Coaches Hiring Coaches
By Shane Dreiling
It seems that more and more, coaches that I speak with are having problems with the coaches on their staff or their general support staff. With complaints ranging from a lack of experience to a lack of support for the vision and direction of the program, coaches are facing a difficult challenge in getting “their people” all on the same page.
While most coaches would agree, oftentimes the problem lies with the head coach, especially with those who have control over who their assistants are and the support staff that they interact with daily. Many coaches spend too much time studying their X’s and O’s and recruiting lists and not enough time with their staff.
Below, I’ve come up with some strategies that I believe can help any coach who is struggling with getting everyone on the same page.
- Hire staff that thinks outside the box.
- Find coaches who are better than you in key areas. Let them use their strengths to benefit your whole program.
- Make sure your people realize how THEY can help your program. Don’t be afraid to give direction, but let them share in choosing that direction.
- Integrity and common values should always be on the list of priorities of any hire. Don’t be so enamored with the resume or interview that you fail to see the character of those you look to hire.
- Host daily meetings.
- Daily meetings give a staff a chance to unify their thoughts and get on the same page.
- Use meetings to go over what is working and what isn’t working, whether it is practice or some other daily function.
- Meetings can be a valuable way to consistently evaluate the needs of the program. What can you do today to make tomorrow more effective?
- Finally, meetings can serve as a way to plan the future. What fundraising events can be utilized to raise needed money for the program?
- Be the first to serve.
- a. Put your staff in a position to succeed. Don’t ask them to do something that they aren’t ready for, or that their skills dictate they cannot do.
- Let your staff know they have value, that their specific skills are vital to the success of your overall program. Little things make the difference here!
- Help each member of your staff take the next step. Be careful not to push too hard, but help insure that their skills are being advanced daily.
- Don’t hesitate to brag on a job well done!
- Seek opinions.
- Give each member of your staff a feeling of ownership…allow them the opportunity to give their opinion on key decisions, especially before you make the decision.
- Look for advice for others outside the program or profession. Sometimes a fresh outlook makes all the difference.
- Put the ego aside. Remember that you don’t have all the answers.
- Don’t surround yourself with clones.
- Allow yourself the opportunity to share in your staff member’s unique gifts… that should always be in the process of being developed if they have a sense of ownership in your program.
- Look to bring in coaches who strengths are your weaknesses. Not only does this complete the sense of the “whole” package every staff needs, it gives every staff member the opportunity to add to their basic skill set.
- Again, put the ego aside. By not hesitating to look to others, you don’t show weakness, you demonstrate strength.