Topic: Evaluation and feedback (Read 2623 times)

Nmcgee · « **on:** April 13, 2020, 12:36:36 AM »

Ok all you coaches...I�d love your input.

How do you evaluate training and game performance amongst your playing group?
Group chat and review after each session?
Self evaluation? In what form?
How much do you participate in the process as coach?

How do we provide feedback to the group?

I�m coaching mostly juniors and most girls but the questions apply to any playing group.

Chompy9760 · « **Reply #1 on:** April 14, 2020, 10:49:55 AM »

Seeing nobody else has replied, I'll have a go.
I'm coaching an U-16 team, but we have kids as young as 8. As a group, I talk, they listen. We have discussion at a one one one level, but when addressing the group I want to keep it brief.
Evaluation at a game is pretty much how I see our performance on the day. I'll talk to kids 1 on 1 about their batting when they get out (or retire). At the break of innings I'll make some comments for a couple minutes on how we've gone, what worked, what we need to work on, and what to focus on in the next innings. They get a similar two minute debrief after the game. Constructive criticism is fine, but I always try to end any chat with a positive point, and award the game ball to someone who did something special.

When I get home I write up the scores in a spreadsheet. It started off as a way of keeping track of who was given the ball, and how many games kids had played, as we have some spares that I have to rotate, but it ended up getting quite in depth!

I don't individually review and rate each player, but enter everyone's batting, bowling and fielding figures so that I can easily keep an eye on their performance as the year goes on.
As I'm entering that info every week, I find myself looking back at the weeks before and comparing. The spreadsheet makes this a lot easier than flicking through the pages of a scorebook.

As well as the stats, I write down a quick review of the game, and comment on what stood out - good or bad, and areas we need to work on to improve. Most of the time it's not batting or bowling as we work on that every week, but things like field placement, tactics to oposition players, running between wickets, reading the game situation and batting accordingly etc etc.

Come training night there's another 3 minute recap of the game and what we need to work on, and I'll have some exercises to target that, as well as the usual net work.
The kids have been at school all day, and the last thing they want is to listen to the coach rave on, so I try to keep the chat as brief as possible.

potzy248 · « **Reply #2 on:** April 14, 2020, 10:19:32 PM »

I'll always start group/team reviews with asking the team for feedback. Usually the captain and leaders will say a few things but it's up to you to ask the quieter ones what they thought. You may have to ask questions like: Were there any areas you thought were better/not so good today?
try and keep them on track and focus on the things that are important/the controllable's or the things that will help us improve. Team discussions can be a waste of time if they drag on and not really focus on the the things that are important. I try to always keep the discussions short and to focus on a couple of key points. If the team covers those key points then I wont say a thing. As coaches we often make the mistake that we must talk, we don't.

I do most of my talking with individuals. Asking how they went on the weekend, what worked well and what they are focusing on for the next game. For batsman that are dismissed I ask them if thye would make they would play the same shot if they had their time again, if yes then its about execution and we can focus on that at training, if No, then it was a bad decision and they we can leave the discussion there or find out why they made that decision and if it was something we can work on or if it was just one decision made at that moment. Again I try and help them focus on the things that are important. Batsman who have a a couple of low scores may try to find problems where there are none. I often have players ask me to watch their back foot for example where they have never worried about it before. Or "I have a problem not being able to access the offside as well as the leg side" for example. This player could be an absolute gun through the leg side and its ok to be stronger there and not so strong on the leg side. Again, what's important for them to improve.

Bowlers I have found are often very honest about their performance, I over pitched, bowled too short, was not consistent enough etc. Again it's your role to work with them to address any issues but also help them focus on the things that count.

It's also ok to disagree with a player. I firmly believe that each player is their own best coach so be prepared for them to disagree with you. Hopefully your team environment/culture is solid enough for every team member to feel comfortable to speak honestly and without fear of retribution for disagreeing. If they don't agree however I want them to understand why I made that observation so they can see another perspective.

Coaching is like teaching. If you don't have a good relationship with your players you will struggle to get the most out of them and get the most enjoyment. My number 1 goal for the last two seasons has been setting up a fantastic team environment (resilient, respectful, honest, hard working, fun, team first) and also an environment where the players have everything we have at our disposal to become better cricketers (facilities, equipment, specialist coaching).

Mpt7 · « **Reply #3 on:** April 15, 2020, 10:55:33 AM »

1. keep it fun. easier said than done
2. educate, educate, educate. yourself and the team. the more information you have and the more open you are to learning the better for everyone
3. ask yourself the question - are you trying to develop better cricketers, and people, or a winning team?

Feedback and team structure
4. feedback can take place in game, after game or 1-2-1.

--->you will get it wrong, so don't panic, and each team will need different things. so don't be stuck to one way of communicating, examples of different techniques - you can tell them, you can show them or you can put them in situations where they learn themselves. you will need all 3 techniques, and more, at different times or even in the same session. you will learn about your players as you work through the process

and finally...
Enjoy it!! - coaching can be the most rewarding thing you do with your time at a cricket club!!

Nmcgee · « **Reply #4 on:** April 15, 2020, 11:54:01 AM »

Terrific insights. Thanks so much for the response.

LDifa · « **Reply #5 on:** April 16, 2020, 09:50:04 PM »

I make a lot of reflective notes which helps me plan the next session or prepare for a chat for either a group or 1 2 1.
I have been able to be in a position to influence the direction which we are taking, which means we are focussing on player development, participation and fun.
We will try and be competitive but not at the cost of losing players who could leave.
It is a difficult balance with which we will never please all, but it we are fully transparent and have lots and lots of chats.

It has been great, lots of surprises, lots of ups and downs but very much well worth it.

Author Topic: Evaluation and feedback (Read 2623 times)

Nmcgee

Evaluation and feedback

Chompy9760

Re: Evaluation and feedback

potzy248

Re: Evaluation and feedback

Mpt7

Re: Evaluation and feedback

Nmcgee

Re: Evaluation and feedback

LDifa

Re: Evaluation and feedback