -6
Start fundraising as much as possible.
Put together a solid strength and conditioning program
Put together a staff you can trust to do their job without you watching because you are going to have your hands full with a ton of non-football stuff.
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Post by kylem56 on Apr 29, 2009 9:44:56 GMT -6
Why not go for it? Check around with parents to see where they work and go from there.
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Post by kylem56 on Apr 28, 2009 9:05:40 GMT -6
You did the right thing. Stick to your guns. Like Bo Schembechler once said, no one is more important than the team, the team, the team
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Post by kylem56 on Apr 26, 2009 18:31:25 GMT -6
also another reason... nothing makes more day more than recieving a letter or phone call from a former player thanking you for everything you did for him. There isnt a big time contract in the world that could replace that feeling.
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Post by kylem56 on Apr 26, 2009 12:50:41 GMT -6
I agree fbdoc that it is not ground breaking but what my reply meant was that young coaches should take in this article because us young coaches often get caught up in schemes and trying to be a tough guy (at least I know I was when I first started) instead of teaching young men how to become better people.
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Post by kylem56 on Apr 26, 2009 9:47:03 GMT -6
Thank you for sharing. I have been trying to read alot of educational / coaching psychology stuff lately and this was a very good read. All new coaches should read this because it makes good points about how coaches are much more than X and O guys.
heres a quote from the first page “We are on the field and in the locker room to teach our players how to win. Not just on the gridiron, but in any profession they choose. We want to impart habits that will lead them to excellence throughout their lives. Most of all, we want to teach them the value of loyalty, integrity, and teamwork. Once you know how to work with people, you can accomplish anything”- Lou Holtz
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Post by kylem56 on Apr 26, 2009 9:42:02 GMT -6
You can always adapt to your players and tweek things as time goes on but no reason to change your philosophies. All the trendy stuff you see today is the result of offenses and defenses evolving
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Post by kylem56 on Apr 26, 2009 3:00:19 GMT -6
Most semi pro teams I have seen are more pro style. Alots of I formations, maybe a little 1 back undercenter and a couple gun formations. Power- Iso - Dive - Toss - Draw. Go with blocking schemes that arent going to require a ton of thinking because I am assuming you guys dont practice everyday.
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Post by kylem56 on Apr 25, 2009 1:07:32 GMT -6
Could make it a special club like
___Mascot___ Champions Club
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Post by kylem56 on Apr 25, 2009 0:37:04 GMT -6
Unfortuantly even though it was probaly not a big deal, it probaly isnt the smartest thing to do when dealing with teenage girls who are emotional as it is. Teenage boys on a football field is one thing but who knows. The article needs to be a little more detailed than saying "hit" in the back of the helmet which I would imagine was an open palm slap. Some sensitive girl went crying to mama and unfortuantly it is what it is. From the way the article sounds, he is a good guy too.
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Post by kylem56 on Apr 24, 2009 21:00:05 GMT -6
Same here coachkell, everything about it. The gameplanning, the practices, molding kids into good people, the relationships you build. Most importantly, making a difference in the lives of young people
theres a quote out there that goes something like this...
"When I get to the pearly gates and see St. Peter, I doubt he will care how many games I won, but that I made a difference in the world"
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Post by kylem56 on Apr 22, 2009 21:26:57 GMT -6
Seniors are eligible for JV??! From what we and every other team in our conference understood was that if a player did not participate in the Varsity Game for so many plays/quarters, they were eligible for J.V. Why shouldn't they? At a school of that size, there is a strong likely hood that many seniors may not play. Why not let them play in a game that is meaningless? I believe one year there were 12 seniors who were playing. 12 players who practiced their tails off, and didn't see the field. I don't see why there should be a rule preventing them, and there at least was not a rule at that time for those same reasons. Our conference has the same rules. I dont think we have ever had a senior play JV but we have usually had 3-4 juniors play JV .
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Post by kylem56 on Apr 22, 2009 19:41:34 GMT -6
wow you lost me on that one
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Post by kylem56 on Apr 20, 2009 21:41:07 GMT -6
The kids earn their spirit packs through fundraising (selling discount cards). They include a t-shirt, shorts, and a winter hat in a nice gym sack (whatever they call them) with our team logo printed on them. At the beginning of the year we give them a t-shirt and once it starts getting colder out, our boosters pay for nice windbreakers as well.
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Post by kylem56 on Apr 20, 2009 21:36:22 GMT -6
Theres some old threads on here somewhere with a bunch of ideas but off the top of my head for example 100% attendance= first dibs on equipment , t-shirts, first in line for team meals, etc.
Also if you can, read Urban Meyer's book Urban's Way where he talks about his Champions Club and the requirements/rewards . You could do something like that were if your a member of the Champions Club, you get a shirt, a special pin for varsity jacket or something like that, first choice of lockers. etc.
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Post by kylem56 on Apr 20, 2009 21:29:03 GMT -6
Coach I imagine the first thing you would have to do is have your school secure a 501(c) non profit license. I dont know where you live by here is the requirements for state of Michigan to obtain a charitable gaming license www.michigan.gov/documents/BSL-CG-1451_1344_7.pdfi would try google searching "your state" charitable gaming division. Also I know of teams who go through companies out there that you can work through without going through all the hassle to hold texas hold em tornaments so I would check into that as well.
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Post by kylem56 on Apr 20, 2009 9:20:39 GMT -6
twitter, $hit, get a f*cking life a little salty are we ?
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Post by kylem56 on Apr 19, 2009 18:49:13 GMT -6
19delta, would you mind sharing the address with us. I am trying to get an idea of how to do it with our team
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Post by kylem56 on Apr 19, 2009 16:10:01 GMT -6
Coach, In my opinion, your players need to be your best recruiters. Anyway, I dug around in my files to find this. I have no clue who wrote it but it had some good ideas for recruiting players to your program.
PLAYER RECRUITMENT The key to any program’s success is recruiting athletes. Our efforts must be diligent in nature to let ALL quality southside young men know that we want them attending Lincoln High School. The Southside must become UNTOUCHABLE to all prospective recruiters.
Our recruiting program is divided into three categories: immediate recruiting, short-term recruiting, and long-term recruiting. The following is our breakdown to help us build a consistent and solid foundation:
Immediate Recruiting: (Returning Players/On Campus Students) • Individual interviews • Strength & Conditioning program • Team meetings • Athletes in other sports (Basketball/Track/Wrestling specifically) • Football players as recruiters (peer pressure/program promotion) • Correspondence
Short-Term Recruiting: (Middle School Athletes) • Lincoln Eighth Grade Program • Little All-American/Pop Warner • Catholic League • Middle School Flag Program • Jr. High Camp • Jr. High Coaches Clinics • Special Game Nights • Halftime Scrimmages • ‘Ball boy for a game’, ‘Recruits of the Week’, Varsity sidelines, etc. • Attendance at football practices/games • Attendance at basketball, wrestling, track, baseball games/practices • Correspondence: recruit letters, ‘attaboys’, etc. • Team apparel • Game passes • Newsletters • Team web site (team recognition) • Coaching/parental contacts, School P.E. teachers
Long-Term Recruiting: (Grade School Students) • Future Rails Camp • YMCA Flag Program • Basketball, jr. wrestling, baseball leagues • Attendance at events • Correspondence • Game passes • Coaching/parental contacts
_____________________________________________________________________ Heres a few things we did as well Assign each staff member one JR or Little League team to follow and visit their practices and or games when possible Send varsity highlight film to each JR High and Little League coach encouraging them to show their players The best one IMO we do is , we get the names and addresses and birthdays of every boy from 5th-8th grade. (Our HC is the JR High Principal so it was relatively easily to get that info). Then We get pre printed birthday cards made up with our team's signatures in it wishing them a happy birthday from Swanton Bulldogs Football Team and Coaches. We mail a card to each one of them on their birthdays.
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Post by kylem56 on Apr 19, 2009 15:57:09 GMT -6
thanks for the reply, but when one of you guys gets ahold of the drills and leadership dvd, i would like to trade for them
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Post by kylem56 on Apr 19, 2009 15:54:34 GMT -6
Coach, here is a copy of posts made by other users on this site and other sites on rebuilding a program, hope it helps! and sorry for the super long post! -------------------------------------------------------------------------------------------------------------------- don't think there is a magic bullet here. But of the 3 programs I've been in, we've had to turn around. The #1 thing we had to install was discipline. Even today, 3 years later at this gig, discipline is still the #1 thing we have to work on.
I agree with making yourself available. Odds are the kids are in need of some consistency. So be there, always be there. You're the HC, so anytime anything football related is going on you should be there and find a couple of assistants who are the same way. I think it commitment bleeds through from the coaches to the kids.
Also, something I've found helpful especially with weights...if they are absent call them, speak to them and find out why. If you can't reach them by phone stop by their house. If they need a ride, go get them...if you can remove all their excuses, then it boils down to "want to" and that makes your decisions much easier later. 1. Assess the situation. 2 Determine what needs should be met and when. 3. Make a plan to accomplish your goals. 4. Start immediately to build relationships with the players, starting with the oldest first. 5. Sell your vision- get them looking forward instead of backward. Sell your expectations. 6. Instill pride through discipline and hard work. 7. Recruit the hallways. 8. Don't compromise your principles, even if it means going 0-10. 9. Change attitudes and make a difference in your players' lives. 10. Work hard and have faith in yourself - It may take years. Turning a program around is all about psychology and changing the attitudes people have. The raw demographics of schools in a given geographic area are usually more or less the same. It's how you handle them that determines who comes out, who works hard, and who becomes good.
As dcohio said, what's frequently at the heart of this is a lack of discipline, and that's from both the coaching staff and the players. Usually, programs with no tradition are very poorly organized, as you're discovering, and their execution sucks on the field because their fundamentals suck because their discipline sucks. Losing breeds a losing attitude from the players. They see football as mostly just a club and a hobby. They're used to settling for less--they think that's all they can ever have "just because"--so they simply don't care as much as you need them to.
That's the mindset you've got to change. You've got to get them optimistic, confident, and enthusiastic. Make it clear now that a new era is dawning. That will help spark the work ethic. When they see themselves getting bigger, stronger, and faster they'll be sold. But discipline has to be instilled--ideally from self-policing senior leadership--before you'll ever have a team instead of a group of self-interested athletes.
There are some things you can do that are fairly easy and can be done right now: meet with your rising seniors to encourage senior leadership and responsibility. Make sure you have a booster club set up to raise money to improve the facilities. Then paint the locker room, weightroom, etc, and make a team building exercise of it. A few cans of paint are cheap, while a spiffed up locker room and weightroom will really help send the message that the program is now in a state of renewal.
You've also got to establish the right relationship with your players early on. Be optimistic and show that you care about them as people outside of football--go to basketball and baseball games, recruit the halls, etc., but also make sure that you conduct yourself as an authority figure. Obviously your own personality comes into play here, but that's the basics of it.
Do you get spring ball there in FL? If you do, make sure to have spring practice. If admin will allow it, cap it off with an intra-squad exhibition game during school hours so the kids get to play in front of their classmates. Have the students pay $3 or so to get ouf class and watch the game in the afternoon. In addition to being a good fundraiser, this really does help to get people excited about football and talking about it during the summer.
It also gives you a golden opportunity to evaluate talent. A tip I got from an article by Bo Schembechler is to meet with each of your kids privately after spring ball and tell each one of them where they stand now and what you expect from them over the summer. That's when you really sell the summer strength and speed stuff. 1. Cut the cancers - players and coaches.
2. Set the bar as high as you are willing to go.
3. Lift, lift, lift - it is the only thing that really matters in your first two years.
4. Recruit a staff that will be loyal - you may even ask the admin. to open every position and have them all re-apply. It won't do any damage because they are already unsure about you, your philosophy, and don't trust you - believe me, and these other head coaches will tell you the same thing.
5. Work real hard getting to know the current 7th and 8th grade kids because that is really your first team - hold a youth camp in the summer and an intro. to lifting camp in the winter.
6. Don't be afraid to walk away from it if the administration won't let you hire your staff, lift year-round, and place demands on kids and coaches.
7. Recruiting the halls? I personally don't think it works and, in fact, in fifteen years of coaching, I have never had a kid stay with it who didn't do it on their own. They know were you are if they want to be a part of it.
8. Have total control over the fund raising so that all money goes directly into your account - not a parent group that you have to ask for it.
9. Look for retired successful former head coaches to join your staff - go seek them out and they will love the opportunity.
10. Remember, you don't win with great athletes, only the right kind of kids and coaches, so don't be afraid to make hard decisions regarding the people and stick to it.
Also, in our second year, we instituted varsity team dinners on Thursday after 'walk thru' practice. We have a local restaurant donate a nice pasta dinner and a local bakery donates a large sheet cake for dessert. We have the use of the school cafeteria, my wife organizes the dinners and she 'recruits' selected mothers of players to volunteer and help every year. This has been a great bonding scenario and it makes our varsity players feel special. We are old school and we get after it pretty good in practice -- sell your players on the fact that nobody is working harder than they are. Our motto is "we want to be the most physical team on our schedule." If we can get to that level, we believe we can compete with the more talented teams we play. We believe team chants, etc. do no good once somebody busts you in the mouth, so we believe the best bonding occurs on the practice field, in the weight room, etc. where mutual sweat and blood brings us together. By the way, our program has gone from the laughingstock of our area to the most wins in a 4 year period in school history (built in 1923), back-to-back conference championships and playoff berths. It can be done -- be passionate and be willing to work your tail off. There is a quote I have on my mirror that I took from a coaching article where a coach (can't remember who) asks himself, "Did I do everything I could today to make my football program better?" I try to live by this.
By: Bill Collar, Head Football Coach, Seymour High School WI
Post Plays - Use large pieces of tagboard to post plays on the wall in the locker room. This way the players can look over assignments before they go out to practice.
Word of the Day - Have players pick a word of the day at the end of practice. This will be one of the areas of major emphasis for the next day's practice.
Senior Captain - Give all seniors the opportunity to lead flexibility exercises for the week. Those players will also be captains for the game that week.
Never Practice Pre-Game Drills - Don't waste time with a complicated pre-game warm-up. Stretch out and loosen up but don't wear the team down with a great deal of running and chanting. Never worry about winning the pre-game.
Charts and Goals - Much has been said at past clinics about team goals and motivational charts. These, along with inspirational sayings, can be very motivational. Many players also like helmet decals that go along with the team goals.
P.M.A. - Always promote a positive mental attitude. There is no place for negative thinking or lack of confidence in football. Encourage an "I Believe" attitude. Remember, the other team consists of eleven players. Attempt to separate any tradition or past experience from an opponent who normally is really tough. Do not accept "I'll try" as an answer -- "Do It!"
Make Good Use of Video - Use the video session as a positive learning experience. Don't allow it to deteriorate into a "bitch" session. Have players pick out "big hits" and outstanding blocks. This is the time to give the offensive line the credit it deserves.
Assistant Coaches - Make good use of the assistant coaches. Take advantage of their strengths and be able to delegate responsibility. Avoid unnecessary meetings and long video sessions. Keep in mind their family life and lack of substantial pay. Be sure to give them credit and a pat on the back occasionally.
Work Vs. Time - Be sure to realize the difference between work (activity directed to some purpose or end) and putting in time but not accomplishing anything constructive. Grading video can sometimes fall in this category.
Team Togetherness - Consider getting the team together on Thursday evenings at a player's parent's house for a meal and possible film session. The coach can kick this off by hosting the first outing. Evaluate getting together at a church prior to the season and explain to the players how you feel about them, the team, training rules and the coming season.
Optional Video Night - Pick a night during the week (we used Sunday) when the game film will be shown and snacks will be served at the head coach's house. Players are welcome to stop by for individual video review and learning session.
Unique Event - Each season plan at least one unique event to help fire up the school and community. This may range from having motivational buttons printed to having fireworks during the football game.
Shirts and Hats, etc - Many of us help promote school caps, bumper stickers, shirts, trunks and other methods to put football on display. At times it gets to be a big hassle but it sure is good to see more football shirts around school. Give players the opportunity to purchase their game jersey.
"Bitch" Session - Periodically at practice schedule a "bitch" session where anyone can speak up and bring an issue before the group. The team will decide whether it is a legitimate complaint.
Support School Activities - The football coach should back all school activities. Make it a point to attend plays, band concerts, sporting events and as many extracurricular activities as possible.
Team Improvement - The key to improving the quality of the team is to take the below average and average players and move them up to average and above average. The exceptional players will always be good and don't have the improvement potential of the poorer players.
Identify Quarterbacks Early - Meet with junior high physical education teachers to identify top quarterback prospects early. Work to get the most skilled student leaders at this key position.
Locker Room Quality - Provide music, school colors, slogans, name plates, goal charts and pictures to brighten up the locker room area.
Exchange Ideas With Other Coaches - Meet with area coaches in mini-clinics to exchange ideas. Have X and O sessions to determine strengths and weaknesses of offense and defense.
The Perfect Play - Emphasize to the team that four perfect plays will win the game. When you have a perfect play run it over and over again on film and stress that everyone accomplished his assignment.
Rule Session - Make transparencies from the illustrated rule book and go over these with the players. Be sure they understand all the rules that apply to their position.
Agility Stations - Scheduling four five-minute agility stations early in the practice is an excellent way to work on movement and conditioning. Include one with little movement to provide a breather.
Cadence Drill - Use the quarterback to start drills as much as possible. Work on getting off the ball together daily. This can be done by clapping in unison on the correct count.
"NEVER" practice on Sunday, have a mouthgard penalty, wait for anyone, having many players standing around, leave the field with hard feelings, chew the team out after a tough game, or criticize other coaches.
Give Credit to the Opponent - We can help one another after a tough game by giving credit to the opposing team and the coach. Too often a quick comment after the game comes out sounding wrong in the paper the next day.
Bench Conduct - Be sure to go over proper bench behavior before the first game. Explain what a player should do when you call his name and how he should go about entering the game.
Night Off - Later in the season consider giving the team a night off practice. Use the time to go over video or lift weights. This break in routine will often help pep up future practices. This can be a good move after a really tough loss.
Stay Loose On Game Day - If the coach is all up tight the players are more likely to be too tight. Attempt to keep every game of equal importance to avoid up and down play.
Recognize the Individual At Practice - When a player makes an outstanding block or tackle or some other great play in practice, give him immediate recognition through a big clap or some other method.
Signal Drill - Instead of running team sprints, run signal drill sprints. This makes conditioning a reinforcing experience. The team can work on proper alignments, spacing, stance, starts, cadence, sprints and ball handling.
Keep Drills Short - Most learning takes place early in the drill. Encourage players to do it right rather than just doing it. Select drills that have actual carryover value to the game situation.
Practice Schedule - Have an organized practice schedule, get it to the assistant coaches early in the day and follow it.
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Post by kylem56 on Apr 19, 2009 15:00:50 GMT -6
The other thread "how many years does it take to be an expert" thread got me thinking. Every coach knows that football preparation is largely a matter of reps, reps, reps. Could it be possible to put a # on those reps? Of course this could vary by levels, age, experience etc.
How many repetitions do you think a player needs before they are able to excute a skill (say a reach block for example) sucessfully ?
or
Say your planning your pre season camps, How many reps do you think your team needs before you feel your team could soundly execute the play in a game?
I would love to hear from those especially keep #s on the amount of reps per play during their pre season.
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Post by kylem56 on Apr 19, 2009 14:48:56 GMT -6
The only thing I will be using twitter for is to keep my players updated on things. Say practice time is changed, or we want to give them a reminder on something. Sometiems it could be used as a little rah rah- great practice today. It is fun to read some of the HC's ones like Charlie Weis cause he gives you a little insight on each days practice . I dont like reading Pete Carrol's though, I could realy care less on what he thinks the song of the day is or how narly the beach is. Im sure they use it as another way of recruiting and keeping their recruits updated.
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