Dan Tudor

Join The Newsletter and Stay Up To Date!

Text Size Increase Decrease

Athletic Recruiting Technology Moving Beyond Just Keeping Track of ProspectsMonday, January 26th, 2009

by Carrie Bigbie, Selling for Coaches

Being a head softball coach for 8 years, Leslie Huntington at the University of Wisconsin – Eau Claire has tried all different kinds of recruiting databases, from Excel to high-priced systems loaded onto her office computer.  “Some of the systems we were using would do part or most of the job we wanted it to, but none of them did everything,” says Huntington.

That changed when her program – winners of the 2008 Division III National Softball Championship – started using Front Rush as their primary communication tool for recruiting and communication.

Leslie Huntington, Head CoachBesides using the Front Rush database to track recruits, she also uses the other features to manage her contacts, current roster and alumni of the program.  With the contact feature, Huntington can keep track of and contact the other Division III softball coaches in the country.  Since she is on the NFCA All-American Committee, she uses this feature to quickly contact other coaches to communicate with them about committee business.  It’s easier and more convenient than regular email.

Sometimes coaches need a way to communicate with their staff and team quickly and don’t have time to call each and every person.  Within the Front Rush system, coaches have an easy way to keep up with their current roster. 

“One of the best aspects of the roster feature is that I can send a text to the team if any practice or game plans change,” says Huntington.  “I use this function of Front Rush almost on a daily basis.” 

What about former players who are now valuable alumni?  If you want them to know everything that is going on with your program since they graduated, this feature of Front Rush will help you keep in touch with them…just like Coach Huntington’s program does.  With the alumni tracking function, all you have to do is just a click a button to move players from being a senior to an alumni. 

National D3 Champions“I have built relationships with my players over the years," says Huntington, "and it is great to be able to keep them updated on what is going on at UWEC.”

As Huntington and her team begin defense of their 2008 national title, using a convenient web-based system like Front Rush enables her to spend more of her time coaching her team.

“Front Rush has everything I want a database to do,” says Huntington, “It does everything I need it to do, and it’s also very affordable.”

Recruiting – and Training – Your Future Team LeadersMonday, January 26th, 2009

Mandy Green, SFC Team Building Expertby Mandy Green, Selling for Coaches

When coaches are deciding who they should offer a roster spot or even a scholarship to, intuition and gut feelings can play a major role in the decision making process for many important things, including identifying potential leaders out of several players they may be recruiting. They all may appear to be equally talented and qualified and to choose the best fit for your program can be a daunting task. The choice you make can have a lasting impact on the success of your program.

For your program to continue to grow and be successful, you need leaders on your team. Coach, I am writing this article in an effort to help you fully understand the difference between those who are great players and those who are great leaders of players.

Effective leaders within your program have the vision to see what needs to be done, are not afraid to take action, will hold their teammates accountable, and will motivate and energize their teammates to perform to their potential. Having strong leadership within your team in place, you’ll find it much easier to build a strong, respected and prosperous program.

Identifying recruits with leadership potential is not always easy. However, to ensure your programs continuing winning performance, you need to identify these people and nurture their leadership potential.  Its beginning to be a reoccuring theme at our SFC Recruiting Conferences because coaches know that it is important, yet lack some of the necessary skills to accurately identify that potential in athletes.   

Leaders on the teamLeaders aren’t necessarily the high performers – they may not demonstrate the greatest technical skill in your sport or even be a starter. High-potential leaders are often the people who want more and do more. They’re the ones who embrace changes and try to help others. They make your program better in terms of performance and culture.

So, how do you identify those recruits who potentially have what it takes to lead others?

It’s common for college coaches to label high achievers as potential leaders. Unfortunately, it’s not that simple: If players perform well, that really only shows that they’re well suited to their sport.

Let’s look at two examples:

  • Gina, is a very good point guard. Her teammates admire the work she does on the court, and it’s very likely she’ll be one of the most highly recruited point guards in the country because of her vision of the court and defending ability. However, she is very quiet and leads by her actions.
  • Natalie is an above average point guard but not necessarily extraordinary. What stands out is that she has forged great relationships with every single player on her team. Because of this, whenever coaches feel a change needs to occur within the team, the coaches count on her to see the benefits and motivate her teammates to accept them.

Who is the real leader?
 
Chances are that Natalie is a more promising leader than Gina. You won’t know, though, until you look a lot deeper and observe many more behaviors both on and off the court. What’s clear from the start is that player performance, by itself, is not a reliable indicator of real leadership potential.  In working with college programs to help build strong team-building initiatives for our clients, I see this mistake being made by coaches on a regular basis when we start work with a college.

I believe that most every athlete can develop leadership qualities, but some recruits may already be more advanced in their ability to do well in leadership roles.  It’s up to you, Coach, to make the right call and identify the right players as soon as possible. 

There are six identifiable behaviors that will usually tell you if one of your athletes has this high leadership potential. For SFC Premium Members, I’ll be telling you about these six traits, and give you 34 questions to help you identify them.  You can look for these personal attributes in the players that you are recruiting, as well as those members of your current squad.  If you aren’t a Premium Member yet, sign-up before this Thursday.

And, if you want help in identifying the characteristics and traits of your current players – on and off the court – you can now use the same psychological reports that the NFL and Major League Baseball use to evaluate their prospects before they select them in the draft.  They are turning into a reliable barometer for college coaches to use in quickly and accurately identifying how their team will perform, as well as who the leaders (and followers) will be.  Click here to learn more.

How I Created My 12-Month Recruiting PlanMonday, January 19th, 2009

Mandy Green, Selling for Coachesby Mandy Green, Selling for Coaches

I have been a college soccer coach for over 10 years now.  When I first started out as an assistant in my early 20’s (and not married yet), I LOVED going out and watching potential student-athletes play for 10 hours a day at tournaments.  I really liked the process of writing to them, hearing back from them, getting them on campus, and then ultimately getting them to commit to our program.  At the time, I could afford to spend 40 hours (or more) a week on recruiting. 

Then I became an associate head coach, had to take on all of the responsibilities that came with it, and was in a serious relationship with the man who would become my husband.  Even with all of these new responsibilities, I wanted to continue to spend as much time on recruiting as possible because I knew that the success of the program depended on it.  I gave it my best effort for a while and then reached a point where I was frustrated, burned out, and had the hopeless feeling that I wasn’t doing any one of the things I was responsible for well. 

I knew something had to give but I just wasn’t sure what. 

First, I went out and spent a fortune on coaching books and soccer conferences.  Then I decided to attend one of the recruiting workshops offered by Selling for Coaches.

At the workshop, I was like a sponge.  I frantically wrote down every piece of information I was taught on how to get our story out there to recruits, how to write more effective letters, developing better questions to ask prospects on the phone, learning a new way to deal with objections and new ways to recruit parents…and more.  I left the workshop more excited about recruiting than I had ever been.     

Back home, I sat and talked to my assistant coach that night after the workshop about all of the Trying to get organizednew, productive, and more efficient ways we were going to go out and recruit.  I was so excited about all of this new information that I felt like I couldn’t sleep. 

Then I got overwhelmed with all of it.  It was all such great information, but when and how was I going to find the time to apply all of it to my program with all of the other stuff I had to get done?
I needed a plan.  I thought back to the process that Dan Tudor took us through at the workshop, pulled out the forms he gave us to use as an outline, and started writing.   

First, I wrote down and evaluated everything I was doing from a time perspective.  I made a list of all the recruiting activities I was doing in a week (watching games, writing letters, emails, phone calls, on-campus visits) and determined how much time I was spending on each.  What an eye opening exercise that was for me.  I realized that I was being inefficient, I was unorganized, and was spending too much time on things that weren’t producing results. 

I prioritized my list of recruiting activities to make sure I was focusing on things that would generate the greatest results, I figured out what time of the day was best for me to get my recruiting business done with the fewest interruptions, and I gave each recruiting activity a specific amount time to complete.  Just by managing my time better, it was amazing how much more time I had in the office to prepare for training or for managing the team.  I got into the office at the same time as I usually did, but was able to leave earlier with less stress and more of a satisfied feeling that I had actually accomplished something.        

The next step I needed to take was to develop a 12-month recruiting calendar, similar to what we do now for coaches who become part of the Total Recruiting Solution plan.  In the ten years that I had been a coach prior to that workshop, I never sat down and planned out a year in advance.  It never occurred to me to do it, and I also didn’t think that I had the time to sit down and plan a year in advance.  It took me about a week to get a good foundation, but boy was that time well spent. 

I created my plan by focusing on themes and topics for each month of the year, I used SFC’s advice with my letters and emails to shorten them and change the message to get more of a response, and I worked my message around important deadlines or events on campus. I also figured out when and how I was going to recruit parents, their club and high school coaches.  Planning ahead of time what I was going to say to recruits, parents, and club coaches each month was such a stress reliever for me and I know that it will be for you if you take the time to plan your next recruiting year. 

Now, I’m a part of the SFC team as well as continuing my coaching career.  And, I’ll be getting to help you – my fellow college coaches – in helping bring organization and meaning to your team plan and the way you develop that team to reach the goals you have set for them.  That topic will be discussed in our upcoming Developing You AND Your Team workshop in St Paul, MN on April 4th and on May 2nd in Portland, Oregon…I hope you can attend either session, or one of the other conferences we’re hosting this Spring. 

If you have a plan that you have already written and would it reviewed, feel free to send it my way at mandy@sellingforcoaches.com.  Or, if you need help developing a plan for your team, make sure to join us for those upcoming conferences for college coaches. 

Organized Recruiting Made Easy, Thanks to TechnologyMonday, January 19th, 2009

Maggie BlissOrganizing their daily recruiting efforts is not nearly the challenge it used to be for one savvy lacrosse coach.

Front Rush is making recruiting easier and better,” says Muffie Bliss, head lacrosse coach at McDaniel College outside of Baltimore, Maryland.  On the field, Coach Bliss is an impressive leader: In her first season as a 24-year old coach, she turned-in the best finish in the program’s three decade history!  Off the field, she wanted to show she could turn things around as well.  The web-based recruiting database has helped her program keep track of their current roster, recruits, and even alumni. She has used all three aspects of Front Rush on a regular basis to improve communications with all of those groups important to her program’s long term success.

Bliss likes the fact she “can track recruits and share their information with the other coaches, athletic department, and even with admissions”.  That added communication with the school’s admissions department is critical, since McDaniel College is a private school that lives or dies based on smooth communication with the admissions department.  “Everything is in one place and can be used in all of our recruiting efforts”, says Bliss. 

Front RushThe aspect of the program that has made the biggest impact keeping their recruiting organized: Coaches at McDaniel can track all communication – every telephone call, every email, and every letter – that either she or her staff has had with each recruit.  If a member of their staff speaks with a recruit, they will know exactly what was said as soon as the coach makes the updated entry in the Front Rush system.

There is also no need for any of the coaches to have a flash drive with them all of the time to access the system.  With Front Rush, the coaching staff can access everything on the internet and can see everything that is going on with a particular recruit. 

“Front Rush makes me feel like I’ve done my job better and more efficiently,” says Bliss, “and I have definitely seen the difference it has made in my recruiting efforts.”

Why a Little Recruiting “Charm” Goes a Long WayMonday, January 19th, 2009

When a coach gets the opportunity to get in front of an athlete and begin recruiting them one-on-one, establishing a personal connection is vital.  In many cases, that’s what is going to be the deciding factor for the athlete as they make a decision about you and what you’re offering them.

So, like it or not, a lot of decisions come down to you and how you connect with your prospect.  That’s one thing we talk a lot about in our new recruiting workbook, "Selling for Coaches: Advanced Recruiting for College Coaches".  Developing a relationship with both the student-athlete and their parents is the big key to gaining an advantage over your competition in the battle for recruits.

However, there’s another aspect to how a college coach develops their relationship with a recruit thatCharming can give you an edge when you’re face to face with them: Being "charming".

Charming?  Yes, charming.  Being recognized as a coach that is caring, interested in the other person, and complimentary.  Those are just some of the aspects that coaches need to master when it comes to quickly establishing rapport with your prospect. 

Here are five other ways to up your charm factor:

  • Show acceptance right away.  Your prospects are nervous when they first meet you, talk to you over the phone, or even when they exchange emails with you.  You need to understand that there is a good chance they are worried about your view of their life…their home…their neighborhood…their family.  One of the best ways to make a quick, memorable connection is to show acceptance through your actions and words.  Letting your prospect know that you feel he or she is just fine the way they are is key in establishing a good foundation for an ongoing relationship.  One important point: You need to demonstrate specific acts of acceptance…taking lots of time to interact with siblings, spending time on the phone with mom and dad…those are just two real-life examples I’ve heard from coaches who "get it" when it comes to making a real connection by being genuinely, sincerely charming. 
  • Find something to admire about your prospect or their parents.  Why admiration?  Because its one of the most powerful ways to connect with your prospect.  And, it’s something that most coaches don’t focus on.  But when a coach shows admiration towards an athlete and his or her parents, and tells that athlete why they admire them, it boosts the ego of the athlete and gives them good reasons to want to build the relationship and listen to what you have to say.  This step is critical, coach.  Make sure you verbalize your admiration for your prospect.  
  • Show approval for something done right by your prospect.  As in, "Susan, I really like the fact that you’ve done a lot of personal training during the off-season."  Or, "Brad, you’ve done a great job bringing up your grades last semester."  Approval is something everyone seeks, especially high school athletes.  Make sure you mention something positive that you approve of to your prospect.  By the way, if you want more specific tips like this, I encourage you to be a part of one of our upcoming regional recruiting conferences…we’ll be loading-up attendees with lots of new strategies and tips when it comes to interacting with today’s athletes and their parents. 
  • Show your prospect LOTS of appreciation.  This one applies to your prospect’s parents, as well.  Always be appreciative of the things a family does to welcome you and make you comfortable.  The same advice holds true when you’re hosting a family on campus, or even when you’re interacting with them over the phone.  To be honest, most coaches already know this.  However, many could take it to a new level by not just saying a polite "thank you", but giving some reasons why their courtesy as a host made an impression on you.  Mom and dad are looking to impress you, coach.  Make sure you explain to her why you felt right at home.
  • Pay close attention to your prospect.  Another somewhat obvious item on our list, but think about this one: Are you missing opportunities to pay attention to your prospect?  Are you aware of how they’re feeling throughout the process?  If they’re embarrassed by something their parents say?  If they are proud of a certain accomplishment, and want you to take notice of it?  After a tough loss or other disappointment in their high school career, are you taking some time to build them up again?  Pay attention, coach.  Pay real close attention! 

Turning on the charm makes your prospect feel accepted, and gives you the edge in establishing a quick connection with your prospect.  And by the way, all of this "charm" isn’t something that you fake your way through.  Your prospects and their parents will smell a fraud a mile away, so make sure these tips are something you make part of your natural one-on-one recruiting style. 

You can’t recruit without making a connection, and you can’t make an effective connection without being at least a little bit charming.

5 Things That Separate GREAT Coaches from Good CoachesMonday, January 12th, 2009

by Mandy Green, Selling for Coaches 

If you are like most coaches out there, you didn’t win the National Championship in your sport…you didn’t get every recruit that you wanted…and, you may have fallen short of a few of your team goals.

Just like everybody else, at the start of the New Year you probably set new personal goals, new team goals, and new recruiting goals. 

Mandy GreenThe potential problem?  A new year and new goals, but the same old behaviors. 

My question to you is this:

WHAT ARE YOU GOING TO DO DIFFERENTLY IN 2009 TO MAKE SURE YOUR VISION AND GOALS AS A COLLEGE COACH BECOME A REALITY?  

Let me put it another way: What are you going to do to make sure you are separating yourself from the coaching pack who are merely "good" so that you can become "great"?     

As you already know, you are responsible for setting the vision for your program; responsible for putting into place a process and plan whereby the vision can be achieved; responsible for motivating and inspiring others in pursuit of greater goals than they themselves might have believed possible; and, you are responsible for providing both momentum and urgency for achieving your programs goals. 

Dreaming for an outcome can be helpful as you set your initial vision, but there is a big difference between wishing for something and actually doing what it takes to make it happen. Detailed planning is an important process no matter what your goal– taking a dream vacation, losing weight, or building your program.

The majority of coaches have no written plan to accomplish their goals so they have a tendency to get into a rut and keep doing the same things over and over. And if those things we are doing are not moving us any closer to our goals, something needs to change.

One thing that separates successful coaches from less successful coaches is their plan for making their vision and goals a reality.  

Successful coaches we work with at Selling for Coaches are fully aware of the fact that success is not just a matter of desire, but rather the by-product of preparation and hard work.  The more you plan your work and then work your plan, the more likely it is that you will be successful. 

To a point, it can be relatively easy to have a plan.  The difficulty lies in the details involved in developing a sound plan.  Here are some proven ideas to get you started on writing your plan of action for 2009.  These are the same principles we teach at our On-Campus Workshops and Recruiting Conferences, and they work: 

1. Write down the goal you want to accomplish or the thing you want to change about your program, team, recruiting plan, or your personal life. 

2. Brainstorm.  Write down everything and anything you can think of that pertains to accomplishing each goal.  Don’t hold back and do not leave anything out, you can always cut down on your list later.  As you brainstorm, one idea will lead to another…things you have not considered before will come to mind, and you will start to form an idea of the steps it will take to realize your goal.  Some things to ask yourself about for each goal are:

  • what does the end result look like?
  • what is your timetable?
  • what skills do you need, and if you don’t have them can you find someone to help you?
  • what resources will realistically be available to you within your athletic department?
  • what concrete action steps will you need to take?
  • who will help hold you accountable for your progress (or lack of it)?
  • how will you determine what you want to be different about your current situation compared to where you want to be?
  • what are you willing to change?
  • what could go wrong?

3. Get Organized.  Now is the time to organize the thoughts and ideas that you came up with while brainstorming.  Without organization, answering all of those questions above is meaningless. 

A. Prioritize each goal.
B. Break each goal into detailed, specific, manageable action steps.  Short term accomplishments are critical for motivation.
C. Create your timetables for each goal.
D. Document who is going to hold you accountable for each goal.

4. Set aside time each day to accomplish your goals.  Decide on one or two things that you can do each day that moves you toward your longer term goal.  A written daily to-do list can be a big help to keep you on track.

5. Be assertive and take action!  Opportunities don’t just drop in your lap.  The action that you take doesn’t have to be perfect.  It’s better to take at least some kind of action and get momentum going than to sit idle and wait.

You’re much more likely to advance your college coaching career by planning and working toward a goal than you are if you never chart a course for success.  Accomplishing goals can be complicated and a lot of work.  When you prepare a specific and detailed plan for how you plan to take action with your personal, team, and recruiting goals, the work of making it happen becomes more clear and doable. 

Creating an action plan will help you to reduce stress, stay focused and motivated.  Chances are your plan will need to be adjusted and will not go as perfect as planned.  Be flexible, be persistent, and keep working towards your goals no matter what happens.

If you’re a SFC Premium Members, you are going to be getting more detailed information on how to create and implement your personal, team, and recruiting plan later on in the week.  We’ll give you some more practical ideas on how to put it to use so you can see the maximum benefits as soon as possible. 

Using the Same Psychological Tools That the Pros UseMonday, January 5th, 2009

Selling for Coaches is launching a new partnership with Dr. Robert Troutwine,the developer of the Troutwine Athletic Profile (TAP).

The TAP is used by coaches and teams in the NFL, Major League Baseball and the NBA.  The TAP’s findings give pro coaches and general managers incredible insights into their potential draft choices and even their current athletes on the roster.  They use that information to gain unique insights into the potential of an athlete…the leadership qualities in their athletes…and much, much more.

Troutwine Athletic ProfileBefore now, Troutwine’s reports have been reserved mainly for professional teams and coaches.  But now, through this partnership, college coaches will have the ability to get the same insights as their professional counterparts.

"The TAP measures the athletic intangibles of a player", says Dr. Robert Troutwine.  "Most coaches immediately identify with the word “intangibles”.  More recently, coaches also seem to understand when told the TAP addresses the character of the athlete.  In either case, the TAP can tell a coach about the player’s competitiveness, mental toughness, composure under pressure, ability to adjust."

"This information is vital for recruiting and developing players", adds Troutwine.  "Thus, the TAP process begins with the player completing the assessment, then the report is initially used to determine which player best fits a college coach’s program and finally, once the player is on board the results will give the coach an edge in coaching the athlete."

That’s something that some of professional sports’ top coaches have known for years, and rely on every time they get ready to draft a new player.

"I’ve been familiar with this for over 10 years…I’m telling you from experience this gives you tremendous insight into players, yourself, and your program", says Bill Belichick, Head Coach of the New England Patriots.

For many coaches, there are several surprises that come from the TAP.

Dr. Robert Troutwine"They are surprised that the TAP only takes about 15 minutes for a player to complete, yet the report contains so many detailed observations", says Troutwine.  "Sometimes they are surprised by a specific finding in the results—something about the player that they had not noticed before, but after reading the TAP report they realize it was right there under their nose the whole time."

The partnership between Selling for Coaches and Troutwine has resulted in special reduced pricing for college coaches who want to use these incredible reports for their teams and recruits.  Unlike the pros – who pay thousands of dollars for the same report on just one top prospect – college coaches can get reports for their entire team for just a few hundred dollars.  For Athletic Directors, they can get reports for their entire department for similar savings.

For more information on these new tools, click here

If you have further questions, or would like to see a sample report, email us at dan@sellingforcoaches.com.

5 Ways to Build Persistence in Your RecruitingMonday, January 5th, 2009

I’m not one for making New Years resolutions.  I’ve tried them before, but for whatever reason they don’t work out.

Actually, I’ll take that back.  I know why they resolutions seldom work out: There’s no plan behind them.  There might be good intentions, hopes and aspirations behind them, but seldom will you find a rock-solid plan behind most New Years resolutions.

Its the same thing with building persistence in your recruiting.  By "persistent" I mean regular,Treadmill consistent, planned recruiting for each and every prospect on your list.  Just like a New Years resolution, you probably have every intention of being a persistent recruiter.  But just like all those barely-used treadmills that show up in your local classified ads every February, maintaining persistent recruiting habits are easy to push to the back of your "to do" list as a college coach.

Unless, that is, there’s a plan behind it.

That’s what I want to give you today: A real plan to develop consistent, winning recruiting habits this year.

But before we get to my five-step plan for building persistence in your recruiting, lets get one thing straight: Persistence is a state of mind; therefore, it can be cultivated and coached. 

You should also realize that persistence is the result of some concrete causes that you have complete control over as a recruiter and a college coach.  They include:

Having a definite purpose.  Write down a recruiting goal that you want to achieve.  Write down a monthly goal, and post it where you can see it.  Write down a yearly goal, and post it where you can see it.  You must write them down.  It helps you focus and keep that goal in mind.

Desire.  That’s an emotion that you can control.  So, what is your level of desire when it comes to recruiting?  On a scale of 1 to 10, where are you?  Be honest with yourself, and find ways to ramp-up your passion for this crucial aspect of your profession.

Be self-reliant.  That means you know how to do your job as a recruiter, and you’re good at it.  Moreover, you should take the steps to make yourself better at the art of recruiting.  Our whole mission here at Selling for Coaches is to give coaches the tools they can use to become self-reliant recruiting pros.  Don’t wait for someone else to teach you…take control of your career and get the training you need.

Having definite plans.  They don’t even have to be good plans or practical plans, but as long as they are organized they will prompt you to be persistent.  And that’s what we’re talking about here…developing persistence.

Accurate knowledge.  Want to make sure your plans are good and practical?  Acquire accurate knowledge from a proven source.  If you know that a plan is sound and is proven, recruiting gets a lot easier.  Continually "guessing" versus actually "knowing" cripples your ability to be persistent.  That’s why we developed the Total Recruiting Solution plan for coaches…it’s proven, it works, and it gives the coaches who use it a sense of "knowing" what to do next.  Knowledge put into action is powerful stuff.

Cooperation.  Getting on the same page with your staff, and working together with common recruiting goals, does incredible things for fostering an attitude of persistence.

Habit.  This is the secret weapon that many coaches still haven’t mastered.  Don’t like recruiting?  Have a fear of making that first phone call of the night?  Those fears can be cured by forced repetition of simple acts of scheduled, habitual recruiting.  Take your #1 least favorite recruiting task and try to do it at the start of every day, or at least at the same time every day.  Persistence is the direct result of habit, which you have the ability to control in your daily schedule.

So with those things in mind, Coach, here they are…the five ways to build persistence in your Dan Tudorrecruiting:

  1. Have a definite recruiting goal fueled by a passion for making it happen.  Does this describe you?
  2. A definite recruiting plan that is expressed in ongoing, tangile actions.  Is that the way you recruit?
  3. A mind that blocks out all the negative thoughts that accompany most recruiting cycles.  Stuff like, "We could never sign a kid that good" or "We’ll probably lose her to that other school in our conference".  Get rid of that kind of thinking.  It will eat away at your confidence, and destroy your ability to be persistent.  Are you guilty of negative thinking from time to time?
  4. A strong alliance with a fellow coach.  There is strength in numbers, especially when it comes to recruiting.  Do you have that?
  5. The ability to look past the work and see the victory.  Yes, persistent recruiting takes work.  A lot of it.  But you need to find a way to focus on the prize at the end, and not the step-by-step process its going to take to get there.  Can you do that?

Some coaches are going to get done reading this and label it as "hokey" or just a bunch of psycho-babble.  They’ll do that because there isn’t some one-size-fits-all answer to it that "fixes" their persistence problem in one easy reading.

If you are of those coaches, take notice that persistence isn’t about finding some secret formula…it’s about coming to the realization that developing persistence is a step-by-step process that, over time, will pay big dividends to you as a college coach.

And, if you’re one of those coaches who still doesn’t get it, you’ll eventually get beat in the recruiting game by a coach who does.

We don’t know if they will help you build persistence, but the Selling for Coaches Recruiting Workshops will help you develop superior recruiting skills, and show you innovative techniques for everything from overcoming objections to coming-up with amazing recruiting letters.  Check to see when we’ll hosting one in your region of the country by clicking here.  You can also bring us to your campus to work with you and your staff one-on-one for more personalized training.

 

Categories

Archives