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If you were interviewing to be the HC of the Cowboys, what would be your demands? Mine sound like deal breakers until they are explained.
1 – Final say on the entire coaching staff. Jerry, as Owner/President/General Manager you hire and fire the head coach…I handle the rest of the staff (including trainers). I would want to discuss the various positions with you because there may be a good reason why you want someone on the staff so badly, and if the two final candidates are almost even, I would put value on that reason. However, it there is an impasse on who to hire…I get the final call.
2 – Final say on playing time. There are very few ways a head coach can basically hit a player up-side the head with a 2 x 4 to get their attention…playing time is a big one. It can impact what bonuses they earn in their contract, their endorsements and it impacts personal stats (and therefore their standing among their peers). I would explain that obviously I’m not going to sabotage the team and the season, but if a player needs to be benched for a bit, he gets benched.
3 – Significant input on players. This is the flip side of the staff coin. There may be something I see in a player that will allow me to do something I have had to table because of personnel. However, if I am doing my job as head coach correctly, I haven’t spent a lot of time scouting players on other teams and probably haven’t spent a lot of time with the scouts (yet). Since my knowledge is more limited, if we are at an impasse on who to draft/sign…Jerry gets the final call.
4 – The contract must contain a clause that if anyone in the front office attempts to overrule my decision(s) on numbers 1 and/or 2, I can exercise the exclusive option to “resign for cause” and receive a Golden Parachute of $70 million.
I would then assure Jerry that I could not care less what he tweets, if he talks to the media, players, janitorial staff, etc.. I'll be doing my best to win and get us one of those gaudy rings.
1 – Final say on the entire coaching staff. Jerry, as Owner/President/General Manager you hire and fire the head coach…I handle the rest of the staff (including trainers). I would want to discuss the various positions with you because there may be a good reason why you want someone on the staff so badly, and if the two final candidates are almost even, I would put value on that reason. However, it there is an impasse on who to hire…I get the final call.
2 – Final say on playing time. There are very few ways a head coach can basically hit a player up-side the head with a 2 x 4 to get their attention…playing time is a big one. It can impact what bonuses they earn in their contract, their endorsements and it impacts personal stats (and therefore their standing among their peers). I would explain that obviously I’m not going to sabotage the team and the season, but if a player needs to be benched for a bit, he gets benched.
3 – Significant input on players. This is the flip side of the staff coin. There may be something I see in a player that will allow me to do something I have had to table because of personnel. However, if I am doing my job as head coach correctly, I haven’t spent a lot of time scouting players on other teams and probably haven’t spent a lot of time with the scouts (yet). Since my knowledge is more limited, if we are at an impasse on who to draft/sign…Jerry gets the final call.
4 – The contract must contain a clause that if anyone in the front office attempts to overrule my decision(s) on numbers 1 and/or 2, I can exercise the exclusive option to “resign for cause” and receive a Golden Parachute of $70 million.
I would then assure Jerry that I could not care less what he tweets, if he talks to the media, players, janitorial staff, etc.. I'll be doing my best to win and get us one of those gaudy rings.