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Tag Archives: Team chemistry

Being On A Team Isn’t Always Fun…And That’s Okay

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There was a time when I felt frustrated by my lack of voice at a particular place of employment. Those two things (frustration combined with lack of voice) are tough to overcome and can lead to malaise, a bad attitude, and a desire to look for greener pastures. Those things, in turn, can then lead to team-wide discontent…and that will inevitably lead to less success in terms of team dynamics, as well as fewer wins and more losses.

This, of course, leads me to think of my team. Is there a way to make sure they know how to handle these kinds of feelings? I wanted to think of ways to help them push through this normal life situation. How can coaches guide their athletes through the process of not being in charge/knowing your role/blooming where you’re planted?

I read a great post over at Leadership Freak, where he gave fifteen ways our players could lead themselves. I like the idea of helping them find ownership in something of their athletic experience, because a lot of it is out of their control.

5 Ways To Control The Controllables

  1. Remember what matters to you. During the low points of the season, whether it’s because they’re not seeing as much playing time as they’d like or just because their school work is kicking their butts, it’s good to remember why they love the game.
  2. Evaluate yourself with greater rigor than you evaluate others. This one really stands out to me…I probably should have written it first. Too often, players who are in a bad mental cycle spend all of their time tallying up their teammate’s flaws rather than looking in the mirror. Remembering that they can only control themselves will help them feel more in control of their lives.
  3. Build transparent relationships that strengthen your soul. I’m not one of those coaches who feels their team should all be BFFs, but I do think they should have a friend or two on the team who aren’t afraid to tell them the unfiltered truth.
  4. Reflect on your journey. Try keeping a journal. I’ve heard this advice from quite a few coaches who have their teams write reflections in journals. Some teams do it daily, after practices as well competitions. Others journal at set points during the season. Questions like: What am I learning? Who am I becoming? Am I being a great teammate? Would I want to coach myself?
  5. Extend second chances to yourself. Probably a lesson all of us could learn, huh? They’re probably going to fail at some or all of these things during the season. They may fall into a funk where they have a bad attitude or even think of quitting the team or transferring. That’s when they’ve got to find their positive headspace and remember that they love the game.

Having these conversations with our athletes can help them frame their feelings of discontent as normal rather than a sign that they aren’t where they’re meant to be.

 

Posted by on June 18, 2015 in Team chemistry

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Why Collaboration Trumps Cooperation On Teams

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“Collaboration is hard.” –The Science of Teamwork

When I was a student, I greatly disliked group projects.  There were many reasons, mostly stemming from my big-headed idea that I could do better all by myself.  Then I figured out that everyone in the group was thinking the same thing!  What we were really doing, according to the article I linked above, was cooperating, not collaborating.

What’s the difference?  Cooperating means identifying a common goal and proceeding on an individual path which fits under the umbrella of the goal.  Cooperation means the goal can be accomplished singly and then fit together neatly at the end.  Cooperation, according to the article, means that each individual can be praised for their particular effort.

Collaboration is hard, but necessary, if our teams are to accomplish anything great.  Collaboration is messy and sometimes emotional because it necessitates that give up their personal desires for the greater good of the team.  So how do we take our teams from cooperating to collaborating.

3 ways to encourage collaboration on our teams

Give up individual goals.  I know that we all talk to our players about their particular goals for the season…and that’s a good thing.  But it’s not the first thing.  If the team wins a national championship, but that player didn’t accomplish all of her goals, I’d hope she would see the season as a resounding success.

Emotional give and take.  When I was a player, me and a friend (who also happened to be a teammate) where fighting for the same starting position.  Both of us had to be adults about the decision that was going to be made…one of us would start and the other wouldn’t.  And it would be for the good of the team.  As hard and emotional and challenging as the situation was, it was worth it because it wasn’t about us, but about the team.

Work in new ways that may not be comfortable.  I would guess that all coaches are in the business of challenging our players.  We challenge them to try different skill techniques.  We challenge them to be vocal leaders.  We challenge them to think more critically about our sport.  And all of that challenging isn’t comfortable for them…but they do it (or at least they should) for the good of the team.  They understand that their coach wouldn’t ask them to do anything that wouldn’t also greatly benefit the team.

While it’s harder to receive individual accolades using the collaboration method, it’s crucial for our teams to embrace the challenge.

 

Posted by on December 8, 2014 in Collaboration, Team chemistry

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A Coach’s Guide To Creating Harmony On A Female Team

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Mean girls.  We’ve all heard that phrase and I worry that we all believe it on some levels.  I’ve heard coaches, mothers, and female athletes themselves talking about how girls and women can’t get along and that their team’s had “girl issues.”  I don’t believe that issues or conflicts have a gender attached to them.  What I do believe is that women can, in fact, get along and they can compete (together!) at amazingly high levels.  So now, let’s look at the…

2 prevailing myths that too many people believe about female athletes

  • Myth #1:  Women aren’t competitive.
    This is usually uttered by the exasperated male coach of a female team.  Check out this scenario:  it’s game point in a close volleyball match.  The two teams are pretty evenly matched…they’ve been trading points the whole game.  Your team is about to serve for the game and the opposing coach calls a time out.  You huddle your team close around you and you look your server in the eye very intensely and tell her, “it all comes down to you Susie…we won’t win without you!”  You think you’re firing her up and showing her that you believe in her.  She hears: “Don’t screw up!  If you miss this serve, your team will hate you!”

    Women are very competitive and will rise to any occasion…together.  Studies show that women get onto teams to be a part of something and to socialize, then once they realize that they’re good, they’ll keep playing.  That’s exactly the opposite of guys who join teams because they’re good and happen to make friends along the way.  So, the moral of the story is, if you want to motivate your female athletes to greatness, remind them of their teaminess.  At that same time out, bring your team in, huddle them up close and (while making eye contact with all of them) say: “ladies, you all have worked your tails off to get to this point.  You’ve hit, you’ve passed, you’ve set, you’ve played amazing defense.  Now, Susie is going to crush this serve and we’re going to win this game.”  You’ve said the same thing as the first example, but now you’ve included her in a group effort.


  • Myth #2:  Girls can’t get along.
    If I could have a cause as a coach, it would be to eliminate the world of this perception that female athletes can’t get along.  You’re probably thinking…well Dawn, you coach collegiate athletes, but my middle school girls are ripping each other apart!  I’ve coached middle and high school as well as at the Division I and III collegiate levels and I’ve learned one major lesson:  the coach sets the tone.  It’s our job as the coach to understand what makes female teams tick and what motivates each athlete.  As Kathy DeBoer says in her book, Gender and Competition: How Men and Women Approach Work and Play Differently, “until recently, it was not politically correct to think of women as different.  If you said women were equal, then they couldn’t be different.  The wonderful news is we can now say women are equal and different.  And that’s a huge and dramatic breakthrough.”  So now that we know it’s kosher to say that female athletes are different than male athletes, let’s cut to the crux of the issue.

    The coach runs the show.  Do you secretly believe that females are “catty” or can’t get along?  Then that’ll come across to your team.  How?  You’ll let bad behavior slide because you think that it’s somehow a female trait.  If two people have a conflict and they’re men, it’s no big deal…if they’re women?  They’re catty.  So the first thing is to evaluate your belief system and make sure that your team understands what you will and will not accept.  I’m pretty explicit with my team about this whole “girls can’t get along” thing and how I think it’s a crock.  The next step is to empower them with conflict resolution skills and also to help them understand the different personality types and how they interact with each other.  I certainly don’t expect my team to make it through an entire season and not have issues that need to be addressed, but I haven’t given them license to brush it under the rug as “girl problems”.  Conflict doesn’t have gender and we, as coaches, can’t give our teams excuses to not learn how to effectively deal with those conflicts.

So I’m hoping that this has confirmed what you already knew about your female athletes: they’re strong, confident, competitive, and resilient problem solvers who will run through walls for their teammates and their coaches.

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Posted by on November 12, 2014 in Captains, Female athletes

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How Knowing Your Personality Type Will Help You Manage Your Team

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As coaches, I think we all know that we’ve got different personality types on our team and I’m sure we’re all pretty conscious about how those personalities will interact.  When we bring recruits on to campus and we sit down and chat with them, we wonder about their “fit” with our teams…how their personalities will mesh with the current players.  Sometimes we don’t want to rock the boat and try to recruit like-minded players.  Other times, we want to shake things up a bit…whether it’s bringing more toughness or more fun…we know that the team needs a different makeup.

But do you think that your team recognizes that some folks are just made differently than them…with a whole different perspective on things?  I’ve used personality testing in the past with pretty good results, because the team gets to hear about themselves and also put the people that they know into categories.  The testing is pretty informative and can help them with their relationships outside of their team as well.

There are lots of personality tests out there: Myers-Briggs, colors, animals, and DiSC…and that’s the one that I use.  DiSC breaks the personalities down into four different categories.

D’s are dominant.  They’re what folks would call Type A personalities.  They like to get immediate results, make quick decisions and love to manage trouble and solve problems.  They’re decisive and competitive…natural born leaders.  That’s the good stuff.  The down side to D’s are that they are too self-reliant, the one’s who hate group projects in the classroom (can you see how that could negatively impact your team?!), and can be so blunt that they’re hurtful to others.

i’s are your people of influence.  They’re the one’s who everyone gravitates toward, the life of the party.  They’re your players who will pull the team aside in practice and fire them up if they feel that the effort isn’t where it should be.  They’re the folks who will immediately walk up to the newbies on your team and make them feel right at home.  i’s just need to remember that life isn’t all play and no work…that they’ve got to get down to business at some point.  And they try so hard to be everyone’s friend and not to hurt feelings that their teammates may not feel a true connection with them.

S’s are Steady Eddie’s.  They’re quiet, but very loyal and love the teaminess of teams…the one’s who stay on your team even though they know that they’ll never get any playing time.  They are skilled at calming an explosive situation and calming the scene down while others are freaking out.  S’s need to learn to assert themselves in group situations so that their teammates don’t overlook their contributions.  Since they can be overthinkers, S’s should learn the difference between the time for thinking and the time for acting.

C’s are your conscientious workers.  They’ll drill all day long and never feel as if they’ve gotten it down…they’re perfectionists.  C’s are good in the film room because they’re so analytical.  Come game time, they’ll know the opponents tendencies without a doubt.  Their downside is that they ask so many questions that they may drive their coach to drink!  And they have such high standards for themselves and their teammates that they may be destined to fail.

As you were reading this, I’m sure you were thinking of your team and where they fit.  Obviously, having a strong mix of folks is pretty key…but most important is that your team understands to positives and negatives of their personality and how they can be perceived by others.  Also, it’s pretty huge for us coaches to know the rough mixes.  Your D’s are going to think your i’s are screwing around too much and that your S’s need to toughen up.  Your i’s will constantly get their team in trouble for getting practice off-track with their incessant yapping.  Your S’s will either toughen up or continually get their feelings hurt by the too-blunt D’s and the hard-to-read C’s.  Speaking of C’s, should you deign to change the lineup or change a play without significant notice, get ready for their world to be spun off kilter and they’ll be pretty useless to you for a few plays.

Do you use personality tests with your team?  How do they respond?  At what point in the season do you administer your test?

Click here to learn how knowing your personality type will help you manage your team.

 

Posted by on September 15, 2014 in Personality tests

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Using Personality Tests To Increase Your Team Chemistry

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As coaches, I think we all know that we’ve got different personality types on our team and I’m sure we’re all pretty conscious about how those personalities will interact.  When we bring recruits on to campus and we sit down and chat with them, we wonder about their “fit” with our teams…how their personalities will mesh with the current players.  Sometimes we don’t want to rock the boat and try to recruit like-minded players.  Other times, we want to shake things up a bit…whether it’s bringing more toughness or more fun…we know that the team needs a different makeup.

But do you think that your team recognizes that some folks are just made differently than them…with a whole different perspective on things?  I’ve used personality testing in the past with pretty good results, because the team gets to hear about themselves and also put the people that they know into categories.  The testing is pretty informative and can help them with their relationships outside of their team as well.

There are lots of personality tests out there: Myers-Briggs, colors, animals, and DiSC…and that’s the one that I use.  DiSC breaks the personalities down into four different categories.

D’s are dominant.  They’re what folks would call Type A personalities.  They like to get immediate results, make quick decisions and love to manage trouble and solve problems.  They’re decisive and competitive…natural born leaders.  That’s the good stuff.  The down side to D’s are that they are too self-reliant, the one’s who hate group projects in the classroom (can you see how that could negatively impact your team?!), and can be so blunt that they’re hurtful to others.

i’s are your people of influence.  They’re the one’s who everyone gravitates toward, the life of the party.  They’re your players who will pull the team aside in practice and fire them up if they feel that the effort isn’t where it should be.  They’re the folks who will immediately walk up to the newbies on your team and make them feel right at home.  i’s just need to remember that life isn’t all play and no work…that they’ve got to get down to business at some point.  And they try so hard to be everyone’s friend and not to hurt feelings that their teammates may not feel a true connection with them.

S’s are Steady Eddie’s.  They’re quiet, but very loyal and love the teaminess of teams…the one’s who stay on your team even though they know that they’ll never get any playing time.  They are skilled at calming an explosive situation and calming the scene down while others are freaking out.  S’s need to learn to assert themselves in group situations so that their teammates don’t overlook their contributions.  Since they can be overthinkers, S’s should learn the difference between the time for thinking and the time for acting.

C’s are your conscientious workers.  They’ll drill all day long and never feel as if they’ve gotten it down…they’re perfectionists.  C’s are good in the film room because they’re so analytical.  Come game time, they’ll know the opponents tendencies without a doubt.  Their downside is that they ask so many questions that they may drive their coach to drink!  And they have such high standards for themselves and their teammates that they may be destined to fail.

As you were reading this, I’m sure you were thinking of your team and where they fit.  Obviously, having a strong mix of folks is pretty key…but most important is that your team understands to positives and negatives of their personality and how they can be perceived by others.  Also, it’s pretty huge for us coaches to know the rough mixes.  Your D’s are going to think your i’s are screwing around too much and that your S’s need to toughen up.  Your i’s will constantly get their team in trouble for getting practice off-track with their incessant yapping.  Your S’s will either toughen up or continually get their feelings hurt by the too-blunt D’s and the hard-to-read C’s.  Speaking of C’s, should you deign to change the lineup or change a play without significant notice, get ready for their world to be spun off kilter and they’ll be pretty useless to you for a few plays.

Do you use personality tests with your team?  How do they respond?  At what point in the season do you administer your test?

Click here to learn how knowing your personality type will help you manage your team.

As coaches, I think we all know that we’ve got different personality types on our team and I’m sure we’re all pretty conscious about how those personalities will interact.  When we bring recruits on to campus and we sit down and chat with them, we wonder about their “fit” with our teams…how their personalities will mesh with the current players.  Sometimes we don’t want to rock the boat and try to recruit like-minded players.  Other times, we want to shake things up a bit…whether it’s bringing more toughness or more fun…we know that the team needs a different makeup.

But do you think that your team recognizes that some folks are just made differently than them…with a whole different perspective on things?  I’ve used personality testing in the past with pretty good results, because the team gets to hear about themselves and also put the people that they know into categories.  The testing is pretty informative and can help them with their relationships outside of their team as well.

There are lots of personality tests out there: Myers-Briggs, colors, animals, and DiSC…and that’s the one that I use.  DiSC breaks the personalities down into four different categories.

D’s are dominant.  They’re what folks would call Type A personalities.  They like to get immediate results, make quick decisions and love to manage trouble and solve problems.  They’re decisive and competitive…natural born leaders.  That’s the good stuff.  The down side to D’s are that they are too self-reliant, the one’s who hate group projects in the classroom (can you see how that could negatively impact your team?!), and can be so blunt that they’re hurtful to others.

i’s are your people of influence.  They’re the one’s who everyone gravitates toward, the life of the party.  They’re your players who will pull the team aside in practice and fire them up if they feel that the effort isn’t where it should be.  They’re the folks who will immediately walk up to the newbies on your team and make them feel right at home.  i’s just need to remember that life isn’t all play and no work…that they’ve got to get down to business at some point.  And they try so hard to be everyone’s friend and not to hurt feelings that their teammates may not feel a true connection with them.

S’s are Steady Eddie’s.  They’re quiet, but very loyal and love the teaminess of teams…the one’s who stay on your team even though they know that they’ll never get any playing time.  They are skilled at calming an explosive situation and calming the scene down while others are freaking out.  S’s need to learn to assert themselves in group situations so that their teammates don’t overlook their contributions.  Since they can be overthinkers, S’s should learn the difference between the time for thinking and the time for acting.

C’s are your conscientious workers.  They’ll drill all day long and never feel as if they’ve gotten it down…they’re perfectionists.  C’s are good in the film room because they’re so analytical.  Come game time, they’ll know the opponents tendencies without a doubt.  Their downside is that they ask so many questions that they may drive their coach to drink!  And they have such high standards for themselves and their teammates that they may be destined to fail.

As you were reading this, I’m sure you were thinking of your team and where they fit.  Obviously, having a strong mix of folks is pretty key…but most important is that your team understands to positives and negatives of their personality and how they can be perceived by others.  Also, it’s pretty huge for us coaches to know the rough mixes.  Your D’s are going to think your i’s are screwing around too much and that your S’s need to toughen up.  Your i’s will constantly get their team in trouble for getting practice off-track with their incessant yapping.  Your S’s will either toughen up or continually get their feelings hurt by the too-blunt D’s and the hard-to-read C’s.  Speaking of C’s, should you deign to change the lineup or change a play without significant notice, get ready for their world to be spun off kilter and they’ll be pretty useless to you for a few plays.

Do you use personality tests with your team?  How do they respond?  At what point in the season do you administer your test?

Click here to learn how knowing your personality type will help you manage your team.

– See more at: http://coachdawnwrites.com/category/personality-tests/#sthash.9A1Rv97O.dpuf

 

Posted by on September 11, 2014 in Personality tests

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How To Motivate Our Teams

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Daniel Pink focuses on how we’re motivated in a TEDtalk called, “The Puzzle of Motivation“.  He spends a lot of time going into why we’re going at motivation all wrong and in an outdated way.  In example after example, he shows us that offering up rewards (or delivering the promise of punishment) doesn’t work in today’s world.  The talk is about eighteen minutes long…check it out!

His talk is coming from a business point of view, so certainly a lot different than the world of athletics.  The athletic “business model” allows for some behaviors that would be outside of the norm for an office setting, but I think we can learn from a lot of what Pink says.  Our athletes are growing up in this world where they want to be internally motivated and I think most of us can agree that a motivated athlete is an engaged athlete.

Pink says that traditional ideas of management (you get more money if you perform a task quicker, etc.) are great if you want compliance, but if you want engagement, self-direction works better.  And this is where I see the athletic world as being a bit different…because sometimes coaches do just want compliance.  If we see a weakness in our opponent that our team can take advantage of, we just want to players to do exactly what we say and not ask questions.

On the other side of the coin, we need our athletes to be able to identify trends within a game without us telling them every second.  Most sports don’t have tons of timeouts where we can relay information, so we rely on our players to understand what they’re seeing, remember the scouting report, and react to those things in an appropriate manner.

So how do we create this engaged (passionate, hard-working, accountable), yet compliant, player? If I knew, I’d be a gazillionaire! But I have some ideas.

  • Create trust.  And not just that the coaches know what you’re talking about, but that you care about your players and want the best for them.
  • Build in autonomy when possible.  We’ve done 30-day challenges in the off-season where each player was responsible for their own work.  As coaches, we focused on why this was important and how each person’s contribution was vital to our success.  Pink says we all have an urge to direct our own lives.  I think this is a great way to give them autonomy, but within a team construct.
  • Have amazing team chemistry. Huge!  If you don’t got it, go get it.  If you got it, fight like heck to keep it.
  • Empower leaders.  Pink talked about self-direction within the business world and I think a great way to bring that to athletics is a captain-led practice.  It teaches your captains how to lead, plus you’ll find out what drills the team likes and what things they think they need to work on…a win-win.



There you have it!  Let’s all get out there and motivate our teams.

 

Posted by on July 14, 2014 in Mental game, Team chemistry, TEDtalk

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Non-Verbal Communication

power posesource

“Our bodies change our minds
And our minds change our behavior
And our behavior changes our outcomes.

In a TEDtalk called Your Body Language Shapes Who You Are by Amy Cuddy, I learned that how we present ourselves is amazingly powerful.  And not in the way that you think.  It’s how you present yourself to yourself…not necessarily to others.  The findings of assuming powerful positions, like my man Frank Underwood up above, are pretty astounding.  I’d suggest you watch the talk, it’s about twenty minutes long and well worth your time.

It turns out that folks in studies who assumed high power poses for two minutes and then were put through an intense interview situation were seen as:

  • Passionate
  • Enthusiastic
  • Captivating
  • Comfortable
  • Authentic
  • Confident



Which all sound like the qualities we’re looking for in our athletes!  Apparently, powerful people are more assertive, confident, and optimistic than their less powerful peers.  They think more abstractly and take more risks, as well.  It turns out that power isn’t only about dominance, but how you react to stress.  The high-power pose people in the studies had hormonal changes from just two minutes of assuming their powerful positions.

Here are some examples of high power vs. low power poses:

power pose2source

I’ll add as a side note that checking your phone is also a low-power pose, because you’re making yourself smaller.  The high power poses are all about making yourself bigger and taking up space.

What if we had our teams take on high power poses before each competition?  The studies seem to show that their bodies will physiologically react to the pose with a more powerful view of themselves.  I’m willing to try it…are you?

 

Posted by on July 11, 2014 in Coaching strategy, Mental game, TEDtalk

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Coaches Corner: The Roles Of Player And Coach

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As I mentioned before, I’m a Badger alum, so I watch their volleyball team with a more attentive eye than other programs.  Because I know the type of team Kelly Sheffield inherited, I am more than amazed at the turnaround he spearheaded.  So I asked him about some of the critical things he and his coaching staff did that helped to create a much more successful team.  Check out what he had to say.

The coach’s role

  • Consistency.  Sheffield says his team should never worry about what kind of mood he’s in.  Monday’s the same as Thursday, after a win is the same as after a loss.
  • Knowledge.  I think it goes without saying that we’ve got to know what we’re talking about and staying up to date on the latest training methods.
  • Energy and enthusiasm.  That looks like lots of player feedback, coaches engaged with athletes…not chatting with one another.



The player’s role

  • Connect with teammates.  Sheffield expects high energy and enthusiasm from his athletes.  If he’s bringing it, he expects to see it from players as well.
  • Put personal traits aside.  He says that it’s tough to be an introvert in a team sport.  I wrote about some techniques to work with the introverts on your team a while back, you should check it out.  Studies say that 75% of folks are extroverts, so it’s easy to see why those traits are valued in leaders.
  • Be an active participant in their own rescue.  If something’s going wrong—on or off the court—the player has a responsibility to seek help.  Whether it’s coming in for extra reps on their own or, if it’s a classroom issue, seeking out tutors.  Whatever it is, coaches aren’t psychic, players have to help us out.



Success is sometimes a moving target, but these tips should help us all to start down the right path.

Check out the Sheffield series:
Coaches Corner: Kelly Sheffield
Coaches Corner: Get Comfortable Being Uncomfortable
Coaches Corner: What Does Enthusiasm Look Like?
Coaches Corner: Four Things To Think About When Considering A New Job


Join me in a series of interviews with successful coaches.  I believe what we learn from our coaching peers can be applied to our teams, our recruiting efforts, and how we behave as professionals.  These interviews will be less Q & A and much more philosophical in nature, keep coming back to see who I’m talking to and what they’ve got to say!

 

Posted by on April 21, 2014 in Coaches Corner, Team roles

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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.

 

Posted by on April 7, 2014 in Leadership, Team chemistry

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Creating A Connected Culture

connected culturesource

When members of a group of any size, from a basketball team to a business organization, share a vision that makes them feel proud, feel valued, and feel that they have a voice to express their ideas and opinions, it creates a connection, a bond, a feeling of unity or esprit de corps.
Why Coach K Coaches Like a Girl

Okay, I don’t like the title of the article I quoted above.  First of all, girls aren’t typically coaches, women are.  Second of all, it’s repetitious (coach, coaches).  Lastly, comparing a grown person to a child of another gender is rarely a compliment.  That being said, I get it.  It comes across as a slight or maybe even a slam against Coach K when, in actuality, the author paints “coaching like a girl” is a positive.

He’s being provocative.

The author does a great job of describing why Coach K’s been successful…attributing it to the female presence in his life.  I don’t know how true or accurate that is and I certainly don’t think you have to be a woman to create a connected team.  What I really enjoyed about the article was his formula:

Vision + Value + Voice = Connected Culture

Vision:  I believe this has to be two-fold.  Vision for each individual player: an athlete will put up with not playing, with being pushed mentally and physically, with a whole lot…as long as they see how it fits into the grand plan.  And of course we’ve got to have a vision for the program.  That vision will influence how we recruit, how we plan practices, how we schedule opponents…everything.

Value:  Our players invest a lot of themselves into our program.  Their time, their heart, their passion, their egos.  We ask a lot of them and they give us a lot, the least we can do is make sure they know we appreciate what they’re putting into the program.

Voice:  This doesn’t mean that you always do what your players ask of you, but they should feel comfortable in their belief that their opinions will be heard and considered.

Giving our teams a vision of the future of the program, combined with valuing their effort and giving them a voice is a great way for us to create a team culture that will withstand the normal ups and downs of a season.

 

Posted by on March 26, 2014 in Coaching strategy, Team chemistry

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