The more I see this thread in Recent Discussions, the more I get pissed off at the fact our? basketball programs are shit...and I normally don’t give a fuck about college ball until March.
I feel like the program (for both men and women) has so much potential if we? could just get some coaches with big sets of balls/ovaries.
NAU hadn't been remotely competitive for 10 years before she got there. And Rueck's success at OSU says that Northwest Conference experience can work out too.
Isn't Hopkins' buyout $11 or $13 million until after the 2021 season? Seems like hitting the JC / transfer portal hard and changing a couple of assistants would be more likely than big hitter wallets stepping forward to help with the buy-out.
You'd think so given Jen's complete inaction. But it's way smaller than that - it moves from $6m to $3m at the end of this month. Small time bullshit.
Isn't Hopkins' buyout $11 or $13 million until after the 2021 season? Seems like hitting the JC / transfer portal hard and changing a couple of assistants would be more likely than big hitter wallets stepping forward to help with the buy-out.
You'd think so given Jen's complete inaction. But it's way smaller than that - it moves from $6m to $3m at the end of this month. Small time bullshit.
Seriously? $3 million is nothing these days with coaching contracts. A pair of sold out games pays that buyout. At $3 million, you can't afford not to try something different to turn the program around.
NAU hadn't been remotely competitive for 10 years before she got there. And Rueck's success at OSU says that Northwest Conference experience can work out too.
The fascination people have with making a hire because of someone being an alum blows my mind
There are definitely better candidates than Loree Payne
NAU hadn't been remotely competitive for 10 years before she got there. And Rueck's success at OSU says that Northwest Conference experience can work out too.
The fascination people have with making a hire because of someone being an alum blows my mind
There are definitely better candidates than Loree Payne
Who did we lose Mike Neighbors to? His alma mater.
Who did we lose Kevin McGuff to? The big school in his home state.
Who did we lose Chris Gobrecht to? Her alma mater.
Loree Payne is an excellent coach who would be more likely to stay than someone who isn't an alum. My reasons for supporting her candidacy are greater than her being an alum, however. I watched her at UPS. I knew she was headed to the big leagues. When she's at Cal or Utah instead, you'll wish you could have a do over.
NAU hadn't been remotely competitive for 10 years before she got there. And Rueck's success at OSU says that Northwest Conference experience can work out too.
The fascination people have with making a hire because of someone being an alum blows my mind
There are definitely better candidates than Loree Payne
Who did we lose Mike Neighbors to? His alma mater.
Who did we lose Kevin McGuff to? The big school in his home state.
Who did we lose Chris Gobrecht to? Her alma mater.
Loree Payne is an excellent coach who would be more likely to stay than someone who isn't an alum. My reasons for supporting her candidacy are greater than her being an alum, however. I watched her at UPS. I knew she was headed to the big leagues. When she's at Cal or Utah instead, you'll wish you could have a do over.
So you want to hire someone where you can build in job security as a priority before knowing whether they are capable of doing the job
Hiring a good coach is the first part of the deal ...
Once you have one then your job is to retain ...
If someone leaves and you’re market competitive then you wish them good luck and make another good hire
Looking more than 5 years ahead on any job, hire, etc is setting yourself up for failure
I’m glad you’re not in charge of the hiring process
NAU hadn't been remotely competitive for 10 years before she got there. And Rueck's success at OSU says that Northwest Conference experience can work out too.
The fascination people have with making a hire because of someone being an alum blows my mind
There are definitely better candidates than Loree Payne
Who did we lose Mike Neighbors to? His alma mater.
Who did we lose Kevin McGuff to? The big school in his home state.
Who did we lose Chris Gobrecht to? Her alma mater.
Loree Payne is an excellent coach who would be more likely to stay than someone who isn't an alum. My reasons for supporting her candidacy are greater than her being an alum, however. I watched her at UPS. I knew she was headed to the big leagues. When she's at Cal or Utah instead, you'll wish you could have a do over.
So you want to hire someone where you can build in job security as a priority before knowing whether they are capable of doing the job
Hiring a good coach is the first part of the deal ...
Once you have one then your job is to retain ...
If someone leaves and you’re market competitive then you wish them good luck and make another good hire
Looking more than 5 years ahead on any job, hire, etc is setting yourself up for failure
I’m glad you’re not in charge of the hiring process
So just hire the coach you already know will be successful. And then hire another one if that one leaves. BrIlliant! Someone should have thought of that. You really should be in athletic administration.
NAU hadn't been remotely competitive for 10 years before she got there. And Rueck's success at OSU says that Northwest Conference experience can work out too.
The fascination people have with making a hire because of someone being an alum blows my mind
There are definitely better candidates than Loree Payne
Who did we lose Mike Neighbors to? His alma mater.
Who did we lose Kevin McGuff to? The big school in his home state.
Who did we lose Chris Gobrecht to? Her alma mater.
Loree Payne is an excellent coach who would be more likely to stay than someone who isn't an alum. My reasons for supporting her candidacy are greater than her being an alum, however. I watched her at UPS. I knew she was headed to the big leagues. When she's at Cal or Utah instead, you'll wish you could have a do over.
So you want to hire someone where you can build in job security as a priority before knowing whether they are capable of doing the job
Hiring a good coach is the first part of the deal ...
Once you have one then your job is to retain ...
If someone leaves and you’re market competitive then you wish them good luck and make another good hire
Looking more than 5 years ahead on any job, hire, etc is setting yourself up for failure
I’m glad you’re not in charge of the hiring process
So just hire the coach you already know will be successful. And then hire another one if that one leaves. BrIlliant! Someone should have thought of that. You really should be in athletic administration.
That would require you to understand the point that I was making
You can make the best hire in the world and you have no idea what the future holds.
When Chris Petersen took the job nobody cared about whether he was an alum or not. What mattered was that he was a great coach. When he got to the CFP in 2016 most would have been happy to have had him on board for the foreseeable future ...
And 3 years later he retired
My point is that you don’t hire an alum with the rationale that at least they won’t leave. Everybody has a shelf life and everybody is going to be replaced at some point.
When Petersen was hired any AD would have hoped that the hire would mean job stability for 10-15 years minimum. He coached 6 seasons at UW.
Hence my point about don’t get too far over the skis in hiring. Hire the person you think gives you the best opportunity to be successful over the next 5 years. If they are successful and stay ... that’s great. If they leave you’re in theory making your next hire from a better position of strength.
The problem with most hiring decisions is factors that have no bearing on future success get tied into the search and distract or often preclude making the best hire possible.
NAU hadn't been remotely competitive for 10 years before she got there. And Rueck's success at OSU says that Northwest Conference experience can work out too.
The fascination people have with making a hire because of someone being an alum blows my mind
There are definitely better candidates than Loree Payne
Who did we lose Mike Neighbors to? His alma mater.
Who did we lose Kevin McGuff to? The big school in his home state.
Who did we lose Chris Gobrecht to? Her alma mater.
Loree Payne is an excellent coach who would be more likely to stay than someone who isn't an alum. My reasons for supporting her candidacy are greater than her being an alum, however. I watched her at UPS. I knew she was headed to the big leagues. When she's at Cal or Utah instead, you'll wish you could have a do over.
So you want to hire someone where you can build in job security as a priority before knowing whether they are capable of doing the job
Hiring a good coach is the first part of the deal ...
Once you have one then your job is to retain ...
If someone leaves and you’re market competitive then you wish them good luck and make another good hire
Looking more than 5 years ahead on any job, hire, etc is setting yourself up for failure
I’m glad you’re not in charge of the hiring process
So just hire the coach you already know will be successful. And then hire another one if that one leaves. BrIlliant! Someone should have thought of that. You really should be in athletic administration.
That would require you to understand the point that I was making
You can make the best hire in the world and you have no idea what the future holds.
When Chris Petersen took the job nobody cared about whether he was an alum or not. What mattered was that he was a great coach. When he got to the CFP in 2016 most would have been happy to have had him on board for the foreseeable future ...
And 3 years later he retired
My point is that you don’t hire an alum with the rationale that at least they won’t leave. Everybody has a shelf life and everybody is going to be replaced at some point.
When Petersen was hired any AD would have hoped that the hire would mean job stability for 10-15 years minimum. He coached 6 seasons at UW.
Hence my point about don’t get too far over the skis in hiring. Hire the person you think gives you the best opportunity to be successful over the next 5 years. If they are successful and stay ... that’s great. If they leave you’re in theory making your next hire from a better position of strength.
The problem with most hiring decisions is factors that have no bearing on future success get tied into the search and distract or often preclude making the best hire possible.
Right now we need to return to competitive. Loree can do that. If she can do better than that, you have a coach in her early 40s who is at her alma mater and you can have a real run of success. When you think of women’s basketball, how much coaching turnover have Stanford, UConn, Baylor, Tennessee had during their championship eras?
NAU hadn't been remotely competitive for 10 years before she got there. And Rueck's success at OSU says that Northwest Conference experience can work out too.
The fascination people have with making a hire because of someone being an alum blows my mind
There are definitely better candidates than Loree Payne
Who did we lose Mike Neighbors to? His alma mater.
Who did we lose Kevin McGuff to? The big school in his home state.
Who did we lose Chris Gobrecht to? Her alma mater.
Loree Payne is an excellent coach who would be more likely to stay than someone who isn't an alum. My reasons for supporting her candidacy are greater than her being an alum, however. I watched her at UPS. I knew she was headed to the big leagues. When she's at Cal or Utah instead, you'll wish you could have a do over.
So you want to hire someone where you can build in job security as a priority before knowing whether they are capable of doing the job
Hiring a good coach is the first part of the deal ...
Once you have one then your job is to retain ...
If someone leaves and you’re market competitive then you wish them good luck and make another good hire
Looking more than 5 years ahead on any job, hire, etc is setting yourself up for failure
I’m glad you’re not in charge of the hiring process
So just hire the coach you already know will be successful. And then hire another one if that one leaves. BrIlliant! Someone should have thought of that. You really should be in athletic administration.
That would require you to understand the point that I was making
You can make the best hire in the world and you have no idea what the future holds.
When Chris Petersen took the job nobody cared about whether he was an alum or not. What mattered was that he was a great coach. When he got to the CFP in 2016 most would have been happy to have had him on board for the foreseeable future ...
And 3 years later he retired
My point is that you don’t hire an alum with the rationale that at least they won’t leave. Everybody has a shelf life and everybody is going to be replaced at some point.
When Petersen was hired any AD would have hoped that the hire would mean job stability for 10-15 years minimum. He coached 6 seasons at UW.
Hence my point about don’t get too far over the skis in hiring. Hire the person you think gives you the best opportunity to be successful over the next 5 years. If they are successful and stay ... that’s great. If they leave you’re in theory making your next hire from a better position of strength.
The problem with most hiring decisions is factors that have no bearing on future success get tied into the search and distract or often preclude making the best hire possible.
Right now we need to return to competitive. Loree can do that. If she can do better than that, you have a coach in her early 40s who is at her alma mater and you can have a real run of success. When you think of women’s basketball, how much coaching turnover have Stanford, UConn, Baylor, Tennessee had during their championship eras?
Take the L here man ... tired of making you my bitch
NAU hadn't been remotely competitive for 10 years before she got there. And Rueck's success at OSU says that Northwest Conference experience can work out too.
The fascination people have with making a hire because of someone being an alum blows my mind
There are definitely better candidates than Loree Payne
Who did we lose Mike Neighbors to? His alma mater.
Who did we lose Kevin McGuff to? The big school in his home state.
Who did we lose Chris Gobrecht to? Her alma mater.
Loree Payne is an excellent coach who would be more likely to stay than someone who isn't an alum. My reasons for supporting her candidacy are greater than her being an alum, however. I watched her at UPS. I knew she was headed to the big leagues. When she's at Cal or Utah instead, you'll wish you could have a do over.
So you want to hire someone where you can build in job security as a priority before knowing whether they are capable of doing the job
Hiring a good coach is the first part of the deal ...
Once you have one then your job is to retain ...
If someone leaves and you’re market competitive then you wish them good luck and make another good hire
Looking more than 5 years ahead on any job, hire, etc is setting yourself up for failure
I’m glad you’re not in charge of the hiring process
So just hire the coach you already know will be successful. And then hire another one if that one leaves. BrIlliant! Someone should have thought of that. You really should be in athletic administration.
That would require you to understand the point that I was making
You can make the best hire in the world and you have no idea what the future holds.
When Chris Petersen took the job nobody cared about whether he was an alum or not. What mattered was that he was a great coach. When he got to the CFP in 2016 most would have been happy to have had him on board for the foreseeable future ...
And 3 years later he retired
My point is that you don’t hire an alum with the rationale that at least they won’t leave. Everybody has a shelf life and everybody is going to be replaced at some point.
When Petersen was hired any AD would have hoped that the hire would mean job stability for 10-15 years minimum. He coached 6 seasons at UW.
Hence my point about don’t get too far over the skis in hiring. Hire the person you think gives you the best opportunity to be successful over the next 5 years. If they are successful and stay ... that’s great. If they leave you’re in theory making your next hire from a better position of strength.
The problem with most hiring decisions is factors that have no bearing on future success get tied into the search and distract or often preclude making the best hire possible.
Right now we need to return to competitive. Loree can do that. If she can do better than that, you have a coach in her early 40s who is at her alma mater and you can have a real run of success. When you think of women’s basketball, how much coaching turnover have Stanford, UConn, Baylor, Tennessee had during their championship eras?
Take the L here man ... tired of making you my bitch
NAU hadn't been remotely competitive for 10 years before she got there. And Rueck's success at OSU says that Northwest Conference experience can work out too.
The fascination people have with making a hire because of someone being an alum blows my mind
There are definitely better candidates than Loree Payne
Who did we lose Mike Neighbors to? His alma mater.
Who did we lose Kevin McGuff to? The big school in his home state.
Who did we lose Chris Gobrecht to? Her alma mater.
Loree Payne is an excellent coach who would be more likely to stay than someone who isn't an alum. My reasons for supporting her candidacy are greater than her being an alum, however. I watched her at UPS. I knew she was headed to the big leagues. When she's at Cal or Utah instead, you'll wish you could have a do over.
So you want to hire someone where you can build in job security as a priority before knowing whether they are capable of doing the job
Hiring a good coach is the first part of the deal ...
Once you have one then your job is to retain ...
If someone leaves and you’re market competitive then you wish them good luck and make another good hire
Looking more than 5 years ahead on any job, hire, etc is setting yourself up for failure
I’m glad you’re not in charge of the hiring process
So just hire the coach you already know will be successful. And then hire another one if that one leaves. BrIlliant! Someone should have thought of that. You really should be in athletic administration.
That would require you to understand the point that I was making
You can make the best hire in the world and you have no idea what the future holds.
When Chris Petersen took the job nobody cared about whether he was an alum or not. What mattered was that he was a great coach. When he got to the CFP in 2016 most would have been happy to have had him on board for the foreseeable future ...
And 3 years later he retired
My point is that you don’t hire an alum with the rationale that at least they won’t leave. Everybody has a shelf life and everybody is going to be replaced at some point.
When Petersen was hired any AD would have hoped that the hire would mean job stability for 10-15 years minimum. He coached 6 seasons at UW.
Hence my point about don’t get too far over the skis in hiring. Hire the person you think gives you the best opportunity to be successful over the next 5 years. If they are successful and stay ... that’s great. If they leave you’re in theory making your next hire from a better position of strength.
The problem with most hiring decisions is factors that have no bearing on future success get tied into the search and distract or often preclude making the best hire possible.
Right now we need to return to competitive. Loree can do that. If she can do better than that, you have a coach in her early 40s who is at her alma mater and you can have a real run of success. When you think of women’s basketball, how much coaching turnover have Stanford, UConn, Baylor, Tennessee had during their championship eras?
Take the L here man ... tired of making you my bitch
Comments
I feel like the program (for both men and women) has so much potential if we? could just get some coaches with big sets of balls/ovaries.
Again, I hate UW athletics right now.
Let’s see if she can make a reasonable hire
Mrs. Lake does not coach the tight ends.
NAU hadn't been remotely competitive for 10 years before she got there. And Rueck's success at OSU says that Northwest Conference experience can work out too.
And they've always been really good.
Just throwing out names.
There are definitely better candidates than Loree Payne
Who did we lose Kevin McGuff to? The big school in his home state.
Who did we lose Chris Gobrecht to? Her alma mater.
Loree Payne is an excellent coach who would be more likely to stay than someone who isn't an alum. My reasons for supporting her candidacy are greater than her being an alum, however. I watched her at UPS. I knew she was headed to the big leagues. When she's at Cal or Utah instead, you'll wish you could have a do over.
Hiring a good coach is the first part of the deal ...
Once you have one then your job is to retain ...
If someone leaves and you’re market competitive then you wish them good luck and make another good hire
Looking more than 5 years ahead on any job, hire, etc is setting yourself up for failure
I’m glad you’re not in charge of the hiring process
You can make the best hire in the world and you have no idea what the future holds.
When Chris Petersen took the job nobody cared about whether he was an alum or not. What mattered was that he was a great coach. When he got to the CFP in 2016 most would have been happy to have had him on board for the foreseeable future ...
And 3 years later he retired
My point is that you don’t hire an alum with the rationale that at least they won’t leave. Everybody has a shelf life and everybody is going to be replaced at some point.
When Petersen was hired any AD would have hoped that the hire would mean job stability for 10-15 years minimum. He coached 6 seasons at UW.
Hence my point about don’t get too far over the skis in hiring. Hire the person you think gives you the best opportunity to be successful over the next 5 years. If they are successful and stay ... that’s great. If they leave you’re in theory making your next hire from a better position of strength.
The problem with most hiring decisions is factors that have no bearing on future success get tied into the search and distract or often preclude making the best hire possible.