I was a little skeptical of the dude at first, but he gets it and is really changing things. Game day stuff, pushing Scott to get better, professional. Gotta love it. Heard the Thunderstruck red burns brighter was unreal
Trev Alberts
- Thread starter leodisflowers
- Start date
I suspect Trev Alberts doesn't adhere to the Moos/Eichorst model that he doesn't speak to the HC about performance until the end of the season. I'd go further to suspect he has had his boot up Frosts a$$ starting with hauling him out like a bad school boy at the PC to get in front of the NCAA infractions. Down on the field Trev probably has cred with the players as an All American, Butkus Award winner and 3 years in the league.
agree.. he's absolutely making a positive impact on the program.. in multiple ways.
I believe he was a blessing in disguise for our program at the right time we need a shot in the arm..
Interested to see what kind of whistle and bells he has for the final touches on the new Football facility..
Interested to see what kind of whistle and bells he has for the final touches on the new Football facility..
360 view from midfield. Move your phone around. May have to open in youtube to get that function to work
I have a totally different take on what the interaction "might" have looked like between Trev and Frost.
They sit down and Trev doesn't have to tell Scott where things are at he knows. Trev, like a great leader asks Scott to identify areas that need immediate improvement and what can Trev to facilitate those changes.
This narrows the focus down to where concerns/problems are. Scott has to verbalize them to Trev. They both likely know, now it is just in the open. Identify a few things to focus on, make some changes and get back later to gauge success. On to the next item on the list.
There might have been a "foot up a butt' but if it was, which I doubt, it may have been others than Scott.
Any of the good leaders I have been around operated like this. The butt chewing and do it my way stuff rarely works.
They sit down and Trev doesn't have to tell Scott where things are at he knows. Trev, like a great leader asks Scott to identify areas that need immediate improvement and what can Trev to facilitate those changes.
This narrows the focus down to where concerns/problems are. Scott has to verbalize them to Trev. They both likely know, now it is just in the open. Identify a few things to focus on, make some changes and get back later to gauge success. On to the next item on the list.
There might have been a "foot up a butt' but if it was, which I doubt, it may have been others than Scott.
Any of the good leaders I have been around operated like this. The butt chewing and do it my way stuff rarely works.
A difference in business philosophy, and you very well may be right.
Since you and I are dealing in a hypothetical meeting, regardless of the style that Alberts employs, the result is showing promise.
Maybe you are right, but I doubt their interactions have been all sunshine and lollipops
Give him credit… He’s smart, too. Got out of Iowa as soon as he was old enough to leave home and never looked back.
Yep, love that husker legend!
The conversation is tense but frank. Keep the focus on what Frost identifies as the problems and the piece I didn't add was Trev then asks what he can do to help.Maybe you are right, but I doubt their interactions have been all sunshine and lollipops
When I did this with a student, teacher or employee I wanted to identify what needed to improve or be accomplished, then I asked what I needed to do as the administrator to make that happen. Document that and I follow through on what needs to be done. Then, when things go well, you followed a plan by the person who was struggling. If it goes south, you gave them every opportunity to identify and use resources being offered.
There are frequent mile markers and checks on how things are going. This is a very results oriented situation and easier to gauge but there are always inside workings that are difficult to know although some on here seem to think they do. I do not even pretend. I just see Trev as a more humble, straight forward guy with the goal of bringing championships through teamwork, not dictating everything with a boot.
I get what you are saying totally, and I used a similar approach to your method 90% of the time during many years in my career when I managed people. However, sometimes I had to resort to threats of termination, verbal abuse, shouting, swearing, finger-pointing, thinly-veiled threats of physical abuse, humiliation (private or public), or what ever it took to adjust someone's attitude and get him or her on the right track. Those types of people were almost always self-centered, arrogant, had inflated sense of self-worth, were stubborn, were loyal to the wrong people, and did unacceptable stuff due to their "principles". Of course HCSF is none of those, so Trev won't have to resort to those tactics, will he?
When I retired I was shocked and humbled by how many people stopped by and got emotional about how I had helped their careers and influenced their lives. A fair number of them were folks I had to put a boot up their butts many moons ago, and they in fact seemed the most emotional and grateful.
He's Nebraska all the way through.
Gotta love a DL coach in Kaczenski from Iowa. Just don't ask him to not his hit his wife... cause he doesn't like that too much.
Still has his Iowa roots. Parents instilled them and they can't be changed where ever he goes.
Not my point… iowa troll comes over here and takes credit for Trev being an Iowan. I simply flipped it and showed how smart he is for never returning.
You know how the game is played. No need to challenge my post. Not sure why you are validating the Iowa troll in any way, shape or form.
I agree with much of what you said Husker. There's no question that dealing in education, with students, teachers and employees and then dealing with people in sales and the production of products, in the real world.
As Husker says, there are many different personality types to deal with. Some you can look sternly at them, and that is effective. Others have to be cajoled.
A good manager/CEO already knows what the issues are. And generally those issues have to do with producing something at a less than satisfactory rate.
Different strokes for different folks. Every person in a position of authority have a personal image and some thrive on letting people know who is in charge.
It's all good. Business is a full contact sport.