Mastering Your Coaching and Career+Bo.pdf · Bo Hanson [email protected] Visit athleteassessments.com for more information and resources. For more Visit bit.ly/5toWin information…

Presented By

Bo Hanson

Mastering Your Coaching and Career

Athlete Assessments Copyright 2018

Session Overview1. Understanding the people that

impact your program the most.

2. Understanding your Coaching Style and when it works and when you need to adapt.

3. Understanding and Managing Interpersonal Differences.

2


Who impacts your success?

3

YOU

Then rate out of 10


Success Factors in Elite Sporting Structures


Traditional Coaching Style


Athlete Focused Style



5. Consensus

4. Differing

3. Supporting

2. Participating

1. Empathic Listening

Relationship Building Behaviors


CoachDISC: A Framework for Understanding Self and Others

• DISC is a universal

language of observable

human behavior

• It describes how we ACT

• NOT Personality

• NOT Skills/Intelligence

• NOT Values

• No right or wrong... and

No good or bad


Relationships and Performance


Adaptability Builds Relationships

• Assess the Situation

• Choose appropriate Behavior in order to

• Obtain the desired Result

• Then Evaluate the Result to learn for the future


The CoachDISC Coaching Styles

12

Dominance

Influence

Conscientious

Steady






1. Always present a challenge2. Allow them some authority (leadership within reason)3. Behave with total belief in yourself as a coach4. Be direct and concise when communicating to them5. Show them you are in charge but involve them6. Ask them questions instead of “Directing” them7. Keep instructions and plans to the “big picture” focus8. Talk about what is real and concrete (not what you feel..)9. Keep training practical, goal focused and game specific10.Allow them “control” over their own pathway

Coaching D’s


1. Be open with yourself as Coach – Let them get to know you2. Allow social interaction within the team at training3. Keep your message focus on what they need to do “right now”4. Keep communication “big picture” focused5. Be energetic and engaging (They get bored easily)6. Allow them to “visualise” the game plan7. Use multi-media to keep messages interesting8. Keep lots of variety at training (routine bores them)9. Keep them focused on things that are “external” to them (do not

let them go “internal”)10.Allow them to “experiment” with new ideas or approaches

Coaching I’s


1. Communicate to them one on one2. Focus on the value they being to the “team”3. Slow down when you speak and be less “direct”4. Calm your tone of voice5. Give them advanced warning of needs to change6. Allow them their own space and time7. Be methodical and predictable in your actions, plans and

manners8. Learn about them as people and deepen the relationship9. Talk specifically about how they can “support” others10.Help them vocalise their thoughts to the wider team

Coaching S’s


Coaching C’s

1. Give them exact instructions (Game Plans) 2. Prove your strategies will work3. Give data, facts and figures to influence them4. Be calm and composed when you speak to them5. Slow down when you present your thoughts6. Give them time to “think” then “respond”7. Allow some silence so they can “process”8. Invite questions from them9. Expect relationship building to take time10.Stick to the plan, routine and structures


Who had the lowest Score?

21

What is their likely DISC Profile?

Action plan for improving your relationship with them…

YOU


Your Athletic Director seems to be a very supportive person. Each week they find a way to connect with you and check in with how your program is progressing and if you have any concerns that they should know about. You enjoy this relationship as it has been relatively easy to get to know them and other than the check ins, they tend to leave you alone. Your meetings with them are usually informal and often they catch you in passing around campus. As good as this has been, it is a challenge to have them commit to some suggestions you put forward…

• What is the likely profile of this person?• What are some strategies you can utilize to develop this relationship

so to strengthen your position?

Case Study 1: Working with the AD


Your Head Coach is never available for you. They certainly care but they are so busy, that finding time to sit down with them just does not seem to happen. On some occasions they have had to cancel your meetings at the last minute due to another situation. When you do catch up with them, they only want to discuss the Team’s performance and the current win loss record, projected season outcome and how we need to work harder to get better…

• What is the likely profile of the person?• How would you work with this coach?• What behaviors do you need to bring to the coaching staff to address the

HC’s results focus?

Case Study 2: Working with your Head Coach


You know how having an effective leader is critical to team success. Your challenge is that the leader you have selected, and was voted in by the team, is the popular choice. Meaning, they are friends with everyone, very accommodating and optimistic, always having something positive to say. The only issue is, on numerous occasions in this week alone, you have seen them turn away from two players who were late to practice and another player who was complaining about a drill and how boring it is. Your leader said nothing! Now you are concerned that more standards are going to slip…they are not holding their team members accountable or addressing poor behaviors…

• What is the likely profile of the student athlete?• What are some behaviors you can teach this leader to be more effective?

Case Study 3: The Student Athlete Leader

Bo [email protected]

Visit athleteassessments.com

for more information and resources.

For more

Visit bit.ly/5toWin

information…

Documents

Mastering Your Coaching and Career+Bo.pdf · Bo Hanson [email protected] Visit athleteassessments.com for more information and resources. For more Visit bit.ly/5toWin information…