Current coaching position assessment will be completed with each candidate to determine the strength and weaknesses in there key analytical areas:
1. Building progressive practice plans from immediate game slippage data.
2. The best postgame breakdown thru machine learning in Basketball.
3. Player & team development plans updated from factual game results.
4. Benchmarking your competition in Conference games.
Essential to coaches that want to establish a winning culture when they become an assistant coach or head coach based on factual knowledge of how basketball games are won. This includes the groundbreaking (ATO) AFTER TIMEOUT SOLUTIONS. This class is for your professional development around what your weaknesses are as an assistant athletic director, coach, assistant coach, or video coordinator in an exact process to evaluate a basketball team immediately.
Step 1 - Be specific with mentoring needs and wants. Before contacting your A4C potential mentor, make a list of specific areas of coaching that you believe the person could most help you improve. Identify things that the potential mentor does or knows as a coach that you find particularly intriguing and want to learn about. This list will show that you are serious about getting better and alleviate some potential mentor concerns about her or his ability to help you improve by providing clarity of purpose.
Step 2 - Make contact with the A4C potential mentor. Reach out to the person, ideally face-to-face or over the phone when the coach is in the off-season, and share how much you admire how he or she coaches. Ask whether you could spend some time together to learn from the person and improve your ability as a coach. Mention the areas of coaching you identified in step 2 that you specifically want to learn about from the coach.
Step 3 - Discuss the "rules of engagement." A4C will be clear about what you need from the executive summary. Discussing this point in the first meeting is important so that the potential client can get a clear understanding of the type of guidance you are expecting and the likely time commitment. For example, discuss potential meeting schedules (how often, where, when, duration of meetings, acceptable forms of communication). If you are expecting to watch the coach in action, ask whether observation is acceptable and how you can do that without being too intrusive or disrupting practice and competition routines. Also, discuss up front what information can be shared with others. This item is critical for building trust and an accurate summary.
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