Floorball Team dynamics on practices and games

So far, I have been talking about Steiner’s model in the teamwork part, but of course there are other models that can help you understand your floorball team behavior and development. Below you find a summary of Tuckman & Jensen 1977, team development model.

Floorball game situation drills and practices

Forming – The floorball team members get to know each other and start to identify the task/challenge they are facing and how they should solve it. This is a very exciting phase for each member, although they might have spent one or more seasons together, but when you add or trade/add/remove players or change the task for the team, you will start from the beginning by forming.

Storming – Now the “honeymoon” is over and you will probably or most likely face conflicts and tensions in your floorball team, between the players and sometimes between you and a player (or this will be hidden under the surface). The conflicts can be about roles in the team, behavior, tactics etc. If the conflicts are not handled some teams will not take the next step and be stuck in storming phase.

Norming – The floorball players start to find their places and roles within the team. Roles and norms start to be established and clear for everyone, regarding both the task and social intercourse. Goals are getting clearer and clearer and the co-operation is strengthened within the team.

Performing – Now the floorball team is ready, relations, roles, goals and norms are clear for everyone and accepted. The focus is now the first steps towards the common goal on short and long term, by beating other teams.

Adjourning – The season is over and the motivation is lower than before and the relationship between the floorball players might not be that important anymore, the focus starts to shift to holidays and next season.

Floorball – Assistant coach or coaches

It is important to find assistants that are skilled in areas that the floorball head coach has little experience in, or little joy in doing. If the head coach hates fund-raising, or dealing with the officials, or even going to floorball league meetings, then the head coach should look for assistants who enjoy these tasks around the floorball team. Do not find yourself in the situation where there are four floorball coaches on the team who all want to be in charge of the same area this is worse than having no help what so ever.

Floorball passing drills and practices

Divide your efforts and make sure to delegate responsibility for certain coaching tasks.  Make sure that each floorball assistant coach has a say in the decision making, yet still be willing to defer to the head coach in case of disputes. That said, don’t be afraid to allow your assistants to operate independently at times as well. Always remember that the old saying, two heads are better than one.  And in the world of floorball coaching, four or five heads are usually MUCH better than one!

Floorball – Motivation to stay in the team

So far we have been talking about motivation to do something. What a bout the motivation to continue within the same team, stay in the group? Motivation to stay in the floorball team can be divided into two categories:
– Forces that attract team members to the team (task oriented, to win games tournaments)
– Resistance towards splitting up (force inside the team to continue as a team)

Zlatan Ibrahimovic left Inter for Barcelona in order to be able to win the Champions League. Inter with Jose Mourinho won Serie A, Coppa Italia and Champions League, the year Ibrahimovic left.
Mourinho left Inter for Real Madrid but, most of the Inter players stayed in the team, even if there were a lot of rumors about transfers, but not many of them showed up to be true in the end. The force to stay in the same team was stronger than the attraction of other teams, except for José Mourinho.

Floorball youth skill drills and practices

Research shows that a high turnover among players/employees is expensive, time consuming and affects the satisfaction and communication negatively among the players in the team.
When it comes to changing the coach it looks like the change is connected to negative results in case of continuous change of coaches.

“The magic triple we won with Mourinho, no one can take that away from us, and we have the same team as last year, so no one can say we can not do it again” /Javier Zanetti

Floorball – For me or for someone else?

Internal or external motivation? The internal motivation comes from you, you do something because you want to (and you know why) and you can see the benefits for you. External motivation comes from for example external rewards, like prices, money or other benefits. It can be hard to tell what did motivate you most, but on the long term the internal motivation is the motivation that will help you most in your performance. Other sources for motivation might be:
– Task related motivation, comes from the teams goals and purpose, common efforts towards a common goal.
– Social related motivation comes from the social intercourse with the other team members
– Internal motivation comes from individual reward, goals and performance.

What is it that motivates us with a particular task. This may be some reasons:
– Social satisfaction
– Tournament moments
– Self-control
– Lifestyle
– Physical and mental wellbeing
– Success quest
– Money – survival – Luxury
– Status
– Competition
– (Nice view), See the Waterboy example in – For me, the team or why do I do it.

floorball reward

Rewards may increase motivation?

Yes answers, most people probably without thinking. So here’s a little story:
There was a group of boys who used to play football at a farmer’s field. The farmer himself did not like it and tried repeatedly to drive away those little football players, without success.
He decided to go for a new tactic. He walked up to the boys playing football and said that everyone would get 50 cents, each time they played football at his field. Next week, he gave them one Euro each. The week after he told the boys that he had short of money so they could only get 50 cents again. The next week he said he would only be able to pay 20 cents. The young football players were really upset, “Who do you think you are? How can you believe that anyone of us would play for you, for 20 cents?” So what the boys had done with joy and for fun (internal motivation), ended up as the farmer wanted, they quit playing after the external reward was minized or removed…

When a man comes home with flowers, the question might be “Okey, what have you done now, why do you bring me flowers? Or when you receive or are offered something for free, you immediately think “What do they want me to buy from them or what kind of subscription/contract is behind the gift”?
Rewards are good and fun, but you have to have the insight that people or your players perceive it very differently. Therefore, it is good to explain and justify carefully why you give the person something. Otherwise, some people get the feeling that the other person is trying to take control of me and tie me up by giving me something.

It’s good to have money, so you can buy things that can be bought with money. It’s although a lot better to not lose the things that cannot be bought with money. (It’s better to have internal than external motivation)