Manage a football group: inclusive and authoritarian approaches

Managing humans is undoubtedly the most complicated function for a manager. The coach is obviously a manager: beyond the knowledge of sport, training, exercises, he must know how to manage a group. In the exercise of the management of the team, everyone obviously has their way of working. I suggest you see the ways of proceeding, as well as the advantages and disadvantages of each of these methods

Management of a team for inclusion

Cultivate an inclusive environment on the field

This way of working begins from the principle according to which to perform the members of a team does not have a method of operating neither rigid nor defensive and everyone is drawing in the same direction to be successful in personal and collective objectives.

The coach will have an open and democratic operating mode here. It ensures that everyone feels in their place and is efficient while registering in the life of the team.

The coach established himself in collaboration with the group The rules of life for the season and the facts apply. Management for trust does not imply total freedom. A framework is mandatory. So it is effective, it is better to define it with everyone.

The coach by trusting his group creates a sharing of responsibility and an awareness of each one, an involvement of each one.

Promote communication and collaboration

Choose to share or develop certain choices that it is about group life or strategy. It is open to discussion, reflection. This will allow greater creativity in the group and participate in the development of the players. The players will be more open to give their point of view on this or on that situation and the communication will be more fluid. Cohesion will be strengthened.

This allows the autonomy that is necessary for creativity and is prepared for the unexpected.

He does not impose his choices with an excess of authority, but uses the multiple means of communication to expose them to his players.

The coach is open to discussion and exchange. He easily passes his ideas with easy communication. Please note that the head of the group remains and therefore must always decide in the end. They have several points of view to make his decision.

Of course, this operating mode is more consumer for the trainer because it must be more careful for everyone and open its communication.

Authority management

Leadership Directive on the field

The coach affirms his authority as head of the group. Find a way to secure. The coach decides everything and does not consult his group. It implies his listening without listening and never trusts players, he will differ to them: their reaction, their behavior etc …

In the short term, this operating mode can have a certain effectiveness to restore order and organization to a group that was without it. It allows you to go to the essential elements by gaining speed in punctual efficiency.

Drifts of this authoritarian operating mode

In this operating mode, the initiatives are blocked and therefore creativity is not very present. The communication is unidirectional and therefore there are many vague areas: don’t say things, things that are not said when both sides know it.

In the long term there will be a group that must be permanently put on the subject, or even worse a soft group, without life that does not speak, otherwise a group that ends up gangiating against the authoritarian authority.

One thing is sure that in the end there will be a loss of trust from the group towards the coach.

Use the authoritarian mode in inclusive mode

The management of the group management are unanimous to be efficient, everyone must apply the common goal and involve him. Being a manager must be constantly attentive to what the group is advancing in cohesion. Of course, humans management is a complicated sport. And it is not because you have chosen a mode based on the trust that everything will be idyllic.

You can hold a card by hand to exceptionally use the authoritarian mode. It will be effective in extreme and necessary cases. While we operate in mode of trust, the modification of the momentary operating mode on very precise situations will have a very strong impact. The change of mode will be perceived immediately as a signal from the group.

ANDN conclusion

The adoption before a management mode is due to your character, your experience, your priori on the management of a group. Your way in which it will evolve in your seasons. You will test the things you adapt, you will change. Your character will evolve and you will perfect your management. One thing is sure that you must have absolute confidence in the management mode, it must be a reflection of your person. As you manage, send an energy, the players feel it and climate change. All you have to do is know what you want as a climate during your season.