COACHING PHILOSOPHY

OVERRIDING PURPOSE (WHY): Help players become the best version of themselves (aret: living at your highest
potential moment to moment to moment.)
Good is the enemy of great. Few people attain great lives, in large part because it is just so easy to settle for a
good life. - Jim Collins
We are far too easily pleased. - CS Lewis
MODUS OPERANDI (HOW): We are the best at getting better (kaizen: continuous improvement.)
Change your best. - PJ Fleck
THE PATH: FROM IDENTITY TO ORGANIZATIONAL GREATNESS
PROCESS ORGANIZATIONAL
IDENTITY + PRIDE
+ EXCELLENCE GREATNESS

IDENTITY: Who we are and what we value. PROCESS The three outputs that
PRIDE: The extent to which we care about our identity. The everyday, define organizational
controllable, purpose-, greatness:
THE STARTING XI identity- and value- 1. Superior
1. We are uncompromising (idealism: the way things driven actions that Performance
ought to be). make us better and Winning.
2. We put the team first regardless of our circumstances help us realize our 2. A Distinctive Impact
(humility: recognizing you are in service to something vision (all the little [A program] that
much bigger than yourself" - Jim Collins). things - Nick Saban). makes such a
3. We grind (grit: working longer without switching distinctive impact on
objectives). the world it touches
4. We choose to be positive. (and does so with
EXCELLENCE
5. We walk like champions. such superior
Deliberate actions,
6. We are a collection of friends first, soccer players performance) that it
ordinary in themselves,
second. would leave a gaping
performed consistently
7. We sweep the sheds (bench, bus, locker room). holea hole that
and carefully,
8. We take personal accountability for our actions could not be easily
compounded
(extreme ownership) and the actions of our filled by any other
together, added up
teammates (as iron sharpens iron). institutionif it ceased
over time.
9. We are grateful for everything, entitled to nothing. to exist. - Jim Collins
- Daniel Chambliss
10. We finish strong. 3. Endurance
11. We give our best away. Creating a dynasty.

INPUTS OUTPUT (THE VISION)

CULTURE: Eager (implies desire) alignment to the teams identity and way of doing things.
(1) Define it, (2) recruit it, (3) model it, (4) teach it and (5) reinforce it relentlessly .
You dont get the culture you want. You get the culture you build. - Urban Meyer
There is a big difference between being an organization with a vision statement and becoming a truly
visionary organization. The difference lies in creating alignment. When you have superb alignment, a visitor
could drop into your organization from another planet and infer the vision without having to read it on
paper. - Jim Collins
RECRUITING OKGs (OUR KIND OF GUYS): Characterized by (1) talent, (2) a predisposition to share the teams
identity and (3) an inner drive to produce the best results and be a part of
something great. - Jim Collins
Im not looking for the best players. Im looking for the right ones. - Herb Brooks
"Letting the wrong people hang around is unfair to all the right people, as they
inevitably find themselves compensating for the inadequacies of the wrong
people. Worse, it can drive away the best people. Strong performers are intrinsically
motivated by performance, and when they see their efforts impeded by carrying
extra weight, they eventually become frustrated." - Jim Collins
JUDGING SUCCESS: If you judge success by the fact that we can afford to buy this
house, its a dangerous measure. I judge success by how close I am to the melody I hear in my head. - Bono