Four Top Tips For Effective Communication For Football Managers
Alan Shearer’s The New Newcastle Boss: What Are The Key Psychological Areas To His Potential Success? 4 Top Tips To Effective Communication For Football Managers.By James Beale C.Psychol
Football has lagged somewhat behind sports like golf and cricket in terms of its uptake of sport psychology techniques. While there are a number of people working in football as sport psychologists it is nowhere near the number that people expect. It is very often left to the managers to become the psychologist for the team and managers have had different levels of success within this. There are a number of examples of managers doing this well and poorly.
The former England manager Sven Goran Erricson was very clear on role clarity. The Manchester United Manager Alex Ferguson would appear to a good motivator. Recent news suggests that former England player and Newcastle legend Alan Shearer has taken the reigns at Newcastle United F.C shortly. So what would help him from a psychological side.
The following tips are meant for managers or anyone who is communicating messages in a performance environment:
1. Focus on the positive as well as the negatives:
a. Managers in football have tended to like ‘the hairdryer’ way of communicating, or what I have heard called the seagull method of management (come in crap on everyone and leave people wondering what just happened) there might be some occasions when this is useful. However, while you do want to communicate to players the side of things that needs improving you also want to communicate the things that are going well (there is almost always something that is working). This will help keep spirits high and give a message of what you like to see.
2. Be constructive with the criticism:
a. All to often managers scream about what is going badly without stating how it could be done to their satisfaction. Comments like ‘there are just 2 shit teams out there boys! For crying out loud up it!’ are often said but rarely maximise the usefulness of the short time managers have with their players. Perhaps add some technical advice in there too, e.g. you are not shooting, try and get at least 10 shots on target this half, or we are loosing shape and that is why we are being opened up so easily, followed by names of those that you would like to see keep shape.
3. Role clarity:
a. Often when a new manger comes in they say are very clear on what they want from each player. This is really good. When Erricson picked left back Chris Powell to play for England he reported after the game that the manager made the step up in class painless as he knew exactly what his role was and what he was not to do. Once you stop saying exactly what you want in each game from each player there is likely to be some confusion. Keep doing it, regardless of how gut wrenching it may seem!
4. Listen to the players:
a. The Brian Clough model of my way or the high way works in some cases (and there is absolutely no refuting that it worked and worked very well for him). However, for most of us this will not work. To build relationships and respect from players it is often important to players that they feel as though they have been listened to. After all they experience the game and can often provide with a good insight. A word of warning: In any dressing room there will be a pecking order and those that are willing to speak. You may be missing out only listening to players at the top of the pecking order or those that shout loudest. Find a way of getting the honest view of the quieter member this can be even more valuable in some cases!
I am sure that there other factors that are just as important and encourage you to add to this and comment on what you think about the tips. I am also sure that Shearer will do all of the 4 things mentioned above and believe that he has the character to lead Newcastle to the success that they so passionately desire (albeit perhaps not this season or the next season!).
By James Beale C.Psychol
Total Performance Consultants Sport Psychologists
How to Sell Yourself by Using Social Networking
James Beale
www.totalperformance.co.uk
How to Sell Yourself by Using Social Networking
by Ben Davies
Have you updated your MySpace profile lately? If not, now might be the time to do it. A recent survey by Career Builder has confirmed what we already knew: recruitment managers are using social networking websites to research candidates. In fact, according to the survey as many as one in five managers have done so, and more than one in three of them found reason to reject the candidate's application.
Social networking websites have blurred the line between public and private; friend and acquaintance. Perhaps you've heard horror stories of how someone's online profile got them fired from their job. However, it's not all bad. You can in fact use social networking to get yourself hired, not just fired. Here's how.
Tip No. 1: Good communication
When it comes to deciding between qualified candidates, personal skills become very important. Ensure your online profile (that is, your presence on MySpace, Facebook, Friendster, LinkedIn etc.) is communicative and clear. Obivously, you want to be aware of what you are communicating. Make sure your profile is welcoming, professional and concise. Using English correctly and an easy-to-navigate layout shows clear thinking and good communication skills.
If conversations between you and your friends are viewable, ensure they are positive and clean. One of the dangers of the internet is letting loose a little too much - managers may well pick up on any controversial or negative remarks, even if said in jest. Bragging or joking about illegal activities can also give you a bad image, so avoid it at all costs.
Tip No. 2: Respect former employers and colleagues
Dissing former companies and colleagues is definitely to be advised against. You want to show that you are a team player - bitter remarks and criticisms of former employers (however justifiable) leave a bad image of you, not them (well, them too). On the other hand, a well laid out summary of your work experience can show potential employers your range of skills, and can portray the image of being a hard-worker.
Tip No. 3: Contributing to the company atmosphere
What does your profile say about you as an individual? Managers are increasingly on the look out for people who can contribute to a positive spirit in the workplace. Are you outgoing and lively? Let your online profile show it! What are your interests and your hobbies? Let the world know that you are a diverse and interesting character. Your friends can help out too. If your online profile shows you to be someone who is easy to get along with, someone who is likable and funny, then recruitment managers will reason that you will contribute positively to the company culture.
Tip No. 4: Show off your creative skills
Something that is very important in the design industry is creative talent. But even for office or academic staff, an obvious creative streak can enhance your image. Are your social networking profiles well laid-out and unqiuely designed? Or are they a big mess of words and pictures? You can also attest to your creative skills by talking about or showing any images of your creative hobbies, such as photography, music or art. One clear message, however, is that you shouldn't have a profile picture of yourself that is provocative or indecent.
Tip No. 5: Awards, achievements and qualifications
Putting too many personal details online is something to be cautious of, but you do want to show that you are a well qualified individual. If your online profile shows the range and quality of awards and skills you have (whether from education, personal or secular sources) then potential employers will have a solid basis for having confidence in your ability. Make sure your background attests to this - lying about qualifications is easily noticeable and will immediately dismiss you from the runnings.
Top Tips
What to DO:
- Good communication skills
- Depth and range of experience
- Qualifications and skills
- A professional image
- Positive references and comments left by friends and others
- Creative ability
- Someone who can contribute to the company atmosphere
- Enthusiasm for work
What NOT to do:
- Brag about illegal activities
- Badmouth former colleagues and employers
- Discriminate or prejudice, even when joking
- Have a messy profile that is difficult to navigate
The future of social networking recruitment
The full potential of social networking sites from an e-recruitment standpoint hasn't yet been fully explored. The future may well see recruitment companies using social networks to pinpoint potential candidates. It's also an ideal way to target passive candidates as users are not necessarily looking for jobs. With the range of personal data that social networking sites have access to it's an ideal way to match potential candidates with jobs that are suited to their location, skills, and even personality.
So is your profile going to get your hired or fired? We hope that this guide will help you to find that ideal job, so go increase your online footprint and let employers see your skills!
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Writer Profile
Ben Davies has studied French and Linguistics at the Open University.
He has lived in Japan and speaks Japanese.
He has experience as an English teacher, proofreader, university administrator, and freelance journalist, and now works for jobs.ac.uk as a marketing assistant.
James Beale C.Psychol
Director Of Total Performance Consulting Limited
07985414942
"Realise and fulfill your potential"
www.totalperformance.co.uk<
