Introduction
“Looking forward to trying new things with my team.”
New year energy. Fresh start possibility.
How do you channel that into actual coaching improvement?
The New Year Opportunity
Why January Works
Natural reset point:
- Clean calendar
- Fresh motivation
- Reflection complete
- Energy renewed
Psychological restart is real.
The Danger
New Year danger:
- Over-ambitious goals
- Unrealistic expectations
- Rapid burnout
- Abandoned intentions
Most resolutions fail by February.
The Opportunity
Done right:
- Focused improvement
- Sustainable change
- Real development
- Lasting impact
New year can be genuinely new.
Setting Effective Coaching Goals
Specific Over Vague
Vague: “Be a better coach” Specific: “Implement game model principles in every session”
Vague: “Develop my players” Specific: “Each player can receive on back foot by April”
Specificity creates direction.
Few Over Many
One to three goals maximum.
More than three:
- Attention splits
- Progress diffuses
- Overwhelm grows
- Nothing completes
Focus beats breadth.
Process Over Outcome
Outcome goal: “Win the league” Process goal: “Run training that develops winning habits”
Outcome goal: “Get my badge” Process goal: “Complete one module monthly”
Process is controllable. Outcomes aren’t.
Measurable Progress
How will you know?
- What does success look like?
- How will you track it?
- What milestones exist?
- When will you review?
Measurement enables adjustment.
Types of Coaching Goals
Session Quality
“Trying new things with my team.”
Goals around training:
- Implement specific approach
- Improve activity design
- Increase game-based learning
- Better session flow
Where most coaching happens.
Player Development
Goals around players:
- Technical improvements
- Tactical understanding
- Character development
- Individual progress
Why we coach.
Personal Development
Goals for yourself:
- Complete qualification
- Read specific books
- Attend courses
- Build knowledge
You developing helps them develop.
Relationship Building
Goals around connections:
- Better parent communication
- Stronger player relationships
- Club integration
- Community engagement
Coaching is relationships.
Career Progression
Goals for coaching future:
- Move to higher level
- Take on new role
- Build reputation
- Create opportunities
Where coaching takes you.
Making Goals Stick
Write Them Down
Not just thought. Documented.
Written goals:
- More concrete
- More committed
- More achievable
- More likely
Write them somewhere visible.
Share With Others
Accountability power:
- Tell someone
- Join with others
- Create support
- Build expectation
Shared goals get done.
Break Into Actions
Big goal: “Implement game model”
Actions:
- Week 1: Review game model document
- Week 2: Identify two principles to start
- Week 3: Plan sessions around those principles
- Week 4: Execute and reflect
Actions create progress.
Schedule Review Points
Monthly minimum:
- Am I progressing?
- What’s working?
- What needs adjustment?
- What’s next?
Without review, drift happens.
Expect Setbacks
Progress isn’t linear:
- Busy weeks happen
- Motivation fluctuates
- Obstacles appear
- Patience required
Setbacks are part of success.
Example Goal Framework
Goal
“Implement game-based learning in 80% of my sessions by April.”
Why This Goal
“My sessions are too drill-based. Players don’t transfer training to matches.”
Actions
- January: Learn game-based principles (read, watch, discuss)
- February: Design 4 game-based sessions (one per week)
- March: Expand to majority of sessions
- April: Full implementation and reflection
Measurement
Weekly session log: Was this session game-based? Yes/No. Target: 80% yes by April.
Support
- Share goal in coaching community
- Find accountability partner
- Review monthly with mentor
- Track progress visibly
Review Schedule
- Weekly: Session log update
- Monthly: Progress review
- April: Goal completion assessment
Conclusion
“Looking forward to trying new things with my team.”
That excitement is valuable. Channel it well.
Set goals that are:
- Specific
- Few
- Process-focused
- Measurable
Support them with:
- Written documentation
- Shared accountability
- Broken-down actions
- Regular review
Make this year genuinely different.