You're always growing as a coach, and I am not done growing, and hopefully I'm not done winning.
Doc RiversRead
As a coach, you've got to do what's best for the team. If guys don't like it, they're going to leave. If they stay and don't like it, well, your team's going to suck anyway. Even if this happens, you still have to do it. You can't coach worrying about any individual.
Interpretation
A coach must prioritize the team's success over individual preferences.
This quote highlights the necessity of making tough decisions in leadership roles, particularly in coaching, where the collective performance of the team takes precedence over individual discontent. It emphasizes that in order to foster a successful environment, a leader must act in the best interest of the group, even if it means risking dissatisfaction among some members.
In practice
During a team meeting to outline strategies for the upcoming season.
You're always growing as a coach, and I am not done growing, and hopefully I'm not done winning.
You've got to coach worrying about your entire team: whether that gets you a championship or whether that gets you fired. I think it allows you to coach free. You're coaching with freedom because you know you're doing what you think is right.
If you're a great defensive player, you're a great defensive player 100% of the time. You can't be a great defensive player half of the time because you didn't get the ball once or twice. That can't sidetrack you. It's got to be 'I live for my defense, and my offense I'll get. But I can't let it affect my defense. Nothing affects my defense.'
Colleagues should take care of each other, have fun, celebrate success, learn by failure, look for reasons to praise not to criticize, communicate freely and respect each other.
The productivity of work is not the responsibility of the worker but of the manager.
When the higher officers are angry and insubordinate, and on meeting the enemy give battle on their own account from a feeling of resentment, before the commander-in-chief can tell whether or not he is in a position to fight, the result is ruin.
The Four Keys of Great Managers: When selecting someone, they select for talent ... not simply experience, intelligence or determination. When setting expectations, they define the right outcomes ... not the right steps. When motivating someone, they focus on strengths ... not on weaknesses. and When developing someone, they help him find the right fit ... not simply the next rung on the ladder.
Ought we not to ask the media to agree among themselves a voluntary code of conduct, under which they would not say or show anything which could assist the terrorists' morale or their cause while the hijack lasted.
I chose to present myself as one who comes from among the people, and I can be touched by their pain because I have my own.
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