Coaches Need Feedback Too (Part 1)

As youth sports coaches, we spend countless hours planning practices, developing players' skills, and building team culture. But how often do we deliberately seek feedback about our own coaching? For many of us, the answer is "not enough." While feedback is essential for growth and development, creating an environment where players and parents feel comfortable providing honest input can be challenging.

In this issue and the next, we’ll be talking about the importance of having continuous and reliable means of feedback and how this is critical to your ability to continue to develop as a coach.

Why We Resist Feedback

Let's be honest: receiving feedback isn't always comfortable. As coaches, we might worry that asking for feedback could undermine our authority or expose our vulnerabilities. I remember when I first started coaching, I feared hearing criticism about aspects of my coaching that I was working hard to improve. Many coaches worry that opening the door to feedback could lead to a flood of unhelpful complaints.

These concerns are natural and valid. However, they shouldn't prevent us from seeking the insights that can help us become better coaches. Just as we expect our players to be coachable and open to feedback, we too must model this growth mindset.

Creating Comfort with Candor

The key to meaningful feedback lies in creating an environment where players and parents feel safe sharing their honest thoughts. This is particularly crucial in youth sports, where power dynamics can make players hesitant to speak up.

Start by consistently demonstrating that you value input and different perspectives. When players or parents share observations or suggestions, acknowledge them thoughtfully, even if you ultimately take a different approach. Show appreciation for their engagement and willingness to contribute to the team's development.

Make it clear through your words and actions that feedback isn't about criticism – it's about learning and growing together. Share examples of how you've learned from past feedback or mistakes. This willingness to be reflective and demonstrate vulnerability helps others feel more comfortable being honest with you.

Building Trust Through Clear Communication

Your coaching principles and philosophy should serve as the foundation for feedback conversations. When everyone understands your approach and values, they can provide more constructive and relevant input. Be transparent about your goals for the team and individual players, while remaining open to discussion about how to best achieve those goals.

Remember that trust builds gradually. Start with small opportunities for input – perhaps asking players about their energy levels after different practice activities, or seeking parent feedback on communication methods. These lower-stakes conversations help establish feedback as a normal part of team operations.

Making Feedback Feel Natural

Rather than treating feedback as a formal, intimidating process, integrate it into your regular interactions. Use natural breaks during practice to check in with players. Ask specific questions about their experience: "How did that new training activity work for you?" or "What would make our warm-up routine more effective?"

In my own experience, I've found that creating multiple channels for communication is crucial, as different people feel comfortable sharing in different ways. Some might prefer one-on-one conversations, while others might feel more at ease sharing thoughts in writing or through team captains.

The Foundation for Growth

Building an environment where feedback flows naturally takes time and consistent effort. It requires us to be vulnerable, patient, and genuinely open to learning. But the rewards – stronger relationships with players and parents, more effective coaching, and a more positive team culture – make it well worth the investment.

In the next CoachCraft article, we'll explore specific strategies for gathering and processing feedback effectively, including example questions and practical tips for implementation.

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