Kirk Thor
@CoachKirkThor
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Head Football Coach/Ath Coord at Mansfield Lake Ridge (TX).MPM certified. Leadership & culture are the edge in coaching. @LakeRidgefb #Be1and0today !
Joined January 2014
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Our coaches go home after practice b/c I want our coaches to eat dinner with their families. Eating together is great bonding time. If our coaches are expected to connect to their players at practice then my job is to give them time to connect with their family after practice.
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Coaches culture: Let your coaches' kids be a part of the program. Our coaches' kids are welcome at the field house & even in staff meetings if necessary. We still get the work done. Involving kids eases the coaches' tension of work vs. family in a demanding job.
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Many coaches believe working longer hours leads to success. The real truth is to be more productive in the time that you work. A lot of wasted hours in coaching. Quality > Quantity.
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Our coaches don't work on Sundays. I believe our coaches need to be home with family on Sundays during the season. If we work efficiently we'll be more productive than staffs who work on Sundays & we'll have more energy for our kids on Monday. Production>Time.
#Be1and0culture
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Body language is an important life skill that we teach in our program. "What you say without talking" is very important in our culture. Eye contact, shaking hands, & standing tall are 3 examples of what we expect. Every detail matters.
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Lessons learned: The best HC's I've worked for taught the importance of quality hours instead of quantity hours. As a HC I strive to apply this lesson. Our staff gets the work done then goes home to be with family.
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Coaching staffs that "out-coach" their opponents teach their players to master the specific skills of their own scheme better than their opponents. Great coaches know how to teach & develop specific skills within their scheme. Mastering skills > scheme.
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We have a plan for what practice jerseys we wear. Offensive players wear the jersey color (white or dark) that they will wear on Friday night. (Def wears opposite.)This trains the QB,RB, & WR's eyes to see the same color flash they will see on Friday night. Every detail matters
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As a HFC, I think decision-making is the most impactful aspect of the job. The best advice my Dad gave me many years ago was to read the book of Proverbs daily. One chapter for each day of the month. Teaches wisdom, discernment,and people skills in decision-making.
#Be1and0today
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Being a Head Coach or leader can be isolating so find a leader in a different organization who understands the pressures, can discuss issues and gives sound advice. There is great benefit in seeking wise counsel.
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Leadership learned: Always call interview candidates that don't get the job. If they invest their time to interview, then you owe them your time for a phone call. Quality leadership is defined by actions.
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Lessons learned: It's no badge of honor to work more hours than your opponent just for bragging rights. Many times extra hours spent in the office are wasted time. Evaluate every hour of work so coaches are productive and rested.
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Lessons learned: Very early in my career I was sarcastic with my QB after he missed a throw in practice. The HC immediately pulled me to the side & told me not to embarrass a player when correcting him. I learned a valuable lesson that day:Correction must always be constructive.
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Only listen to criticism from those who understand the daily operations of your program & know all the facts. Everything else is useless chatter.
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In our culture our coaching standard is to teach the action we want ("Protect the ball") instead of what we want to avoid ("Don't fumble"). If we say "Don't fumble" the mind focuses on "fumble" instead of "protecting the ball". Words affect player performance. Every word counts.
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Elite play-callers are simply coaches who know their system so well they can adjust quickly. Great play-calling “instincts” are developed from deep study of your own system.
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Analyzing every play from the 2019 season. As a leader, investing time in deep study provides a crystal clear picture of what needs to be improved.
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In our program, our position coaches are the head coaches of their position. It's my job to give them the authority to coach their position and take personal responsibility for the growth of their players. Delegating authority helps our program grow and benefits our culture.
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The HC has to motivate everyone in the program to be at their best. A highly functioning culture is more important than X/O's. Culture matters.
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The best coaches constantly work to improve their teaching methods. They realize “speaking the language of the kids” is the most effective way to teach.
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During practice, when not in the play, our backup QB's stand behind the l.o.s., hear the play, take steps, and execute the play with their eyes. Every QB gets every rep on every snap. We call this "stealing reps". Every rep counts.
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If coaches have great X/O knowledge but fail to make it simple they become ineffective. Spend as much time in the off-season improving teaching methods as improving X's/O's. The performance of the players is the coach's true resume.
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Lessons learned: I was the only GA in the office-working on a spring holiday weekend. The HC told me to go see my family-but they were 200 mls away. Next morning there was a note from him that he bought a plane ticket for me to see my family. Coaching is a people game.
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Great leaders lead during challenging times. Anyone can lead during good times but the true litmus test of leadership is how leaders steer the ship during times of crisis.
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Every senior on our team will be a game captain for the pre-game coin toss at least once. This allows our seniors to list being a game captain on their resume. This was a lesson I learned from my college coach. It honors every senior for their contribution to our culture.
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I want to create an environment where our coaches and players have fun. We can work hard and have fun. The pursuit of excellence should be enjoyable. It's my job to create a culture where coaches and kids enjoy football everyday.
This is what beating Green Dawn looks like. Group 1 brought it today!
#Team8
the foundation has been put into place.
#GreenDawn2point0
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Every season stands alone. The biggest mistake coaches make is relying on last year's successes, or reminding your team of last year's failures. Focus on the team you have now and build it daily.
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If players play slowly many times it is due to confusion. Players will play fast when they have complete confidence in their assignments. Successful coaches make the game simple so players can play fast
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5 years ago, one of our coaches asked if he could add a Yoga stretching routine to help our kids recover on Sat mornings. He organized it, led it, & we still use it today. Every coach plays a role in enhancing culture.
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When times are tough, weak leaders focus on blame but effective leaders focus on solutions. Enforce accountability, relentlessly pursue solutions, & lead with confidence so your team/organization can find the right path.
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Everyday at the end of athletic period our coaches 🤝or 👊 every player as they leave the locker room. It has become a part of our culture. This is more important than any "great" X/O scheme. Winning is about people.
#BuildPeople
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After a coach leaves, there is a steep learning curve for the new hire. We have a database of all our info (culture,X/O's, etc) that our new hire will study the first 2 weeks on the job. This helps our new coach learn our culture quickly.
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The Head Coach must ensure that the message of the program is consistent in all areas — meetings, interviews, social media & from position coaches. This is a must for an effective culture.
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If you build people the program will follow. Invest time in building people.
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Like many teams, we never run sprints after practice. We reduce our practice time and practice at a high-speed to gain conditioning while we practice. This makes practice more fun and creates better effort in practice.
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At our first staff meeting every coach shared the book he read this summer & how it can improve our program. We believe that if our coaches grow our culture will grow also.
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We believe that asking questions is more effective than giving answers. When a QB makes a mistake I ask "What did you see?" instead of telling him where to throw. Learning what he saw allows me to correct the mistake more effectively. Teaching matters.
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Last weekend I worked on our Aug-Dec calendar. As a Head Coach I think it's important to plan 6-12 months in advance so our coaches and families know the work schedule in advance.
#Be1and0culture
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Sometimes during tough seasons, morale suffers due to losses, conflict, or tired minds. One day, I cancelled practice, divided players into teams & competed at silly games. Our kids had fun & it improved our culture. Some days you have to sacrifice X/O's to recharge minds.
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In 2012, one of our offensive coaches decided to eliminate script sheets for practice & call off the game sheet. We still do this today. This saves a lot of time, better prepares us to call the game and gives us more time to be with family during the week.
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Our Off and Def staffs function as teams within our staff. Chemistry is so important in hiring a coach. Sometimes the best on paper is not the best. The one who fits our staff chemistry and makes our staff better is the best hire. Chemistry>Paper
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Big day! Our DC Billy Smith rings the bell at MDA today. Battled rough cancer last season & past 3 yrs. Our FB family is so excited. We get our coach & friend back.
#SmithStrong
@jamesforty
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The pictures in our field house are chosen with much thought. Because it's my job to create a fun, energetic culture that pursues daily excellence - our branding - like these pictures - must reinforce our culture. It's teaching w/o talk.
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Lessons learned. In my 2nd job, there were times when I walked into the HC's office and he was thinking -- not watching video or scripting - just thinking about how to improve the program. Years later I realized that great leaders schedule time to think.
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Lessons learned: In my 2nd year of coaching, our RB scored a TD as I watched from behind the huddle. Our OC called me into his office that day & scolded me stating that if my player scores, I should sprint to the EZ. Energy starts with coaches.
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Lessons learned: One of my former HC gave expectations to the kids yet rarely modeled those expectations. I learned that the program reflects the actions of the HC regardless of words.
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After losing a game many coaches are quick to change schemes. Evaluate schemes but spend more time motivating and growing the people who coach and play the schemes. This will bring the greatest improvement.
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The challenging balance of a Head Coach is to give coaches the freedom to do their job but be involved enough to ensure everything supports the vision & culture of the program.
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Every Head Coach -- and every coach -- needs to create a personal "Why?" for coaching. This "why" becomes the filter for every decision and action that is made in the program -- which creates your culture intentionally.
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When we opened in 2012 we created a "practice line". To start practice, our team crosses the practice line and enters the practice field together. Our practice line is a visible reminder that once we enter the field, it's all football. Every detail matters.
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Last week we changed our 1on1's to "4on4" (4 rec, 4 DB's, 4 QB's). It's the same benefit as 1on1's, but we get 4x more reps (just like ROA). We called a route concept, the defense played man coverage and players got more reps. Simple change for greater results.Every rep counts.
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At the end of every season I give our coaches questions that examine all areas of our program. We meet for 3+ hours & I take notes as every coach talks candidly. We check egos at the door. We hold each other accountable. We add,adjust,and delete. And we improve.
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Lessons learned: As a young coach my HC asked me to completely revise our passing game. He gave me parameters then let me do the job. When I finished I presented my ideas to him. I grew so much because of the great leadership by my HC.
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Developing coaches in the off-season is more about teaching them how to think than teaching X/O’s. If you teach coaches how to think, the X/O growth will follow.
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This summer each coach on our staff is choosing one book to read and one area of X/O's to study for professional growth. If we expect our players to grow, then we must also grow. Leadership growth matters.
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Leadership learned: Many years ago I interviewed with a potential boss & we went to dinner. At dinner I noticed that he wasn't respectful to the waiter. Red flag. Great leaders respect those who offer little in return.
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Lessons learned: A former boss once told me if you are bothered by criticism from those you don't respect you're not wise. Only evaluate the criticism from those you respect.
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Lessons learned: In my first job, the HC set the workdays to begin at 6am, & sent coaches home after they ate dinner with the players on campus(college). I learned the HC's duty is to create time for coaches to be with family.
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The irony of winning is the more you focus on winning the less you win. The more you focus on giving your absolute best each day - the more you win.
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Decision-making can be difficult as a Head Coach. It's my job to make decisions that are best for the culture of our program. 10 years ago, I created a simple checklist to help me make the tough decisions. It navigates me through the process.
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Using simple schemes allows coaches to think clearly when needing to adjust quickly in a game. The more complex your schemes are, the harder it is to find the solution with a clear mind.
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The best coaches transform deep knowledge into simple, easy-to-learn concepts because they know simple teaching creates exceptional execution.
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Lessons learned: As a young GA in my first job, I watched our Head Coach hire outstanding assistants. Years later I've learned that a common trait among great leaders is they always hire great people.
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Hiring the right coach is vital to our program's culture. I have 5 "musts" when hiring a potential coach: X/O's are important, but it's the last question I ask. I want to know if a candidate fits our culture before anything else..
#Be1and0today
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Coaching is a calling of building people. We don’t coach football we coach people who play football. So rewarding to watch my son coaching to impact lives.
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Our playoff tradition is to add nameplates to the back of jerseys when we make the playoffs. Our coaches love watching the players see their jersey nameplates for the first time. My job is to build a culture that creates experiences for players & coaches that last a lifetime.
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One of the great challenges of coaching is finding the balance between work and recovery. We limit our practices to 1 hour 50 minutes and utilize "Walk-thru Wednesdays" to avoid 3 hard practices in a row. We believe that less is more.
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Working on the draft of the daily spring practice schedule. I create the big picture. Coordinators detail unit plans. Position coaches detail individual drills. All coaches are responsible for their area of practice. This helps us create efficient practices. Every minute counts.
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One of the most important traits for a coach to instill in players is confidence. Spend as much time cultivating confidence as studying X's and O's. The payoff is much greater.
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In our QB meetings, the QB's are the teachers. They draw routes, make video corrections and teach each other. After introducing our core principles, I simply facilitate. This enhances our QB growth. Teaching matters.
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Every season coaches receive unfair criticism from those who don't understand coaching. When facing criticism I remember what my Dad told me years ago -- "Consider the source" and realize many times it's better not to respond at all.
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One of our traditions is to place a name tag of every player on their locker after they graduate. This gives our current players a sense of family and tradition. We value tradition in our culture.
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Leadership learned: To attract good coaches, we work to create a culture that enriches the lives of coaches - keeping them rested to be more productive, valuing family, & creating an environment for growth. We believe good culture attracts good coaches.
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When game planning, Coordinators should be able to write the game plan in one paragraph. This streamlines thinking & eliminates waste. Great leaders should use the same process for developing vision.
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In off-season athletic period our coaches have study hall & athletics with their position group every day. My job is to create smaller family units to build our team culture. Connecting players with their coach each day maximizes the impact we have on every player in our program.
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Leadership learned: Program standards must apply to everyone on the team. If a coach is willing to discipline the star, the team quickly understands that the program standards are more important than the individual.
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We paint colors on the tips of our footballs to teach our receivers to catch the ball with their eyes. They must call the color audibly whenever they make a catch. Colors are better than #'s because there is always a color (brown) on a game ball. Every detail matters.
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Lesson learned: Wise leaders seek input but weigh it carefully because they understand it is much easier to make a suggestion than to make a decision.
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Reading is a great springboard for professional growth. At today’s staff meeting every coach shared what book they read over the break & what they learned. The insights were awesome. So proud of this staff of assistant coaches.
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Last Friday I felt our coaches needed connection time with their players. We believe in building people so we scheduled time during the athletic period to connect with players. It will pay off next fall. Your culture must have actions to back words.
#BuildPeople
#Be1and0today
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The resurrection is the greatest victory in the history of the world! Jesus is the only true fulfillment in life. Nothing else will satisfy. Jesus is the only answer for a broken world.
#HeIsRisen
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We lost a great man today. He impacted so many lives & left an incredible legacy.
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Lessons learned: Developing players' confidence is vital in building a program. There is a fine line between confidence & arrogance. Focus on practice performance & teams will develop healthy confidence. Focus on game results and arrogance will corrupt the program.
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Lessons learned: One season, I didn't get buy in with one of my players so I read a personality book about the best methods to motivate each personality type. I changed the way I motivated & disciplined him & he became my best leader. Coaching methods matter.
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Lessons learned: Be secure enough to shorten a practice when needed. If the execution is bad but the effort is good, they've given you all they have to give. Stop practice, let them recover & be fresh for the next day.
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The best leaders hold their people accountable by setting a high standard & evaluating their performance by the standard. Using a standard creates consistency & eliminates letting things go unaddressed.
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On a Friday over 2,000 years ago was the greatest tragedy in world history — but days later became the Greatest Victory. Jesus is alive!
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Removing emotion from decision-making provides a clear solution. Follow your principles, ignore your emotions & make the decision.
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At our staff meetings our coaches give an update on every player in their position group. Our coaches have the authority to make depth chart decisions about their position. They are with their kids daily so they bring great perspective. Ownership matters.
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Leadership lessons: Succeeding a good Head Coach (or leader) is a challenging task. Just being an OC/DC doesn't guarantee success. The best successor is someone who can live & lead the culture. Great leaders capture the hearts of those they lead.
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Many of our program initiatives come from our coaches' ideas. When a coach presents an idea that fits our culture, we let him plan it, organize it, then lead it. Coaches are at their best when leading an initiative they're passionate about.
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We take a conditioning test at the beginning of spring ball and on the first day of fall practice. Players must pass the test before they can practice. This ensures safety and accountability in our culture.
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Networking opens doors of opportunity but improving leadership skill is the elevator for advancement.
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Lessons learned: When your veteran players know your concepts/schemes well enough to teach it to the younger players, then they have mastered your schemes. Good teaching comes from mastery of the subject. Let your veteran players do the teaching.
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At the end of every practice our position coaches ask their players "What did you do well today?" and "What is one thing you can improve?" This creates a daily focus on continuous improvement.
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Lessons learned: If you want to evaluate the effectiveness of a coach watch the game video. Many coaches have X/O knowledge but the true litmus test of a coach is the game video.
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Placing people in areas of strength is a trait of good leaders. Recognize the strengths of your people, give them authority in that area and let them run with it.
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There’s a lot of things I’m grateful for in life but one of the most grateful is being married to my wife Angie for 30 years. Special day today. Coaches wives are special!
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We use colors for our depth chart huddles (green, black, gray, white) to increase efficiency at practice. How many times have we heard a coach yell "I need a tackle!" and slow down a drill? That's why we use huddle colors. Every minute counts.
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