GAME MANAGEMENT 101GAME MANAGEMENT 101

The Art of Dealing With Players & Coaches

The Sinister 6 The Sinister 6 (six classic coaching styles)(six classic coaching styles)

1. EXPLODER – “short fuse”

2. SILENT ENEMY – “punish with silence”

3. LOOK BACKER – “memories of the past”

4. CHIPPER – “complains about minor events”

5. “AND ANOTHER THING” – “has to get last word”

6. BUTTON PUSHER-“gets the other to lose control”

Of course some coaches Of course some coaches are ALL 6 types !!are ALL 6 types !!

Can We Talk About It?Can We Talk About It?

Communication with coaches & playersis one of the biggest game management

issues to master

Sometimes it is from a distance and other times it is close by

Sometimes it is for everyone to hear and other times it is private

Conflicts Are NOT ArgumentsConflicts Are NOT Arguments• A conflict occurs when you are at odds

(disagree) with someone else on an issue

• A conflict is not the same as an argument, but it can quickly lead to one if it is not resolved

• We should try to resolve conflict BEFORE it becomes an argument

Consider The Following:Consider The Following:1. Conflicts are good because they notify a person

that something is wrong and might need to be modified

2. Arguments are a power struggle that involve a high level of emotions and can have a hidden agenda

3. Due to the high level of emotions, arguments can cause a coach or official to lose objectivity

4. Arguments can lead to “win or lose” attitude between the parties involved

5. Since no one likes to lose an argument, they can turn ugly and unproductive

So how do you manage So how do you manage conflict so that it doesn’t conflict so that it doesn’t

become an argument?become an argument?

CONTROL THE CONFLICT

Stay in control of your emotions Exercise “Perspective Thinking” – put yourself

in the other person’s shoes and see why they are upset

Use your listening skills to understand the emotions of the coach or player

Deal with the aggressor in a positive & assertive manner

Try the following steps:

• Let the Other Person Talk:

• Have the courtesy to listen before you say anything back to the other person

• You may have made up your mind, but by fully listening to what the coach or player has to say, you can at least know their viewpoint

• Using Your Words, Repeat What You Heard Them Say:

• It gives them time to calm down

• Demonstrates that you were listening to them

• “Coach, what I hear you saying is…….”

• Don’t Debate Judgment Calls

• Remain objective and don’t try to justify judgment calls once your mind is made up

• Limit Your Discussion Only To The Most Recent Call

• Shut down the conversation when it turns to plays that happened earlier in the game

• Make it clear that you are only dealing with the current conflict

• If Possible, Don’t Engage In A Discussion When You Are Very Angry

• Try to avoid the coach or player until you regain your composure

• As a partner, recognize when a fellow official needs you to intervene to diffuse the situation

• When Discussing Problems, Focus On The Solutions

• It doe NOT mean we have to change a call

• It might be as simple as going to our crew to confer

• “Coach, I understand your frustration and I’ll keep an eye for that sort of contact you described”

We should ALL strive to steer the conversation towards a resolution, all the while allowing angry coaches and players feel their points

are being heard.

“Coach, I have no idea what he called either….”

And sometimes we just leave them scratching their heads…….