In this mammoth 14 part series I've posted 196 different dot points from a book that's 440 odd pages long - obviously there's plenty I didn't dot point which was stuff I already am knowledgeable on but for a new, or any coach for that matter, the takeaways from this book are simply endless.
I mean really, if you don't get tin s book then your just not serious about coaching and you're probably doing hat you've always done but you know, that you prerogative.
The book can be purchased from here for about $80 AUD and Fergus has always been a willing contact for any questions you have from the book.
I just hope he makes it back to Australia some time and I can actually meet the guy.
Anyway here are the final points I made from the book.
- You might need to put working on the weakness
from the last game hold on order to work on a strategy to win the next game
- Always touch on the strategies/tactics you want
to use each week
– You must rank each objective of each game moment
but focus on the top 1 or 2
- To keep the quality of decision making high decrease the work block duration or
increase rest periods
- If you have a yes man working for you then 1 of
you is redundant
- The most successful teams/players are the most efficient and
devise routines to handle menial tasks saving energy for the big ones
- View problems as opportunities
- Get comfortable being uncomfortable
- If you refuse to accept anything but the best then you
very often get it
- Red teams are sent into attack to find any
weaknesses you have
- Everyone must know the boundaries and the
consequences for exceeding them and than you can start looking within the lines
of opportunities to change the teams approach in small ways
- Marginal gains works by improving 10 things by 1% for a 10% improvement overall
- Before you can make marginal gains you need to
exhaust maximal gains
- Lead, follow or get out of the way
- The true test of a man’s character is what he
does when no one is watching
- Everyone has at least 1 strength/unique quality
and it's the leader’s job to find and emphasise it while minimising limiting
factors
- Put memorabilia up for the change rooms to help build culture of what has come before you
- Have specific meeting spots for forwards, backs and midfielders with past names put
up there as well as the game model objectives where they get changed in the same spot
too
- More hooks in the change rooms
- Any initiative you want to implement has to have
a name if it’s to resonate with the players
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