4 essential items every coach needs to get better

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Folks who are fixer uppers or tinkerers know that the key to handling any situation is having a nice toolbox.  Whether its needle nosed pliers or a power saw or cordless drill…these things will prove to be essential for any job that needs to be completed.  And it’s the same with coaching!  We need to have a toolbox that is stocked so that we’re able to deal with the disgruntled player, the starter whose spot is about to be taken, as well as the athletic director that wants you to fundraise a ridiculous amount of money each year.

Here’s four things that every coach should have in their toolbox:

Mentors When I took my first head coaching job at age 24, my toolbox only had a hammer and a couple of nails clanking around in it…not nearly enough for the repair project I’d taken on!  I was certainly enthusiastic, but that needed to be combined with knowledge…and I was a bit short on that.  Enter our men’s basketball coach who was a legend in his field and had a head full of coaching genius that he was willing to share.  So I’d haul my butt up to his office about once a week and we’d chat.  Sometimes about my team, sometimes about his, but each and every time I learned something from this man.

Peers Here’s one thing I know: coaches love talking about coaching.  Once you find folks with a similar philosophy, make it a point to talk to them and pick their brains.  I truly believe that coaching is coaching so it doesn’t matter if you talk to the football coach or the soccer coach…if you share the same philosophical foundation, you’ve set yourself up for fun and challenging conversations about coaching.

Seminars/Conventions Be a coaching nerd!  Go to your sport’s convention…and attend the sessions (not just the social stuff) and hang out after it’s over and chat with the presenter.  Go to local clinics even if you don’t think you’ll learn something new…you certainly won’t if you don’t go!  Plus other coaches will be there and maybe you’ll be able to chat them up and get a different viewpoint on an old problem.  This will help keep you current in your field.

Books I read a lot of books.  I read books for myself in order to grow in my leadership and influence.  I also read books that I think will be good for my team to read during the season.  Sometimes they’re sports books, sometimes they’re business oriented, and other times they’re faith-based…but what they all share in common is that I think that they’ll make me a better coach.

What do you think?  What would you add to the list?

How Knowing Your Personality Type Will Help You Manage Your Team

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I think personality assessment should be a must for every team.  Why?  Because I think the cause of most conflict is expecting others to act like you do.  I’d written before about the DiSC assessment I use, focusing on your team’s interactions with one another.  Now I want to talk about coach-player interaction.  Even though most people are a mixture of more than one letter type, see if you can find your top one or two personality types here.  I believe it will help you as you work with your student-athletes.

The 4 DiSC personality types and how they impact your coaching style

D’s are dominant and like to be in charge.  I’d hazard a guess that a lot of coaches are D’s.  On the positive side, D’s enjoy solving problems and trust their ability to produce results.  At their best, D’s can mobilize teams to solve a problem or achieve a goal.  That sounds awesome right?  As Newton said though, for every action there is an equal and opposite reaction.  D’s can be blunt to the point of being rude and may make rash and reckless decisions.  At their worst, D’s can be bullies, loud mouths, and tyrants.

What to do: Understand that not everyone thinks as quickly as you do…give them time to mull things over.  D’s could do well to build bridges and relationships rather than expecting people to comply just because they say so.  I mean, your team will comply because you’re the boss.  But if you want your team to play for you and not in spite of you, D’s should see the value of cooperation.

I’s are influential and the life of the party.  These are your extroverted folks who love to be around people.  I’s are charming, optimistic, and outgoing…those we’d call a “people person”. At their best, I’s can be inspirational and communicate a vision or goal in a manner that motivates others to work toward it.  I’s see the best in others and help them to believe in their abilities.  Sounds like an awesome coach, huh?  On the other side of the coin, I’s dislike details and can seem scattered.  I’s can sometimes lack follow-through, rarely finishing what they begin…they overpromise and underdeliver.

What to do: Understand that you can get folks super fired up with your words…so that means that you’ve got to deliver on those promises.  You don’t want to have a group of ten freshmen who you told would be starters…and your sport only starts five!  I’s should try to listen more and talk less.

S’s are the steady Eddy’s out there.  S’s are loyal, friendly, and supportive…they are team players.  At their best, S’s can calm tensions and stabilize unsettled situations.  S’s work hard to create stable and harmonious environments.  Does this sound like you, Coach?  Well, on the flip side, S’s are too hard on themselves and take criticism other their work very personally.  Creatures of habit, S’s enjoy their daily routines and are resistant to change.

What to do: Understand that flexibility is the name of the game.  It’s great that S’s will have a routine and a to-do list prepared for each day…you’ve just got to be prepared for things to go sideways every now and then.  One of your players might get sick (on the day where she’s a big part of your practice plan!) or it may rain when you were planning on taking your team outside.  S’s can have their beloved plans…just be willing to adjust it.

C’s are conscientious and careful.  If you’re a C, you like to be right and are a stickler for details.  You have very high standards for yourself…and those around you.  Where I’s are outgoing and boisterous, C’s are quiet, reserved, and business-like.  C’s are fair and objective and will always maintain high standards, even when asked to compromise.  That’s pretty good, right?  At their worst, C’s can get bogged down in details…some would call them a nit picker.  C’s prefer to work alone and need to analyze all available options before making a decision.

What to do: C’s should understand that some decisions have a timeline and need quick action.  Your assistants understand that you’ve charted stats for all practices during the season and the numbers say that you’ve got the right lineup out there.  But right now it’s not working and you’ve got to make a change.  C’s are cautious by nature, so you should surround yourself with folks who are more adventurous.

Each season, we try to create team chemistry among our athletes and help them to get to know one another, but it’s just as important that the coach knows their personality type…and how it’ll interact with each player.

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Why Women’s Athletics? Selling Its Benefits In Tough Economic Times

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I wrote this article for the Fall 2010 NCAA Champion magazine.  I found that the more I talked to female athletes at all levels, many of them really didn’t understand Title IX or the value of women’s athletics.  My goal in this article wasn’t to prove that the volleyball team brings in as much money as the men’s ice hockey team, but that the benefit of sport (and women’s sports in particular) is more than the bottom line of a budget sheet.

Do you know what your team’s view of Title IX is?  More than likely, they view their athletic selves as the balance for men’s athletics…and I’d say that that should not be the case.  Women’s athletics stands alone as important and beneficial without the need to “balance out” athletic departments.  Viewing volleyball and softball and field hockey as existing solely to enable men to play their sports and be in compliance with the law is a pretty powerless and pathetic existence.

I read a great article on the Financial Times website titled, “A Good Economist Knows the True Value of the Arts”, which talked about how the arts, hospitals, and sports try to demonstrate their relevance by selling their economic value.  I’m sure you’ve heard the schpiel:  women’s volleyball is helping the university by bringing families onto campus and they’re buying concessions, the concessions stand is employing workers, and the facility is able to employ more folks for maintenance and crowd control.  But the author asserts that those are costs, not benefits, and that the savvy athletic director should (if it all comes down to finances) cut volleyball because the financial benefit does not come close to the financial cost taken on by the college.  Here’s a great quotation from that article:

The value of an activity is not what it costs, but the amount by which its benefit exceeds its costs. The economic contribution of sport is in the pleasure participants and spectators derive, and the resulting gains in health and longevity. That value is diminished, not increased, by the resources that need to be diverted from other purposes.

So if finances aren’t the way to sell women’s athletics to our colleagues (who may silently believe that we are there for balance only) or the higher ups who are taking hard looks at the budget…what are our selling points?  Where are the places that, like the quotation above says, the benefits of women’s athletics exceed its costs?  There are many advantages to sports participation that will stay with its participants for life, here are a few.

Health Young ladies who participate in sports reduce their chance of getting breast cancer by 60% according to Journal of the National Cancer Institute (1994)…at a time where one in eight women have gotten or will be diagnosed with breast cancer, that’s huge!  On top of that, it’s been proven that performing weight bearing exercises while young will help fight off osteoporosis later in life.

Mentors Little girls need to see that sports are for them too.  They need to see that women can be aggressive and competitive and achievers…that’s where our teams come in!  I don’t know about you, but I was never the stereotypical “girly girl”, wearing pink and playing with dolls, so sports participation was always a part of my life.  But what if, through watching our athletes play, that stereotype shifted to include having a lacrosse stick or golf club in her hand?

Learning to excel in a team environment Go to any business magazine or read any book designed for managers and you’ll see the word “team” over and over again.  The ability to strive within a team construct should be the hallmark of women’s athletics.  Our athletes learn leadership, how to win and lose with grace, how to recognize strengths and weakness in themselves and others…and use those to their advantage, and how to perform under pressure.  All characteristics that will serve them well after their time on our fields and courts is over.

Let’s all agree to talk to our teams about what they do and why it’s important.  To explain that both men’s and women’s athletics can stand on their own respective two feet…both strong and autonomous.  By doing this, we will equip them to answer the question: why women’s athletics?

What has your department done in terms of educating your student athlete population?  How about education for the coaching staff?  Any other ideas?

Challenging An Athlete’s Beliefs About Their Limits

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We can never know that we can’t do something;
we can only know that we haven’t yet done so.
—Ellen Langer

I watched an athlete perform during the Olympics and after winning a gold medal, she revealed that she listened to the song, I Know I Can, before every competition.  Here’s the chorus, which is sung by kids:

I know I can
Be what I wanna be
If I work hard at it
I’ll be where I wanna be

It’s a great song, positive and empowering.  As is the quotation at the top, from 5 Mindfulness Steps That Guarantee Increased Success And Vitality.  Often, our athletes are too quick to say what they can’t do and what Dr. Langer found out is it’s an impossibility to know you can’t do something.  How about that?  It’s a powerful message.

Of course, poor mindset—like thinking and verbalizing you can’t do something—can create an environment where success will be difficult.  So that’s where we coaches come in to save the day.  For an athlete to say they can’t perform a skill or a team to say they can’t find the success that’s eluded them is a falsehood.  So how can we intervene to stop the negative self-talk and help our teams test their limits.

2 ways mindfulness will help our athletes challenge their limits

  1. Encourage dreaming.  What if our athletes went beyond setting goals?  Goals are great and motivating, but can be limiting.  Perhaps they can be separate categories.  Your team can set goals but also have “why not us?” sessions.  Dream big.  Why not?
  2. Redefine failure.  I had a team that had a goal of winning the conference championship.  We didn’t win, we lost in the finals and we were all devastated.  We set a goal and we failed.  I can tell you something, I’ve never had a more motivated team in the off-season.  We won the championship the following year, in no small part, because of our failure the previous year.

Mindfulness means being present.  Mindfulness means being aware of our thoughts, feelings, bodily sensations, and surrounding environment.

Saying, “I can’t”, isn’t mindful because it lives in the future.  We should encourage our athletes to stay present.  Worrying about the mistake they’ve just made isn’t being mindful because it lives in the past.  We’ve got to help our athletes fight and battle to stay in the moment…it’s the only thing they can control.

If we consistently challenge their mindset and mindfulness, our athletes will blow through any limits they think they may have.

3 Reasons Why Making Mistakes Is Vital To Your Team’s Success

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Trust me, if you aren’t making mistakes, you’re not learning — or, at least, you’re not learning enough.
The Miracle of Making Mistakes

I enjoyed this article because it has been my mantra as a coach for as long as I can remember and I can’t imagine that there are too many coaches out there who want the sort of timidity that comes from playing it safe.  That quotation above is from an article in the Harvard Business Review (HBR), which I’d highly recommend you read by following the link.  The fun part of my job is getting across to my players that there is joy in making mistakes and that those mistakes are the best way to get better and here’s how you can teach the same lesson.

First:  Learn to take risks
The opening of the HBR article talks about our obsession with perfection:  from getting A’s in the classroom to avoiding getting in trouble with mom and dad…we’re hard wired at a young age to not make mistakes.  So it’s our obligation as coaches to explain that mistakes are a part of the game and that neither you nor they should expect perfection.  I usually tell my team that if they make twenty five different mistakes, that’s great!  But making twenty five of the same mistakes?  Not so great.  They should take risks and make new mistakes every day.  As the German proverb says, “you will become clever through your mistakes.”

Second:  Learn to manage their emotions when taking risks
Using volleyball as an example, how will your players learn that their heart will be pounding out of their chests when they’ve got the serve and it’s match point?  How will they learn to manage their breathing, their thoughts, and their self-talk if you don’t put them in those pressure situations (in practices and games) and coach them through it?  And that’s the key.  It’s our jobs as coaches to equip them with the tools that they need to successfully navigate risk-taking.

Third:  Learn how to turn failure on its head
This is where your athletes learn that making mistakes will pay off for them.  If they’re challenging themselves to master new skills, they’re going to fail because it’s new.  But if they keep at it, they’ll fail themselves forward and acquire a new skill that they can use to challenge competitors.  Imagine if a baby decided that it could do everything it needed to do by crawling everywhere…how limited would their lives be?!  The same is true for athletes!   It’s our jobs as coaches to challenge our athletes and to give them enough knowledge in practice that they can self-correct mid-competition…and I believe that knowledge is the key to taking smart risks and making smart mistakes.

How do you encourage your team to make mistakes?  Do you think you create an environment where your athletes feel comfortable making mistakes?

Is Your Best Athlete Your Best Leader?

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When your best players are your hardest workers, you have the chance to be very good.
—Tara VanDerveer

When your best players aren’t vocal leaders.  This is a common problem.  I don’t know how many times I’ve commiserated with another coach about a player who has out-of-this-world talent, but won’t speak up in practice or games.  I’ve tried telling the player that the team needs them to speak up, I’ve tried explaining that the burden of being the best is that their teammates look up to them, I’ve tried it all.  Usually it doesn’t work.  If that person gets picked as a captain (which they usually do), I try to pair them up with someone who will actually talk.

When your best players undermine you.  This one is rare…but it happens.  Your best player smiles in your face, “yes, Coach” and all that, but is tearing you down behind your back.  I’m not talking about the regular, “It sucks that Coach made us run today, that’s crap!”, all players say things like that.  I’m talking about the player who questions your coaching technique, coaching moves, or coaching decisions.  As annoying as it is for players to come to us with questions about those things, it’s catastrophic when they do all of those things in secret.  Even worse, we usually don’t find out about it until it’s too late.

When your best players are lazy.  This is the rarest of them all.  Can they really be your best player if they’re lazy?  Semantics.  Your best player (stats leader in important categories) doesn’t go hard in practice or games, but still manages to be better than her teammates.  You can try to guilt them into working harder by telling them their teammates look up to them.  You can try to force her into exertion through physical punishment, but if they’ve gotten this far by being lazy…they can trick you into thinking they’re working hard.  No matter what your captain policy is (you pick, the team picks, combo), this person most definitely can’t have a leadership position on your team.

When your best players are your hardest workers.  Heaven has opened up and shined on you and your team.  Effort is catchy.  Hard work is catchy.  Desire is catchy.  Belief is catchy.  These players, these high energy/hard working types, infect the rest of the team with their energy.  Their teammates may walk into the gym after a tough day of class wanting to slack off, but this player just won’t allow it.  The team may be losing late in the game, but this player won’t let their teammates stop believing.  These players earn their teammates’ respect by the way they carry themselves each and every day.

Your best players are leaders, no matter what.  They may lead negatively or they may lead positively…but they are ALWAYS leading.  Be sure to have high-quality players in leadership positions on your team.

5 Signs You’re Burned Out…And How To Turn It Around

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Are you getting ‘er done…or just burned out?  Do you know when you’ve hit the wall and just can’t go hard anymore?  I was over at Bnet.com (a business website) and read a great article called “Is Your Company Turning You Into A Corporate Zombie?” and thought it made a lot of great points about what folks look like when they’re burned out and decided to bring it over here and put my coach spin on things.  How do you know when you’re burned out?  Well read on to find out!

**Keep your eyes peeled!  If you’re doing these things, you may be on the verge of burnout.**

1.       Your creativity level has dropped. Back in the day, you could spot a problem on your team and figure out a drill to fix it…or you’d schedule a team meeting…or you’d do whatever it took to address the issue.  Now, you’re flummoxed.  You’re all out of ideas to keep your team motivated.

2.       You spend less time in reflection. So I wrote this whole post about how leadership and solitude are linked (read it here) which makes it pretty obvious that I believe in giving yourself time to reflect.  When you’re burned out, you’re like the hamster on a wheel…just go-go-going!

3.       You laugh less. Your team goofball used to be able to make you smile no matter how intense you were in practice…not anymore.  Nothing’s funny because you’re tired, hopped up on caffeine, not eating right, and haven’t seen your family in weeks.

4.       You look beat down (like everyone else in your office). You come dragging in to the office at 7 am and you go dragging out at 9 pm.  You get home, go to bed, get up the next morning and do the same thing all over again. Why?  Because everyone else in the office does that when they’re in season.  You’re exhausted but you won’t rest or sleep or otherwise enjoy yourself because you’re “getting after it.”

5.       The sparkle in your eye dims. Talking about your team, planning practices, chatting with the coaching staff after practice…all of those things used to fire you up.  Now you sigh when someone asks about the team, dread planning practice, and hustle out of the gym as fast as you can when practice is over to avoid shop talk.

**Burnout killahs…do these 3 things to keep the bounce in your step!**

1.       Go home. Whether it’s to spend time with your family, or to make a proper meal, or just to relax and read a book…we all need to get away for a few hours.  Many, many things are out of our control as coaches.  Our players may get injured or another team may get the world’s best recruit, but our time?  It’s ours.  Let’s manage it so we can stay sane.

2. Set time limits on email/phone calls. Some of us think we can game the system.  We say, “oh, I go home at 6 every night.”  But what you don’t say is that you’re on the computer with the phone attached to your ear the whole time.  At some point, you’ve got to make an agreement with yourself when you’re going to turn everything off…and not just when it’s time to go to sleep!

3.       Workout/pray/meditate. Whatever you need to do to get your mind right…do it!  The idea of all of these burnout killahs is to get in control of your time, because it seems like burnout happens when you feel like there are so many things that you’ve “got” to do and you just “can’t” take time for yourself.  (I put those in quotation marks because they’re not empowering and most times just not true.)

Author’s note:  just because you’re doing the top five things doesn’t mean you’re burned out…you may thrive in that environment for short spurts.  But take an honest look at how you’re going about your business and figure out how long you can operate like that without losing your love of the game.

Why Weakness Unlocks The Strength Within Teams

If you’ve got fifteen minutes, I’d highly suggest you listen to Caroline Casey’s TEDtalk, Looking Past Limits.  Not only is that an intriguing topic for those of us in the coaching field, Casey is also a fabulous storyteller.

A quick rundown of her story: She was legally blind since birth, though her parents never told her, but rather let her toughen up through battling past road blocks.  She excelled in life, eventually achieving a high profile job where her coworkers never knew her secret.  But that’s not the heart of the story, it’s what happens when she couldn’t hide her blindness anymore.

And that’s where my interest in her story begins…because I believe it can help us with our teams.  It’s a story of belief and vision.  We’ve got to believe in ourselves and combine that belief with a vision that is bigger than us.  Ignoring the obvious irony of a blind person talking about vision, let’s look at how vision is sometimes restricted and how we can free it up…and watch our teams soar!

The first title I came up with for this post was, “Why Vision And Belief Will Make Your Team Great”.  I liked that one a lot and think that it would have been good, but this one is closer to the heart of the story.  Once each team member is willing to admit their weaknesses, they’re on their way to becoming a strong and successful team.

 

When To Bench An Athlete

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“The bench screams.” –Ron Wilson, former head coach, Toronto Maple Leafs

My general philosophy in life is to say what you mean and mean what you say.  But how long is too long to keep saying the same thing to a player?  You’ve told her for an entire season that she’s got to square up to target or keep her elbow high…whatever the correction, she’s just not getting it.  And if she is getting it, she surely isn’t making the changes that you’d like to see.  So when your throat is sore from yelling and your eyes tired from rolling…maybe it’s time to let the bench do the talking.

3 reasons to bench a player…short term

  • Give them a breather: Maybe it’s a freshman who’s freaking out at her first conference match or a senior who’s emotional during senior night, sometimes a player just needs to take a deep breath and refocus.  It may only take a couple of points for her to calm down and come back to herself.
  • Get a spark from your reserves: If your team is stuck in a skill and/or energy rut, a reserve player can be just the ticket!  You’ll probably go back to your original lineup, but it’s nice to know that you can count on your entire team to contribute to your success.
  • Light a fire under them: Hopefully after you’ve taken that starter out to get a spark from the bench, they begin to realize that they need to step their game up.  The ideal reaction would be for that player to come back onto the court and be an absolute monster out there.  She should want to erase any sort of doubt you may have about her ability to positively contribute to the team.

3 reasons to bench a player…long term

  • Lack of effort: She’s just going through the motions in practices and games.  If your team has always prided itself on having a “whatever it takes” attitude to their play, lack of effort is a slap in the face to you, as their coach, as well as their teammates who expect their effort level to be matched.  A player can only control their skill level and playing time to a certain degree, but effort is completely within their control.  Lack of effort is a choice…and a bad one, in my opinion.
  • Not continuing to get better, getting passed up: During preseason, you can always tell the folks who worked their tails off in the off-season.  Typically because they’re in such good shape, their skill level is higher at the beginning of the season.  Then slowly, but surely, the rest of the team catches up and eventually blows right by them.  As coaches, we want to reward the player that worked hard when no one was looking, so we pull her aside and let her know our concerns…and nothing.  She’s gotten passed up and it’s time to sit her down.
  • Your starters are awful: There’s a point in the season where it’s time to look to the future.  Your team’s shot at winning the conference are long gone and you’ve got a bench full of players who haven’t played all season.  So why not give them a shot?  If you’re out of contention, that means the starters haven’t been getting it done anyway, so how much worse could your reserves do?  Bench the starters and start the bench…they may not be as skilled, but I’ll bet their effort level will be crazy high.

So there you are…use your bench as a motivating tool and your team may be better off for it.

Tom Hanks Was Right…There’s No Crying In Sports

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Here is Pet Peeve #249:  players that cry in practice.  You’re probably thinking, “oh Dawn, you’re so heartless, sometimes there’s a good reason for crying…stop being so mean!”  In my mind though, there’s never a reason to put self before team and that’s exactly what crying in practice or a game does.  Now, I’m not talking about tears that are the result of an injury or yay-we-just-won-the-championship tears…those are both acceptable reasons for crying in sports.  I’m talking about the tears that stem from frustration, anger, or just plain lack of knowledge as to how one’s behavior affects others.  Let’s look at why I have such a strong opinion about crying and what you should do when faced with a crier in practice.

4 Reasons Why Tears Aren’t The Answer

1.       It’s selfish. When a player cries in a practice or game, they’re saying that their interests are more important than the team’s…plain and simple.

2.       It’s distracting. When there’s a player that cries, the team and coach have a decision to make:  do we attend to the emotional player or do we get work done here at practice or our game?  That’s not fair!  Their teammates shouldn’t have to debate whether they’re being awful people just because they want to focus on the task at hand.

3.       It shows lack of respect. The crier doesn’t respect the work that the coach has put into practice planning, because we’ve got a time schedule to keep.  They don’t respect their teammate’s focus or desire to get better at practice.  And in turn, if it’s not nipped in the bud, the crier could lose the respect of their coach and teammates.

4.       It shows lack of control. There’s no age that’s too young to start teaching our athletes how to manage their emotions.  After all, isn’t that the beauty of sports?  They’ll learn how to win and lose with grace, how to earn or lose a starting spot, and how to succeed and fail in front of others…it’s great!  It’s also our job as their coaches to teach them how to handle life’s ups and downs without it negatively impacting the lives of others.

So You’ve Got A Crier…Now What?

1.       Explain the points above. If you don’t explain those things, they’ll just think you’re being mean…which could spawn more tears (*sigh*) and an exponentially higher level of frustration for you as their coach.  They need to understand that those four things above are contrary to any sort of team success and because of that, you can’t let it slide.

2.       Acknowledge whatever their situation is. Their boyfriend broke up with them, they failed a huge test, they’re playing at an amazingly awful level…whatever it is, you get it, right?  You understand why they’d want to cry, why they’re frustrated, and why they feel like they can’t handle it anymore.  You get it…you just won’t tolerate it, because you and the team still have work to do.

3.       Remind them that they’ve got a mouth. They’ve got to use their words.  You’re a reasonable human being, right coach?  If they came to you with a legitimate problem or concern, you’d listen and the two of you would work it out together, right?  Let them know that you’ll be there for them…but only when they can behave like an adult.  You love them and care for them, but poor behavior is poor behavior and it’s not to be tolerated.

4.       Give them a break. Sometimes the crier can get themselves together and refocus.  Sometimes they can’t and you might have to give them a break.  But it’s got to be legit…you can’t hold it against them!  You can’t say on one hand: come to me like an adult and I’ll listen and we’ll work it out…and then when the crier tells you the problem, you yell or scream or are just generally pissed.  Maybe you allow them finish practice with the understanding that they’re going to be terrible, or maybe you send them home knowing that they’ll be better the next day.

So there you are folks, this is a tough one for a lot of coaches…tears are powerful and disarming.  But stand your ground and turn the situation into a teachable moment.