I must confess that most of my blogs have been and will continue to be focused around the development of the player. I make strong reference to how important it is to ensure we create a player-centered environment and for me that is essential. However, as we focus on the development of the player, the question I pose is who is helping to develop the coach? Who coaches the coach? After all, if we want to provide the best learning environment then surely we have to ensure the coach is doing his job.
I am sure many people will say that there are coaching courses available, which provide opportunities for CPD and sure enough these opportunities further our understanding and help us pass an exam, giving us the required qualifications. These courses will help us learn from others experiences and present new ideas that we can bring into our own coaching environment, but these opportunities are sporadic; once every few years or once a year if workshops and in-service training are available. These are courses and training days to further our knowledge, but they are not providing us the consistent feedback, the coaching that we require to coach our coaches. Players are coached every time they take part in a session, whether it is the environment the coach creates or the feedback coaching points delivered. So I raise the question again, who is coaching the coach?
A good friend of mine, who I have recently been working with, brought the idea of coaching coaches to my attention and gave me a different prospective in the way in which we should work together as coaches. He is a coach who works with coaches, and coaches the coaches to coach each other. A mouthful, but hopefully you understand where I am coming from. He encourages, for example, us as coaches working together to build a positive working relationship and to consider how we are perceived, how to feedback to one another, reflect together and help each other to improve as coaches, educators and people. This in turn will ensure that we provide the service / program that our players require. In order to achieve this we need to establish a clear philosophy that we as coaches all believe in and are working towards. This requires us to not only work with one another on the planning and delivery, but during the reflection and the review stages.
Without going into too much detail and providing just enough to provoke and encourage food for thought, and of course generate more business for my friend I want to draw reference on my own personal experience. This process has encouraged me to look at things from a different perspective, ask questions that I may not have asked before. It has definitely improved the working relationship I have with my peers. Developing the confidence to feedback and accept feedback because as a coach I want to continue moving forward, developing and becoming the best coach / player developer that I can. Which in turn, will enable me to provide the optimal learning environment and development program for the players. Through this process Ihave been developing and will continue to improve upon a new set of skills. Especially, working with others, building confidence to accept and provide feedback. Ultimately, we are all working towards the same goal and therefore, it is paramount that we build that relationships that enable us to create environments that develop successful coaches thus develop successful players.
I conclude with this, focus on providing a player-centered environment and program, but take time to develop coach-centered program to help progress the coaches. Try to surround yourself with people who have a similar philosophy, ideas and goals. From this, relationships can develop, and coaches can work with coaches. Remember; help develop the coach to help develop the player.
“The more I learn about myself, the more I understand you.” Kevin Poriot