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#826      
Chevy Chase, Maryland
Daniel Day Lewis GIF
We're on the left.
... and Daniel Day Lewis' character on the right is completely isolated, violent, and insane. IIRC he subsequently chases the feckless, corrupt preacher Eli (on the left) around his home bowling alley before bludgeoning him to death. At the conclusion of this scene, Lewis ends up in the fetal position at the end of a lane, where his butler finds him. It's reasonable to say (though the film ends here) that "sanctions" ensue. Perhaps even the death penalty.

I see a lot more of Cal and UK in Mr. Lewis' character than I do BU and Illini basketball in the preacher Eli. FWIW. :unsure: Not that any of this remotely applies to current events.

Love the tagline, tho'. And the film. :cool:
 
#829      
OA was massively important because he got in on out of state guys that we typically don’t get.

To suggest we’d have landed comparable talent to Kofi and Curbelo without AO is crazy. There weren’t any instaters with those guys talent, and out of staters typically don’t look at Illinois.

I’m of the belief when in-state talent is strong, the program sells itself. Assts aren’t that important. But right now, they are immensely important especially with Peoria and downstate talent pool all dried up. Chicago hadn’t even produced much lately either
 
#830      
I want to be mad at Antigua and Chin for (possibly) leaving but I just can’t. These 2 guys were such a huge part of bringing Illinois back to where it should be. It sucks and it hurts but these 2 will always be legends in my book.
 
#833      
Those programs haven't experienced near the adversity that ours has.
Agree, for the most part, but Kentucky did receive the death penalty. But, I'm sure their blue blood status made their comeback much shorter.
 
#834      
There seems to have been a keen eye for spotting talent on the recruiting front over the last several years. Was that all OA and Chin, doubt it. I am confident whoever they bring in will be able to recruit, I just hope we keep recruiting the right kids.
That comes from Underwood. He knows what kind of kids he wants and needs.
 
#839      
Remember, also, that Antigua comes from loftier heights than our program. He comes from a world of Final Fours and top-ranked recruiting classes. We only had him because, like King Hamlet, he was condemned to roam the earth and burn off the sins of his misadventures at South Florida. His time in C-U was his purgatory. His excellent performance there atones for his sins, so he can return to his rightful setting.

Chin, not so much. If he dumps us, I'll be more upset.
So, where is that assistant who wants to take on the challenge to take the top 20 program into the top 6 or 7? The one who wants to work to overtake the top program, not just join them. I get it, Kentucky is a top three most prestigious program and it'd be hard to turn that request down. But, teams like Gonzaga had to have started somewhere. And, atleast for now, Kentucky is looking up at them.
 
#841      
So, where is that assistant who wants to take on the challenge to take the top 20 program into the top 6 or 7? The one who wants to work to overtake the top program, not just join them. I get it, Kentucky is a top three most prestigious program and it'd be hard to turn that request down. But, teams like Gonzaga had to have started somewhere. And, atleast for now, Kentucky is looking up at them.
Right person at the right school at the right time it seems to me, and when it does happen it seems to be for different reasons for each individual person... Tom Izzo isn't a lifer at Michigan State for the same reasons as Mark Few is at Gonzaga. That's kinda how it seems to me, I could be over thinking it though. lol
 
#842      
1. Challenging Work
2. Recognition
3. Employee Involvement
4. Job Security
5. Compensation


In my 30+ years in and out of management, I think this is pretty accurate, although I think younger generations might substitute "Job Flexibility" with "Job Security". The ability to work from home and set your own hours is becoming a deal breaker, especially in IT.
TLDR; IMO People leave due to perceived disrespect, jerks, and pay. The only value of the Kinsey study is that it points out that money alone is not enough to retain people.

After 30 years of working with top technical people (as a technical person), I believe that companies read the Kinsey results in a way that management wants to hear -- you can substitute words for money. It rarely works. What the report does point out is that money alone is not enough. Bad people dynamics and perceived disrespect (technical, or political) will also lose talent.

I'd give the list of what keeps top people as:
1. Work with people you like to work with. (One "jerk" can do extreme damage.**)
2. Compensation
3. Interesting Work
4. Succeeding in their work by their personal definition, which may include recognition

Work with people you like, may start low on a new-grads list. It climbs with experience. Compensation does drop in priority for some people after they have mega-bucks. For others, it is their measurement of success. Re: Interesting work: Top people usually get to choose their projects, including starting new ones.

** I do now know anything about the current situation, or coaches personalities.

I believe Kinsey accurately reports what they get in their studies. Do you want to think of yourself as a mercenary? If not, what do you write down?

When asked at work, why are you leaving, you are expected to say "It is for the new work opportunity". It is "uncouth" to mention money first and anything else is burning bridges. The number of places doing top work within a field is usually fairly small. You run into the same people at different places over the decades.

If you ask top tech people whom you know outside of work, it is usually that the other company made an offer they could not refuse and the company did not match (precedent concerns), or there were people/political issues.
 
#843      
OA was massively important because he got in on out of state guys that we typically don’t get.

To suggest we’d have landed comparable talent to Kofi and Curbelo without AO is crazy. There weren’t any instaters with those guys talent, and out of staters typically don’t look at Illinois.

I’m of the belief when in-state talent is strong, the program sells itself. Assts aren’t that important. But right now, they are immensely important especially with Peoria and downstate talent pool all dried up. Chicago hadn’t even produced much lately either
I mostly agree with you here. It is not likely we would have landed comparable players, BUT I do believe that we will land comparable players in the future. Losing OA is a hit, but I believe we can still land high quality recruits IF we hire comparable coaches. He is not the only good recruiter out there. He may be the best (I don't know), but there are definitely other guys capable of filling his shoes.

We just finished the year ranked #2, we should be a destination for good players.
 
#844      
He’s probably the best. We were very lucky to have him.
I mostly agree with you here. It is not likely we would have landed comparable players, BUT I do believe that we will land comparable players in the future. Losing OA is a hit, but I believe we can still land high quality recruits IF we hire comparable coaches. He is not the only good recruiter out there. He may be the best (I don't know), but there are definitely other guys capable of filling his shoes.

We just finished the year ranked #2, we should be a destination for good players.
 
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