by Greg Carroll, Tudor Collegiate Strategies
It’s a principle coaches teach from the youth level all the way to the professional ranks – always look to make the extra pass rather than take the shot because it’s the one extra pass you opponent isn’t expecting you to make that creates the space which leads to a better scoring opportunity.
The same thing is true in terms of the questions you ask your recruits about where they are in the selection process or how they’re feeling about your school or your program. All too often a coach will have a terrific question teed up for their recruit or their parents (more on questions shortly!) only to ignore the opportunity to “make the extra pass” by asking a follow up question or better yet, a series of follow up questions. The response to the followup questions is where the gold lies.
Those who have been following Tudor Collegiate Strategies for some time already know the emphasis we put on asking questions. We want you to ask as many questions as possible because there is truth to the axiom “knowledge is power.” The more information you have about your recruits the more compelling story you can share about your school, your program, your team, and your department. If you reflect on some of the most impactful conversations you have had, whether they’re with a co-worker, a recruit, your partner, etc., it’s likely that it took a series of questions to really get to the heart of the question at hand. It’s not necessarily that the other person is holding back (although that may be true) but rather they need you to LEAD THEM to that place where they feel comfortable being honest with you.
How do you do that? It starts with good listening skills and using your E.A.R.S. This is an acronym I use all the time and it represents , encouraging, acknowledging, restating, and saving.
Encouraging the person to talk by asking good questions. A good question goes beyond something that can be answered with a yes or no. Before you ask a question like that, think about how you could change it to an open ended question. For example, rather than asking “Do you like running in Nike shoes” ask “What is it that you like about Nikes?”
You can Acknowledge that you are engaged in the conversation through your body language. If you are not making consistent eye contact, leaning into the conversation, showing that you understand by nodding, etc. the message you are sending is that your mind is a hundred miles away and you’re not paying attention. There is no faster way to lose a recruit than to be distracted during a conversation.
Restate the points the person you’re speaking with shows understanding. It’s a simple exercise that builds on your acknowledgment. And it can also be the opportunity for you to get clarity on something you didn’t completely understand. It’s the opportunity for you to ask the follow up question. For example:
“So, what you’re saying is you’re a little uncomfortable going to school so far from home.”
Q – “How often do you see yourself going home when you start classes”
Q – “I see. We’re about three hours from you home. How far away were thinking about and what are some of the schools that fall in that range?”
Q – “What are your parent’s thoughts about the distance from home?”
Q – “What makes you think you’d want to be closer to home?
In addition, get in the habit of using these phrases:
“I think I understand but could you tell me more about that?”
“I’d like to hear more about what you’re feeling.”
“Can you give me examples of what you mean?”
“I’d love to hear more about that. Please go on.”
Then, you Save the answers to these questions because they are the roadmap for resolving the reluctance they may be feeling about choosing a school farther away from home than they planned. The answers to these questions open the door to telling your program’s stories. Maybe one story is about a former/current player from a town nearby this particular recruit and how they’ve prospered, gotten involved with other campus groups and has made your campus their second home! Maybe it’s your own story or an assistant’s story.
It’s obvious that you don’t want to ask questions that expose your program’s weaknesses. For example, if your campus is in a rural location, you don’t want to ask questions about things more available to campuses located in more urban settings with lots of dining, shopping, and entertainment options. You do, however, want to ask questions that will lead them to recognize those things your campus does offer. If you are a rural campus, ask questions about things they enjoy doing outdoors or things they’d like to explore more that a rural campus lends itself to (hiking, fishing, trails, etc.). Seek opportunities to talk about your school’s strengths by leading the recruit and their family to that point by asking the right questions.
One last point. Another strategy we often suggest to coaches is to try asking a question in the negative. Your recruits have been well schooled by their teachers, their guidance counselors, their parents, and others on what they’re supposed to say in response to the standard questions like “What are some of the things that are important to you as you decide where to go to school.” To this question you’re likely to get “I’m looking for a school that will support me academically,” and so on. You force your recruit to think differently if you ask instead “Can you talk about some things that really are not very important to you in picking your college?” Answers to that question may be even more valuable to you as you tell your story.
Asking your recruit and their family questions shouldn’t be a random exercise. I’m sure you’ve heard the saying “don’t ask that person how they feel because they may just tell you!” Asking a question that you don’t have a good response back to leaves you exposed and vulnerable. At the same time, you know your vulnerabilities. Be prepared to address those areas honestly, and positively.