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<blockquote data-quote="slugboy" data-source="post: 907658" data-attributes="member: 282"><p>The fact that Chadwell was successful with a good QB and that L**** was successful with a quality QB and that they both coached in G5 doesn’t mean that they’re the same coach. I’m sure I can find two things in common between Andy Reid and almost any coach. I’m also sure I can find two things in common between B*** L***** and any potential coaching candidates we have. </p><p></p><p>Chadwell has had more than one good QB. That at least indicates that either he makes QBs better or that he can recruit good QBs. </p><p></p><p>And, for any offensive-minded coach, you're going to see that their QB has SOME kind of good stats. If the criteria for rejecting a G5 candidate is that you're going to reject any candidate that had good results with good QBs, you're going to reject any offensive-minded coach. And Chadwell's standard is that he doesn't need a team of 5* players, which goes against what you're saying in your comparison. </p><p></p><p>(BTW, L**** was a defense coach)</p><p></p><p>If you look at coaches and put them in the B*** L***** bucket or Collins bucket or Chan Gailey bucket, etc., you're going to eliminate everyone but Nick Saban or a coach who has already won a national title or maybe coaches with scheme offenses. </p><p></p><p>There have been a couple of posts about G5 coaches being a risk, and that we haven't done well with G5 coaches. If anything, it seems to say "get a coach from the NFL and minimize your downside", but we get a ton of objections to Ken Whisenhunt. </p><p></p><table style='width: 100%'><tr><td>2018</td><td>G5</td><td>Collins</td><td>Failure</td></tr><tr><td>2007</td><td>G5</td><td>Paul Johnson</td><td>Success</td></tr><tr><td>2001</td><td>NFL</td><td>Chan Gailey</td><td>Medium</td></tr><tr><td>1994</td><td>NFL/Assistant HC</td><td>George O'Leary</td><td>Success</td></tr><tr><td>1991</td><td>G5</td><td>L****</td><td>Failure</td></tr><tr><td>1986</td><td>P5/Unemployed</td><td>Bobby Ross</td><td>Success</td></tr></table><p></p><p>I'm really careful reading too much into where our coaches come from, because some of them are from 40 or more years ago--so much has changed since then, so how much do emphasis should we put on how we got a coach in 1986? </p><p></p><p>TL;DR: The biggest lesson I take from this is "set some criteria, figure out where you're going, take some of the emotion out of the process so you don't go for flashy stuff, and find someone who has had more than one year of success that fits your framework for success". Which seems to be what we're doing with Parker Exec Search and our hiring committee.</p></blockquote><p></p>
[QUOTE="slugboy, post: 907658, member: 282"] The fact that Chadwell was successful with a good QB and that L**** was successful with a quality QB and that they both coached in G5 doesn’t mean that they’re the same coach. I’m sure I can find two things in common between Andy Reid and almost any coach. I’m also sure I can find two things in common between B*** L***** and any potential coaching candidates we have. Chadwell has had more than one good QB. That at least indicates that either he makes QBs better or that he can recruit good QBs. And, for any offensive-minded coach, you're going to see that their QB has SOME kind of good stats. If the criteria for rejecting a G5 candidate is that you're going to reject any candidate that had good results with good QBs, you're going to reject any offensive-minded coach. And Chadwell's standard is that he doesn't need a team of 5* players, which goes against what you're saying in your comparison. (BTW, L**** was a defense coach) If you look at coaches and put them in the B*** L***** bucket or Collins bucket or Chan Gailey bucket, etc., you're going to eliminate everyone but Nick Saban or a coach who has already won a national title or maybe coaches with scheme offenses. There have been a couple of posts about G5 coaches being a risk, and that we haven't done well with G5 coaches. If anything, it seems to say "get a coach from the NFL and minimize your downside", but we get a ton of objections to Ken Whisenhunt. [TABLE] [TR] [TD]2018[/TD] [TD]G5[/TD] [TD]Collins[/TD] [TD]Failure[/TD] [/TR] [TR] [TD]2007[/TD] [TD]G5[/TD] [TD]Paul Johnson[/TD] [TD]Success[/TD] [/TR] [TR] [TD]2001[/TD] [TD]NFL[/TD] [TD]Chan Gailey[/TD] [TD]Medium[/TD] [/TR] [TR] [TD]1994[/TD] [TD]NFL/Assistant HC[/TD] [TD]George O'Leary[/TD] [TD]Success[/TD] [/TR] [TR] [TD]1991[/TD] [TD]G5[/TD] [TD]L****[/TD] [TD]Failure[/TD] [/TR] [TR] [TD]1986[/TD] [TD]P5/Unemployed[/TD] [TD]Bobby Ross[/TD] [TD]Success[/TD] [/TR] [/TABLE] I'm really careful reading too much into where our coaches come from, because some of them are from 40 or more years ago--so much has changed since then, so how much do emphasis should we put on how we got a coach in 1986? TL;DR: The biggest lesson I take from this is "set some criteria, figure out where you're going, take some of the emotion out of the process so you don't go for flashy stuff, and find someone who has had more than one year of success that fits your framework for success". Which seems to be what we're doing with Parker Exec Search and our hiring committee. [/QUOTE]
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