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If you have been on this newsletter for a while, you know that I have focused a lot on individual time management tips and strategies.
Today, I want to focus on how you can work better together with the other coaches on your staff.
If you really want to build your mission, increase your success, move up the coaching ladder, and accomplish your program's goals, how well you manage others is critical.
Managing others is hard.
It’s not just about delegating tasks or ensuring things get done. It’s about creating an incredible alchemy of energy, culture, and vision that propels your staff and your program toward excellence.
But how do you create that? How do you lead effectively when you’ve got to give difficult feedback? When people aren’t performing? When your team’s results aren’t meeting expectations?
Let me start with a story I hear all the time.
A head coach sits in their office, frustrated. The program isn’t hitting its recruiting numbers, tasks are taking too long or not getting done well, and there’s a palpable tension among the coaching staff. The assistants seem disorganized, morale is low, and progress feels sluggish. Despite regular meetings, nothing seems to be clicking.
The coach begins to think: Why aren’t they stepping up? Why don’t they know what I expect?
But here’s the uncomfortable truth: They don’t know because you haven’t told them.
When head coaches don’t clearly establish and share a management philosophy, assistants are left guessing. This uncertainty leads to confusion, inefficiency, and frustration for everyone.
Without clear expectations, they may focus on the wrong tasks, feedback can feel arbitrary, and the absence of shared values can weaken team culture.
This ambiguity prevents assistants from confidently owning their roles, leaving you to carry more of the load.
The Double Win: Helping Your Assistants Helps You
When you take the time to craft and communicate your management philosophy, you unlock a “double win”:
Your assistants perform better. Clear expectations empower them to prioritize effectively, contribute meaningfully, and feel confident in their roles.
You free up your energy. With your staff aligned and functioning independently, you can focus on the bigger picture—strategic planning, player development, and achieving program goals.
Here’s Where to Start:
- Define Your Philosophy: Clarify your program’s core values, staff expectations, and the culture you want to build. Write them down so they reflect what you believe and expect.
- Communicate Clearly: Share your philosophy explicitly with your staff. Hold a meeting to explain your approach, integrate your values into daily work, and tie feedback to those principles for consistency and clarity.
- Lead by Example: Model the values you expect from your staff. Whether it’s punctuality or positivity, your team will mirror the behaviors and culture you demonstrate.
- Evaluate and Adjust: Regularly assess your philosophy’s effectiveness. Are your staff aligned and thriving? Adjust as needed to keep it relevant and impactful.
If you’ve been frustrated by your staff’s performance or felt like you’re carrying too much of the load, it’s time to look inward. By defining and communicating your management philosophy, you can create a program where your assistants thrive, your culture is strong, and your results improve.
Remember: great management isn’t about doing everything yourself—it’s about empowering others to deliver excellence. Start by writing down your philosophy today. It’s the first step toward creating the double win that will transform your program.
I am going to be releasing a new program called The Assistant Coach Accelerator next week where I will teach you how to create more win-win situations for you and your staff.
To your success,
Mandy Green
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Here are some journal prompts to reflect on over the weekend:
- What are important experiences you've had and progress you've made in 2024- which mean more than you may initially think?
- How have you, your life, and your situation changed in 2024- for the better?
- What are the most powerful decisions you've made this year, which your past self wouldn't have made?
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