“Courage to be Patient”

Christian Lavers, the President of the ECNL, weighs in on player development in an interesting article,”The Courage to be Patient.”

He addresses the difficulties and the value of implementing a long-term player development strategy in each club and throughout our youth system.

None of his prescriptions are simple; many require smart, knowledgeable thoughtful coaches who have the time to devote to study and planning as well as implementation. They all require maturity and leadership.

Each of his ideas need to be unpacked, studied, and debated as we improve our developmental system in the U.S.

Here’s just one quote,

“It is very difficult to:

  1. Create a solid developmental plan based on study, research, and experience,
  2. Continually assess its impact and adjust it accordingly without abandoning fundamental principles, and
  3. All the while resisting continual pressure from the critics that inevitably arise when immediate (or even short-term) glory isn’t immediately captured. 

The individuals that can do all these things over the long-term – that truly have “the courage to be patient” – are rare. 

Those that are around now need to be identified and empowered, and those that have this potential for the future need to be mentored and supported.  Each additional coach with this courage will slowly close the gap between American potential and reality – and will help elevate the quality of soccer eventually at every level.”

The entire article, published at Soccer Nation, is worth a read. You can find the article here.

Bosses Matter (And, Coaches too)

Over on Slate Mathew Yglesias has an interesting article up about a new study out of Stanford University and The University of Utah about the importance of a good boss. The study is called “The Value of Bosses” and you can read about it here.

The researchers conducted their study at an undisclosed major technology-based service company.

They looked at the effectiveness of front-line supervisors, not the CEOs. These supervisors are very similar to the role of coaches.

Some of their findings:

Good Bosses Boost Productivity in their employees and their teams:

The first finding is not particularly shocking: a good manager boosts productivity significantly in her team especially compared to a team managed by one of the lowest ranked bosses.  The improvement in the better bosses teams surpassed the productivity that would be created by adding an additional average employee to the team.  Additionally in fact, a good manager boosts productivity by 1.75 times that of the average worker according to the study.

Good Bosses are Teachers

Another finding, however, is a bit more surprising. The key to the success of these bosses is not just that they can motivate or supervise, but that they can teach. And, the effects of this ability to teach lasts after the boss or employee has moved on to another job. When I look back at my own coaches, bosses and mentors I recognize that the best were great teachers, but I rarely hear this mentioned as a critical success factor.

coaches matter

And, They Have Greater Impact on Best Employees

The study also found that great bosses have a greater impact on the high quality employees.

Or, as Ygelsias quotes,

“Maximizing the value of bosses requires that the better bosses be assigned to the better workers,” and then he goes on to assert “because workers increase their input so much when working with star supervisors.”

This surprises Yglesias, but it does not surprise me at all.

Really high quality employees know what to do with the information being taught. So, why not provide them with the best information and let them excel?

A coach can actually make greater gains by improving a star than by trying to bring up her poor performers. I think of the athletes and coaches I have worked with in my career and this really resonates.

The final finding of the study was not surprising. Unproductive bosses rarely keep their jobs. The authors did not say whether they were fired or simply decided to change paths themselves.

The article reminds me of how much coaches matter.

So often we ascribe the success and failure of a team simply to the amount of talent. We act as if coaches are incidental when the team is talented; how often have you heard, “anybody could win with that group.”

This study reminds us is that quality talent needs a high quality coach.  An individual can, of course, excel all on her own due to initiative, effort and talent, but what this study points to is that it is more effective to pair the great boss with great employee, the coach with the talented star or team and that a teacher can make a big difference in the life of a talented student.

In other words, coaches matter.

Coaching is Repetition. Don’t be afraid to Repeat.

A coach recently indicated to me that he was working extra hard to have something unique and original to do with his team each week in training.

He always wanted to provide new games. I asked him why? If your players are always getting new training games then they are probably spending a lot of time learning the “drill” versus learning the game of soccer.

On the other hand if you repeat games and exercises weekly they get more comfortable.

They can then focus on what you are teaching about soccer because they are comfortable with their training environment.

Learning is often about repetition.

We have to teach the same points many times.

We have to say the same thing many times.

It is OK to go ahead and use the same training environments–to repeat your games–until you think the players have maxed out their learnings with it or are getting bored.

You can also continue to develop games so that the decisions and responsibilities get more and more complex.

Keep them challenged and neither bored no frustrated. And, you’ll have a winning environment.