We often had faculty meetings. One time an administrator made a very interesting comment. He noticed that coaches tended to sit together and tended to sit in the back rows in those meetings. Now the truth is, some
coaches sat in the back of the room to work on coaching items and did not wish to be discovered. Others, myself included, found faculty meeting to be an obligator duty that often was a waste of time. It always bothered
me that we HAD to have so many meetings each month whether we needed them or not! In my opinion, this requirement promoted the need to find useless activities in order to fill the time. (Ok, ok, I'll get off my soapbox.)
This is going to be a very transparent blog topic. Just like many coaches tended to not pay attention during faculty meeting, it can be very difficult for you to coach them. Teachers/coaches like being in control and I have found many teachers/coaches are threatened if you suggest they can do their jobs better. Don't be naive. Some are not interested in getting better. Maybe it's the insecurity that makes some teachers/coaches such poor students. Not meant to "swell" any egos but some coaches you work with
may feel intimidated by your position/knowledge.
Well, I am straying from the central point of this blog. How are you going to coach the coaches under your direction? One of the most revealing activities you can do as a coach is to allow your players to coach. It
might be in your camp. It might be putting on a clinic for younger players, etc. Most players soon learn that coaching is not as easy as they think it is and second YOU may learn you haven't effectively taught your players
as much as you think you have.
Since I am concrete sequential, let me list a few thoughts and ideas I have used to attempt to coach other coaches:
1. Build a three ring binder that contains what coaches in the program are
expected to do:
a) Include several samples of practice plans
b) Include a list & explanation of essential fundamental drills.
c) Include examples of evaluation forms you want your coaches to use
when they evaluate their players.
*Give them a job description playbook if you will.
2. If possible, before the season begins, conduct a coaching clinic for the
coaches under your direction. (Show them by modeling.)
3. Invite them to attend clinics with you. If possible find a way so the other
coaches can attend free.
4. If they are assisting you, let them coach!! Give them parts of practice to
conduct drills.
5. If possible, invite them to scout with you. You can learn a lot about
someone under these less intense periods.
6. Evaluate them at the end of the season. Encourage them. Ask them if you
can help them get better in any way.
7. Employ them at your summer camp(s) or clinics. Great time for you to
find out what they know and even more importantly what they don't
know.
8. Visit their practice(s). Observe and participate.
9. If possible, assist them during their games BUT make sure you let them
coach their team. Don't be there to run the show!!
10. If they have children involved in the program, make sure they can come
to your camps and clinics FREE.
11. Make sure they have quality clothing to wear at games and practices.
12. Be a role model. If you are a ref "baiter" what lesson are you setting? If
you lack patience and are overly critical, what are you communicating to
other coaches in the program?
13. Include them when a program evaluation is performed. Let them have a
voice in their schedule, budget requests, facility improvements, etc.
14. Regardless of what level they coach, if you are the lead coach, foster a
"WE" attitude. Promote "ownership" by all in the program.
15. Give them positive strokes in the media, at banquets etc. Everyone needs
to know their efforts are appreciated.
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