Attitude. Work Ethic. Productivity

I've been pondering what makes one team more efficient and effective than another team. By no means is this a scientific undertaking, It is very much my musings on observations I have made about teams I have been a part of in one capacity or another.

Mission. Goals. Standards.

Teams with a clearly defined mission tend to be successful. The mission statement defines who we are and what we are about. Separate from a mission statement are a team's goals. These can and should range from short term goals to long range goals. The goals can be viewed as stepping stones toward fulfilling the mission. Standards are how we are going to go about achieving our goals. What behaviors are acceptable and which are unacceptable.

Communication and Respect.

Among the standards successful teams share are effective communication and respect.  All opinions are welcomed and valued. Beginning in the 1980's a cottage industry came to the fore that focuses on team bonding activities. Both the corporate world and the sports world has taken advantage of such activities to promote effective communication, conflict resolution, the organizational structure and decision making process. The underlying premise is every team member is acknowledged and valued for the contributions they make towards the team's goals and fulfilling the team's mission,

Cooperation and Teamwork

Together Everyone Achieves More. Effective teams have a spirit of cooperation and collaboration. All voices are heard in the decision making process. Team members who trust the decision-making process tend to cooperate even the when a decision is not entirely to their liking. When teamwork extends beyond the field and into every facet of the team buy-in to team philosophy, mission and goals comes much easier.

Appearance and Character

A former coach of mine was fond of saying, "If you want to be a champion, you need to look the part." At first I thought this meant we had to tuck in our shirts and pull up our socks.  I came to realize the dress code was only a very small part of it. How our team was perceived and how the team perceived itself was the lesson being imparted to us. Team rules and standards of conduct.  Conduct detrimental to the team mission, goals and standards cannot be tolerated. In short, the personal decision making process begins with, if your behavior or conduct would reflect negatively on the team, don't do it.

Attendance

My high school coaching mentor addressed attendance in one brief sentence, Attendance is mandatory and will be punctual. One unexcused absence or tardiness resulted in suspension. A repeat offence resulted in dismissal from the team. This might sound strict, but Coach understood that disruptions to the team caused by unexcused absences and tardiness reduced productivity. Unexcused absences affect and impact the entire team in a negative sense. Being recognized as a dependable teammate is a prerequisite to earning trust. Dealing consistently with misconduct in a manner positive to the team's mission, goals and standards directly impacts trust, respect and productivity.

Organization

In many ways it is how a team structure is organized that determines its Attitude, Work Ethic and Productivity. If the organization is sub par, then productivity will likely be less efficient than it should be. Ownership is a shared responsibility.  If the team is set up as a dictatorship with the coach in the lead role it will be difficult for team members to fully buy-in to his process because they will not view it as their process.  It's difficult to fully enjoy an experience when it's not yours to enjoy. Ownership or lack thereof also impacts ones motivation.  If you feel ownership of the team, you are much more likely to be self-motivated as team performance will reflect directly on you as a member of that team.

To end I will tell the story of Alex.  I was coaching a club team comprised of the very best players in the area. I hand selected this team not only on talent, but on attitude, character and maturity.  Still, early on the team was not performing at peak level. Then we faced a disciplinary issue involving a member of the team. We discussed the situation with the team captains. When an agreement was reached as to what the discipline would be our lead captain, Alex, took charge.  The captains, led by Alex, met with the individual. They described the conduct detrimental to the team and informed the offender of his discipline.  I thought we might lose the player, but we did not. He was not happy, but it came to be a turning point for both the player and the team as a whole. The team rose to new heights and went on to a tremendously successful season. The player who had committed the violation of team conduct became a very productive team member who contributed significantly to our success.

The team captains took responsibility and addressed the situation and individual on their own, but with full support of the coaching staff.  I spoke with the individual in question after the captains had addressed him, but this was only necessary so that he understood I supported the captains decision. I had their backs on this.

If we had not upheld the teams mission and standards at that point in time our season might well have been lost. Thankfully we had an organizational structure in place that allowed us to address the issue with positivity and within the framework of expectations and the standards of how we wanted our team to be viewed and remembered.

Trust in communication

My twitter profile includes the following quote:  

Trust is the glue of life, 

the most essential ingredient 

in effective communication. 

Trust is the foundational principle 

that holds all relationships together.

Have you ever participated in the ice breaker activity where the leader whispers something to the first person in line followed by that message being conveyed to everyone else by whisper one at a time?  The last person then speaks the message out loud followed by the leader sharing what the actual message was. Yes, the message invariably changes from the first person to the last.  The changes may (or may not) be significant in nature, but changes will almost certainly occur.

I was witness to such a phenomenon recently where I as the leader conveyed a message that was then changed significantly in the retelling of it. When in the retelling a message is changed it might occur quite honestly and simply. The message might be changed to embellish the actual truth - The movie Sergeant York contains a great example of this. And sometimes the message might be changed intentionally either in an attempt to protect one's self or bring harm to another.

All of these examples occur in team sports. The movie Remember the Titans contains an example of intentionally misconveyed information that sees "Rev" become injured. In baseball we see "missed"signs.  In soccer it might be something as simple as instruction over which way to force an attacker that brings confusion to the defense and results in a goal allowed.These are some of the reasons we teach players to be concise and precise in their communications. Short and sweet. Simple, on point and directly to the point.

Arrow
Stick
Force right
Force left
Line
Square
Drop
Diagonal
Channel
Close down
Contain
Feet
Space
In-swinging
Out-swinging
Step

All examples of concise and precise communication that is difficult to misconstrue or misunderstand. And because it is difficult to misunderstand the information being shared the requisite trust to make it effective is inherently present.  Like any other facet of the game, communication must be practiced and trained for. Be diligent in this pursuit to bring out the best in your team.

Let's discuss TRUST

On May 10, 2017 I sustained an injury at work.  The attending physician put me off work pending an MRI to discover the full extent of the injury.  I've been waiting for the Workers Compensation process to play itself out ever since.  The down time has provided ample opportunity to think about and analyze various aspects of my life. I have rediscovered a recurring theme -TRUST.

My twitter profile (Timotheus @TJBrown6083) includes the following:  Trust is the glue of life, the most essential ingredient in effective communication. Trust is the foundational principle that holds all relationships together.

I believe this to be true.

The job I had was working as a 1 on 1 aide with a 6 1/2 year old boy with severe developmental and behavioral issues.  The behavioral issues being so bad they usually precluded any attempt to work with him on developmental issues. I only shared 4 days with the young lad before the injury prevented me from working but in that time (and since) the lasting impression I had was one of TRUST.  That is, the student could not be trusted. More importantly, the student did not trust anybody.

We shall call the student, "Addison".

When I arrived for my first day of working with Addison I felt isolated from everything going on around me. In a classroom of developmentally and behaviorally challenged students I was not provided a list of classroom rules and was given only the merest of expectations.  I found the space Addison and I would work from to be isolated from all other students, the classroom teacher and other aide. Addison did not even have a proper desk as the other students did. I was most curious about this isolation and determined to be open minded about what I was observing.  Another way to state this would be to say I wasn't sure who or what to trust.

My welcome into the classroom by the other adults was cold.  Not even an introduction to provide me the names of the adults I would be working with. It was basically, "this is your space. Here's a binder and a few books Addison can work on" and that was it. Well, okay then. I was going to have to learn on the fly which means I would be making a lot of mistakes.  I'm good with that. Mistakes are a great way to learn.  I have written articles posted on this blog about the value of making and learning from mistakes. Mistakes do not intimidate me. I embrace mistakes. I learn from mistakes.  I move on from mistakes.

The challenge working with "Addison" presented was gaining his trust. This is not unlike working with a new soccer team. Establishing trust is the first step. Building a working relationship based on trust is the next step.  Honesty is paramount to developing trust. We have to be able to trust the communication we have with others. That's where relationship building begins ... and can end.

To be perfectly honest, the relationship I had with the school system in terms of non-coaching employment was in distress.  I had tried to obtain a full-time position, any position, for several months. Bus driver, cook, custodian, grounds, paraprofessional, substitute work, any number of administrative jobs to no avail. Communication from the school system was inconsistent at best and at its worst was downright deceitful.  It wasn't until 6-7 months into the process that I began to figure out how to play their game. Then, I was "hired" on three different occasions without the school actually following through and awarding me a position. Internal politics and union contracts seemed to play a strong role. Regardless, a lack of effective communication from the school to me regarding these situations was eroding my trust in them.

I relate this not as sour grapes. It was what it was, but what it was was not good.  I had the distinct impression I was awarded the one on one position with Addison with great reluctance on the part of the supervisor.  They had no one else to work with him. I was the last gasp to get them through the school year.  I feel I was treated accordingly. All this went into building a relationship with Addison.

Addison was isolated in the classroom. Physically he sat apart from everyone else.  Addison was also isolated developmentally as he was a minimum of 2-3 years behind his classmates. Addison was isolated at lunch as we were forced to sit by ourselves at a table away from everyone else. Addison and I even rode the bus to and from school by ourselves. This child was alone. In that, we were alone together.

Addison and I built a rapport fairly quickly.  He tested me to see what limits I would set. We got in trouble together when my limits did not mesh with the established classroom limits. How was I to know what those limits were without communication from the teacher or other aide?  These became bonding moments for Addison and I. We got in trouble together. We took the consequences and moved on, together.  How I responded to adversity became important to Addison and he usually followed my lead.

At the end of that first (and only) week (due to injury) with Addision I was informed it was the best week he had had all school year. This was attributed to my being a man.  A backhanded compliment, I suppose. I was also dressed down for not following classroom rules and not being a team player.  I took the criticism even while thinking of how difficult it was to be a team player without knowing the team members, their goals, their mission, their system of play and most specifically what my exact role was supposed to be. Lack of effective communication had scuttled my ability to be a team player.

So, last fall was my first year as head coach at the school. We achieved the best record in many a year and people took notice.  I was not satisfied due to believing we had left as many as 4 wins on the field. Instead of 10-4-3 I felt we could have been 14-4-0.  Why the discrepancy?  TRUST.  Much of the year was a battle of wills from a lack of full buy-in of the system to the changes in culture we were instituting.  Despite my best efforts to define and communicate expectations, roles and responsibilities there was reticence present especially amongst a certain group who wanted to do things their way instead of the team way. On some level, they did not trust the process.

I knew this coming fall would see more of the same unless I cut the cancers from the program. If I cut the cancers from the program the team's record might suffer. So why even consider cutting three of the better skilled players from the team?  Because effective communication demands give and take.  When players refuse to respond to communication from the coach, it isn't so much about disrespect towards the coach as it is disrespect towards the team. No way are we all going to like one another, but we should be able to respect one another. That's what being a team member is all about - the ability to work cooperatively together towards a common goal.  I knew it would take another season (and maybe three more) of turmoil before the program fully turned the corner unless certain student athletes matured and put conscious effort into building trusting relationships with teammates and coaches.

As I have reflected on life while laid up these past several weeks TRUST has been a recurring theme. Just this morning I received a call / message from my father-in-law who wanted to know if he could mow our yard since I am unable to do so due to my injured knee.  On the surface, this is a nice gesture and I suppose I should accept it as such and leave it at that except past history raises red flags. I have never enjoyed a good relationship with my in-laws. I have never felt I was welcomed into their family. More like I have been tolerated to some small degree.  There is a long history of me asking the in-laws for help doing something or other with always a negative response if they respond at all.  If we, my wife and family, seek assistance from my in-laws and expect them to actually help, my wife must be the one to initiate that conversation. If I initiate it, all I will have accomplished is wasting my breath.

Lack of effective communication.

Lack of TRUST.

I have no idea why my in-laws are non-responsive to me. They don't like me? I'm not good enough for their daughter?  There has never been direct communication from them to me regarding this.  I hear things through the small town grapevine and even through family channels now and again but never has there been direct, effective communication and so there is no trust.

An unsolicited offer of help from my in-laws? Did my wife put him up to this? I immediately begin to wonder what their agenda is?  I suspect it might have to do with an offer to pay for an MRI on my knee?  I only say this because my wife made mention of such. I'm not sure if she approached them or if they approached her with the idea. I just know I was not in the communication loop until after details were worked out.  I'm not inclined to be beholding to the in-laws given the past 35 +/- years of dealing with them.

In reflections on situations as the ones related here my mind often returns to sports. This has been the case over these past several weeks. In a general sense, teams underachieve, play to potential or overachieve.  The underlying reason for a teams performance can be traced back to TRUST and the relative level of effectiveness in communication that has been established, nurtured and grown.

The very best teams I have been around in sports and life have had excellent communication and abundant trust.  The most unsatisfying team experiences I have been associated with always revolve around suspicion, distrust, poor communication.  A lesson learned is to not devote time, energy and other resources to people and situations that are mired in ineffective communication and distrust.

We are not always successful no matter the effort we might put into developing an effective relationship. It's okay to recognize mistakes even if said mistake is in the form of "wasted" or ineffective effort.  Step back. Regroup. Find the silver lining. Learn.  Get back into the game of life.

That's where I am now.

I gave up worrying about being accepted by the in-laws years ago because I have no control over them. It's easier on me to limit or restrict interactions with them. I am generally cordial with them and supportive when needed. I control these things.

I also cannot control the Lima City Schools. It took forever to get a foot in the door for non-coaching employment. They are fighting the Workers Compensation approval for an MRI and treatment of my knee. Why?  I do not know. They have not communicated with me. I have attempted communication with them on multiple levels and no one from Lima City Schools has responded.  Now we communicate through lawyers.  I find that bizarre, but out of my control.  I am moving on.

Those truly special teams I have been a part of?  Parkmore Little League basketball, St. Matthew Men's softball, NBC - Tech Men's basketball, Sumeno's, Botkins Soccer, the Grand Lake United 2012-14 soccer team. They all revolved around effective communication and a strong bond of trust forged in respect and overcoming adversity together.

Trust is the glue of life, the most essential ingredient in effective communication. Trust is the foundational principle that holds all relationships together.

When trust is absent, either through being broken or never being properly established, there will be a struggle.  Trust, once broken, can be extremely difficult to reestablish.  This is why the divorce rate is so high. It is why sports teams are constantly trading, waiving and searching for new players. The absence of trust often drives change for the sake of change.  I just cannot emphasize enough the importance of TRUST in sports and in Life itself.

Poor Attitude

A poor attitude is like a flat tire,

 

You can't go anywhere until you change it.

 

As I watched a player commit the same decision-making error he has been making for years I was reminded of this saying. This kid thinks he knows it all to the point of being damn near un-coachable. I know, I had tried.  There exists a thin line between being determined and being stupid.  And it's not just players who suffer this malady for I have seen coaches flirt with this line as well. The worse of the lot confess they have much to learn and then continue to do as they have always done.

 

I recently sat a young man down in the figurative sense and explained to him that knowledge is not going to find him. Rather, he is going to have to seek knowledge out.  He has to be willing to learn, but that is only the first step.  Acquiring knowledge does you little good if you do not apply it correctly.  The king consideration is a practical and useful application of knowledge.

 

The coaching sphere might provide the best demonstration of what we are discussing here.  It is a well known fact that great players do not always make great coaches.  By extension, some who never played the game turn out to quite successful coaches.  The important difference between the two is not in how they acquired knowledge, but in how they apply and communicate the knowledge they do possess.

 

In the 30+ years I have in coaching various sports on a wide rage of levels I have witnessed humble players excel in the game only to turn into arrogant coaches who fail on the sidelines.  It is a bitter transformation of attitude.  It attests to the stark cold reality of change being constant in the world, but not always positive in nature.  There is also a fine line that exists between a humble attitude and one of arrogance. 

 

Failure on the pitch or on the sideline can be a humbling experience.  It can make one bitter or make one better dependent on your approach to dealing with failure - your attitude. If bitterness is allowed to permeate your consideration of failure chances are your failure will perpetuate itself. If there is recognition and acceptance that you failed, then the possibility for improvement exists.  It really is all about attitude, or how you handle adversity ... and prosperity... that determines your chances for success.

 

 

 

Captains

Many players aspire to wear the "C" or captains armband in representation of his team. The truth is, not everyone is cut out or properly prepared to be a captain.

Captains can be difference makers for their team. You want positive difference makers as captains.

Captains are, as an extension of the coach, the on-field leaders of the team. Captains must set the tone and the pace for training. They decide the team's standards in training and for play - what is acceptable and what is not acceptable.

Not every player is suitable to be a captain. Poise and composure in addition to leadership skills are necessary to be an effective captain. A captain needs to be able to deal with effectively and positively with adversity encountered during training and matches. He must be a team player both capable and willing to help teammates in an encouraging and enabling manner. Captains must be builders, not destroyers, of confidence.

A captain must have both knowledge of and passion for the game of soccer. This is a player who has helped determine the shared vision of the team and is compelled in his commitment to helping the team achieve that vision.

Before leading others, a captain must take care of his own business. Not every player is a someone that others will listen to. A captain is not necessarily the teams "best" player nor is he necessarily the most outspoken player. The captain is a thinker and effective problem solver who places the team's achievement above all else. The captain is well respected by coaches and teammates alike.

Respect is given and received through positivity and a calm mature manner. Staying focused and on task is a necessity. He should have enthusiasm for the achievements of his teammates as well as his own. He should be encouraging and helpful to both coaches and teammates. In a word, steady. Never too high and never too low emotionally yet always engaged.

Captains cannot give lip service to the ideals and standards of the team. If he is going to talk the talk, he must walk the walk - in all aspects of the team environment including punctuality, fitness, communication, nutrition and hydration, respectfulness, trustworthiness and inclusiveness. Teammates are equals and each is valued equally for his contribution to the team no matter how great or small that contribution might be.

Just like a good coach, a captain must be a good listener. He must be approachable by both teammates and coaches as well as by referees. He must possess and exercise the ability to deal with each in a calm, poised and respectful manner.

A captain must be a team player and willingly follow instructions from the coaching staff. It is okay to debate with the coach(es) in private, but he must be respectful of the coach's final decision and follow through on instructions for the good of the team.

A captain must be knowledgeable of the game. On-the-pitch the captain should be able to function as a coach in directing play, helping maintain shape, space and pace from both sides of the ball. Good, effective and efficient communication is a must for a captain. Once again, taking caring of his own business first but not being so self absorbed that he cannot help teammates position and play to their full potential in a calm and composed manner.

Most importantly the captain embraces the position with humility and recognition that being a captain is both an honor and privilege, not a right or an entitlement. 

One of the best captains I ever had was a young lady by the name of Shayna. Thoroughly strong, resilient and inclusive. Compassionate when called upon to be. Respectful and trustworthy. A vocal on-field leader - both forceful and encouraging. I wish I could clone the characteristics, traits and qualities she brought to the role of captain.

Take Standard Training Exercises and Repurpose them.

I have been reviewing video from past NSCAA convention sessions looking for different ideas.  One thing I have noticed is many of the clinicians use generally accepted exercises or drills for their demonstrations. I have no problem with this. In fact, when addressing a coaching audience at a coaching clinic it can be good to utilize activities most might be familiar with to build a foundation from which you can teach to explore other options.

This morning I reviewed a session on Speed of Play and Speed of Thought presented by Ian Barker from the 2014 NSCAA convention.  Far be it for me to criticize an established talent like Ian Barker. He presented a solid session working through a progression of activities focusing on combinations and patterns to increase speed of play. In approximately 50 minutes there was marked improvement in the demonstration team.

Now, 50 minutes is a limited amount of time. It would not be realistic to expect every aspect of Pace of Play to be covered in the allotted time.  That said, the one thought that kept running through my mind while watching this session is "if all we ever do, is all we've ever done. All we'll ever be is what we've always been."  I had been using the same progression of activities with teams for well over a decade.  It wasn't until I modified the activities and more importantly the points of emphasis within the activities that my teams made real progress with pace of play.

As you watch the video look for opportunities to make some of the following coaching points or points of emphasis.

1) Know your next play before your first touch on the ball.

* This involves preparing to play the ball.
     Off the ball movement
     Properly positioning the body to receive the ball
     First touch being in the direction of your play or even being your play.

2)  Receive across the body whenever possible so the hips remain open to the field and you have options for play.

3)  Intentionally engage a defender as the ball carrier to create numbers up situations to exploit.

4) Efficiency and Economy of touches.

5) Ball movement is predicated on player movement.

*  Intentional movement to
     Create space for a teammate
     Into space created by a teammate
     To intentionally and purposefully move one or more defenders.

6) Know and utilize the Cues for Combination Passing

7)  Possession is not about moving the ball. Possession is about moving opponents so the ball may be moved more easily. We call it manipulating a defender or the defense.

8) Effective Communication.  Clear and concise.  Give a pass, Give information.  Be your teammates eyes when his are focused on the ball.

 9) If a teammate is under pressure move towards him to get in his vision and do so at appropriate angles for making / receiving a pass.

10) If a teammate is not under pressure clear the space around him so he make select a defender to engage OR better yet, clear the space around your teammate to intentionally isolate a defender to be engaged by positioning yourself to begin a combination passing sequence.

These are but 10 areas not (specifically) emphasized in the video presentation linked above.  It might be taken for granted that players already possess these tools in their tool belts, but in watching the video we see that is not necessarily so.  We often refer to items like the 10 listed above as the details of the process.  And it is important to remember that success is found in the smallest of details. 

Want to learn more?  Search this sight for any of the key phrases listed above OR if you want to see this in action, contact us a 567-204-6083 or tbrown@wcoil.com and make arrangements for us to come do a camp for you and your team.  Thanks for reading! 

Why Effective Communication is Important.

Communication is a process through which information is exchanged between individuals or a group of individuals. In order for communication to be effective the thoughts, intentions and objectives must be conveyed in as accurate, clear and concise manner as possible. Communication can be considered effective or successful only when both the sender and the receiver understand the information exchanged in a like manner.

I recall an instance a few years back when an assistant coach of mine decided he wanted to be the head coach.  His message to me was that he wanted to be head coach of "a" team. What he really wanted was to be the head coach of  "our" team.  I knew, or at least strongly suspected, what his true intentions were but responded to the information he actually conveyed and offered to help find him a team for which he could be head coach.  His entire message was open to misinterpretation due to his choice of a single word.  There was an error in his message that led to frustration, distrust and relative disaster in terms of a team being split up.

When I first began coaching the Internet did not exist. When organizing a team there would be a lot of preliminary telephoning to relay information.  I learned to provide clear concise information on a limited basis when speaking on the phone.  I then followed up with written information passed along in a group setting. If the information was distributed to players instead of parents, I required a parental signature on a perforated piece attached to the paper holding the information be returned to me.  It was a bit cumbersome process on the whole, but effective and meaningful nonetheless.

With the advent of email, communication became much more efficient and timely.  I asked for "read receipts" and if I did not get one I followed up with a phone call. In effect, I trained non-responsive parents and players to respond as I wished them to insuring the messages I sent were at least received.

In a strange twist of fate the very tool that sped up effective communication has now come to hinder the process. There are available Facebook, Twitter, Instagram, Hula and any number of other social media sites that can be used to convey information between parties. Most of these medias are limited in some fashion.  For example, 140 characters maximum on Twitter.

In recent months one of my sons was looking for a team to play for this spring.  Coincidentally, a number of players from a team he has guest played for in the past reached out to him via Twitter at about the same time.  I encouraged my son to explore the opportunity with the caveat of determining costs before fully accepting any offer to play.  It seems the teams head coach then began communicating directly with my son via Twitter as well.  Mutual interest was expressed in continuing to explore the possibility of my son joining the team.

This process began to drag on and despite both the coach and team manager having my email address from previous correspondence neither communicated directly with me by this means. I did initiate contact with both the coach and team manager in an attempt to establish written lines of communication. After a couple of months I had still not received written notification of actual final costs involved with my son joining the team.  Everything received concerning financial and time obligations came to me by third party either through my son or parents of other prospective players.  And the numbers I did finally begin to receive from the coach and or team mangager varied substantially from those provided by third parties.   It was only after declining the opportunity to join the team that more effective written communication began to take place.

There are many lessons to be learned from this most recent debacle.

1) Do not assume anything.  I expected to be communicated with in written form. That is, I expected an exchange of information via email.  The head coach, team manager, players and parents of this team evidently use Twitter as a primary means to communicate.  I did not know this. No one associated with the team "followed" me or asked me to "follow" them on Twitter. 

2) Know what you want to communicate.  I asked for specific and final costs for participating.  What I received were wide ranging estimates.  To date, I still do not know what the final costs owed to club / team would have been.

3) Know your audience and how to effectively communicate to them.  I asked for specific information to be provided in a written format (email).  Email has been the established means of communication between the head coach, the team administrator and myself for several years now.  This is how we communicated concerning league matters, directions and acquiring guest players. For whatever reason that form of communication suffered a serious breakdown.

4) Listen (or comprehend what is written) to the reply.   I looked for clues that my message had been comprehended. I saw nebulous signs of comprehension in the fact general estimates were provided without explanation as to why specifics were not given.  I tried again to communicate my desire and need for full disclosure of costs associated with participating in the club and on the team to no avail. Again, to this date I still do not know what these might have been.

5) Effective communication results in an agreement being reached that information shared has been received and understood.  The agreement might come in part or in whole. There might be full agreement and compliance or there might exist a general understanding or even a consensus understanding with specific details yet to be worked out. In these cases, effective communication might well result in a compromise.

6) Even ineffective communication, or no communication at all, will result in an agreement be it stated or implied. As it pertains to the situation being discussed here, because the two parties involved were unable to effectively communicate with one another an opportunity was lost and a friendship damaged, perhaps irreparably so.  This was the agreement reached because we could not find common ground in communicating with one another. I insisted on written communication so as to have a record.  There was reluctance to convey specific information to me which led to suspicions arising on my part.  The resulting impasse is the agreement by default that was reached.

Guidelines for Effective Communication

* Know who your target audience is and how they best receive or are most receptive to receiving information.

* Establish clear guidelines for how exchanges of information will be communicated.

* Know what you wish to communicate and be accurate, clear and concise in doing so.

* Communicate with clear and intended purpose. Stay focused on the information or the message you wish to convey.

* Know how to best communicate the desired information to your intended audience.

* Be proactive, or at least prompt, in communicating.

Effective Communication

Poor construct and poor delivery in  communication

 

can lead to

 

misinterpretations and misunderstandings.

 

Ineffective communication,

 

can turn well intentioned effort into

 

error, 

 

frustration,

 

distrust,

 

even disaster.

 

 

 

Communication and Relationships - The Art and Science of Coaching

Back in my college days I took a couple of courses on coaching.  The "professors" were basketball and football coaches.  Both courses were largely anecdotal with a fair smattering of logistical considerations thrown in. I'm not sure how much I actually learned about coaching, but they were fun classes.

Soccer is one sport that actually promotes coaching education through the USSF and NSCAA as well as a few smaller organizations.  Even so, many people in our area are given a whistle, clipboard and roster of players then declared a coach as is the standard in most sports.

Even within the soccer family the quality of education provided and required is a bit murky.  The USSF largely tests ones knowledge to an extent if you do not know what you are doing the only real benefit to be gained from some of their courses is the re-verse engineering of them so that you might pass on your second try.  The NSCAA does a much better job of teaching the art and science of coaching but in no way, shape or form provides an extensively inclusive education.

While the two organizations are friendly rivals competing for your dollars they are also complimentary in the sense many coaches take the NSCAA courses as preparatory work for the USSF courses.  For all I know, the two organizations may be in cahoots with one another?

The fact remains, if you wish to coach at the upper levels of the game - college or professional - one must have passed the USSF "A" licensure course or a foreign equivalent.  There is not another major sport that requires such a license to coach.  In sports like baseball, football, basketball and hockey the "license" a coach obtains is from experience and success.  If your teams are successful, your experience as their coach is deemed proof of your ability to coach.

That leaves many people to stumble upon the art and sciences of coaching. Playing experience becomes a factor, but the most important aspect of learning to coach will be those you learn the game from - your coaching mentors.  When it comes to soccer, for me this is Graham Ramsay and Ken White.  I learned the "do's" of coaching from these gentlemen.  I have learned what not to do from the school of hard knocks - my own mistakes and those of people who have coached me or my sons. 

Becoming a student of the game is something I have written often about, but as I type today I think a better description of that process would to become a student of coaching and a student of the game. Even in this context the single most important thing to recognize is the relationship aspect of coaching.  Building the coach / player relationship is the very foundation of coaching. 

Over the years I have certainly learned more about soccer.  I know far more about each component of the game - technique, tactics, physical and psychological - then I ever dreamed existed when I started out as coach of an undefeated U6 team 20+ years ago.  I've learned even more about relationships - how to build and maintain them - and this has been the enduring life lesson soccer has taught me. 

It's not all been positive though.  I recently wrote a letter of recommendation for a coaching candidate and closed it by offering the highest form of endorsement I have - I would not only allow, but welcome the opportunity for my children to play for the candidate.  There are very few people who receive that endorsement from me.  For example, my wife and I allowed our sons to play for the local high school coaches even though we did not welcome their opportunity to do so with open arms.  We recognized the coaches as trustworthy men even if we did not always appreciate or respect their coaching methodology. More specifically we did not appreciate the lack of quality in the coach / player relationships.

Going through the college selection and recruiting process with your youngest son the considerations are finding a school Lance likes that offers the degree he seeks and has a coaching staff he connects with.  Trust me, that is a tall order.  Lots of good schools. Many offer the course of study he wants to pursue. Several have soccer programs with coaches who are expressing interest. Do any of them meet his expectations in all three areas?

As I contemplate this, I cannot help but wonder how many parents approach youth soccer or youth sports in general in this manner?  I know there were youth coaches I did not want anywhere near my sons.  We either avoided them or in the one instance with Lance we pulled him out of the program to avoid his exposure to her "coaching."

I know there are some who do not wish to play for me.  I understand that.  With me, I do not play favorites. You might believe you are the best player around, but if you expect special considerations you might as well go elsewhere.   Not happening in my program.   A classic example of this was a player named Kelly.  Kelly and her parents had the perception she was the best player the program had ever produced and somehow based this and her value / worth as a player on Kelly scoring a great preponderance of the teams goals.  When I introduced a system of play with balanced scoring, they thought Kelly's soccer playing world had come to an end even as the program enjoyed its most successful seasons ever on the field.  I understood this even as I never understood this.

We are speaking to the "art" of coaching in the sense that beauty is in the eye of the beholder.  Kelly and her parents never really challenged the science behind my coaching.  They readily admitted that I knew the game as well as anyone they had encountered, they just didn't appreciate how I applied that  knowledge when it came to Kelly.  Their contention was I held Kelly back even as the team was wildly successful.  The disconnect was on a relationship level. 

The art and science of coaching are tied together by the relationship bond between coach and players.  Sometimes I feel salesmanship is one of the most important aspects of coaching. Being able to sell players (and their families) on the programs goals and ideals is crucial to achieving "buy-in" which in turn is the single most important determining factor in a teams success.  Of course, we are talking about communication.  The players, the team must be receptive to what the coach is selling and effective communication is the cornerstone for success in this area.

If a team does not buy into the coach's program -  his formation and system of play, his expectations for standard of conduct -  it's going to be a long season marked by underachievement and discontent... even if the team happens to be winning.  A team that buys-in tends to be a happy team even when the on-field results are not as good as they might be.  The perception that they are improving each time they step on the field, that the process is working, can cover for a lot of disappointment and frustration. Again, we address not only the art and science of coaching but the importance of building relationships.  Coach / player relationships.  Effective communication. 

What about player / player relationships?  Team Chemistry.  Team Bonding.  This too is very important and within the purview of the coach.  It's not about fostering an environment in which everyone loves one another. Its all about building trust and respect within the team setting.  It's all about individuals being able to effectively communicate with one another and trust what is being communicated to each other.

Relationships. 

Trust is the glue of life, the most essential ingredient in effective communication. Trust is the foundational principle that holds all relationships together.  The beauty of art will always be in the eyes of the beholder and the science of the game will always hold certain truths therefore the difference maker from a coaching perspective is found in relationships.  Coach / player and player / player relationships.  Effective Communication.  Trust and Respect.

Poor First Touch

I might have titled this article Sequence of Touches for proper use of the sequence of touches will prevent a lot of poor first touches on the soccer ball. Everyone can identify obvious poor first touch. In watching a match today time and again players for one team had what their coach refers to as a heavy first touch. This simply means the first touch a player has on the ball is played too far away from him to control the ball.  In effect a 50/50 ball is created by the players first touch.

That's the simple description or observation.  We must once again revisit my favorite question if we are to solve this problem?  Why do the players have a heavy first touch? 

Too often the player receiving is unprepared to receive the ball and has no idea what he will do with it once he does receive it.  A common scene is a heavy touch back in the direction the ball just came from. This isn't so much a technical consideration as it is a tactical consideration.  If the player knew his next play before his first touch he could prepare for it by properly positioning himself to execute that play. Then instead of heavy first touches right back into pressure we might see the proper sequence of touches being utilized.

There is also a shared responsibility with the passer to deliver a proper pass.  The pass needs to be to the correct foot leading the receiver into his next play. The pass must have proper weight behind it - pace. And when you pass the ball you must also pass information to the intended target.

These are but a few of the technical and tactical considerations that make the difference between a successful pass and a lost possession. One of our camp themes is based on pace of play and involves playing two-touch and eventually one-touch soccer. I warn coaches this camp experience will start off U-G-L-Y but with patience by midweek we will turn the corner. The reason for this is breaking down old habits and forming new habits. We basically retrain individual players and the collective teams brain - the way they think about passing and receiving. In doing so, things like heavy first touches disappear over the course of a few short camp sessions. We then leave it up to the coaching staff to continually reinforce the basic tenets of our philosophy on passing and receiving.

And trust me, we haven't re-invented the wheel. What we do is not radical and shouldn't be considered revolutionary. We simply teach the kids the proper details in the process of passing and receiving the ball in a manner that they take to with eagerness. The vast majority of players never learn these methods coming up through the youth ranks. As a result, key components in their thought process take place out of sequence with results like poor first touch.

Interested in learning more?  Contact us and allow us to help you and your team out.

567-204-6083
tbrown@wcoil.com

I want the truth!

One of the things driving today's writings on communication is a recent conversation I had with a young player.  He is one of these kids that constantly asks questions seeking input on how to improve his game. This fall he has been asking questions of his coach, trying his utmost to do as the coach counsels and instructs but has not seen playing time increase.  He is frustrated but also has an indomitable spirit. He stays positive even as he doesn't understand his circumstance.

I am familiar with his coach from soccer related activities. In my own dealings with the coach I have found him to be evasive in responding to certain questions and circumstances. Indecisiveness is no way to lead. It might be because he doesn't want to hurt anyones feelings. Maybe he is not confident in the position he has taken on specific matters.  I certainly cannot speak for him. These are questions he should answer, but if he refuses to we have little recourse.

Communication must be clear, concise and purposeful.  Open, Honest and Sincere.  If communication is found lacking in any of these areas it will be ineffective.

Effective communication instills, develops and nurtures trust

 

 

Ineffective communication plants seeds of

distrust, doubt and suspicion

 

 

The choice of how to communicate is YOURS to make.