...Case Analysis Paper 3: A Tale of Two Coaches Bonnie Hyatt Grand Canyon University Leadership Style and Development LDR-600 Kelly Jensen, MBA April 30, 2013 Case Analysis Paper 3: A Tale of Two Coaches Fiedler’s contingency theory is a “leader-match theory” (Northhouse, 2013, p. 135). It attempts to match the style of the leader with the situation and develop a match between the two. Coach Knight and Coach Krzyzewski (Coach K) were both effective in this leadership style because they produced winning teams. Coach Knight is a task driven leader who sores low on the least preferred co-worker scale (LPC). His primary focus was accomplishing the tasks. He did this through discipline and intimidation. He expected nothing less than perfection from his players. Relationships were developed secondary to meeting the goals. Coach K is a relationship-oriented coach who scores high on the LPC scale. He viewed his team as part of his family. He used positive reinforcement, open communication, and genuine caring support to motivate his team. Task accomplishments were secondary to relationships. Both coaches had strong positions of power. They could exercise full authority developing the program and choosing which players would make the team and which players would not make the team. Coach Knight and Coach K used different leadership styles. They were matched to their situation solely on the fact they developed winning teams. Situational leadership theory attempts...
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...When coaches first begin, many times, there’s a tendency to try to prove that “you belong.” and the first inclination is to only equate success with positive race results. Many times, we seem to go overboard with being concerned with our own affirmation that we know what we’re doing. Basically, we let our ego rule the way our brains set up our priority list. If we win, that’s good. If we lose, instead of engaging in a self-analysis of what we, as the coach, might have done wrong and hopefully correcting our mistake, we many times point the blame elsewhere, usually in the direction of the kids on our team. Added to this dilemma, is the contributing fact that if you are still a competitive runner, it only amplifies the ego effect even further. When the gun goes off during one of your own races, you automatically go into competition mode. Add that to the natural inclination of any coach going through the same thing with their team, and it becomes a double dose of adrenaline, which can easily turn into an overly emotional disaster, if and when we “fail.” How am I so sure that this phenomenon is true? What I just described could’ve easily have been me during my first few years in coaching....
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...The Future of Executive Coaching: Analysis From a Market Life Cycle Approach Where are we, where are we going, and how do we prepare for what’s next? Sheila Maher, MA., MBA. and Suzi Pomerantz, MT., MCC [This article first appeared in the International Journal of Coaching in Organizations, 2003, 1(2), 3-11. It can be downloaded and printed for personal use only. Please obtain prior written permission for wider printing and d istribution from J ohn L azar, IJCO Co-Executive E ditor, at john@ijco.info .] In launching this journal the editorial board envisioned that the journal would provide a forum for “reflection and analysis…by those leaders of this eme rging field who recogn ize coach ing to be a fixture rather than a fad...” 1 This a rticle exp lores the m arket life cycle o f executive coac hing , considerin g its history and growth, and estimating its current position. We discuss the four stages of the market life cycle: product introduction, market growth, market maturity, and sales decline, exploring the implications for our profession of each stage. Understanding where coaching is in the market cycle allows u s to consider strateg ies to stim ulate the co ntinu ed growth of the pro fession . In this a rticle we present our th esis that “this emerging field” is actually already in the mature stage of its lifecycle and we make recommendations for mo ving the professio n forw ard. It is clear that coac hing is no t a fad an d it is not ne w. Coaching is rooted in a range...
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...Introduction Our generation has always been overwhelmed by the never-ending technology evolutions, by a competition that everyday seems to be fiercer and by the constant pursuing of innovation and diversification. Surrounded by this very tough technological environment, we tend to forget that human capital is one of the greatest and most important factors of an organisation and that success mostly depends on the ability of developing our personal potential in order to obtain an outstanding performance. The hospitality sector in particular, involves a service that mainly depends on the people providing it. Therefore, the human capital is the most important one. This is the reason why we can compare the role of a hotel manager to that of a team coach. His duty is to guide and stimulate people towards the achievement of common goals and objectives. In relation to an article I found in the Italian newspaper “Il Corriere Della Sera” (D’antogno, Pignatelli 2004), organisations have started to hire sport coaches in order to motivate and stimulate their own teams. Results of statistics are astonishing: the productivity increases, the working mood improves and the harmony in the office grows in such a way that colleagues feel more and more part of a real team and in some cases they even end up going out or having lunch all together. Among the many examples, the one of Ettore Messina in particular caught my attention. Messina is one of the most famous coaches in Italy, leading the Benetton...
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...Case Analysis For The Army Crew Team I. Introduction The Army Crew Team is in utter frustration since the team that consisted of the top 8 members with excellent strength and condition, rowing technique, and psychological dimension kept frequently losing the JV team before the national championship race. Facing with this problem, Coach P. hold a meeting with the team members to discuss about the problems among the team. Now on, he has to make a decision among the choices of switching the Varsity and Junior Varsity boat, switching individual boat members or intervening to improve the Varsity boat’s performance. II. Problem identification 1. The members of Varsity don’t cooperate with each other and there are so many problems in the Varsity Team on the aspect of relationships, responsibilities, resources and rewards. Relationships: No leader but some disrupters in the team. They do not communicate with each other. Responsibilities: Team members just complained about others and don’t cooperate with each other. Rewards: they do not care too much about winning. 2. The coach P. is not a good machine operator to complement each member with its strengths and advantages to improve the productivity of a whole team but just like a manager of a production line to combine each member together. He does not have the appropriate means to communicate with team members and motivate the team. And he should find the...
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...Growing up playing ball, which includes football, baseball, and my first love basketball, it has took me all across the world and allowed me to meet and network with other players and coaches. With that being said the game of basketball broaden my ideas all together. The love for the game drives me today to become someday a coach at the collegiate level. For this assignment I went forth with interviewing my coach Kelly Wells who has also influenced my life in many other ways than just the correct way of scoring the basketball. I began our conversation with coach Wells asking him to answer a few question about the lifestyle of his career and the first thing he said to me was to go another route. I thought that was pretty funny. He began to answer my first set of questions about why coaching, that I think every player would have said, which was the fact that he just loved it so much. After a while, I kind of turned into the one answering questions and he began to ask. The depth of our conversation consisted about his family and how they are a major part of his success. He explained how the understanding and reasoning with his career just takes off so much stress. He hates to miss things with his family such as children birthday’s or sometime anniversary dates because of games or practice or travel. However they understand and shares his love for coaching and the game of...
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...options for developing it within an organization. And in conclusion, I will identify 3 advantages and 3 disadvantages of developing in house coaching. 2 types of coaching * Sports Coaching: This is what many people think of when they hear the word “coach”. A “player” is helped to develop their skills by a “coach”. On the other hand, the term sports coach encompasses a wide range of roles and approaches, from the football manager on the touchline, through one-to-one coaches for athletes and players, to specialist coaches for fitness and health. There are also coaches who focus on the ‘mental game’, helping sports players fine-tune their psychological preparation for high-pressure events. * Executive coaching: is a form of business coaching which is typically aimed at developing senior managers, directors and key players within a business setting. It may enhance current performance, taking skills and abilities to a new level and help individuals adapt to new situations or it may address poor performance. This type of coaching may also be termed Leadership Coaching or Performance Coaching as it tends to target the same audience and similar issues. How coaching can be directive and non directive? 1. Directive: Is where the coach offers you solutions, tools and techniques for moving forward. You may like to be offered solutions however the danger is that the solution...
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...Coach Mike Krzyzewski (Coach K.) and Coach Robert Knight (Coach Knight) were two of the most winning and successful coaches to ever coach basketball. These men are not just known for their record wins, but for their unique leadership. They each had a unique way of leading their teams. Coach Knight was Indiana University’s head basketball coach and became a legend there. Coach K. was the head coach at Duke University since 1980. A fact of interest, both of these two men knew each other in an earlier time. Coach Knight had been Mike Krzyzewski’s basketball coach when he played for the United States Military Academy at West Point. It was there they began to build a relationship of trust and respect that would follow and remain with them throughout both of their careers and beyond, as they were also friends. Each of these men have differing ways in which they lead their teams, but there are leadership styles which they shared when it came to coaching. When taking the model which Robert Katz developed we can see there are skills that did account for their success. Coach Knight held two of the leadership traits that were professed by Katz. Those were technical skills and conceptual skills. He had the ability to know exactly was needed and how to make changes based on each individual situation. According to Katz’s model, Coach Knight did not have human skills. He was known for his roughness (e.g; using high levels of profanity and throwing objects onto the court). He did not have human...
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...Coaching Done Right As a coach, you’re given an opportunity to make the biggest impact in an athlete’s life. Ever since I started playing sports I’ve always wanted to coach, but I believe Coach Mike my baseball coach was one of the big influences on me pursuing coaching. During the off season he’d come pick us up to go do morning practices. The extra time he put into making sure we were confident with our skills, the way he befriended us and the extra things he did to help us out really showed me the power a coach has. That was the defining moment where I decided I wanted to become a coach. I believe that no matter how many wins and championships you have your not a great coach unless you have connected with all your player and staff members. In today’s age, a coach is like an extra parent or a best friend to athletes. The role of a coach is to not only to teach their athletes the technical and tactical components of their sport, but to also show them good sportsmanship and character both on and off the field. In some cases a coach is the most important figure in a athletes life. Coaches encourage you to be the best you can possibly be and help prepare you for the next level. A coach is the first person an athlete will go to when they don’t know what to do. Through my experience playing sports that I noticed that kids are more...
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...Athletic directors typically appreciate working with coaches and athletes to improve teams by helping them reach their full potential by being responsible, working well with people, speaking well in front of a large crowd, and most importantly being a strong leader. Oftentimes athletic directors get overlooked, and won’t get the recognition they deserve, because all the glory and praise usually goes to the outstanding coaches who get the job done for their teams. Many people will totally forget about the tactical side of being in an athletic office. Seeing the vision long term, being persistent, and diligent is most definitely key to being a responsible leader of athletics at that particular school. Athletic directors should usually like being in a leadership position, and they sometimes can even be moved into positions with a conference office, which will probably pay more in the long run. Athletic directors provide enlightenment and direction for a school’s sports program to help them succeed in every way possible. They supply a budget and portion out spending items like the coaches salaries, team travel, equipment purchases, and facility preservations. This profession requires a master’s degree, as well as a coaching job from anywhere between three to five years, or just working in an athletic office. There are a number of jobs for athletic directors to take care of like checking to make sure their players are eligible, and to confirm some of their needs are taken care of...
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...For this assignment were asked to go to a game or practice and observe a coach. The coach I chose to observe and write about was, the Head Basketball Coach here at Iowa Central Community College. The coach’s communication style was a mixture of submissive and command. He was quite for the majority of the game, taking on a nonverbal approach. When he did coach he was defiantly using the command style. His aggression towards the players and the game is made clear from the bench. At times I agree with it others I do not. Some of the players except the style well, while others react poorly. I have mentioned in past articles, the coach must figure out what each of his players responds best too. The coach motivates the players by talking to...
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...just as much as teachers are, just in a different area of life. The coaches that do deserve to get paid more are the ones of high end sports that bring in large sums of money for their colleges. Coaches of National Championship caliber teams, in big time sports, in the NCAA deserve more than most, if not all professors at that school because of the large revenue their sport is bringing in. Why should anyone hire you as a coach? The main reason I should be hired as a coach is because I’ve mastered my sport, and I’ve been very successful in teaching my techniques to pupils of all ages. I’ve had experience with coaching kids from pre-k all the way up to seniors in high school, so my experience is there as well. I feel as if I’m a great role model as well, for young guys looking to accomplish some of the things I have accomplished myself. I’m also very well known to get along with the athletes I have coached. That’s something I feel is an extremely important quality a coach should have. What are your goals in the coaching profession? My goal as a coach is to affect the life of every single one of my athletes in one way or another. I also would like to take on the challenge of starting with a team that may be in the bottom of their division and seeing how quickly I could turn that program around. After that I’d want to win a state team title. Then after that I’d want to build a dynasty and leave a legacy for myself and my...
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...team’s cohesion has long been researched. The factors that coaches use in their coaching method and the way that athletes perceive their coach can make or break a winning team. This study examines the connection between a coach’s ability to coach and a team’s cohesiveness. A Team is Only as Good as Their Coach Numerous researchers have studied the correlation between a coach’s method of coaching and team performance. One of the most notable theoretical models used to investigate coaching behavior is Chelladurai’s Multidemensional Model of Leadership. This model shows the coach’s behavior as viewed from three perspectives: the behavior that is preferred by the athlete, the behavior that is required by the situation and the actual behavior of the coach. It has long been assumed that a team’s performance and satisfaction are a direct result of the coach’s behavior (Carron, Hausenblas & Eys, 2005). Athletes look to coaches that foster friendship, mutual trust heightened respect and interpersonal warmth (Shields, Gardner, Bredemeier & Bostro, 1997). What is a Coach’s Perfect Behavior? The perfect behavior of a successful coach is a combination of different styles of training, democratic style, autocratic style, social support and positive feedback (Carron, et. Al., 2005). It takes many years to become a perfect coach, it is often wondered if coaches are taught or born into their profession. Just as players come and go and continually get traded, so...
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...reflection-onaction to be integral to reflection-in-action, and accept his argument that the notion of reflection-in-action has emerged as a consequence of the limits of technical rationality. When one takes this standpoint, particular issues arise for the coaching community, and it is some of these that we focus on in the remainder of the chapter. BECOMING A REFLECTIVE COACH: ISSUES TO CONSIDER Drawing on anecdotal accounts, Lyle (2002: 245) contends that many coaches in professional sport are ‘recruited almost exclusively from the performer base’, with ‘high value’ being ‘placed on lengthy experience, sport-specific skills and technical insight, to the exclusion of other knowledge and skills’. However, it is not only those who select coaches that consider technical expertise important. Not surprisingly, coaches themselves also value this knowledge, as evidenced by the following quote from Ian McGeechan (a former Scotland rugby union coach): Issue 1: Expertise and professionalism In the first edition of this book we had a section entitled ‘Why is it useful to become a reflective coach?’ That we decided to remove the section in this edition is testament to how much we believe the coaching community has ‘bought into’, at reflective practitioners. section we explore some issues that both constrain and enable coaches to become on one’s willingness and ability to experiment with reflection. In the following and so-called norms...
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...as “Coaching is unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them” (p. 8). There are several definitions of coaching that attempts to pinpoint or identify the various types of coaching. Harkavy (2007) shared what the purpose of a coach is, “Your purpose as a coaching leader is to add the most value to the people you lead and to help them improve” (p. 4). This definition of what a coach does give us the responsibility to care about people enough to see them grow and develop. A simple definition of coaching is, “…Coaching is the art and practice of enabling individuals and groups to move from where they are to where they want to be” (Collins, 2009, p. 14). Goldsmith, Lyons & McArthur (2012) stated, “With a sound appreciation of business and interpersonal dynamics, a good coaching is simply a process person who can establish rapport, is informed about the executive’s immediate environment, is honest and courageous in providing feedback; is a good listener; ask good questions is visionary and analytical and is a good planner who seeks follow up and closure” (p. 12). This definition of coaching gives the coach the responsibility to empower people to raise the bar in their lives and in their performance. This would require putting away selfishness and greed and pick up compassion and altruism. The Scriptures tell us, “Let nothing be done through selfish ambition or conceit, but in lowliness of mind let each...
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