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.
This comes at things from two perspectives. One is the preparation of the coach in developing a good practice plan – one which addresses identified developmental needs. The other is whether the players are satisfied with the sessions. You may link the two, and to a degree that’s true. 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.
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.
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 matched 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.
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.
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