It is that time of year, the end of October. The leaves turn colors, the air becomes crisper, and text messages “Hey just checking in” start going out. We all know what that text means. It means ‘I might be out of a job, do you know of anything?’
What a nerve-racking part of the year. Some are thinking, ‘We are going to get fired.’ Some are thinking, ‘We are good.’ Some are thinking about doing anything to get out of their current situation. No matter what you are thinking, you should be thinking ahead to the next off-season.
I have been one of two staff members who have been fired. The first time was my first year as a paid assistant at Georgia Tech. The second time, which kind of counts as two firings due to the interim not getting retained, was at the University of Southern California. Both were drastically opposite situations. At Georgia Tech was all about rallying and trying to stay on if possible. At University of Southern California was all about moving on.
Context is important here. I can tell you my emotional state was drastically different, and that impacted my views of approaching work every day. Georgia Tech was one year in; you have no other thought of self-preservation. The University of Southern California was dealing with a massive burnout. I had little chance of being retained at the University of Southern California because of my overall demeanor or approach to work. Truthfully speaking I was underpaid, overworked, and undervalued. I resented my time there. Other than personal relationships, I could not wait to get out of there. So when it came time to make inroads to stay, it was far too late.
Chances are you are in that situation now, or you have this dilemma previously. Are you looking to survive or put out to pasture? What is on the other side, makes a huge difference in how you approach this situation. If you have a lot to lose, being fired means you have some work to do. If you have a lot to gain by losing your job, you still have a lot of work to do. In both situations, it is in your best interest to prepare as if you are going to be there in the off-season. Because it gives you options.
No matter the context, it is better to have more options than fewer options. October, no matter what the potential outcome was, meant laying the next year’s calendar. Discretionary weeks, Holidays, Spring Practice/Pre Season Schedule, and Winter/Summer Off-Season Schedule. I take that and present it to the head coach, the head athletic trainer, the coordinators, compliance, and anyone involved with decision-making. The ultimate power move when you are on the verge of being fired, in response you treat it like you are going to be around for years to come. You become the gatekeeper to your future.
I’m rallying the team around the promise of something greater. I laid inroads with everyone on my future contributions to the next year. “this offseason we got to work on ….” is a powerful statement when you have a losing record and discussions are being had on your future. You can shape the narrative by becoming a fixture within an athletic department is just smart. When decisions are about to be made, it is hard to go against the person that is the gatekeeper to the entire next year’s plan and the team believes is the person that will change us for the better.
When the time for transitioning comes, you want to be on the decision side, not the decided-on side. What I mean, is to position yourself with the decision-makers for the next staff. The only difference between being decided on and making decisions is the belief you are the decider. Modern ADs are not great at evaluating coaches and support staff. That is a weak spot you can exploit. If they are asking you loaded questions like ‘What do you think of such and such’ it means they are not sure about what to do, and you have an opportunity to make yourself indispensable.
After the decision is made, you now can effectively decide on what you want to do. You can stay, or you can get paid to find another job. Chances are you will not receive a severance or buyout, so you have to be cunning about being paid while figuring out your next steps. Jobs for S&C open in waves. The first wave is after the head coach is hired, and the second wave is after the head S&C coach is hired.
Both head coaches and head strength coaches are easily swayed by current employment status. If you are unemployed, you are vulnerable to a negative perception as well as less leverage. If you are employed, you look more desirable and have more leverage. You always want to be in the position of leverage, not being the one being leveraged. It is like being single or in a relationship, you are always more appealing when you are relationship because of your perception of value.
Fully get why you would want to pack it in and move on. I have done that. I burn hot, and when the time is done, I don’t gradually wind down I implode. I had no leverage and was in a vulnerable position to take the first and best offer I could get. I faced the same dilemma with a 2 and 10 season with 2 losses to FCS teams and presented the entire off-season to everyone who would listen. We fired 4 coaches that off-season, while me and my staff were kept on. I was able to then turn that into betting on myself and opening a gym.
Strategy is mission-critical here. Be in the driver’s seat for your career by positioning yourself as insensible.
Side note, I did that at USC. I was fired and was not given a severance of any kind. The response was “next time sign a better contract”. I was asked by the new staff to share everything I had from the previous four years as well as my plans for the next off-season. My response was “If you give my severance I have it, If you do not I lost it.”
Like I said I burn hot.