Cheer coaches – How do you handle feedback?
Sometimes I hear from cheerleaders who either are frustrated with how things are going on their squad or who have suggestions they’d like to offer to their coaches but – they are reluctant to talk to their coaches about this. Now why would this be the case?
One cheerleader was worried she would upset her coach; another believed the coach would reject her ideas; and still another didn’t know if it was “okay” for her to bring these things up.
It is possible, of course, that these cheerleaders were making big assumptions about their coach’s reactions and it’s equally possible that a coach may have communicated either directly or unwittingly that feedback was not welcome.
Coaches have BIG jobs with big responsibility. (Of course that’s why you coaches get the big bucks! ha ha!) There is so much to keep track of that some of you might look harried which gets interpreted by your team as “back off.”
When was the last time you specifically told your squad that all feedback was welcome?
And by listening well (and non-defensively) to feedback and suggestions, you are modeling the very behavior you would like to see them exhibit.
There are lots of ways to invite feedback. You can have a “bright idea” box where your athletes can put their ideas. You can post a feedback sheet on a bulletin board. You can allow 10 – 15 minutes once a week for a feedback session. To avoid it becoming a whining complaint session, ask them what is going well or what they like and what they would want to see different or what they think needs improving.
You expect your athletes to be open to feedback because that is how they learn and grow. Well, it’s a 2-way street, right? Show them how it’s done!
Tags: cheerleader, cheerleaders, Cheerleading, cheerleading coach
July 30th, 2010 at 1:09 am
It’s the coach’s responsibility to be in charge. In the first couple of years that I head-coached, when it was new to me, I let assistants and jr. coaches make decisions. This was a mistake. As my skill improved, I made the decisions and the team was well aware that it was my job to do so. It also meant that if I made a wrong decision, I took responsibility. I never felt it was necessary to be defensive, and felt comfortable saying, “I appreciate your idea(s) and it’s obvious you care about our team’s success. This time, it’s not the way I feel we should go. But listen, good job in speaking up. Keep the suggestions coming.” That’s teaching leadership.
With that said, there are a lot of feelings involved. These girls and guys are athletes. And this is a creative emotional sport. It’s important to listen and be open with kindness to ideas. Show respect for our participants in the same way we expect to receive respect. Just as a teacher has responsibility to teach to each of her (his) students, so does a coach.
It’s possible these girls were uncomfortable expressing their ideas. When you know your participants, how to get the best out of each one (and I see Pamela you are getting deep into this – thank you!), you know that occasionally a sideline motivation/inspiration conversation is appropriate. The ‘bright idea’ box is a wonderful suggestion. And I would take it one step further. Give each participant a sheet of paper, and encourage the feedback – as a way to better the TEAM.
We all have areas where we can improve. That’s how we achieve excellence. Being open to learn and grow is the example we coaches should set as leaders, because truth is… we just don’t ever really know everything!
July 30th, 2010 at 2:14 pm
Thank you Julie for your comprehensive and thoughtful comments!