Sometimes, the words “coaches meeting” can have a negative connotation tied to it. Visions of senseless debate without direction perhaps with the open verbal chastisement of former players are all too typical.

This is why it’s important to have an agenda when meeting with your staff right after the season. In my experience, these meetings need to have a clear direction, regardless of the topics you choose to cover. This direction comes in the form of the reevaluate and revamp process, which is outlined below.

While the head coach has the final say, brining in the rest of the staff – whether they are returning next season or not – serves a functional purpose to generate feedback, put the prior season behind and move on.  I’ve found that this information is best digested through a series of two to three meetings.

However long it takes to set a clear direction clear purpose, this must be finalized before meeting with players for the first time this offseason.

Coaching staff

In my experience as a high school coach, I’ve found that programs with the least amount of turnover from year to year are in the minority. Young coaches start families, older coaches leave to delve into administrative roles, and then you’re left with a barebones staff having to start over again.

• Reevaluate the process. Giving coaches an evaluation template is an effective way of creating accountability among the staff. Evaluate them and then have them evaluate themselves. Each coach should be assessed on several components including: knowledge of the position, their willingness to learn, relationship with players and relationship with the head coach/administration. This template should be completed before meeting individually with that coach.
• Revamp the process. Spend one-on-one time with each coach addressing his or her areas of strengths and weaknesses. Conclude the meeting with a plan to move forward. As a head coach, I always asked my assistants two questions: Did I help you become a better coach? Was I always honest with you?

Scheme

This is the fun part – a time to scatter to clinics or comb through websites researching schemes on either side of the ball. While I caution you against wanting to do everything, it’s important to decipher what you can do in your program based upon several variables, including personnel and time.

• Reevaluate the process. I’ve found that many coaches are shifting away from running “systems,” such as pure wing-T, Pro I, 4-4 defense, etc., and are instead finding ways to incorporate or marry some concepts into what they already do on one side of the ball. If one of the systems mentioned above are entirely non-conducive to your personnel, then it’s time to scrap it completely regardless of your experience coaching it. You always have time to learn another way by visiting with other coaches and picking up their system. In any case, you can’t be afraid of stepping out of your comfort zone as a coach.
• Revamp the process. A high level offensive coordinator once told me, “Once you add, you must subtract,” meaning that if you add a scheme into your playbook, you must eliminate one. When dealing with young players, many successful coaches believe in the “less is more” philosophy. Decide what you want to run this season (even if it is a few schemes) and work tirelessly in perfecting them.

Personnel and player development

This is a vital topic and one that is essential to stay focused on throughout the discussion. I’ve found many coaches may deviate their time or energy by expounding – either negatively or positively – on one particular player.

It may not be necessary to evaluate every single player. Pick 10 to 15 individuals who you and your staff feel will be vital pieces to success and discuss how they can play a part. The act of selecting those players itself could be rewarding in its own right. It’s always good to witness who your staff thinks will be the nucleus of your team.

• Reevaluate the process. Did your best players play the way you expected them to throughout the season? Did they play well in big moments? Why or why not? Which players were you surprisingly impressed with throughout the season?  Which players do you feel played out of position? 
• Revamp the process. Whether or not you glean the answers to these problems may not be important. What is important is the acknowledgement that there were issues that need to be addressed. Sometimes you can only come to a consensus on what the issues were and move forward having learned a valuable lesson.

At this point in the offseason process, the evaluation phase must shift into action. You’ve recognized and addressed last season’s issues now the plan needs to start formulating to the 2016 season. With the help of your staff during these meetings, those things can be accomplished with a fresh start and a clear mind.

Mike Kuchar is co-founder and senior research manager at XandOLabs.com, a private research company specializing in coaching concepts and trends. Reach him at mike@xandolabs.com  or follow him on Twitter @mikekkuchar.