Sunday, May 04, 2025

Oncken's Rules of Monkey Management and More

*Adapted in part from The One Minute Manager Meets the Monkey

Managers have to complete organizational tasks but can't shoulder the burden for all of them.

You may know the term "having a monkey on your back" making it impossible to complete what needs to be done. Coaching can be like that with organizational responsibilities, player and team development, recruiting, fundraising, budgeting, scheduling, and so on.

Effective coaching requires oversight and delegation. The head coach can't own everything. NFL Coach Bill Parcells said, "I can't think for everyone."

Responsibilities fall to assistants and to team captains under the supervision of the Head Coach.

Consider the so-called four Oncken's Rules about the metaphorical monkeys. 

1) Define the monkey. What characteristics describe the monkey, such as offseason physical training, player development, and summer scheduling. 

2) Assign the monkey. Who has monkey ownership? The manager or his delegates can assign the critical tasks. 

3) Insure the monkeySome tasks may only happen under the direction of the manager/coach. Others belong to the "employees" or captains.

4) Check on the monkey. People benefit from "check-ins," reminders about what needs to be done and assuring that it is, in fact getting done. Additionally, that also ensures that people within MVB know that somebody cares that they have the best chance to be successful.

Another reminder comes from a different source, the late Carl Pierson's The Politics of Coaching. Coach Pierson describe the many ways that coaches, players, and families maneuvered to optimize their opportunities at the expense of others. Another metaphor applies - the 600 pound gorilla.

For example, rising freshmen, however talented, often were systematically excluded from offseason training activities (OTAs). That is not in the best interest of the program although in the potential interest of players already in the program. 

I believe that all coaches and most parents should read The Politics of Coaching or extensive summaries. 

Lagniappe. Book Summary from ChatGPT

The Politics of Coaching: A Survival Guide to Keep Coaches from Getting Burned by Carl J. Pierson is a practical and candid guidebook for coaches navigating the complex and often treacherous landscape of high school athletics. The late Pierson—a coach, teacher, and administrator—wrote from firsthand experience, offering hard-earned insight into the political pressures and ethical challenges coaches face off the court and field.

Below is an extensive summary of the book’s key themes and chapters:


Overview & Purpose

Pierson’s central message is clear: winning isn't enough. Many good coaches have lost their jobs or been worn down not because of poor performance, but because they were unprepared for the political undercurrents of school sports. The book offers guidance on how to recognize, prepare for, and navigate these political challenges without compromising one’s integrity or love for the game.


1. Understanding the Political Landscape

Pierson begins by defining politics in coaching as the influence of stakeholders—parents, administrators, boosters, community members, and even students—on decisions that should ideally be grounded in what's best for the team and the athletes.

He explains how:

  • Many coaching decisions are second-guessed by those with emotional or personal investments.

  • Relationships and perceptions often carry as much weight as performance or results.

  • Coaches are often judged not only on wins and losses, but on how well they manage relationships, communication, and expectations.


2. Stakeholder Groups & Their Influence

Pierson provides an unflinching look at various stakeholder groups:

  • Parents: Often the most emotionally charged group. The book discusses how to deal with helicopter parents, parents of non-starters, and parents who lobby for their child’s playing time.

  • Administrators: Superintendents, principals, and athletic directors may support a coach until pressure builds. Pierson emphasizes the need to build trust with them and to avoid surprises.

  • School Boards: Frequently driven by political or personal motivations, they can hire or fire coaches regardless of on-field success.

  • Booster Clubs & Community Members: These groups can be allies or opponents. Coaches must tread carefully in how they engage with these entities.


3. Communication Is Survival

Pierson stresses that effective communication is a coach’s most critical tool. Coaches must learn to:

  • Proactively communicate expectations to parents and players.

  • Handle difficult conversations with tact.

  • Avoid email or text confrontations—face-to-face or voice conversations are less likely to be misinterpreted.

  • Document conversations and issues when necessary to protect themselves.


4. Managing Perceptions

It’s not enough to be ethical and professional—you must also be seen as ethical and professional. Perception can outpace reality in the minds of parents and administrators. Coaches must:

  • Be mindful of how playing time, discipline, and relationships with athletes are perceived.

  • Avoid favoritism, both real and imagined.

  • Remain consistent and transparent in their decisions.


5. Building a Culture & Coaching with Integrity

Pierson believes that strong team culture, built on consistency, fairness, and communication, can inoculate a coach against some political pitfalls. However, he’s realistic: even the best culture can’t prevent all problems.

Coaches are encouraged to:

  • Develop and reinforce team values.

  • Hold all players accountable equally.

  • Build relationships with players beyond the sport.

  • Avoid cutting corners to please powerful parents or boosters.


6. Legal and Ethical Landmines

Pierson dedicates a section to ethics and legalities, including:

  • Allegations of misconduct (sexual, verbal, or physical).

  • Boundary issues with athletes (social media, communication outside of school).

  • Hazing or bullying incidents.

  • Hiring practices and gender equity concerns.

He warns that even unfounded allegations can ruin a coach’s career and emphasizes documentation, professionalism, and knowing district policies.


7. Exit Strategies and Burnout

Finally, Pierson speaks to coaching burnout and knowing when to leave. He acknowledges that sometimes, despite a coach’s best efforts, the political pressure becomes untenable. Coaches should:

  • Recognize the signs of burnout and seek balance in their personal lives.

  • Know when to walk away before bitterness sets in.

  • Be okay with stepping aside with dignity if the environment becomes toxic.


Tone and Writing Style

Pierson writes in a straightforward, no-nonsense style. He doesn’t sugarcoat the challenges and offers plenty of anecdotal evidence from his own career and those of his peers. His tone is empathetic but realistic—he wants coaches to thrive, but only if they understand the rules of the game beyond the scoreboard.


Final Takeaways

  • Winning is not a shield. You can be successful on the court and still lose your job.

  • Preparation is protection. Coaches who understand the politics are less likely to be blindsided.

  • Character counts. Pierson’s ultimate hope is that coaches act with integrity and resist the urge to play political games themselves.

  • Coaching is noble—but vulnerable. The best coaches make a lasting impact by balancing competitive drive with political acumen and moral clarity.





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