Big Walnut High School Athletic Department
“Communication, Development, Success”
Big Walnut Athletics Mission:
Big Walnut Athletics is committed to creating a culture focused on “Success” through efficient and effective communication while developing an athlete’s growth mindset, mental toughness, and leadership qualities.
Mission/Vision Positive Culture
Core Values Growth Mindset
Positive Public Relations Challenged
High Expectations Skill
Team First Athleticism
Logistics Grit and Mental Toughness
Visual and Measurable Growth
Big Walnut Athletic Principles:
Our athletic program shall promote the development of:
Positive Culture Scholarship
Growth mindset Grit
Mental Toughness Athleticism
Athletes First, Winning Second!!
Guide for Coaches:
What is your team Mission/Vision?
What are your team Core Values/Principles?
Developing Your Coaching Philosophy:
Developing a philosophy of life and coaching is important to your success. Self–reflection and self-awareness helps in developing your coaching philosophy. The philosophy provides you with direction and protection from external influences.
A philosophy should have four components:
- Know yourself.
Identify your strengths and weaknesses
Focus on your strengths and work toward continuous improvement on areas of growth
- Know your environment.
- Know your athletes
Communicate roles and expectations
Get to know your athletes and what motivates them
Define success to your athletes
Winning is not the end all to being successful
What is your coaching- leadership style?
It is vital we know why we coach and how we coach?
Here are the six leadership styles Goleman(2013) identified, as well as a brief analysis of the effects of each style on the climate:
- The pacesetting leader expects and models excellence and self-direction. If this style were summed up in one phrase, it would be “Do as I do, now.” The pacesetting style works best when the team is already motivated and skilled, and the leader needs quick results. Used extensively, however, this style can overwhelm team members and squelch innovation.
- The authoritative leader mobilizes the team toward a common vision and focuses on end goals, leaving the means up to each individual. If this style were summed up in one phrase, it would be “Come with me.” The authoritative style works best when the team needs a new vision because circumstances have changed, or when explicit guidance is not required. Authoritative leaders inspire an entrepreneurial spirit and vibrant enthusiasm for the mission. It is not the best fit when the leader is working with a team of experts who know more than him or her.
- The affiliative leader works to create emotional bonds that bring a feeling of bonding and belonging to the organization. If this style were summed up in one phrase, it would be “People come first.” The affiliative style works best in times of stress, when teammates need to heal from a trauma, or when the team needs to rebuild trust. This style should not be used exclusively, because a sole reliance on praise and nurturing can foster mediocre performance and a lack of direction.
- The coaching leader develops people for the future. If this style were summed up in one phrase, it would be “Try this.” The coaching style works best when the leader wants to help teammates build lasting personal strengths that make them more successful overall. It is least effective when teammates are defiant and unwilling to change or learn, or if the leader lacks proficiency.
- The coercive leader demands immediate compliance. If this style were summed up in one phrase, it would be “Do what I tell you.” The coercive style is most effective in times of crisis, such as in a company turnaround or a takeover attempt, or during an actual emergency like a tornado or a fire. This style can also help control a problem teammate when everything else has failed. However, it should be avoided in almost every other case because it can alienate people and stifle flexibility and inventiveness.
- The democratic leader builds consensus through participation. If this style were summed up in one phrase, it would be “What do you think?” The democratic style is most effective when the leader needs the team to buy into or have ownership of a decision, plan, or goal, or if he or she is uncertain and needs fresh ideas from qualified teammates. It is not the best choice in an emergency situation, when time is of the essence for another reason or when teammates are not informed enough to offer sufficient guidance to the leader.
To develop team culture:
Coach develops a mission/vision for the program there is a clear focus
Coach places high value in the greater whole or a larger vision for the program
Coach demonstrates pride in achievement among individuals and teams
Coach provides timely and effective feedback on performance
Coach takes a collaborative approach to change
Coach provides a sense that “we are all in this together”
Coach is willing to have that “crucial conversation”
Coach is focused on communication and development
Coach is willing to think outside the box
Coach is willing to take risks
Coach has mental toughness and grit
Coach sets high expectations and holds players and coaches accountable
Coach communicates roles and expectations
Coach develops conflict resolution strategies
Signs of Trouble:
Team playing worse or playing below ability
Dissention among the coaching staff
Conflict between athletes
Conflict between parents
Overall sense of apathy or failure to respond to change.
Team Commitment and Culture buy-in.
Involve the team in goal setting
Delegate responsibilities – Provide a sense of ownership to all