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Expand Your EmojicabularySunday, July 31st, 2016

ken1by Ken Whittaker, Front Rush

I have a confession to make. I used to think emojis were useless. I didn’t get the point. When I made the switch from Android to iPhone (gasp!) in 2011, emojis were just gaining popularity. Some of you might remember that to even enable emojis on the iPhone, you had to go to the keyboard settings and add the specific emoji keyboard (the horror!). A friend of mine stopped by my dorm room one day, and must have noticed I was still typing emojis the “original” way 🙂 She said something like, “You gotta get emojis” before leaving. “Nah,” I thought to myself, “it’s faster to type the symbols.” Fast forward five years, and 😍.

Now, if you don’t know what emojis are – you’re probably very confused. In short, they are cartoon like representation of emotions, images, shapes, food…and just about anything. It’s not a new concept – but neither is Season 32 of Survivor. Everywhere you look – emojis have popped up. Just last week my auto insurance company sent me a statement reminder and had a dollar bill emoji in the subject line. This naturally begs the question – are emojis professional? I wouldn’t venture that far – but when used in the right context – they can be a great tool. They’re funny and can often summarize a feeling that might otherwise be too awkward to type out in words 🐢.

At Front Rush, we use an instant message client to communicate as a team, which is especially convenient considering many of us work across the country. It’s no secret that emojis are a huge part of our day to day interactions – whether they are for fun, to drive a point home, give props for a job well done, or even help to take lunch orders 🍕. There is no question that your recruits and players use emojis. I’d be willing to guess most of you also use them as well. Here are a few ways you can use emojis in your day to day recruiting methods:

Break the Ice

Using emojis when communicating with recruits lets them know you’re a fun person (I know you are) – someone that’s not just all about business. It gives a message more of a personality and could even help with some confusion. For example, “I saw your video from last weekend’s tournament” vs “I saw your video from last weekend’s tournament 👏” Subtle, but it definitely sends positive vibes their way. The best (worst?) part is there’s no limit to how many you can use, however…

Don’t Go Overboard 🙄

Some people like to string multiple emojis together to create a sentence. Honestly, I never really saw the point in this. I think of emojis as helpers, not complete replacements for entire words in a paragraph. It’s possible this mentality might change in the near future, as Apple has announced a feature coming in the next version of iOS that will allow users to tap on a word and replace it with an emoji. 🆗👍(That’s emoji for, “Hmm, ok. Got it.”)

International 🌎

If the situation arises where you’re still brushing up on your foreign language skills, emojis can help you in a bind. As I mentioned earlier, emojis can represent just about anything – including emotions. It’s like tech slang, so the more you can pull from your existing emojicabulary, the safer you’ll be.

Familiarize Yourself 🤓

Ok, so maybe I haven’t sold you yet. Maybe you’re still acting like the 2011 version of me who was a holdout. The truth is, emojis are just such a common part of texting, instant messaging, and even emailing, that there’s no doubt you’ll come across them if you haven’t already. Emojis are continually being added to the universal library (in fact, 72 new emojis were released last month), so it’s important to know what they are and what some of them mean. This resource (http://emojipedia.org) will help you get started.

Developing Your Recruiting RelationshipTuesday, July 26th, 2016

By Jeremy Tiers, Director of Admissions Services 


At a time when colleges and universities are looking especially hard at the bottom line, admissions professionals must be able to consistently market and sell their school to prospective students and their parents. That’s the bottom line.

One of the biggest challenges we’re often asked to address during our On-Campus Training Workshops is how to get and keep the attention of today’s prospects. It’s an on-going battle that’s for sure. If the teenager or twenty something on the other end wants to ignore your recruiting message, you can’t stop him or her. What you can do however is provide them with compelling reasons to choose your school over the competition.

Here’s even better news! You don’t need to have a big time budget to successfully communicate your message and cultivate a positive relationship. You just need a few easy strategies that savvy business professionals use on a daily basis.

Think about how you develop relationships in your personal life. Any good relationship is built on trust. When there’s trust, there’s loyalty. When a relationship has those two characteristics that means there’s a genuine concern for each others’ well being.

Your recruiting relationships should be developed the same way. You cannot expect your recruit and his or her parents to commit to your institution if they don’t trust you. When you build trust, loyalty will follow. Your recruits will want to continue to interact with you rather than your competitors.

It’s important to start establishing those real, caring, long-term relationships with your prospects early in the recruitment process. If you do, you’ll have an easy time proving to your recruits (and their parents and others around them) that you’re concerned about them, and want to help solve their problems. You’re not just there trying to sell a college. You’re there to help.

If you want to differentiate yourself from admissions counselors who will read this and then forget about it later today, try these four proven strategies for establishing those all-important prospect relationships:

  1. Be specific when telling your recruiting story. Are you currently developing a story that tells your prospects something very specific or very memorable about your institution? Sometimes a specific focus can help you tell your school’s story in a much more compelling way, and give recruits a reason to listen to what you’re saying.
  2. Understand that different recruits have different problems. If you’re an avid reader of this newsletter, you know that your recruits all have worries, fears and hopes. Here’s the thing. Those of a traditional student (teenager) are going to be very different from those of a non-traditional student (single parent, mid-career professional). If you don’t believe that then you’ll rarely connect with prospects the way you need to if they’re going to enroll at your school. It’s your job to try and put yourself in each recruit’s shoes and develop separate messaging that will truly help them. When you do that you’re sending a strong message that you care.
  3. Make your recruiting messages personal. When you effectively use personalization during the recruitment process you stand out from the crowd. To build a close relationship with your prospect and his or her family you must communicate on a personal level no matter the type of contact. That includes mail, email, phone calls, social media and face-to-face contact. I understand doing this will take up more time and involve some creative thinking. The end result will be a feeling of being wanted. That’s something that every single prospective student is looking for.
  4. Commit to utilizing social media. Let me be clear. I’m not talking about your admissions Facebook page (although that’s not a bad idea either). I want you to invest more in your personal SM accounts. If you don’t you’re missing out on a prime opportunity to reveal the “real you,” as well as offer a behind the scenes look at what makes life at your school so great. As always, no matter what type of communication you use, you must be consistent if you expect favorable results.

A quick word of caution. Don’t ever pretend to be someone you’re not. Your sincerity, or lack thereof, will always shine through.  Teenagers today are smart.  They know when you’re telling them the truth and when you’ve embellished a little too much.

These four strategies will help you quickly establish real rapport with your prospects, and in the end increase your school’s chances of enrolling them.

We help colleges and universities improve their recruiting relationships year-round. If you have a specific question or want help developing a winning strategy call me at 612-386-0854…or just send me an email.


Part Two: 4 Biggest Mistakes College Coaches MakeMonday, July 25th, 2016

Courtesy NCSA Athletic Recruiting

In part one of this two part series, we talked about two mistakes that the former coaches and college athletes at NCSA Athletic Recruiting end up witnessing year after year:

The mistake of poor time management, and the mistake of leading a prospect to believe that you are really interested in them.

In our experience of communicating and helping coaches for the past two decades, we can tell you that there are two other critical errors that college recruiters make while communicating with their prospects:

  1. Stopping the recruiting process too early with a prospect, and…
  2. Failing to recruit a prospect’s family.

Truthfully, both of these could be tied to poor time management, as well as organizational challenges.

Stopping the recruiting process too early. Many college recruiters – even experienced ones – don’t have a long term plan for communication and “selling” their most valued recruits. They’re great during the first part of getting to know an athlete, but their strategic approach begins to crumble as the process moves forward over an extended period of time. The contact remains, of course; you’re anxious to hear if they’re interested in learning more, or want to come to campus for a visit. But have you continued to give them tangible reasons to continue talking to you, and specific selling points for you and your program? Because if you don’t, it’s going to be hard for them to gain the intellectual leverage to move forward in a serious way with you.

Not recruiting the whole family. In addition, that long term recruiting process doesn’t usually encompass a plan to develop a relationship with, and recruit, a prospect’s family. Central to that is connecting with the parents, of course, but that can also extend to siblings and grandparents. Many college coaches fail to establish an understanding of how a recruit will make their decision, and why (and who is going to be influencing them along the way within their family).

Eliminating these four mistakes as you head into the next recruiting cycle is vital. Establishing a plan within your office to get it done is the key to whether or not it will actually come to fruition.

NCSA Athletic Recruiting is a recommended resource for college coaches, and has been a trusted source for verified athlete data for over two decades. Coaches can access their free account here.

The Key to Your ProductivityMonday, July 25th, 2016

by Mandy Green, Busy Coach

As we are all hopefully enjoying our summer breaks and preparing for our upcoming seasons, I wanted to send you a few friendly reminders about how you can completely change the energy that you bring to everything you do when your seasons starts up again.

You might be asking, “Why is Mandy talking about my energy levels again?” For me, managing my energy levels really has been key to my productivity and getting things done.  If you want a great book on the subject, read the book The Power of Full Engagement, by Tony Schwartz.

How is your health these days? Can you wake up before your alarm and do what’s important, handle all the demands of the day, and put out the inevitable fires, all without ending the day exhausted and out of breath?

It’s a fact that the state of your health and fitness is a huge factor in your energy and success levels— especially for coaches. Doing what’s required to keep your team performing at a high level while staying on top of the whole recruiting process requires a ton of energy.

Like the athletes in the sport you are coaching, as a coach, you need an almost endless supply of energy and stamina.   To do all those practices, be constantly prospecting for new recruits, and ensuring each and every student athlete is having a good experience and staying on course to graduate can be exhausting. If you are overweight, out of shape, and constantly out of breath, setting bigger and bigger career, recruiting, or team goals is, in my opinion, a recipe for disaster.

The great news is that this is completely within your control! Here are three practices of top performers that you can use to ensure that your health, fitness, and energy levels fully support your program, recruiting and career goals and objectives:

Eat and drink to win. Put very simply, everything you ingest either contributes to your health or detracts from it. Drinking water puts a check in the plus column; 8 cans of Mountain Dew everyday probably won’t. Eating fresh fruits and vegetables equals more plusses. Rolling through the drive-through to wolf down some fast food, not so much. I know you know the drill. This isn’t rocket science, but you do need to stop fooling yourself. Become aware of what you’re eating and how it’s affecting your performance as a coach or recruiter.  If you are interested in really seeing how your eating is actually affecting your performance, check out my new Tracking Journal.  

Sleep to win. Getting enough rest is as critical to coaching performance as what you do or don’t have in your diet. A good night’s sleep provides the basis for a day of peak performance, clear thought, and recruiting calls after successful practices. You probably already know how many hours you need to be at your best. Reverse engineer your schedule so you are asleep in plenty of time to get all of the rest you need to perform at your best.

Exercise to win. It is no coincidence that you rarely see top performers who are terribly out of shape. Most invest 30– 60 minutes of their time each day to hit the gym or the running trail because they understand the importance that daily exercise plays in their success.  I try to start the day with 5– 10 minutes of exercise or yoga, I also recommended that you engage in 30– 60 minute workouts at least 3– 5 times per week. Doing so will ensure that your fitness level supports the energy and confidence you need to succeed in this profession. 

If you are interested in seeing how your food, exercise, and sleep really are affecting your performance, you can do that by using my energy tracking forms.  

In these energy tracking forms, you just keep track of some very simple information:  

  • Write down how much sleep you get.  
  • What you eat for each meal.  
  • How much water you drink.  
  • What exercise you get for the day.  
  • Pay attention to how your energy is throughout the day and record it on the tracking pages.  
  • Then at the end of each day, make note of what went well and what you could do better.  

 Based on the information you collect and the results that you get, you need to keep adjusting and tweaking until you find the right amount of sleep, food, water, and exercise that will get your energy to the level you need to be at to perform at your best day in and day out.    

Drones: What’s All the BuzzMonday, July 25th, 2016

cip_pic_360by Chelsea Cipriani, Front Rush

Every week, I head over to Dusty Rhodes Dog Park in Ocean Beach, San Diego with my two crazy Italian Greyhounds (semi-instafamous @izzy.the.iggy).  Throughout the year, I have witnessed many different activities in the park however, more recently, I can’t help but notice the increasing recreational use of drones.

Maybe they have always been there but there is one defining moment that I began to notice their existence.  Just for a visual, the dog park is separated by a fence, keeping the small dogs on one side, and the bigger dogs on the other.  I probably wouldn’t have noticed this drone, until Baxter, a lab mix, made a run for the corner of the connecting fences barking uncontrollably.  He launched over the fence and headed straight towards the center of the field.  It was then I realized what Baxter was after.  He was after the drone.

This drone was piloted by a young boy and his father.  They were operating the DJI Phantom 3, one of the more popular drones on the market.  There are lots of different brands of drones out there, but I have just decided to focus on the DJI Phantom Series.

The DJI Phantom 3 features 4 models to choose from.  Phantom 3 Standard (the “beginner model”), Phantom 3 4K, Phantom 3 Advanced, and Phantom 3 Professional (the “phantom that has it all”).  Each of these drones were created for High-Level aerial photography and cinematography.  The prices typically vary from $499 – $1259.

To Learn more about the features of all of the DJI Phantom drones visit their website.

Aside from recreational use, businesses have caught on to the trend using the drones mainly for  photography and video. However some companies such as Amazon are taking it further with the idea of commercial drone use for package delivery.  On June 21st, the FAA Finalized the first operational rules for commercial use of UAS (drones).  These regulations will create new opportunities for Businesses and Government moving forward.

Okay, so how does all of this relate to you?  The other day I was at the USA Women’s Rugby Sevens Olympic trials at the Olympic Training Center in Chula Vista, CA.  Out of the corner of my eye, I saw it again, a drone taking off and eventually hovering above the field.  I had to pause for a moment because up until this point, I never thought of a drone as anything more than just a cool piece of technology, but now I see how valuable it can be in athletics.

Not only does a drone have a very functional purpose when it comes to filming your practices, it is really really awesome.  Drones offer that futuristic angle for media purposes, in promotions, and highlight films, but I sat down to speak with one of the players on the team to find out if and how drone use at practice has impacted their video analysis.  Below are my findings.

  1. The View / Depth Perception: Having a higher angle allows the players and coaches to see the entire width of the field as well as distances between players.

Imagine this, you’re a field hockey coach and your main focus all week has been off ball movement.  You are putting everything together in a final scrimmage before the upcoming game.  The ball transfers from the right back, to the center back, out to the left back, and ahhh you can no longer see the right back, right midfielder, and you have no idea if those players are making the correct cuts / movement.

  1. Moving with the play:  The use of a drone allows you to move with the play from the back field to the forward line.  

Everyone has watched film.  Typically you have this one problem.  Maybe your camera is set in a lift behind a goal.  That is great when you are defending or attacking that goal, but what happens when you need to see the rest of the field.  “Is that #7 or is it #9? Oh no, it’s #6…I think.” This can help you solve that problem.

  1. Safety: No longer have your student workers, players, and coaches standing at dangerous heights which have the potential to result in injury or even a tragedy.
  1. Cost Effective: You can purchase a very advanced Drone for $1000 or less.  Now that may sound expensive, but think about the cost of a mechanical lift, or scaffolding, in addition to a quality video camera, which would easily cost $600.  

The quality of video on the Drone is so high that it will most likely be better than the quality of the camera due to its 4K resolution.  

  1.  Be known as the tech-savvy coach: Players, other teams, and most importantly recruits will think its really awesome.

When you have recruits on campus, typically when they come to watch practice they do not have much to do.  Here you can have one of your players show them all about the drone and footage and even allow them to take a turn flying the drone (if you’re feeling adventurous).  It will definitely be a memory they will remember and share with their family and friends.

In the past, the use of drones really didn’t seem practical.  After witnessing how common they are becoming and digging into it a bit more I can see how drones will only evolve more and help overcome some of the obstacles the camera and tripod may encounter.  

From creating marketing videos of your campus and your sports program to utilizing drones in your day to day practice and game film, the possibilities are endless.  If you have an extra $1000 in your budget, I highly recommend exploring how a drone may be a benefit to your program.  

New Research Means Good Things for Our ClientsSaturday, July 23rd, 2016

We’re sorry, but this message is reserved for our Clients and Tudor University coaches only. We’d love to have you be part of this group! Contact Dan Tudor directly at dan@dantudor.com to see how we can work with you, and give you access to all of our premium content on our website.

4 Biggest Mistakes College Coaches MakeMonday, July 18th, 2016

Courtesy NCSA Athletic Recruiting

Part 1 of 2

Nobody’s perfect, but if you’ve been around college coaching long enough you’ve probably seen your fair share of college coaching mistakes that have ended – or at least hampered – an otherwise bright future in collegiate athletics.

We’re not talking about strategy mistakes, or not knowing the X’s and O’s as well as their opponent. No, most “coaching” mistakes actually have very little to do with recruiting, and everything to do with the behind-the-scenes aspects of a college coaching career.

Over the years, our staff at NCSA Athletic Recruiting – comprised of 400+ former college athletes and coaches – have seen more than a few good men and women struggle to achieve coaching success. In a two part series designed to help you avoid the mistakes that have plagued so many others, we outline the four most damaging mistakes college coaches should avoid at all costs:

Bad time management. As a group, college coaches tend to me poor time managers. We complain about the lack of time we have to do our jobs as college coaches and recruiters, yet we waste time daily as a result of poor time management and not accessing free technology to that will speed up many of the non-coaching aspects of our daily lives. The result? The important stuff – like strategic recruiting communication and new prospect information gathering – gets pushed to the back-burner in favor of watching opponent video that you didn’t get to the day before, or another urgent duty that wasn’t scheduled. If that’s happening to you, make a plan to change it.

Leading on a prospect. One of the coaching cancers that can fester and grow over time is leading a prospect to believe that you are interested them, when in reality you aren’t. We realize, of course, that sometimes you need to recruit more athletes than you likely need. But there is no better way to earn a bad reputation as a recruiter among parents, club and high school coaches, and your recruits than coming on too strong and then dropping them later without explanation. It happens more than you think, and if you’re guilty of doing that, change your ways quickly. There are better ways to recruit effectively, and save your reputation at the same time. This is a long term attitude commitment that can pay big dividends over a career.

Back to time management and smarter recruiting, Coach: Want a more seamless way to recruit online and gather prospect information more efficiently? We’ve got a free technology tool that thousands of college coaches use daily to scout, track and communicate with their recruits. Click here to view the latest prospects just added to the database.

And the Award Goes to…Monday, July 18th, 2016

by Jeremy Tiers, Director of Admissions Services

For many people, like my wife, award shows are can’t miss television.

Last week I watched the ESPYs (short for Excellence in Sports Performance Yearly Awards). Once a year ESPN assembles some of the greatest athletes in the world all under one roof and then celebrates and relives the best moments of the past calendar year.

Award shows highlight the amazing work of people in any given industry or profession.  In addition to that, they bring about healthy competition and allow for both personal and team growth.

In honor of the ESPYs, last July I came up with the inaugural TCS Awards for college admissions. There is one small difference. I’m not actually handing out trophies to specific people today. Instead, I’m going to give you some very important reminders and strategies that will help you as you begin to recruit this next class of students.

Here we go.  And the award goes to:

Courage Award – This award goes to the Admissions Director who scrutinizes their recruiting communication plan every single year. I’m not referring to your marketing materials…they aren’t one in the same. You can’t expect to increase enrollment if you don’t have a consistent comm. flow plan that contains messages that engage both prospects and parents all year long. Even if you only fine-tune a few emails and letters, it’s vital that you figure out what messages are resonating and which ones are falling short. For many directors, that may very well mean you have to forget the letter writing rules of the past.

Best Breakthrough Counselor – This award goes to the counselor who made a significant breakthrough in their recruiting techniques. Instead of using the “blanket approach”, they understand that different recruits have different problems as well as different wants and needs. If you ask the right questions at the right points in the process, you will obtain useful information that will aid you in their individual recruitment.

Best Championship Performance – This award goes to the counselor, new or veteran, who has delivered the best performance turning admits into deposits. They create an emotional tie with their prospects early in the process because prospects trust those feelings as they make their final decision about your college or university. Those are the feelings you create through the various methods of recruiting communication as well as the feelings they get when they visit your campus.

Best Director/VP of Enrollment – This award goes to the Director or Vice President of Enrollment who creates and maintains a motivated and confident admissions team. They understand that, just like today’s recruit, each of their staff members is different and has different motivations. As a leader, they are consistent with their message, ask for input and new ideas, and understand the importance of both ownership and recognition. This year’s winner also values collaborating with other offices on campus, specifically financial aid. They set up cross training between their counselors and those in financial aid so that skill sets are expanded and time is used more efficiently.

Best Upset Award – This award goes to the counselor who isn’t afraid to go up against the big name competition because they know they have a winning strategy. That strategy uses multiple communication channels to deliver a consistent series of short, logical, fact-based messages as to why your school is the “right fit.” It also contains an explanation of why being the smaller name is the smarter choice. The academic reputation at your school, the smaller class sizes and individual attention…whatever makes the most sense for you to stress to your recruit. It needs to be something.

Best Comeback Award – This award goes to the counselor who doesn’t avoid talking about objections and instead confronts negatives that they consistently hear about their school early on. They anticipate the common ones (like financial aid), get clarification, acknowledge and add information, and become a problem solver for their prospect.

Best Moment Award – This award goes to the counselor whose hard work is rewarded in a major way when they get a big YES after they “ask for the sale”. Most admissions counselors rarely “ask for the sale”, instead assuming that their prospect will just tell them whenever they make their final college decision. I want you to remember that if you’ve built trust, understood your prospect’s individual needs, and answered any objections, the next logical step is to ask for this.

Thanks for being a part of the 2nd Annual TCS Admissions Awards, and enjoy the rest of your day. We’ll see you next year with more awards for admissions professionals.

We continue to help admissions departments GROW and WIN by taking a systematic, research-based approach to developing the right recruiting messaging. If you’d like to talk about how we can do that for you and your admissions team this year, email me directly at jeremy@dantudor.com

Communicating With Your Recruits After Tragedy StrikesMonday, July 18th, 2016

Turn on your favorite cable channel these days, and you’re likely to hear about a serious crisis or a tragic event.

A school shooting. A protest turned violent. And, the growing incidents of controversial police actions, as well as violence aimed at those same police.

It’s affecting communities around the country, without rhyme or reason. And if you’re a coach who has had one of these events hit close to home, you know one of the first things that crosses your mind is, “how am I going to explain this to my recruits?”

I know that’s the case because when we have a coach who we work with as a client, and an incident happens near their campus, they ask us for help. Unfortunately, we’ve received too many of those requests in recent months as our nation has watched different tragedies unfold in front of our eyes.

These events tend to put the “importance” of recruiting and college sports in serious perspective, of course. However, life – and your job as a college coach – goes on. With that in mind, as with any interaction with your recruits, what you say and do after incidents like these take place, are important.

And while each incident, and each student-athlete you recruit, are unique, we can recommend some important general protocols for any coach to follow that will help communicate with, and (if necessary) calm, your prospects after bad news breaks near your campus or community:

Understand their perspective. As bad as it seems to you (whatever “it” happens to be), understand that it probably isn’t nearly as bad in the eyes of your prospect. What I mean is that you, as a coach on your campus and in your community, live, eat and breathe what goes on at your school and in your town. Most coaches are hyper-sensitive to any potential negative news, and how it might affect the attitude towards their program in the eyes of their recruits; that’s understandable, and I’m not being critical of it (I’d actually rather a coach error on the side of caution versus assuming that everything is o.k.). What I’m saying is that just because something horrible has transpired nearby doesn’t mean you’ve lost your chance to getting that prospect to say yes. From our research and experience, that just isn’t the case.

Don’t wait for them to reach out to you. You, Coach, should reach out to them. Once the situation is over, if at all possible, take the initiative and start the tough conversation about whatever happened. Explain it from your perspective, provide a definition of how they should be looking at whatever the situation is, reassure them, and ask them to ask you questions about it. I would suggest that there are questions or concerns that they will hold back from telling you, so be politely persistent…let them know it’s o.k. to talk about it.

Your tone is as important as your words. Your non-verbal communication is key here, Coach. The more confident, relaxed, and reassuring you sound on the phone, or in person during a home or campus visit, the better. If you take the attitude that you’re going to try to have an open, honest, heart-to-heart conversation with them, you should be fine. But be conscious of the tone you take.

Leave your politics and personal views at the door. Unless it’s a natural disaster you’re referring to, don’t insert your strong political viewpoints in the conversation (Democrats and Republicans can agree that all natural disasters are a bad thing, right?). We hear about so many instances of a parent having a conversation with a coach, the coach dropping a hint at a political belief or opinion on a matter, and then that parent using that disagreeing viewpoint as a reason for eliminating that program from consideration. Such is the world we live in, Coach. Parents – and even some of your kids – can be easily offended by a voiced viewpoint on a crisis or controversy. Keep it in mind, Coach.

Give details on why your team was safe during the incident. If an athlete is truly interested in your program, they’ll be looking for reassurance from you. They want solid, logical reasons to explain why the incident in question is something that, in the end, shouldn’t be something to worry about. In short, they want to “know how to think” about something that happened that may have affected your program. (If you’re our client, let us know anytime you need us to formulate a strategy and the right wording for conversations with your recruits after a crisis is over).

The research says your written and verbal communication counts. If you talk to them over the phone or in person, follow it up with a written summary of what you said. If your first contact with them is via email, letter or social media, follow that up with a phone call.

Don’t use a tragedy against an opponent. Want to discredit yourself and appear downright sleazy in the eyes of your recruit? Try to use a tragedy or crisis against an opponent in the form of negative recruiting. Not only will it not affect their view of your competitor, our focus group testing tells us quite clearly that it will almost immediately discredit you as a likable, trusted coach.

Your goal after a crisis is to provide context of the situation for your prospect. If you don’t, they’ll quickly invent their own story and definition of what happened.

To be completely clear, Coach:

The intent here is not to mislead your prospect or “trick” them into believing some kind of alternate reality. Your goal, as their trusted source, is to give them an understand – from your perspective – as to why a tragedy or crisis shouldn’t be the reason they end up saying no to you and your program.

Your communication plan is the most important part of how you recruit your future team. How are you communicating with your prospect class when there isn’t a crisis to explain? It’s going to determine the caliber of recruit you end up bringing to campus. Since 2005, we’ve helped hundreds of coaches and their programs take a systematic, research-based approach to developing the right recruiting messaging. If you’d like to talk about how we can do that for you and your program this year, email Dan Tudor directly at dan@dantudor.com.


A smart way to control your scheduleMonday, July 18th, 2016

by Mandy Green, Busy Coach

Due to the nature of the work, coaches have to follow a flexible schedule. You need to be free to accommodate the needs of your teams and recruits and other administrative staff with whom you work.

But coach, you don’t have to turn your schedules over to others as much as you may think.

The most successful people in any profession are usually highly scheduled. Have you ever met a successful doctor who tells patients to “come on in any ol’ time”?

No, doctors have highly scheduled lives. They have blocks of time set up for seeing patients, performing surgeries, and working at their hospitals. They know how many patients they need to see each day to create the lifestyles they choose to live.

Is it possible for you to run your program the same way? It’s certainly more efficient than the way most of us coaches run our programs now.

Time blocking involves consistently setting aside time for the high priority activities.  Time blocking will provide some much needed structure in your day and as long as you avoid getting distracted and commit to just doing the one thing, it will allow you to complete tasks or at least complete a large part of a task before moving on to something else.  The fundamental rationale for time blocking is the knowledge that if high priority activities don’t get scheduled, they usually get done feebly, fruitlessly, or not at all.  

Here is how it works. Decide on the tasks you will do for a particular day. Instead of just having a “to do” list with everything listed in order of importance and working down the list, take a few items from the list that are top priority for accomplishing what you need to accomplish, and block out whatever time you want to allocate to that task. This can be 15 minutes, 30 minutes, 1 hour, or 2 hours. The point is to only allocate the allotted time to each task.

What activities should you time block for?

Time Blocking at Work

What if you had two uninterrupted hours every day to focus on nothing else but your most important activities? The time might be spent planning or working on recruiting, developing your team and staff, getting caught up on administrative work, or learning something that will add value to your program. How would spending just two hours dedicated to the really important things improve your program? Keep in mind that these two hours are focused, uninterrupted work time and do not include all the other time spent traveling, in meetings, talking by phone, sending email and other activities also directly related to achieving these activities.


Personal Time Blocking

You cannot be effective in your work if your inner reserves are depleted. Making time to “recharge your batteries” will actually boost your energy. Block time for exercise, contemplation, relaxation or recreation. Be sure to carve out time for family or friends as well. And, before committing to anything else, be sure to pencil in some vacation time as well. Then, treat appointments with yourself as respectfully as you would with others.

After talking to all of the coaches that I have worked with since coming on board with Dan Tudor about 10 years ago, I would say that the number one reason coaches do not reach their goals is because they did not allocate enough time in the office to accomplish the goal or goals that they set for their recruiting, team, staff, or for themselves.

Tonight, figure out what your 3 most important activities are for tomorrow.  Then open your calendar and block off the time you need to get these activities worked on.  When it is time to get to work, WORK! Protect that time and don’t let anything interrupt that time you have allocated to work on a significant task or goal that you have.  Good luck!

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