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Tag Archive for volleyball coaching job

Why I coach

Why do I coach volleyball?

That’s a question I think about from time to time, especially when pondering my future. All of us should know what motivates us to coach, and to keep coaching. The moment we struggle to come up with a good motivation is probably the signal it’s close to the end, or at least time for a break.

Note, I’m not talking about coaching philosophy (you can see mine here).

So why do I coach? Or probably better stated…

What do I get out of coaching beyond a salary and benefits?

Building something

I am a builder. I like taking things from nothing to something, or from something to something better. It’s a big reason why I took the MSU job. We did it at the University of Exeter when I was there, going from basically an average regional program to one with a national reputation. It’s why I built the biggest Juniors club in my home state of Rhode Island. It was even part of what we did at Dean College, my first college coaching job. I’m motivated to constantly look for ways to make improvements.

This is where I had an issue in my time at Svedala. I wasn’t involved in the management side of the club. I was just the coach. As such, I couldn’t influence the club’s path forward. That grated on me, and no doubt was part of my overall feeling of discontent there.

My time at Svedala may not have gone the way I wanted, but it definitely taught me some things. One of those is that in any coaching job I take moving forward I need to have an influence on things off the court. Just coaching won’t be enough.

Problem solving

I really get into the problem solving aspect of coaching – answering the “How do we …?” questions. In some ways that overlaps with what I just talked about above in terms of building. Here, though, I’m more specifically talking about the immediate situation with the team in the current season.

Think of this as the nitty-gritty of getting the most out of a group of players. That’s stuff like trying to figure out the best starting 6 and playing a system that maximizes their collective potential. It’s figuring out training priorities to move the team forward in the areas we’ve prioritized. Maybe it’s improving specific technical skills.

Achievement

Many people who coach are inherently competitive. Coaching for them is a way they can continue to compete once their playing career has wound down. I’m not really motivated that way.

Don’t get me wrong. I like to win, and I’m competitive in my own kind of way. I just don’t put as much weight on winning and losing as others do. I’ve heard coaches say they would be very difficult to live with if they had a losing record. When I interviewed Mick Haley for Wizards, he talked about really having a problem if his team won less than 80% of its matches.

That sort of thing isn’t an issue for me in and of itself. Good thing too! I’ve coached some teams that didn’t win very much. The difference in whether I was happy with those teams or not is if they achieved. Some teams had the talent to be winners, but weren’t because they didn’t achieve. Other teams definitely achieved, but didn’t win much because they lacked the talent. And sometimes you have teams that win despite not really achieving.

That all said, I definitely acknowledge that winning is necessary for achievement beyond a certain point. You can’t take home your program’s first ever league championship without winning. You can reach your first national championship tournament without winning. There comes a time when the sort of building I talked about above requires win-related achievement. I acknowledge that wholeheartedly. It’s just that for me the achievement is more important than the winning.

Here’s an example. The Exeter University women’s team had a league record of 4-6 the first year I coached them. Somehow we still managed to qualify for the championship tournament as the third place team in our league (lost in the first round). We had a losing record, but the achievement was massive for us. It set the table for the following year, which I’ll talk about in a minute.

The sense of shared direction and commitment

As much as a lot of what I’ve done over the years could be viewed as individual accomplishment – like writing books, and completing my PhD – I get even more out of achieving things as part of a team. When everyone is on the same page and pulling in the same direction, and you achieve something great, it’s the best feeling in the world.

The Exeter women’s team in my second year was a great example of this. From the beginning of the season we had one objective – reach Final 8s. Everything we did was with that goal in mind. This was a direct carryover from the prior year’s experience of losing the first round playoff match.

We didn’t actually win any titles that season, and when we reached Final 8s we won just a single match out of four. We got there, though, and managed to find our way into the semifinals thanks to a tiebreak after pool play. It was an amazing thing because we again achieved something significant. I would have done just about anything for that team because we were all in it together.

Not teaching?

You’ll notice I didn’t actually talk about teaching in any of the above discussion. A lot of coaches bring that up as one of their big motivators. They love the teaching element. Once upon a time I probably would have said the same thing. These days I tend to think of myself more as a facilitator of learning than a teacher, per se.

There is another part to this, however. I figured out a while ago that my coaching niche is in the young adult age group. I’ve coached everything from U12s to middle aged adults, but I feel I am at my best with the 18-25 year olds. That means less need to teach basic skills. It’s usually more about refining technique and improving volleyball IQ at the individual level.

Not the thanks?

Hahahahahaha!

Gratitude is in relatively short supply in the coaching game. If that was something I needed to keep me going I’d have quit years ago. I’m not saying it doesn’t happen. Every once in a while you receive an expression of gratitude. Their nice to receive, for sure. It’s always good to know you are appreciated. I just don’t expect it.

What about you?

I’ve shared my own coaching motivations. What about you? Why do you coach? What keeps you coming back year in and year out?

 

What is wanted when hiring a head coach

Volleyball Coach

A while back Terry Pettit (who I interviewed for Volleyball Coaching Wizards), wrote an article outlining what he looks for in a head coach candidate. Terry mostly works with colleges and universities, so that is the focus perspective. I think the points he makes are pretty universal, though.

Top of the list, head coach experience

The very first thing Terry mentions on his list of what he looks for is prior experience as a head coach. His point is that until you are head coach you don’t really have final decision-making responsibility. That is a very different sort of thing that being an assistant coach. It is really the difference between being the leader and a follower.

Fellow Wizards interviewee Mick Haley has a very similar point of view. When I asked him in his interview what his career advice would be for developing coaches he specifically recommended getting some kind of head coach experience. He called the experience of having the decision-making responsibility key to a coach’s development.

By the way, what Mick said applies even to those aiming for assistant coaching positions. You will be a much more effectively assistant if you know what it’s like to be head coach. You are better able to anticipate the head coach’s needs.

Make sure it’s a good fit

The second big thing Terry talks about is the need for there to be a good fit for both sides. This is crucial. If the fit isn’t there, things simply aren’t going to work out well. I can tell you that from personal experience. It was pretty clear to me relatively early on in my time coaching at Svedala that it wasn’t a great long-term fit. Predictably, things didn’t work out there.

Of course, judging fit is not always the easiest thing in the world. You for sure should do your research about the school or club. That will at least give you a basic sense for whether the broad structure is a fit. That means the type of institution and its philosophy, the location, the academic standards, and the other things you can judge at least to a degree from outside.

The trickier part is trying to gauge the more internal aspects of fit. What are the ambitions of the organization. What is the management style of the Athletic Director? How is the administrative and financial support? Is it a collegial staff? These, and other fit type questions are only likely to come to light during the interview process. You’ll probably have to ask some questions of your own to get the best sense for it.

Good character

Terry’s third factor is the coach’s character. To quote, “I will not forward a candidate who has a history of bending rules, physically or mentally abusing athletes, or not interacting with peers in a professional manner.” I don’t think I need to add much to that, really.

A collaborative leader

Fourth on the list is that a head coach should work well with others. Terry focuses on assistant coaches, but I would add in anyone else associated with the program. There are a lot of moving parts when it comes to running a team. Just as they would with a starting lineup, a good coach looks to use their staff in a way that highlights their strengths.

Curiosity above all else

While Terry puts curiosity last on his list, he calls it the most important trait he looks for in head coaching candidates. I might have used the word “reflective” instead, based on what he seems to be getting at here. It’s all about evaluating things, positively and negatively, and using your assessments to further yourself and your program. He describes someone who is basically always looking for ways to learn.

Additional thoughts

Terry has outlined the broad framework for what he considers a good head coaching position candidate. I generally agree with it. These are the higher level things you’ll want to get right. Of course, there are also finer details that become more or less relevant based on the position(s) you’re pursuing. Some of this relates to fit, as note above.

Some of it, though, is just technical and managerial skills you can develop. For example, most university head coach jobs require a master’s degree. High school jobs very often require first aid certification. Some jobs involve a fair bit of fund raising. Many positions require you to regularly interact with the media. You’ll want to do research into the requirements of the sorts of job you’re after to find out exactly what you need on your resume to make yourself a legitimate candidate.

Coaching as a career vs. just coaching

Volleyball Coach

Matt at The College Volleyball Coach wrote an article in which he answers a reader question about moving into a career in volleyball. He takes a somewhat more negative view on coaching as career than I would. That said, he does make a number of very good points. I’ll leave you to read his comments and suggestions.

In the article, though, Matt brings up the idea of having a career in coaching vs simply coaching. His definition of “career” is not one I share, but it motivated some thoughts on coaching paths. That’s what this post is about.

Career in coaching

To my mind a career in coaching is one where you earn the bulk of your income from coaching. For most people that means being employed full-time by some organization. In the US that usually means a college or university. The other way people make coaching a career is by putting together several different jobs to earn a living. They might do something like combine coaching for a school with coaching for a club, and maybe doing individual lessons. Basically, they add together a bunch of part-time coaching jobs to make a full-time income.

I don’t count club directors in here. Even if they do coach one or more teams, they generally make much more from their administrative roles than their on-court work. But I’m fine if you want to lump that in with coaching as “volleyball income”.

Coaching just to coach

The alternative to having a coaching career is to just simply coach. It could provide a part-time income in addition to a regular job. Maybe it’s just volunteer. Either way, there is no expectation or requirement that volleyball be one’s main source of income.

Of course that isn’t to say you don’t spend lots and lots of time coaching. Some of the coaches we’ve interviewed for Volleyball Coaching Wizards are only part-time coaches. It’s the love of the sport which motivates them, not the need to earn an income. That isn’t to say those who having coaching careers aren’t motivated by love of the game. It’s just that they also have other considerations involved.

So let’s break it down. What are the pluses and minuses of one vs. the other?

Full-time income from part-time work

Obviously, the big thing that motivates people to pursue coaching as a career is the idea that you can make a living doing something that you love. Isn’t that what we’re all after?

That’s all well and good, but it’s not as nice as it sounds. Nothing ever really is, right? 🙂

First let’s look at the coach who cobbles together multiple different coaching jobs into one living income. That usually means you get to focus mainly on coaching – the stuff that happens on the court. It’s probably about as close to “pure coaching” as you’ll get because you’re spending the majority of your time on-court.

Sounds great, right?

It does, until you think about the downside. First, you probably won’t be making all that much money. That’s fine if you’re young and single. Start adding a family into the equation and it becomes more of a challenge. Second, you’ll probably always have to be hustling. It could be very seasonal. This isn’t a very stable situation in most cases.

Full-time coach

Now lets look at the case where you get the majority of your income from one job. Let’s look at the situation for a college coach in the US. As Kevin Hambly commented in an interview with The Net Live, you actually spend only a small fraction of your time coaching at the college level.

During the season you spend a couple hours on the court each day. Outside of the regular season you spend, on average, even less time on-court. All those other hours that add-up to a full-time job have to be filled with something to justify your wages in the eyes of the university. That means recruiting, meetings, monitoring player academic performance, fund-raising, scheduling, travel planning, teaching for some, and a long list of other administrative and organizational work. In other words, a whole lot of stuff that isn’t coaching.

Things are a little different for coaches of professional teams. There a lot of the administrative work college coaches do is handled by team managers and the like. Still, they have to do things like sponsor events, meeting with the media, and plenty of other stuff that isn’t strictly coaching.

On top of all this, volleyball coaching careers aren’t particularly lucrative. It’s a pretty small minority of top coaches who make really good money. Most are much more modestly compensated and some are pretty poorly paid. Plus, coaching can be a very unstable career. There aren’t many who stay for a long time in one position – either by choice or by force. This requires a career oriented mentality, which is different from a pure coaching one.

Part-time coaching

In contrast to coaching as a career, most part-time coaches don’t have the same off-court demands. There will almost always be some kind of administration to be handled, but it won’t be as much. For example, if you coach Juniors the vast majority of that stuff tends to get handled by the club. The bulk of your time is spent at practice and in matches. Clearly, you’ll need to have something else to pay the bills, but you’ll be closer to “pure coaching”.

Time is one of the potential issues with this sort of coaching. Since you’ll probably have a full-time job alongside volleyball is squeezed into your limited free time. That means you must feel like you get something valuable from it, especially if it means lots of time away from friends and/or family.

Then there’s your level of coaching obsession. You may very well find yourself thinking about line-ups and practice plans when you should be paying attention to your day job. The boss probably won’t like that much. 🙂

The bottom line

The bottom line is you have to look at things from your own situation. You need to consider the pluses and minus. I’ve been in both situations. I have coached part-time and I’ve coached full-time. Both have their attractions and both have their negatives. Each is rewarding in its own way.

Looking back on my job search thinking

Volleyball Coach

I recently found myself reading the post I wrote at the start of my 2014-15 job search. It was interesting to revisit my thinking at that time.

This was December 2014. It was my third year at Exeter. I had in mind the completion of my PhD and likely the end of my time in England. There wasn’t much chance I’d be able to stay there in a primarily coaching capacity. The timing was such that my main focus was on US college coaching jobs. They were the ones opening up at the time, though I also had professional jobs in Europe in mind. I had to wait until later to go after them.

I definitely expected to end up back in college volleyball at that time. While I knew it would be a challenge given my long time away, I felt like I had a decent set of credentials. I could go back as an assistant coach, but I figured at that point I was better suited for a head coach position. When it came to looking at a professional job, I thought it would be the other way around. I figured I’d probably need to be an assistant somewhere first to learn the ropes in that structure.

It’s funny how things played out!

Expectations vs. Reality

Although I applied for a long list of both head and assistant positions, I barely got a sniff at any US coaching jobs at that time. There was one phone interview for a school in Texas (coincidentally). That’s as far as it went, though. It was such a poor response that I very seriously thought about non-coaching jobs.

As you probably know, I ended up getting a professional job as a head coach in Sweden. I didn’t really understand at the time I wrote that old post how few assistant coaching opportunities there were for non-locals (or at least non-EU). Outside of the very top leagues (and clubs) the only real opportunities were as head coach for foreigners, and I didn’t have the right passport. I also wasn’t very well connected to hear about potentials positions.

Of course things didn’t play out exactly as I planned in Sweden at Svedala. The team had one of the club’s best seasons, but I was cut loose early in the second half of the campaign. Fortunately, I already had some pokers in the fire, and was shortly thereafter hired at Midwestern State where I am now. I wouldn’t have guessed that I’d end up an assistant in Division II, but that’s where I am.

Interestingly, the Midwestern job wasn’t the only one for which I was offered an interview. I also got called about doing one for a Division III head coaching position. By that time, however, I had already started at MSU.

What did line up

In that old post I talked about the sort of position I wanted, given the opportunity. It was one where I could build something – or at least be part of doing so. That’s something which never changed. It remains true today. It’s a big reason why I am at MSU. The situation here is all about rebuilding a program. I may not be the head coach, but I still have the opportunity to make a meaningful impact.

You can follow my progress in that regard via my Coaching Log entries.

 

Why coaches and teams part ways

Volleyball Coach

There’s an interesting post on the German coaching blog Volleyball Freak. It takes on a subject which you don’t often hear discussed – when a team and a coach should part ways. There is a bit more to the article in terms of how to handle things, but I’ll focus on the Why? side of things.

Let’s have a look at the list.

Poor Training

This comes at things from two perspectives. One is the preparation of the coach in developing a good practice plan – one which addresses identify developmental needs. The other is whether the players are satisfied with the sessions. You may think the two are linked, and to a degree they are. You can, however, have a situation where the players agree with the direction, but not with the execution.

For example, the team and the coach agree that work needs to be done on serve reception. They disagree, however, on how exactly what to do. This issue came up when I coached at Svedala. Some of the players wanted to just do reps, while I wanted to try to make things as game-like as possible.

Poor coaching during the match

Did the coach use an appropriate line-up? Were substitutions logical? Did timeouts get called at reasonable times, and were the coach’s comments useful? How was the coach’s demeanor on the sideline? Persistent problems in any of these areas can lead to a coach losing their position.

Unreliability

This one should be pretty clear. The team needs to know what to expect of the coach. This applies to all facets of the player-coach relationship and interaction.

Interpersonal Problems

This can be a tough one. The coach has to work with several different personalities, and sometimes one or more of those don’t mesh well with their own. As coach you ideally work well with all the players, but sometimes it just doesn’t happen.

This becomes a major issue when the conflict is with a team leader. If the coach can’t find a way to resolve the personal differences they can easily lose the team. That’s a bad situation all around.

Too high/low demands

The most often observed example of this is the coach’s competitive expectations not mismatched with those of the players. Usually, that’s an overly competitive coach in a situation where the players are more interested in having fun and being social. It can go the other way too, though.

Inadequate communication

This one is huge. It’s probably the biggest cause of player/coach issues because it leads to the problems outlined above. There are a couple of different ways communication is inadequate. One is simple lack of communication – the coach doesn’t talk enough to the players individually or the team collectively. Another is the coach’s communication is ineffective in that they can’t get across what they want the players to take away.

The relationship of trust is disturbed by other reasons

Sometimes things happen external to the player-coach interaction which negatively impact that relationship.

The list above is very much a list of team/player-coach issues that can develop. While in some situations the team decides its coach – which was my case coaching in England – in many circumstances there is an organizational aspect to the hiring (think university, professional club, etc.). In that case there will of course be considerations related to how the coach interacts with the players. There will also, however, be additional considerations based on other relationships and expectations.

In other words, if you want to keep your job as a coach you need to keep multiple constituencies happy. Sometimes you have to realize that attempting to do so conflicts with your own philosophy and beliefs, and you should leave rather than compromise them.

Finding professional coaching opportunities

Volleyball Coach

When you’ve done something that most folks in your community haven’t done, but might be interested in doing, you tend to get questions about it. In my case, I’m one of a very small number of American coaches with experience coaching in a professional league in Europe. As a result, I periodically get questions about how to go about doing that – like this one:

Hi John,

Can I just bother you to ask about where a coach can find professional coaching opportunities in Europe? In particular, I was wondering how you got your job at Svedala last year – if there is an application to do like here in the UK or there in the US, or if it is thanks to links with other coaches. So mainly what is the process to become a professional coach in Europe?

Many thanks,

Matteo

First, let me direct anyone interested to the Coaching professional volleyball – advice wanted article I wrote. It talks about a lot of what I think you need to know, understand, and be prepared for when looking at professional coaching in Europe.

How does one get a professional coaching job?

Matteo asked how I got my job at Svedala. It was totally a networking thing. The outgoing coach (an Aussie) was in touch with a coaching contact of mine in Germany (an Argentine). The latter, knowing I was looking, put me in touch with the former. He pointed me in the direction of the club’s manager. Obviously, things went from there.

As to whether there’s an application process for these positions, there is – unless the club already has someone in mind. However, it’s not nearly as formal as for college jobs in the US, however. We’re not talking big organizations like universities here, after all. Think about your local volleyball club. That will give you a pretty good idea of how many people are involved in the decision-making process for hiring a coach.

Matteo mentions being in the UK. I don’t know what his citizenship status is. If he’s EU, though, then he’s definitely got some advantages in landing a professional volleyball coaching job there. Even more so if he’s got language skills. The latter are especially handy for someone thinking to be an assistant coach because of the additional duties for coaching lower level (youth) teams which often come with those jobs.

Network, network, network!

No matter what, though, networking is hugely important. You need it to have people to act as recommendations when putting in for jobs. Perhaps even more so in the early stages of your career, you need it to find out about job openings.

So my strong recommendation to anyone looking to coach professionally in Europe is to get out and meet fellow coaches and volleyball people. And not just meet them. Actually spend time with them so you get to know each other. The contact from Germany I mentioned above is some I actually spent about 10 days with while visiting with his team during the first part of their preseason.

Advice to foreign coaches on getting a job in the US

I received an email from a coach in England. This person asked how someone like him can coach in the States. It’s something I wrote about a while back. Here’s his query, though:

I am just wondering how I go about getting into coach in a programme in America. It is my dream one day to coach out there and I am only 28 so I have a lot of time however I would like guidance on how to get there. Any thing you could help me with that would be great

I will be honest. It’s hard for foreign coaches to get jobs in the US. There are three main reasons.

  1. Visa sponsorship – Many schools simply won’t sponsor and pay the cost of a foreign coach’s visa to work in the US. Frankly, there are usually more than enough domestic applicants. They need not bother look abroad. And even if they are willing, it may not last. One of my U.K. coaching contacts ran into this issue. He got a job coaching at a college in the States. During the year the school said it would not renew his visa for a second year, though.
  2. Recruiting experience – Recruiting is a HUGE part of college volleyball coaching in the US. Foreign coaches simply don’t have any experience with this. That’s both in terms of the American youth volleyball system and the rules which govern recruitment.
  3. Cultural differences – There are some meaningful differences between how things operate in US volleyball and how they work elsewhere in the world. The social interaction between coaches and players – or lack thereof – is top of that list.

Now, some of this stuff is overcome with experience. One can learn about recruiting and the cultural of college athletics (not just volleyball) by getting an opportunity to actually be part of a program in the US. There are two ways a foreigner can get their foot in the door that potentially get around the visa problem.

  • Graduate Assistant (GA) – I’ll admit I don’t know a ton about the grad assistant hiring process. Most colleges and universities, though, deal with international students all the time. They have established policies and procedures to sort them out with visas and the like. It is much easier to get a student visa than a standard working one in most cases. That makes this a potential route into US college coaching.
  • Volunteer Assistant – If you’re not an actual employee you don’t need to have a work visa. That makes a volunteer coaching position a viable option for non-citizen. You need to investigate how long you can stay in the States as a tourist, though. I think it’s 90 days, but I haven’t looked it up. It may depend on your nationality.

Obviously, the advantage to the GA position is it’s paid. Plus, you earn a degree that is often sought after for head coach hirings in the US. If you volunteer you have to pay your own way, though there may be some opportunities to earn a bit of money.

The NCAA website is one place to look for postings. There is also an annual job posting thread on the Volley Talk forum (Men/Women) where you can find postings for GA and volunteer positions. For those who don’t know, there are WAY more jobs in women’s volleyball than in the men’s game in the US.

Of course it’s always a good idea to network as much as possible.

The tricky bit in all this is that if you do actually land a GA or volunteer position you have the issue of still needing a work visa to stay on once your time there is done. You will probably need to find a pretty well-funded program to get sustained visa support to the point where you can get your green card.

All that said, for someone from an EU country it is probably far easier to look for coaching work in one of the professional leagues in Europe. Admittedly, though, there probably aren’t as many full-time positions as in the US. Then again, there also aren’t as many folks not needing visa support competing for those jobs either.

How do I get a college assistant coach position?

A reader emailed me the following:

I have been applying for assistant coaching positions for college volleyball but haven’t had any luck. What step will you advise so I can get my feet wet. I was considering on becoming an volunteer coach for a local college.How would you suggest asking for a position as a volunteer coach?

In response to a follow-up email, she told me her background is as follows:

  • Played first at a Junior College, then at an NCAA Division I program.
  • Was a student assistant at her Division I school
  • Assisted at a junior college for a season
  • Coaches juniors volleyball

In terms of cracking into Division I or II coaching, which is where more full-time positions are available, one of the first things to consider is trying to find a Graduate Assistant position. This offers the advantage of earning a Masters degree. This is very desirable when it comes to getting a head coach job down the line. Obviously, you also gain coaching experience.

An alternative path into coaching is to become a Director of Volleyball Operations (DOVO). This is technically a non-coaching role. It is, however, an opportunity to learn a lot about running a volleyball program that could be handy later. It also lets you learn by observing and having regular interaction with the coaching staff. Such positions can be direct stepping stones into a coaching job with that program.

Volunteer coaching is certainly an option. I would suggest if someone were to go this route, though, that you have a very specific focus in mind. Volunteer coaching can be a path into a full-time coaching position, but only if you put yourself in a good position. That’s probably something worth it’s own article. The main idea is that if you’re going to provide your coaching services for no pay, you should have a pretty good idea of the path forward from there – either with that team or elsewhere.

It’s worth having a look at the annual jobs thread which runs at Volley Talk.

Regardless of which way you look to go, one thing worth doing is getting out and working a bunch of college camps. That will get your exposure to potential employers and help you develop your network, which is a very good thing.

Heading for Texas!

I’ve shared this news with some folks already. Here’s the official and full announcement for everyone who reads this blog, though.

On Tuesday I was offered the Volleyball Assistant Coach position at Midwestern State University, which I accepted. Later today I’ll be ending my stay in Long Beach, where I’ve been since early February after my departure from Sweden, and heading to Wichita Falls, TX. That’s a bit under 2 hours drive northwest of Dallas. Oklahoma City is slightly further than that to the north.

Midwestern State Volleyball (MSU) is an NCAA Division II program competing in the Lone Star Conference (LSC). The conference is part of the South Central region. You can see the full set of Div II regions and the top 10 rankings for each here. The full 2015 set of rankings for the region can be found here (PDF). Angelo State, also from the LSC, was top. They ended up reaching the Sweet 16 in the NCAA tournament (full bracket PDF). Tarleton State and Texas Women’s also both made the field, though both fell in the first round. To get a sense for the level of play, give a watch to the 2015 LSC tournament championship match.

Why Midwestern State?

As you will see in the regional rankings, MSU ended up 25th out of 34. The squad finished 0-16 in the LSC, making it two years in a row ending the season at the bottom of the league standings. In other words, I’m heading into a program that needs a lot of work. Honestly, I wouldn’t have it any other way! As I’ve said before, I want to be in a program building situation, as I was when coaching at Exeter University in England. This is exactly that kind of opportunity.

That said, you can only turn something around and properly build a program if there’s something to build. MSU has only once made the NCAA tournament in its history. That was back in 2007. If you look at the other teams at the school, though, you’ll see a lot of conference titles and tournament appearances. That tells you there is the commitment to athletics and the resources available to be successful. When I sat with the Athletic Director during the interview process he told me he’s pretty much sick of volleyball not performing. He clearly wants a winning team.

Now, a question which might come to mind is whether there’s something about MSU that hinders volleyball’s competitiveness. I haven’t seen anything about the school or the athletics which would seem to be an issue. Volleyball is fully funded (8 scholarships, the max allowed in D2), just like all the other sports. The Dallas area is a fertile recruiting territory and LSC is a strong league, making for good competition. That leads me to believe that with the right coaching, recruiting, and organizational work we should be able to build a competitive program.

I’m not the only one to think that. Ruth Nelson, who I interviewed for the Volleyball Coaching Wizards project, was the one to point me in the direction of MSU. That was back in January. She told me at the time that she thought within a few years this could be an Elite 8 caliber program.

Why assistant coach?

Given that I’ve been a head coach for the last four years, it’s natural to ask the question as to why I would take an assistant job. It might not be as much of a surprise, perhaps, if I were to take an assistant job in the upper levels of Division I, but I can understand how doing do in Division II might be a surprise. It must seem to many like a step backwards.

I did look at head coach jobs, and applied for ones I thought potentially interesting. At the end of the day, though, it was about the situation and not the title. The priorities I had were 1) to be somewhere I could have an impact on the program’s path forward, 2) to be in a location where volleyball isn’t a minor sport, and 3) being somewhere I would have the opportunity to pursue my other interests and activities.

To the first point, my new boss at MSU only has 3 years as a collegiate head coach (just one season at the school) and has a relatively inexperienced pair of other assistants (GA and volunteer). She was looking for someone with a stronger background that she could bounce ideas off of and problem-solve with at a higher level. She was also looking for someone with strong organizational skills to help carry the off-the-court load. It was this combination of things which saw Ruth encourage the two of us to connect (this is why networking is so important folks!). She felt like we’d make a good team to drive the MSU program forward.

To the second point, Texas loves volleyball. It is a huge sport in the state, with Dallas being one of the big hubs. Obviously, it doesn’t have the history of the West Coast, but it’s still got a pretty good pedigree. In 1988 Mick Haley led the University of Texas team to the first NCAA championship won by a non-West Coast team and that program has been a consistent top contender ever since (another title in 2012 and seven other trips to the Final 4). That’s encouraged a ton of kids to play high school and club ball across the state. Unlike my prior coaching stops, I’m not going to have to go very far to find good volleyball. In fact, Dallas will be hosting one of this year’s World League stops for the US men’s national team.

As for my final point about being able to pursue other activities, a big part of that is just being back in the States where I think there is probably more ability for me to connect and develop opportunities. That’s not so say I won’t continue to do things internationally, though. I definitely will. I’ll leave discussion for all this stuff to future posts, though. 😉

Final thoughts

At the very end of my interview process at MSU the A.D. sat down with me for a few minutes. We’d already met and talked the day before, but he wanted to leave me with something to think about. That was to make sure MSU was a good fit. I can understand why he had that on his mind. Arguably, I’m WAY overqualified for a Division II assistant coaching job. He wants someone who is going to be committed to the program, not someone who will quickly find themselves feeling like they should be somewhere else. I got it.

From my own perspective, there were a few key things I was looking at when evaluating MSU (or anyone else). Did I think there was an opportunity to be successful (support, etc.)? Could I get along with my immediate co-workers (volleyball staff)? How was the overall working environment? Did I like the location?

The first three things were to my mind answered very positively. It was the last one that was the big question. I’ve never lived anywhere like Wichita Falls. I have no point of reference for that, and a couple days visiting doesn’t really tell yo what it’s like to live in a place. After doing my research into things like housing options and stuff, though, I started feeling like I could be reasonably happy there.

Obviously, there’s no guarantee in any of this, but it’s a good starting point. That’s all we can ask for.