Good afternoon, Coaches. Happy Friday. Here are some stories we’re discussing today.
1. Arkansas coach Chad Morris summarizes his offseason goal in two words: ‘Get tough’ (Arkansas Online)
If your team got pushed around more than you’d like last year, you can relate to Arkansas coach Chad Morris.
If Coach Morris’ most pressing wish for the University of Arkansas football team this spring could be distilled into a two-word message it would probably read, “Get tough.”
The Razorbacks got pushed around by their SEC brethren at times last season on both sides of the ball, and Morris doesn’t want that to continue this fall.
He and his on-field staff, as well as the strength and conditioning coaches, set up competitions for essentially every facet of football preparation throughout this winter and spring, including another strong “attack” drill session in spring practice No. 13 Thursday.
Morris has a championship belt that goes to the winner of all competitions, and that has become a highly coveted piece of equipment at Arkansas.
Morris said the heavy emphasis on toughness extends off the field.
“I don’t want to hear excuses you know,” he said. “Excuses take away from that mental and physical toughness that we’re about.”
In what ways do you build mental and physical toughness in your players during the spring?
2. Red Zone Pass Coverage Technique (Football Toolbox)
Jerry Campbell, who has over 30 years of high school and college coaching experience, broke down his red zone pass coverage technique.
Philosophy of Red Zone technique is to never beat a receiver to the end zone. If a receiver catches a pass in front of you in the end zone, it is a touchdown no matter how hard you hit him. We want the ball to be thrown over the secondary defenders, or thrown like a bullet between the defender and receiver if we are in zone coverage.
The common mistake for defensive backs in the red zone is they stick with their mindset of never getting beat deep. The only problem is — because of the offense’s location on the field — there really is no “deep.”
When playing red zone technique we will use our normal technique according to the coverage called, except we will slow down our back pedals or drops to stay underneath the receivers. The closer the ball gets to the goal line, the slower will will back pedal or drop. Once the receiver we are defending crosses the goal line we should be between him and the ball at all times. Never beat the receiver into the end zone, this rule pertains to every coverage, zone or man. Don’t get behind the receiver or its a touchdown. If we are playing man then we will be between the receiver and the ball.
What is different about the way you teach technique for defensive backs in your red zone defense?
3. A Lesson in Leadership: How Sharing the Credit Makes Your Team Stronger (Industry Weapon)
This is an article on being a good business leader, but it can be applied to any form of leadership.
Much like football, business is competitive. And, in turn, it attracts people who thrive on competition — people who want to build the best product and bring the most profit. It’s only natural that so many business leaders have an ego. They’re creating a brand, and more often than not, they want their own names weaved into it.
Sharing credit isn’t just about keeping egos in check. Sharing credit is a long-term investment in your team.
When an entire team shares a goal, each employee is doing their part to reach the finish line. At times, it may look like some people are pulling more weight than others. But as a leader, it’s important to recognize every last effort.
As a football coach, you should recognize that no one player is fully responsible for your team’s success. While some players might carry a bigger load than others, you need everyone pulling in the same direction to achieve the highest result. And that means crediting everyone.
A great leader will recognize every person who played a part — even those who, to continue that football analogy from earlier, were second-string.
If you’re a leader, your employees already know your name. There’s no need to keep repeating it. The real task is proving that you know their names, and their jobs, and their efforts.
What is the best way to give credit to the under-the-radar contributors to your team?