Friday, October 17, 2014
I came across a good website today - www.BetterBasketballTribe.com. And I came across a great post by Kyle Gilreath -- you can read the entire post here. What I love about this motivational technique that he describes is that it gives a strong visual with the physical presence of a prop. We have used various props in the past and it makes a big difference. Here is what Gilreath was a part of at Florida.
During my time at the University of Florida I was very fortunate to be part of two of the best teams in college basketball history. After winning the 2006 National Championship, three amazing men (and lottery picks) decided to return for their Junior seasons. After running through the regular season with only a few minor bumps in the road we received the overall #1 seed in the 2007 NCAA Tournament. However, at the same exact time the “Distractions” started coming out.
As soon as the morning practice was over before we headed to New Orleans for our First Round match-up vs. a very good Jackson State team, Coach Donovan pulled out this enormous yellow rope. He handed one end of the rope to one of the players and told everyone (players, coaches, & staff) to form a large circle; then he instructed everyone to get on the inside of the rope and take hold of a small area. By this point, the rope was just large enough for everyone to fit inside…then Coach Donovan said, “This is our family inside this rope, don’t let ANYONE else inside our family, don't let ANYONE inside our rope, STAY INSIDE THE ROPE!"
This was one of those goose bump moments I will never forget for the rest of my life. This phrase became the motto for the rest of the season and was preached 24/7. “STAY INSIDE THE ROPE”! This message became such a meaningful part of the team that it was inscribed on the 2007 NCAA Championship ring.
Every team typically has a motto each year and they are printed on the back of their shirts or practice shorts, and more times than not they are “Hard Work”, “Toughness”, “Play Hard”, “Defense Wins”; these are all great and wonderful but if you have to preach to your kids about working hard everyday, that is taking time from your practice. Implant something into their heads like “Stay Inside the Rope”, make it something unique that applies to them and will keep them focused and ignore the distractions.
Tuesday, October 14, 2014
Here is an excerpt from one of his blog posts (you can read the entire post here) titles 4 Ways To Keep Inspiration Alive:
As a leader, here are four ways you can keep inspiration alive in your organization:
1. Connect people to the larger story. People want to know the organization they work for matters. They want to know it is making a difference in the world. For this to happen, you must connect them to the larger story.
Why was your organization founded? Why does it exist? What would happen if it disappeared? What is really at stake? You can’t talk about this too much.
2. Remind people why they matter. It’s one thing to understand the organization matters. It’s another thing to understand they matter—and they do. But they must be reminded and affirmed.
They must understand how their actions contribute to the overall mission. While this might be clear to you, it is probably not clear to them. Your role as a leader is to help them “connect the dots.”
3. Resist creating new policies. I have seen this over and over again in organizations. Someone makes a mistake. Rather than dealing with the problem—which is likely an exception or an anomaly—the leaders create a new policy.
Over time, these policies slow an organization down, like the ropes that rendered Gulliver immovable. The better tactic is to deal with problems and people head-on and only institute a policy if the behavior happens repeatedly or spreads beyond the original situation.
4. Set the pace for what you expect in others. This is ultimately your most important leadership tool. You cannot create an inspiring organization without being an inspiring person.
If you want people to be positive and upbeat, you must be positive and upbeat. If you want people to be flexible and embrace change, then you must be flexible and embrace change.
Like it or not, your people will mimic your priorities, values, and behavior. To quote Gandhi, “Be the change you want to see in the world.”
Monday, October 13, 2014
“They are different. I just try to be as honest with them as I can. I just think blowing smoke at guys and trying to manipulate guys or trick guys into thinking this, that and the other, it doesn’t work. And it’s tiresome. You got to remember what you told somebody last week. And this week, I can’t do that because I did that, and now I got to do this. That doesn’t work. So if you’re just brutally honest with guys, when they do well, love them and touch them and praise them and if they do poorly, get on their [butt] and let them know it and let them know that you care. And if a player knows that you really care and believes that you can make it better, you got the guy for life.”
Friday, October 10, 2014
Wednesday, October 8, 2014
OFFENSIVE CONCEPTS: “Don’t do drills in practice that don’t represent a portion of your system.” -Gary Williams
OFFENSIVE CONCEPTS: “The key to posting is do your work BEFORE you catch the ball.”
OFFENSIVE CONCEPTS: “My emphasis is not on running an offense...it is on teaching my team offense. We want players who can play offense, not run an offense.” -Coach K
OFFENSIVE CONCEPTS: “You have to win inside regardless of your post game.” -Jim Crews
OFFENSIVE CONCEPTS: “Repetition is the key to success — doing what you have to do over and over and always doing it right.” -Pete Carrill
OFFENSIVE CONCEPTS: “Find good things to break down a defense.” -Pete Gaudet
OFFENSIVE CONCEPTS: “The best attitudes in the world won’t help win ball games if they’re not accompanied by a fundamental competence in the game.”
-Dr. Jack Ramsay
Tuesday, October 7, 2014
Monday, October 6, 2014
In the first part of our series we talked about why it is important to execute in your half-court offense. For teams to be consistently efficient offensively, they must be taught and coached to execute their half-court offense. We could certainly debate the advantages and disadvantages of the various half-court offensive approaches from motion to continuity to quicker hitters and beyond but we will skip that instead just to stress the need to be good in the half-court. Click on the link below to read the entire post on our thoughts on half-court execution:
THOUGHTS ON HALF-COURT OFFENSE (PART I)
In the second part of our series we talked about the key components that go in to the making of a good half-court offense. What are those components of good half-court offense and how can we give you some things to consider when your are putting together your offensive system of play? Click the link below.
THOUGHTS ON HALF-COURT OFFENSE (PART II)
In the third part of our series we asked what are some of the things that promote the best teaching of half-court offense. Though years of coaching and, more importantly, watching some of the best teach in their programs, I have noticed a few common denominators and share them in the link below:
THOUGHTS ON HALF-COURT OFFENSE (PART III)
Friday, October 3, 2014
Here are just a few thoughts on standards from Jeff's book:
“A major part of becoming a team, then, is the establishment and collective acceptance of your standards, based on your team’s makeup and centered on your unique goal. Once a group of individuals formulates and agrees to their standards, they become united, single-minded in purpose. Standards are not the things that we ought to do, they are the things that we already do- they compromise who we are.”
“There’s probably not enough attention paid to this issue. I learned a number of valuable lessons from Parcells and Belichick when they came to the Jets. Everyone was under evaluation. The doctors, trainers, equipment men, travel department, security, public relations and groundskeepers all were under the microscope. Too often, people who are in contact with the players have little or nothing at stake professionally breed a losing culture in the building.”
–Pat Kirwan, Former NFL Assistant Coach
you want your standard of performance, your philosophy and methodology, to be
so strong and solidly ingrained that in your absence the team performs as if
you were present, on site. They’ve become so proficient, highly mobilized, and
well prepared that in a sense you’re extraneous; everything you’ve preached and
personified has been integrated and absorbed; roles have been established and
people are able to function at a high level because they understand and believe
in what you’ve taught them, that is, the most effective and productive way of
doing things accompanied by the most productive attitude while doing them.”
There has also been a lot of banter on twitter the past few days on the importance of process over results in the development of players and teams. Here is a passage from the book and how Coach Meyer was also a process-oriented coach:
Meyer's strength as a coach, (Randy) Baruth thought, was in the daily intensity that he imparted to his team -- an intensity level that his players mostly learned to match -- as well as his ability to identify the smallest fundamental flaws that prevented players from executing.
Jerry Meyer thought his father loved the process of finding solutions to basketball problems more than the games; it was if Don Meyer were a musician who preferred the practice sessions in the garage to the concerts.
Don Meyer focused on the process and taught his players to think more about the process than the results -- but of course, he understood that a preponderance of correctly executed plays would almost inevitably lead to victories. A rival coach thought this was a brilliant method through which Meyer took pressure off his players: He relieved them of the big-picture worries about potential wins and losses by relentlessly training them to think only about what they could do better in any given moment.
What Meyer did far less than other coaches was focus on major in-game adjustments of tactics. If an opposing player got hot and was wrecking Meyer's team with his shooting, Meyer did not usually make significant alterations in the defense by switching to a zone or to some sort of specialized coverage designed to slow down that player as many coaches would do. This was partly due to Meyer's belief in his own system, Baruth thought. A rival coach once stood next to Baruth and said about Meyer, "You know what I like about Don? His attitude is: "This is my team, this is what I do. Find a way to bet me."