Support Isn’t Just Having a Coach’s Back When Sh*t Hits the Fan

4 Ways Administrators Can Better Support Their Coaches

In my role as a coach for head coaches and administrators in sports, I've noticed a common theme: most coaches crave more support from their administration, and most administrations genuinely want to better support their coaches. 

However, both parties often miss the mark by thinking that support is only about standing by coaches when conflicts arise with athletes or parents, or after a losing season.

True support begins long before sh*t hits the fan. Ideally, it starts from day one of a coach taking the job. 

Here are four ways every administrator can proactively support their head coaches:

1. Supportive Conversations Far too many administrators just hold the standard performance review meeting at the end of a season. At this point, the chance for supporting their growth is really over as you are providing nothing more than a report card. Every administrator should have at least three supportive conversations about a coach's development throughout the year: pre-season, mid-season, and postseason. The purpose of these conversations should be to ask questions to help them identify their professional and team goals, growth plans, commitments, and how the administration can support them moving forward.
2.  Community of Coaches Way too many coaches in clubs and athletic departments operate in silos—it is the role of the administration to develop a community, an environment where coaches support each other. For starters, coaches find solace in knowing they aren’t the only ones facing certain challenges. Also, coaching communities are powerful ways to support growth, as coaches can share ideas and provide each other feedback.
3. Practical Training for Coaches Administrators need to go beyond providing the basic compliance courses the governing body or association requires. If administrators want to have high expectations of their coaches, they must equip them with the training to meet the increasing complexity of the job.
4.  Hire a Coach for Coaches Over 40% of Fortune 500 companies provide executive coaching for their leaders. It’s part of the standard leadership development training for their executives and talented up-and-comer leaders. Some companies are even requiring it. It’s great for administrators to pay for coaching clinics and online resources, but for the best development and support throughout the year—coaches need coaches.

Next Steps

• Schedule out three meetings with all head coaches and start to document your support through coach development plans.
• Start a group chat with all head coaches to start sharing practical resources via articles, podcasts, excerpts from a book.  
• Host a few coach gatherings throughout the year to bring coaches together to discuss challenges, share ideas, and offer educational opportunities. 

Check out the Transformational Coaching & Culture Certification Course as it might be the practical education your coaches need. Administrators and coaches interested in TOC’s 1:1 executive coaching program should inquire here. 

-JP Nerbun