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Speaker 1: So a lot of good documentaries out there. I mean,

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Speaker 1: you got Netflix or Hulu or whatnot. You got limitless

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Speaker 1: documentaries to choose from twenty twenty four. Here, I felt

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Speaker 1: like we were watching a documentary unfold, and we had

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Speaker 1: the ups and ups and ups, and then we got

6
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Speaker 1: the beginning of the season, and then we go way down,

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Speaker 1: and then everything's left for dead and the message boards

8
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Speaker 1: have you run out of here, and then you, guys,

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Speaker 1: I refer to it as having the audacity to compete.

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Speaker 1: Almost everybody's left you for dead, and then you just

11
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Speaker 1: keep competing, and you guys spike it at the end

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Speaker 1: of the year. I know what it felt.

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Speaker 2: Like for me.

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Speaker 1: What did twenty twenty four feel like in your seat?

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Speaker 3: Well, I think it gave me conviction about how we

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Speaker 3: do what we do.

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Speaker 2: You know. I think the.

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Speaker 3: We really committed to building the program a certain way

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Speaker 3: in the very beginning, kind of stuck to our guns

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Speaker 3: throughout an incredible couple of years, and just to see

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Speaker 3: the character of our team kind of show up, you know.

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Speaker 3: I think the football finally started to look the way

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Speaker 3: we wanted to look.

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Speaker 2: But then you're you know, you've.

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Speaker 3: Got an obligation to the players that you're leading, and

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Speaker 3: that's really what is consuming you in that moment, and

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Speaker 3: then to see them kind of come alive, you know

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Speaker 3: that that was Ultimately I think the difference is we

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Speaker 3: essentially they started to believe they could do it, you know,

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Speaker 3: and then they're a dangerous team, and you're just proud

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Speaker 3: of the players and the approach that they took through it.

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Speaker 1: I think one of several differences between the man on

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Speaker 1: the street versus the kind of athlete that you have

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Speaker 1: in the walls at a place like this or someone

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Speaker 1: on your staff at a place like this, is how

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Speaker 1: how much you have to block out the noise, but

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Speaker 1: also how mentally tough you have to be when stuff

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Speaker 1: goes sideways. If you have a bad day at work

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Speaker 1: and you work for an insurance company, you just go

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Speaker 1: home and do it the next day. If you have

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Speaker 1: a bad day at work here, two million people have

42
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Speaker 1: something to say about it. If you lose games, twenty

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Speaker 1: million people have something to say about it. And you

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Speaker 1: were talking about that, and I just it takes me

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Speaker 1: back to around mid year when I think the biggest

46
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Speaker 1: fear is, oh, they've lost some games. Are the guys

47
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Speaker 1: gonna quit? Is the locker room gonna get lost, and

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Speaker 1: you were you just said exactly what I remember thinking.

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Speaker 1: I remember thinking, they don't look like they've stopped playing

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Speaker 1: it all. They don't look like they've stopped competing at all.

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Speaker 1: Now we know how the season turned out. Now everyone

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Speaker 1: knows how the season turned out. But in the moment,

53
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Speaker 1: it's got to be refreshing or it's got to be

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Speaker 1: a validation of the process, like you talked about. To know,

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Speaker 1: I'm looking guys in the eye. We have not gotten

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Speaker 1: the result we want to, but yet everybody's still sticking

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Speaker 1: their face in the fan.

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Speaker 2: For me, Yeah, I mean that group is special. You know,

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Speaker 2: you choose.

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Speaker 3: Blame or accountability all the time, you get put in

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Speaker 3: difficult situations, you face adversity, and that group didn't point

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Speaker 3: the finger. I mean they literally it was total ownership

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Speaker 3: of the situation. They kind of got back to back

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Speaker 3: and they just went to work and literally that when

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Speaker 3: we were in those difficult times kind of coming out

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Speaker 3: of that, it was literally one day at a time.

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Speaker 3: You know, we literally had a theme of one week.

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Speaker 3: There was one day contract, you know, like if we

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Speaker 3: were doing a documentary on you today. Okay, at the

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Speaker 3: end of the day based off your work, would you

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Speaker 3: get the call to come back the next day?

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Speaker 2: You know.

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Speaker 3: So I just think with this group, you know, it's

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Speaker 3: not about yesterday, it's not about tomorrow, It's about today,

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Speaker 3: you know. And I think that they really bought into that,

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Speaker 3: you know, and I think they got better and we

77
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Speaker 3: learned how to compete, you know, we learned how to

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Speaker 3: that the work was working.

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Speaker 2: That they could do it.

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Speaker 3: Beliefs powerful man, and you can kind of see that

81
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Speaker 3: group kind of gain some confidence.

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Speaker 2: We recruited three big groups.

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Speaker 3: Of high school players, and we were very calculated about

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Speaker 3: how we used the portal. And I'll be honest, after

85
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Speaker 3: that first month, you know, I'm sitting here and thinking

86
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Speaker 3: maybe we misjudged it a little bit, But I would

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Speaker 3: tell you that they grew up.

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Speaker 2: You know.

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Speaker 3: It was big form early, but all of a sudden,

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Speaker 3: you know, right in there around Kentucky, it was like, Okay,

91
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Speaker 3: we can do this, and then obviously played really good

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Speaker 3: football down to stretch.

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Speaker 1: I think one of the rules I learned back in

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Speaker 1: the day when I first started trying to watch college

95
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Speaker 1: football and then call myself predicting college football, as I

96
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Speaker 1: realized not everyone is ready to be the full version

97
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Speaker 1: of themselves as a team in week one. If you're

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Speaker 1: blessed and you're fortunate, you just come out of the

99
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Speaker 1: gate on fire, or if you're going to be bad

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Speaker 1: that year, at least do me the favor of being

101
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Speaker 1: bad from the beginning. Don't be good early than fade Lake,

102
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Speaker 1: because it just makes me look dumb when I pick

103
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Speaker 1: you to win. But you're illustrating the front side of

104
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Speaker 1: that coin, and that you come out of the gate

105
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Speaker 1: not like you want to at all, and everyone's questioning things,

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Speaker 1: and you're human, so you may question some things. But

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Speaker 1: then you find out, oh, we actually had it in place,

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Speaker 1: we actually had the answers. It just for whatever reason,

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Speaker 1: it didn't gel until it gelled, and then most folks

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Speaker 1: are ready for the season to end come December. I

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Speaker 1: imagine you sat there and said, we play five more weeks.

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Speaker 1: We're hot right now. I'd actually love for the season

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Speaker 1: to go into January.

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Speaker 2: Yeah, it's interesting, you know.

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Speaker 3: I think when you're building a football team now, you're

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Speaker 3: really trying to get to a point where you have

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Speaker 3: a veteran team, you know, I think retention is more

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Speaker 3: important than it's ever been in terms of the makeup

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Speaker 3: of the roster. If you look at the playoff and

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Speaker 3: these teams that are having success, they're veteran teams. Now,

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Speaker 3: sure there's some marquee players, there's a certain level of

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Speaker 3: talent to get to the show, but the veteran team

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Speaker 3: and the makeup of that locker room, the mindset and

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Speaker 3: the attitude, the mentality, and what a veteran player brings

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Speaker 3: to that adversity. I mean, nobody's playing the schedules that

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Speaker 3: we play in this league unscathed. I mean, don't I

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Speaker 3: think those days are over? You know, So you're really

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Speaker 3: building a team that if you can get hot at

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Speaker 3: the right time and get in and your battle test,

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Speaker 3: then you can go to the distance.

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Speaker 4: You know.

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Speaker 2: I think we've learned that last couple of years.

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Speaker 1: You did have to have the mentality for a long

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Speaker 1: time that if you lose a game, it's a crisis

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Speaker 1: because it may or may not have cost you your

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Speaker 1: postseason goals. And we're in this era now where Ohio

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Speaker 1: State loses two games, including their final regular season game,

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Speaker 1: and they end up buzz saw in the playoffs. I

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Speaker 1: remember we had Ryan dal on the show in this

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Speaker 1: format this time last year. I asked him, what's one

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Speaker 1: thing you've adjusted, And sure enough, he's sitting there saying,

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Speaker 1: if we do what we're supposed to do, we're going

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Speaker 1: to be playing into late January. So we got to

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Speaker 1: shape ourselves. We've got to mold all of our processes

145
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Speaker 1: to make sure we peek at the right time. Now,

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Speaker 1: he didn't say this, but it ended up being at

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Speaker 1: the expense of losing a couple of games. Sure, but

148
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Speaker 1: they ultimately got where they wanted to go. I assume

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Speaker 1: maybe with every new class that comes in in this

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Speaker 1: new era of the expanded playoff and whatnot, they're less

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Speaker 1: conditioned to think one loss is the end of the world.

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Speaker 1: But you've been around for a long time, so kind

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Speaker 1: of like me, like you're trying. You're having to retrain

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Speaker 1: your mind to understand we lost today. That sucks, but

155
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Speaker 1: also literally everything's still on the table for us.

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Speaker 3: Do you have the maturity to kind of hit the

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Speaker 3: reset button week after week? And I think that's where

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Speaker 3: you almost build your messaging throughout the entire year, you know,

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Speaker 3: I think it's key to recruit the right kind of

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Speaker 3: people too. You know, we recruited every one of these

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Speaker 3: groups that we've added to the team. The message has

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Speaker 3: been you've got to be up for the challenge, like

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Speaker 3: it is not going to be all sunshine and rainbows,

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Speaker 3: Like you got to come.

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Speaker 2: Here, you're part of the solution. We've got some issues.

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Speaker 3: This is gonna be a journey, and you've got to

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Speaker 3: be committed to that. I think that that helped us

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Speaker 3: last year when we're going through some of that stuff,

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Speaker 3: because we framed it up that way in the very beginning.

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Speaker 3: And now you've got a veteran team coming back that

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Speaker 3: is hungry. They see the light at the end of

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Speaker 3: the tunnel. We do have some marquee players, but I

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Speaker 3: think what you're saying is right. Every player is going

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Speaker 3: to contribute. Like these young players, you got to get

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Speaker 3: them ready. I mean, the depth you're going to need,

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Speaker 3: the roles, you got to build, the anticipation of the injury. Hey,

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Speaker 3: this guy's out this week, this guy's out the next week.

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Speaker 3: You got to really develop the entire roster in the summer.

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Speaker 3: This summer that we have coming up is really important.

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Speaker 1: I was talking to a coordinator in this league the

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Speaker 1: other day. He said something. It made total sense to me,

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Speaker 1: but I had never thought about it at this angle

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Speaker 1: because I asked him, who do you consult with? Where

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Speaker 1: are you looking? Well, what are you reading? Who are

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Speaker 1: you listening to? And he said, I have spoken to

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Speaker 1: as many JUCO coaches as I can this spring. I said, interesting,

187
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Speaker 1: go on and he said, well, that's the group that

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Speaker 1: has had to make a living off a two year

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Speaker 1: model instead of a four year model. And he said, yes,

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Speaker 1: we still technically run a four year model, but more

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Speaker 1: and more and more we got guys spending twelve or

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Speaker 1: twenty four months in our program as opposed to you

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Speaker 1: know that the full four year experience. And I'm just

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Speaker 1: curious whether you call it looking at the JUCO model

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Speaker 1: or not, Like how much have you had to rearrange

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Speaker 1: your thinking to comply with that?

197
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Speaker 3: Yeah, it's a catch twenty two, right, Like they need

198
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Speaker 3: the reps, okay, but you know, you've got to have

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Speaker 3: an environment where you get them to the show, you know,

200
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Speaker 3: And I think there's a there's a greater good concept.

201
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Speaker 2: You're always as a coach, you're.

202
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Speaker 3: Pushing the gas, but then it's like, hey, we got

203
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Speaker 3: to get them to the show. So the challenge is

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Speaker 3: like these young players have to be ready to embrace

205
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Speaker 3: this role. They're not ready for you know, and I

206
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Speaker 3: think you have to commit to that. You know, Like

207
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Speaker 3: a good example, we played Miles Graham and Aaron Chiles

208
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Speaker 3: and inside linebacker last year. We played them in possession

209
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Speaker 3: every half, just as a long term commitment to their growth.

210
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Speaker 3: We may need them, you have to keep them engaged.

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Speaker 3: It's going to be important for this offseason for their development.

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Speaker 3: Just think you see each player a little bit different

213
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Speaker 3: than you used to see them, you know. I think

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Speaker 3: the portal affects that a little bit. But I'm not

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Speaker 3: going to compromise the concept of building a program. I

216
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Speaker 3: just think there's a place for starting a race somewhere,

217
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Speaker 3: finish the race somewhere, building a home where you can

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Speaker 3: come back the rest of your life, get the degree,

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Speaker 3: connect with the alumni, learn some life lessons.

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Speaker 2: I think that's still out there.

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Speaker 3: I'm hopeful that with some revenue share and maybe some

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Speaker 3: sanity in the collective an endorsement world, that we can

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Speaker 3: get back to that and still paying the players like

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Speaker 3: they deserve to be paid. I think that world's out there,

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Speaker 3: and I think we're built for it.

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Speaker 1: I always tell myself, if I were a head coach,

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Speaker 1: I would really emphasize a legacy this day and age,

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Speaker 1: because I don't know that I would just count on

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Speaker 1: a twenty year old to be thinking as a fifty

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Speaker 1: or sixty year old. It's not realistic. I didn't think

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Speaker 1: that way when I was twenty. I barely think that

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Speaker 1: way now. But you're talking about the value of a

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Speaker 1: guy who started at middle linebacker for four years at

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Speaker 1: the University of Florida coming back and speaking in Okalla

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Speaker 1: or speaking in like Lake Worth fifteen years from now,

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Speaker 1: and the value that you step in on that stage

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Speaker 1: and being introduced that way has and you may be

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Speaker 1: able to leave right now and go get a couple

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Speaker 1: hundred thousand more somewhere else, and it may benefit you

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Speaker 1: in a short term, but long term, how often do

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Speaker 1: you have talks with guys about leg see and about

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Speaker 1: how all things may not even seem equal right now,

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Speaker 1: but there's value to retention and sticking something out. And

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Speaker 1: it's the age old adage that your grandfather and father

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Speaker 1: taught you. But as a college athlete, there's a little

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Speaker 1: bit more on the line than your typical guy out there.

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Speaker 3: Yeah, I think it's easier to have that conversation now.

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Speaker 3: I think we've went through the chaos of the market

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Speaker 3: kind of finding its place, you know. I mean, I

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Speaker 3: think there was every six months for a couple of

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Speaker 3: years there you had no indication of what the market was,

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Speaker 3: what was real, what.

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Speaker 2: Was not real.

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Speaker 3: Now we have somewhat of a feel for what the

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Speaker 3: market is. And look, you know you're going through free

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Speaker 3: agency right now. Like if they pick up the phone

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Speaker 3: and call you and triple your salary to move you

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Speaker 3: to California instead of Nashville, you're picking up and moving

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Speaker 3: to California, right So, I think you got to be

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Speaker 3: careful to.

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Speaker 2: Get frustrated with the player.

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Speaker 3: And again at the University of Florida, we get to

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Speaker 3: decide who joins our team. I think we have to

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Speaker 3: be really intentional about doing our homework on the front end, because, look,

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Speaker 3: you invest financial resources, but you're also investing in the

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Speaker 3: development of the player.

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Speaker 2: You know. That's the thing that's where.

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Speaker 3: Retention is keen, in my opinion, building a veteran team

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Speaker 3: and get in position where you've got a true team

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Speaker 3: that knows each other, that has relationships, because there's gonna

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Speaker 3: be adversity, and I think that those things are of

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Speaker 3: value these days.

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Speaker 1: What are some of the things you put in place

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Speaker 1: when you first got here. That if I were to

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Speaker 1: have checked in with you your first year, then I

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Speaker 1: leave the country for a couple of years and I

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Speaker 1: come back today and I look around, I would say, Wow,

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Speaker 1: that's different. This department looks different. These people weren't here.

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Speaker 1: Where did those people go? Like, I know, everybody evolves

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Speaker 1: every year, and there's changed every year. What specific areas

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Speaker 1: would you say? Yeah, that and that. I've I've changed

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Speaker 1: a lot there.

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Speaker 2: You know, I think every bit of it matters, you know,

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Speaker 2: I mean, I think we we stuck to the true mind.

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Speaker 3: We built an entire organizations that's the premise is to

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Speaker 3: make life changing impact on the person, the student and

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Speaker 3: the football player. And even through some of these changes,

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Speaker 3: we've stuck to that.

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Speaker 2: Knowing who we want to be, you know.

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Speaker 3: I mean, like I'm going to coach football somewhere, right,

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Speaker 3: I know what I want my program to Like, I

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Speaker 3: know what my purpose is. I think you have to

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Speaker 3: be values based and you have to be purpose driven,

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Speaker 3: and that recenters you when you go through adversity. Right,

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Speaker 3: I think we've been through that. You know, We're committed

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Speaker 3: to all parts of the development of the player, you know,

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Speaker 3: and I think that ultimately that's why we have the

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Speaker 3: team that we have today. We've been able to recruit

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Speaker 3: to that, we've been able to retain to that, and

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Speaker 3: then I think we're finally like the team that we

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Speaker 3: have today. There's only four players on our team that

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Speaker 3: we're here when we first.

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Speaker 2: Got here, you know.

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Speaker 3: So I think we have really good relationships with the parents.

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Speaker 3: We know this circle of influence, and we have players

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Speaker 3: that are growing and improving. And it's not easy here.

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Speaker 3: I mean, we make it very challenging here. So yeah,

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Speaker 3: I still believe in the game, you know. I think

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Speaker 3: it's sure. We're tweaking our systems behind the scenes in

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Speaker 3: terms of evaluation, analytics, how we practice sports science, the

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Speaker 3: role of creative media in the marketing dynamic that's coming,

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Speaker 3: all these things we're tinkering with. But I think we're

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Speaker 3: Last year gave me conviction about how we put this

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Speaker 3: thing together and what we're built for in the future.

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Speaker 1: I always think about it if I were running a program.

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Speaker 1: I have no background in sports science, but if I

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Speaker 1: were the head coach, I'm making the decisions on who

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Speaker 1: to hire, if I'm going to make a change, or

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Speaker 1: like creative media, like Most coaches don't have a background

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Speaker 1: in that, but it's an integral part of their program,

321
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Speaker 1: especially the way the public sees it, future players see it.

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Speaker 1: How do you know it or what does it take

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Speaker 1: to convince you in those areas where you don't have

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Speaker 1: person expertise that changes needed this is the way we

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Speaker 1: need to go.

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Speaker 3: Yeah, and you've got I think the first thing is

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Speaker 3: you got to have really good leadership in each of

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Speaker 3: those areas, and then what are the relationships healthy.

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Speaker 2: Culturally? Do they fit?

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Speaker 3: And then there's a bottom line at every part of

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Speaker 3: what we do. There's a bottom line not only for

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Speaker 3: myself but all parts of the organization. So when we

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Speaker 3: do make those changes, I think it's ultimately about values based,

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Speaker 3: purpose driven.

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Speaker 2: What's the purpose of what we do.

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Speaker 3: We're trying to affect the long term of the player,

337
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Speaker 3: and you know, are you doing your job and are

338
00:16:41,000 --> 00:16:45,680
Speaker 3: you contributing to that? So we made a couple of

339
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Speaker 3: changes each off season, and I think it's all about

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Speaker 3: the obligation you have to the player.

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Speaker 1: You pride yourself of being pretty even keeled and observing

342
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Speaker 1: you from afar like that's what it feels like. I

343
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Speaker 1: don't I don't sense like a different attitude emanating from

344
00:17:00,840 --> 00:17:03,400
Speaker 1: you when things are bad versus when things are good.

345
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Speaker 1: If it is, you bottle it up really well. But

346
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Speaker 1: if I were, you know, to do one of those

347
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Speaker 1: things where they put like the hidden cameras in your

348
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Speaker 1: car where you know you're alone, no one's watching you,

349
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Speaker 1: and you're driving home after after the the Old Miss win,

350
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Speaker 1: and then I split screen it and I see you

351
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Speaker 1: driving home after the Miami game last year when it's

352
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Speaker 1: just you as much as you're willing to let the

353
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Speaker 1: public in, Like, how how different are you attitudinally? Like

354
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Speaker 1: what mood are you in?

355
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Speaker 2: Yeah?

356
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Speaker 3: No, I think you're I've gotten a lot better, is

357
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Speaker 3: what I would say. I think I learned a lot

358
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Speaker 3: of lessons as a young coach. But yeah, I mean

359
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Speaker 3: I think that for me, it's always about I'm thinking

360
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Speaker 3: about what's next, you know. I mean I think, ultimately,

361
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Speaker 3: what's the next challenge based off of what's happened.

362
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Speaker 2: You know, where do we go from here?

363
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Speaker 3: It's just so important I think to be consistent, to

364
00:17:55,160 --> 00:17:59,200
Speaker 3: be fair, and then I just think people respond to that,

365
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Speaker 3: you know.

366
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Speaker 2: I think that.

367
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Speaker 3: You got to be yourself, you know. If I've learned

368
00:18:04,800 --> 00:18:07,239
Speaker 3: anything in this profession. It's like, you got to get

369
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Speaker 3: to be yourself and that's who I am. And I

370
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Speaker 3: think that you try to surround yourself with people that

371
00:18:12,680 --> 00:18:15,679
Speaker 3: compliments you, you know, from a personality standpoint, from a

372
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Speaker 3: skill set standpoint.

373
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Speaker 2: So yeah, it's about what's next.

374
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Speaker 3: I think we're there's always a problem, you know, opening

375
00:18:24,080 --> 00:18:25,720
Speaker 3: up every door, there's a problem waiting on you.

376
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Speaker 2: So I love it.

377
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Speaker 3: I mean, I love every single part of the job,

378
00:18:30,640 --> 00:18:36,920
Speaker 3: and that the season presents so many leadership challenges. There's

379
00:18:36,960 --> 00:18:40,399
Speaker 3: nothing like stepping into that arena because you know, you

380
00:18:40,480 --> 00:18:43,200
Speaker 3: get you got to put yourself out there. That takes

381
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Speaker 3: a certain level of courage, not knowing that you're gonna

382
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Speaker 3: get the return that you want. So yeah, I mean

383
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Speaker 3: I think it's special. I mean, there's only sixteen of these, right,

384
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Speaker 3: So if you'd have told me five years, ten years,

385
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Speaker 3: fifteen years ago that I'd get a chance to do this,

386
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Speaker 3: it's pretty humbling.

387
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Speaker 1: You said something there, it's pretty raw, and I don't

388
00:19:08,720 --> 00:19:10,639
Speaker 1: wanna just let it fly by the camera and then

389
00:19:10,680 --> 00:19:13,280
Speaker 1: we move on. You said, there comes a time where

390
00:19:13,840 --> 00:19:16,200
Speaker 1: you just got to put yourself out there. You got

391
00:19:16,240 --> 00:19:17,840
Speaker 1: to throw the headset on, you got to take the

392
00:19:17,880 --> 00:19:21,560
Speaker 1: field and your work is going to be judged on

393
00:19:21,640 --> 00:19:25,680
Speaker 1: the field against someone else's work, and then who knows

394
00:19:25,680 --> 00:19:29,080
Speaker 1: how many million people are watching, and your family's in

395
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Speaker 1: the stands and everyone's pulling for you until you do

396
00:19:32,600 --> 00:19:34,919
Speaker 1: bad and then they're like, nope, never mind. Next then

397
00:19:34,960 --> 00:19:37,560
Speaker 1: you got to go to a press conference and explain yourself,

398
00:19:37,840 --> 00:19:39,440
Speaker 1: and then you got to have a staff meeting first

399
00:19:39,480 --> 00:19:43,560
Speaker 1: thing Monday morning. But that exposure part of knowing that's

400
00:19:43,600 --> 00:19:48,119
Speaker 1: gonna happen multiple saturdays every fall. I don't even know

401
00:19:48,160 --> 00:19:50,399
Speaker 1: what the question is per se, other than to say,

402
00:19:50,600 --> 00:19:54,000
Speaker 1: what does that do to your adrenaline or your accountability?

403
00:19:55,000 --> 00:19:58,160
Speaker 1: I doubt there's ever a problem with a lack of energy.

404
00:19:58,560 --> 00:20:02,320
Speaker 1: Knowing that that's inevitable coming every year, multiple times per year.

405
00:20:02,520 --> 00:20:05,800
Speaker 2: Yeah, it's pretty special. I was actually in New.

406
00:20:05,720 --> 00:20:09,399
Speaker 3: York talking to some alumni and some investors of the program.

407
00:20:09,480 --> 00:20:10,480
Speaker 1: I heard you went up there to go to the

408
00:20:10,520 --> 00:20:10,960
Speaker 1: Knicks game.

409
00:20:11,040 --> 00:20:12,600
Speaker 2: That's what well.

410
00:20:12,640 --> 00:20:15,080
Speaker 3: I found out that Knicks game timed up pretty good.

411
00:20:15,119 --> 00:20:18,520
Speaker 3: But I think that was a good reminder, you know.

412
00:20:18,600 --> 00:20:21,040
Speaker 3: I mean, you walk in that arena and that crowd

413
00:20:21,119 --> 00:20:24,399
Speaker 3: turns up, you know that that brings back some of

414
00:20:24,440 --> 00:20:28,359
Speaker 3: those competitive juices. But yeah, there's there's nothing like it.

415
00:20:29,800 --> 00:20:35,439
Speaker 3: And I think that the preparation for those the people

416
00:20:35,520 --> 00:20:37,560
Speaker 3: you do it with, you know, I think if you're

417
00:20:37,600 --> 00:20:40,200
Speaker 3: doing this game the right way, there's some.

418
00:20:40,080 --> 00:20:43,040
Speaker 2: Really unique relationships. There's some great stories.

419
00:20:43,920 --> 00:20:46,640
Speaker 3: You're seeing your players for who they are, what they've

420
00:20:46,640 --> 00:20:50,960
Speaker 3: been through, and then you've got a staff that is

421
00:20:51,040 --> 00:20:53,520
Speaker 3: loyal that you know that you want to do your

422
00:20:53,520 --> 00:20:54,159
Speaker 3: best work for.

423
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Speaker 2: Right.

424
00:20:54,720 --> 00:20:58,919
Speaker 3: So, and this game is unique, right, I mean, like

425
00:20:58,960 --> 00:21:02,280
Speaker 3: the number of people that are involved, the amount of

426
00:21:02,320 --> 00:21:05,160
Speaker 3: preparation compared to the amount of opportunities that you get

427
00:21:05,160 --> 00:21:09,640
Speaker 3: to compete. I wish we could play twenty five games, yeah,

428
00:21:09,680 --> 00:21:11,520
Speaker 3: you know. I mean I think we'd get to return

429
00:21:11,600 --> 00:21:15,320
Speaker 3: on the investment. But yeah, it's special, and I think

430
00:21:15,400 --> 00:21:18,639
Speaker 3: you this will be my twenty first year as a

431
00:21:18,680 --> 00:21:21,040
Speaker 3: coach and obviously have experience as a player.

432
00:21:21,960 --> 00:21:26,800
Speaker 2: There's nothing like this game. And I think the human

433
00:21:26,840 --> 00:21:28,880
Speaker 2: element of the game is what makes it special.

434
00:21:29,119 --> 00:21:31,120
Speaker 1: Is that not really crazy? If I were to bring

435
00:21:31,160 --> 00:21:34,000
Speaker 1: someone in who doesn't know anything about college football and

436
00:21:34,040 --> 00:21:36,199
Speaker 1: I would take them on these trips with me, they

437
00:21:36,200 --> 00:21:40,000
Speaker 1: would see just immaculate facilities, ninety one hundred thousand seat

438
00:21:40,040 --> 00:21:44,600
Speaker 1: stadiums and hundreds of millions of dollars of investment, whether

439
00:21:44,640 --> 00:21:46,639
Speaker 1: it's Florida or any of a number of places in

440
00:21:46,680 --> 00:21:49,040
Speaker 1: this conference. And then I tell them, now, here's the thing.

441
00:21:49,520 --> 00:21:53,080
Speaker 1: It all comes down to twelve games a year, and

442
00:21:53,480 --> 00:21:56,600
Speaker 1: in this building here they only play seven or eight.

443
00:21:56,640 --> 00:21:58,680
Speaker 1: But then they have a neutral site game every year,

444
00:21:58,720 --> 00:22:01,560
Speaker 1: so then it's just seven dates a year that this

445
00:22:01,640 --> 00:22:04,760
Speaker 1: building is in use for football. That person would say,

446
00:22:05,280 --> 00:22:07,720
Speaker 1: there's no way, that's a waste of money. That doesn't

447
00:22:07,720 --> 00:22:09,959
Speaker 1: make any sense in the world. But yet it's not

448
00:22:10,119 --> 00:22:12,080
Speaker 1: because it's a big business. But I'm like you, I

449
00:22:12,440 --> 00:22:14,360
Speaker 1: look at it from your perspective as much as I can,

450
00:22:14,440 --> 00:22:18,040
Speaker 1: and I say, I can't believe that all this attention

451
00:22:18,320 --> 00:22:21,080
Speaker 1: and all this year around detail. We're in the building

452
00:22:21,080 --> 00:22:23,800
Speaker 1: in May and folks are grinding in May and at

453
00:22:23,840 --> 00:22:26,440
Speaker 1: the first game is like four months away, but it's

454
00:22:26,480 --> 00:22:29,760
Speaker 1: all based on twelve days a year. It's really crazy.

455
00:22:30,520 --> 00:22:33,240
Speaker 3: Yeah, the game presents a lot of opportunities. I mean,

456
00:22:33,240 --> 00:22:36,800
Speaker 3: I think that each one of these kids on our team,

457
00:22:37,280 --> 00:22:40,600
Speaker 3: that's the gratification you get from coaching. As you know,

458
00:22:40,640 --> 00:22:43,760
Speaker 3: this is year four for us. So when I'm looking

459
00:22:43,800 --> 00:22:46,320
Speaker 3: at each one of those guys, every one of those lockers.

460
00:22:46,520 --> 00:22:51,080
Speaker 3: You know those guys are I can remember being in

461
00:22:51,119 --> 00:22:54,440
Speaker 3: their homes. I know their family, right, I know their story.

462
00:22:54,800 --> 00:22:58,359
Speaker 3: You've had a ton of interaction with them. So you

463
00:22:58,400 --> 00:23:02,239
Speaker 3: know the game presents oppernity and they love football. You know,

464
00:23:02,320 --> 00:23:04,960
Speaker 3: but can we use the game of football to help

465
00:23:04,960 --> 00:23:10,440
Speaker 3: them grow as people? Obviously prioritize the education. How many

466
00:23:10,480 --> 00:23:14,119
Speaker 3: places this summer? A first day class today, Every player

467
00:23:14,119 --> 00:23:17,240
Speaker 3: in the building today working out, you know, discretionary work.

468
00:23:17,240 --> 00:23:21,480
Speaker 3: And you know, we got a motivated group and they're

469
00:23:21,560 --> 00:23:22,640
Speaker 3: up with the challenge.

470
00:23:23,040 --> 00:23:27,119
Speaker 1: You just said, guys love football. I recruited them. They

471
00:23:27,160 --> 00:23:30,400
Speaker 1: love football. Now most people watching this would say, well,

472
00:23:30,440 --> 00:23:32,800
Speaker 1: of course they love football, they play it. Of course

473
00:23:32,800 --> 00:23:35,600
Speaker 1: they love football. They're on scholarship. I think one of

474
00:23:35,600 --> 00:23:39,680
Speaker 1: the big glass break moments for me going from being

475
00:23:39,680 --> 00:23:42,280
Speaker 1: someone who viewed the game on TV to being around

476
00:23:42,320 --> 00:23:44,680
Speaker 1: it is I realized not everyone who plays the game

477
00:23:44,720 --> 00:23:48,160
Speaker 1: loves it. Some of them are blessed with God given

478
00:23:48,200 --> 00:23:50,560
Speaker 1: ability so they go do it. And this is basketball,

479
00:23:50,600 --> 00:23:52,760
Speaker 1: this is baseball. Football. I would think it's a little

480
00:23:52,760 --> 00:23:54,840
Speaker 1: harder because there's a more physical element to it that

481
00:23:54,880 --> 00:23:57,880
Speaker 1: would test your metal but you're talking about guys who

482
00:23:57,880 --> 00:24:00,560
Speaker 1: love football, guys who were on fire for They've got

483
00:24:00,560 --> 00:24:03,320
Speaker 1: tenacity and they've got passion, and you don't meet them

484
00:24:03,320 --> 00:24:05,120
Speaker 1: and say I'm gonna have to put that in them.

485
00:24:05,200 --> 00:24:07,400
Speaker 1: They just have it and it bleeds out of them.

486
00:24:07,920 --> 00:24:11,399
Speaker 1: Do you think that that is less available today than

487
00:24:11,440 --> 00:24:13,760
Speaker 1: it was a generation to go, Because I've heard a

488
00:24:13,760 --> 00:24:16,840
Speaker 1: lot of other coaches say that, they say the athletic

489
00:24:17,000 --> 00:24:19,600
Speaker 1: skill is there, maybe more so today than it has

490
00:24:19,640 --> 00:24:22,400
Speaker 1: ever been because of technology and advancement and strength and conditioning.

491
00:24:22,720 --> 00:24:26,600
Speaker 1: But the desire and the passion that's what's in shorter supply.

492
00:24:26,680 --> 00:24:27,480
Speaker 1: Do you agree with that?

493
00:24:28,080 --> 00:24:29,120
Speaker 2: Yeah, I think that.

494
00:24:30,520 --> 00:24:35,720
Speaker 3: They're in shock the level of commitment, the investment that's required.

495
00:24:35,800 --> 00:24:38,560
Speaker 3: I think initially when we get these rookie players.

496
00:24:40,240 --> 00:24:41,520
Speaker 2: You know, talent's assumed.

497
00:24:41,840 --> 00:24:44,000
Speaker 3: If you've got a seat in that team meeting room,

498
00:24:44,240 --> 00:24:47,840
Speaker 3: talent is assumed. Now it's about are you willing to

499
00:24:47,880 --> 00:24:49,960
Speaker 3: do all the things that require no talent at all?

500
00:24:50,160 --> 00:24:52,840
Speaker 2: Right, So, and then you go to work on skill.

501
00:24:53,000 --> 00:24:53,800
Speaker 2: You go to work on.

502
00:24:53,800 --> 00:24:59,160
Speaker 3: Knowledge, the competitive spirit, the resiliency, the character, all these

503
00:24:59,200 --> 00:25:00,920
Speaker 3: things that will allow you to make the most of

504
00:25:00,960 --> 00:25:06,600
Speaker 3: your talent. Yeah, I think that ultimately, what I've learned

505
00:25:06,680 --> 00:25:09,520
Speaker 3: is we need to be more demanding than we've ever been.

506
00:25:09,840 --> 00:25:13,720
Speaker 3: You know, I think sometimes we're in this portal nil world.

507
00:25:13,800 --> 00:25:17,439
Speaker 3: Maybe those first couple of years, we're all unsure of

508
00:25:17,520 --> 00:25:20,280
Speaker 3: how to go about it, you know. I think after

509
00:25:20,400 --> 00:25:23,600
Speaker 3: year two, I was like, look, I'm not waiting on

510
00:25:23,680 --> 00:25:25,679
Speaker 3: anybody to tell me how this is going to go.

511
00:25:25,960 --> 00:25:29,080
Speaker 3: We're going to do it our way, and if it works,

512
00:25:29,080 --> 00:25:33,440
Speaker 3: it works. And I think that we probably run it's

513
00:25:33,480 --> 00:25:35,960
Speaker 3: more stringent than it's ever been, you know, and I

514
00:25:36,000 --> 00:25:38,280
Speaker 3: think they need that, you know, I think they need

515
00:25:39,040 --> 00:25:42,160
Speaker 3: They don't grow unless they go through struggle. Right, So

516
00:25:42,960 --> 00:25:45,040
Speaker 3: I think we've got the way I always say it

517
00:25:45,080 --> 00:25:49,399
Speaker 3: is like our program should be designed difficulty, right, we

518
00:25:49,480 --> 00:25:53,440
Speaker 3: have to have the right combination of failure and success.

519
00:25:54,520 --> 00:25:58,280
Speaker 3: But we you know, if you're developing and you're going

520
00:25:58,320 --> 00:26:02,000
Speaker 3: about this the right way, you know you're gonna have

521
00:26:02,040 --> 00:26:03,840
Speaker 3: a lot of good days and bad days, but you're

522
00:26:03,880 --> 00:26:04,960
Speaker 3: going in the right direction.

523
00:26:10,920 --> 00:26:13,720
Speaker 1: This is a really competitive conference. So you've got you

524
00:26:13,800 --> 00:26:17,000
Speaker 1: and fifteen other head coaches in this league, and you're

525
00:26:17,080 --> 00:26:19,840
Speaker 1: ultimately going to be judged by how you fare against them.

526
00:26:19,960 --> 00:26:23,480
Speaker 1: So they're certainly the competitive element, but there's also a

527
00:26:23,520 --> 00:26:26,840
Speaker 1: peer based element of we're the only ones who really

528
00:26:26,880 --> 00:26:29,680
Speaker 1: know what this is like, and do you ever find

529
00:26:29,680 --> 00:26:33,359
Speaker 1: yourself sometimes thinking I wish for the collective good of

530
00:26:33,400 --> 00:26:36,359
Speaker 1: the game, we would have some agreement on some things,

531
00:26:36,400 --> 00:26:38,639
Speaker 1: like I wish everyone would run their program like that.

532
00:26:39,160 --> 00:26:45,120
Speaker 1: I wish every program would practice like financial and budgetary

533
00:26:45,200 --> 00:26:48,440
Speaker 1: based discipline so that there really is nowhere to go.

534
00:26:48,760 --> 00:26:50,960
Speaker 1: There really is no like outlet where well, if they

535
00:26:50,960 --> 00:26:52,560
Speaker 1: don't like it here, they just run over there because

536
00:26:52,560 --> 00:26:54,440
Speaker 1: they know it's easy over there. Do you ever think

537
00:26:54,520 --> 00:26:56,080
Speaker 1: like that or is it a waste of time to

538
00:26:56,119 --> 00:26:56,600
Speaker 1: think like that?

539
00:26:57,600 --> 00:26:57,840
Speaker 2: Yeah?

540
00:26:57,880 --> 00:27:01,560
Speaker 3: I think you got I mean, ultimately, that's what I

541
00:27:01,600 --> 00:27:04,159
Speaker 3: would say. I really kind of flipped the script in

542
00:27:04,200 --> 00:27:07,200
Speaker 3: my head. It's like, look, we're gonna control, we can control,

543
00:27:08,280 --> 00:27:10,800
Speaker 3: we get to add, you know, we get to decide

544
00:27:10,840 --> 00:27:14,760
Speaker 3: who joins our team, and then ultimately you just have

545
00:27:14,880 --> 00:27:17,600
Speaker 3: to get comfortable with attrition. I I would tell you

546
00:27:17,640 --> 00:27:21,960
Speaker 3: the last year and a half, we have the resources

547
00:27:21,960 --> 00:27:23,680
Speaker 3: in place. Hey, we lose a player, we'll go get

548
00:27:23,680 --> 00:27:25,320
Speaker 3: a player, you know. I mean, I think it's more

549
00:27:25,359 --> 00:27:29,959
Speaker 3: about the player being committed to the long haul. Uh,

550
00:27:30,000 --> 00:27:32,120
Speaker 3: but yeah, I mean I think that I think we're

551
00:27:32,119 --> 00:27:34,680
Speaker 3: getting closer. I think we made a lot of progress

552
00:27:35,440 --> 00:27:40,040
Speaker 3: with the afc A this year, the collaboration with the

553
00:27:40,119 --> 00:27:41,000
Speaker 3: recruiting calendar.

554
00:27:41,040 --> 00:27:43,679
Speaker 2: I think there's within the SEC. Now.

555
00:27:43,840 --> 00:27:46,280
Speaker 3: This is my fourth year, but I would say a

556
00:27:46,280 --> 00:27:48,360
Speaker 3: lot of my peers say that it's better than it's

557
00:27:48,400 --> 00:27:51,960
Speaker 3: ever been in terms of input and actually trying to

558
00:27:52,000 --> 00:27:53,200
Speaker 3: solve some of these problems.

559
00:27:53,200 --> 00:27:55,439
Speaker 2: So we're all living it together. There we go.

560
00:27:56,960 --> 00:27:59,439
Speaker 1: I asked that question because there's a huge just like

561
00:27:59,560 --> 00:28:03,160
Speaker 1: over our theme right now within the sport. You could

562
00:28:03,200 --> 00:28:05,520
Speaker 1: call it a cloud or a rainbow. Something though, is

563
00:28:05,560 --> 00:28:09,680
Speaker 1: open the sport right now of everyone asking what's in

564
00:28:09,720 --> 00:28:13,320
Speaker 1: the best interest of college football? And right now you've

565
00:28:13,359 --> 00:28:16,280
Speaker 1: got head coaches who are tasked with looking out for

566
00:28:16,320 --> 00:28:19,000
Speaker 1: their program saying with their athletic director and their president,

567
00:28:19,440 --> 00:28:21,800
Speaker 1: their league commissioners, their job is to look out for

568
00:28:21,800 --> 00:28:24,280
Speaker 1: their league. There's really no one whose job it is

569
00:28:24,800 --> 00:28:26,680
Speaker 1: just look out for the best interest of college football.

570
00:28:26,720 --> 00:28:28,440
Speaker 1: So then the question is, okay, well, how do you

571
00:28:28,600 --> 00:28:30,840
Speaker 1: create that role, who would have that role? What would

572
00:28:30,920 --> 00:28:34,879
Speaker 1: you call that role? But independent of all those questions,

573
00:28:34,920 --> 00:28:37,119
Speaker 1: because I don't know the answers to sir. I just

574
00:28:37,480 --> 00:28:39,959
Speaker 1: it's always nice to hear someone who's behind the curtain,

575
00:28:40,000 --> 00:28:43,120
Speaker 1: like you say, you don't need this voice from on

576
00:28:43,280 --> 00:28:46,720
Speaker 1: high to tell you that you have a certain level

577
00:28:46,720 --> 00:28:50,640
Speaker 1: of responsibility to serve the game as you serve the

578
00:28:50,720 --> 00:28:52,120
Speaker 1: University of Florida as well.

579
00:28:53,000 --> 00:28:56,760
Speaker 3: Yeah, I think you're as a coach, you're trying to

580
00:28:56,840 --> 00:29:00,480
Speaker 3: fill the competitive team, but you're also kind of protecting

581
00:29:00,560 --> 00:29:02,400
Speaker 3: what you think the game is all about at the

582
00:29:02,400 --> 00:29:08,680
Speaker 3: same time, right, So we do need we need more collaboration.

583
00:29:08,800 --> 00:29:10,240
Speaker 3: I think we're in a I mean, this is you're

584
00:29:10,240 --> 00:29:13,000
Speaker 3: talking about a historic time, right, like you're gonna be

585
00:29:14,160 --> 00:29:16,520
Speaker 3: They're gonna be doing a documentary ten years from now.

586
00:29:16,520 --> 00:29:17,880
Speaker 2: You're gonna be narrating it.

587
00:29:19,240 --> 00:29:21,760
Speaker 3: But yeah, I just think that our game needs structure,

588
00:29:21,880 --> 00:29:26,959
Speaker 3: We need parameters, we need some type of guidance. And

589
00:29:27,040 --> 00:29:28,920
Speaker 3: I think what we've done is we just said we're

590
00:29:28,960 --> 00:29:32,840
Speaker 3: going to create our own rules. Because you can spend

591
00:29:33,160 --> 00:29:36,320
Speaker 3: all day every day talking about what we could do,

592
00:29:36,400 --> 00:29:38,920
Speaker 3: we should do what you got to kind of create

593
00:29:38,920 --> 00:29:42,120
Speaker 3: your own system. So, you know, I'm hopeful that we

594
00:29:42,320 --> 00:29:47,520
Speaker 3: are getting closer. You know, we live in a here

595
00:29:47,600 --> 00:29:50,720
Speaker 3: and now dynamic. You know, and we're under the gun

596
00:29:50,760 --> 00:29:55,040
Speaker 3: from you know, we're always evaluating and recruiting, and how

597
00:29:55,080 --> 00:29:59,880
Speaker 3: we acquire talent is directly affected by this settlement res

598
00:30:01,040 --> 00:30:04,400
Speaker 3: the NIL space. How that's gonna be evaluated by Deloitte.

599
00:30:05,080 --> 00:30:06,640
Speaker 2: That's what keeps me up at night.

600
00:30:06,720 --> 00:30:10,600
Speaker 3: It's like, what are the parameters around this settlement and

601
00:30:10,680 --> 00:30:13,200
Speaker 3: how is that gonna affect my ability to keep bringing

602
00:30:13,240 --> 00:30:17,640
Speaker 3: talent to the University of Florida knowing that we're gonna

603
00:30:17,680 --> 00:30:19,920
Speaker 3: run between the lines, that we're gonna be expected to

604
00:30:19,920 --> 00:30:25,440
Speaker 3: be competitive and we're close. We just need to keep

605
00:30:25,480 --> 00:30:29,680
Speaker 3: adding good pieces to the puzzle and the rules around

606
00:30:29,800 --> 00:30:31,040
Speaker 3: how we acquire players.

607
00:30:31,120 --> 00:30:33,560
Speaker 2: I mean, it really is a lot of uncertainty.

608
00:30:33,840 --> 00:30:35,920
Speaker 1: Here's a question that I get a lot from viewers,

609
00:30:36,160 --> 00:30:38,640
Speaker 1: So I mean, I'll just echo it to you. If

610
00:30:38,680 --> 00:30:42,240
Speaker 1: you're a head coach, the amount of stuff you have

611
00:30:42,360 --> 00:30:46,400
Speaker 1: to have knowledge of today is much more voluminous than

612
00:30:46,400 --> 00:30:49,600
Speaker 1: twenty years ago. So some guys take it upon themselves

613
00:30:49,640 --> 00:30:52,479
Speaker 1: to try to learn everything about everything and have their

614
00:30:52,520 --> 00:30:56,080
Speaker 1: hand on everything. Others say, I'm gonna be smart enough

615
00:30:56,080 --> 00:30:58,040
Speaker 1: to know what I don't know, and I'm gonna delegate,

616
00:30:58,400 --> 00:31:00,880
Speaker 1: and then there's a lot in the middle of those two. Yeah,

617
00:31:00,960 --> 00:31:02,760
Speaker 1: where have you followed on that spectrum?

618
00:31:03,120 --> 00:31:07,000
Speaker 3: Yeah, I think you've got a framework in each part

619
00:31:07,000 --> 00:31:10,200
Speaker 3: of the organization. You know, you've got kind of some expectations,

620
00:31:10,360 --> 00:31:12,400
Speaker 3: you're a vision for that area, and then you just

621
00:31:12,480 --> 00:31:15,560
Speaker 3: try to bring in really talented people that kind of

622
00:31:15,560 --> 00:31:19,600
Speaker 3: fit the culture within the organization, and you empower them

623
00:31:19,680 --> 00:31:20,200
Speaker 3: to go.

624
00:31:20,600 --> 00:31:22,960
Speaker 2: You know, there's a fine line in there. You don't

625
00:31:22,960 --> 00:31:24,520
Speaker 2: want to micro manage.

626
00:31:24,160 --> 00:31:28,280
Speaker 3: Them, so they can go create and be themselves, and

627
00:31:28,320 --> 00:31:30,720
Speaker 3: then you know, you let them do their thing. I

628
00:31:30,760 --> 00:31:34,840
Speaker 3: think for me, I find myself delegating in the areas

629
00:31:34,880 --> 00:31:40,120
Speaker 3: where and then you know, I think kind of my

630
00:31:40,320 --> 00:31:45,280
Speaker 3: time is built around the strengths, evaluating players, visiting with

631
00:31:45,320 --> 00:31:48,040
Speaker 3: the offensive staff, and then I think you inherently you're

632
00:31:48,080 --> 00:31:53,280
Speaker 3: going against the defensive staff. We have an incredible personnel department.

633
00:31:54,720 --> 00:31:57,080
Speaker 3: Continuity in the staff is a big deal. You know,

634
00:31:57,160 --> 00:32:01,040
Speaker 3: everybody likes to talk about there's a portal coaches too, right,

635
00:32:01,120 --> 00:32:03,600
Speaker 3: and support staff. So I think you have to You're

636
00:32:03,600 --> 00:32:07,600
Speaker 3: always looking for the next person that can bring some

637
00:32:07,680 --> 00:32:09,200
Speaker 3: things to the table and help you win.

638
00:32:09,560 --> 00:32:14,160
Speaker 1: How do you get that organization operating? Knowing that staff

639
00:32:14,200 --> 00:32:17,960
Speaker 1: turnover is coming to the point where it's so seamless

640
00:32:18,640 --> 00:32:22,040
Speaker 1: that I don't want to speak disrespectfully, But from a

641
00:32:22,040 --> 00:32:25,640
Speaker 1: practical standpoint, it's like we just lost a gear. Let's

642
00:32:25,720 --> 00:32:28,600
Speaker 1: toss another gear in there that fits the machine so

643
00:32:28,640 --> 00:32:30,640
Speaker 1: that the machine keeps spinning the way it's supposed to.

644
00:32:30,720 --> 00:32:32,400
Speaker 1: I mean, because I would imagine that's kind of how

645
00:32:32,400 --> 00:32:32,960
Speaker 1: it has to be.

646
00:32:33,440 --> 00:32:36,360
Speaker 3: Yeah, you got to layer out each part of the organization.

647
00:32:36,520 --> 00:32:39,520
Speaker 3: So attrition can have one part of the engine blow

648
00:32:39,600 --> 00:32:43,160
Speaker 3: up and it's you know, the whole train stops, right,

649
00:32:43,240 --> 00:32:46,720
Speaker 3: So I think you try to layer it out and

650
00:32:46,760 --> 00:32:48,960
Speaker 3: then you can survive some of that attrition.

651
00:32:49,360 --> 00:32:51,200
Speaker 2: Obviously, Look, there's.

652
00:32:51,080 --> 00:32:54,640
Speaker 3: Points in every area, right, I mean every day we're

653
00:32:54,640 --> 00:32:57,000
Speaker 3: competing to try to gain an advantage in every part

654
00:32:57,040 --> 00:33:03,640
Speaker 3: of the organization. So hire good people, create layers, you know,

655
00:33:03,800 --> 00:33:09,440
Speaker 3: job flows, work descript I mean job descriptions, workflow, and

656
00:33:09,520 --> 00:33:13,360
Speaker 3: then rents repeat and trying to improve.

657
00:33:13,000 --> 00:33:14,920
Speaker 2: Your process in each area. Right.

658
00:33:15,000 --> 00:33:18,880
Speaker 3: So I think there's delegation, there's empowerment, and then you

659
00:33:19,400 --> 00:33:21,680
Speaker 3: I think you got to have some layers to protect yourself.

660
00:33:22,240 --> 00:33:23,680
Speaker 1: When you zoom it out a little bit, you can

661
00:33:23,680 --> 00:33:27,920
Speaker 1: look at your career Florida before Florida. If you're talking

662
00:33:27,920 --> 00:33:30,280
Speaker 1: to someone who's not a coach, they're just looking for advice.

663
00:33:31,240 --> 00:33:34,120
Speaker 1: Uncle Billy, I need advice. I'm having a tough time

664
00:33:34,240 --> 00:33:36,320
Speaker 1: right now. I don't know what I want to do,

665
00:33:36,560 --> 00:33:38,360
Speaker 1: or I know what I want to do, but I'm

666
00:33:38,400 --> 00:33:40,160
Speaker 1: just I don't know. I'm in a little bit of

667
00:33:40,160 --> 00:33:43,680
Speaker 1: a rut or Uncle Billy, I think I may be

668
00:33:43,800 --> 00:33:46,320
Speaker 1: on the chopping block. I think maybe I need to

669
00:33:46,360 --> 00:33:48,960
Speaker 1: reinvent myself a little bit. What are some of the

670
00:33:49,040 --> 00:33:52,920
Speaker 1: specific points along the journey for you you find yourself

671
00:33:52,960 --> 00:33:55,560
Speaker 1: continuing to go back to. And it's like I tell

672
00:33:55,640 --> 00:33:57,720
Speaker 1: this story all the time or that story all the time.

673
00:33:57,760 --> 00:33:59,400
Speaker 1: I got them. I know you have to have them

674
00:33:59,400 --> 00:33:59,800
Speaker 1: as well.

675
00:34:00,280 --> 00:34:02,240
Speaker 3: Yeah, I mean, I think we're all a product of

676
00:34:02,320 --> 00:34:06,280
Speaker 3: the experiences we have, the people we've met. And I

677
00:34:06,360 --> 00:34:10,080
Speaker 3: always tell people like, go expose yourself to the best

678
00:34:10,120 --> 00:34:13,160
Speaker 3: at what you want to do, you know, and they think, ultimately,

679
00:34:13,920 --> 00:34:16,440
Speaker 3: I've been very blessed to be around not only really

680
00:34:17,320 --> 00:34:21,959
Speaker 3: some legendary head coaches, but also great assistant coaches, great

681
00:34:22,000 --> 00:34:23,240
Speaker 3: support staff members.

682
00:34:23,280 --> 00:34:23,920
Speaker 2: I think you're.

683
00:34:26,120 --> 00:34:28,799
Speaker 3: You want to go learn from the best you know,

684
00:34:28,840 --> 00:34:31,160
Speaker 3: And I think I'm a product of all the people

685
00:34:31,200 --> 00:34:32,759
Speaker 3: that I've worked with. I mean, I was the son

686
00:34:32,800 --> 00:34:35,320
Speaker 3: of a high school coach that knew I wanted to

687
00:34:35,840 --> 00:34:39,640
Speaker 3: teach and coach. But then here we go, right, this

688
00:34:39,760 --> 00:34:42,600
Speaker 3: college thing takes off, and then it's you know, I think.

689
00:34:42,400 --> 00:34:45,480
Speaker 2: You a couple couple pivotal moments.

690
00:34:46,000 --> 00:34:49,520
Speaker 3: I had got let go at Clemson and I was regrouping,

691
00:34:49,719 --> 00:34:54,640
Speaker 3: just married, and then it's okay, what is the next step,

692
00:34:55,360 --> 00:34:57,319
Speaker 3: and you kind of got to invest, even if you've

693
00:34:57,320 --> 00:34:59,399
Speaker 3: got to go backwards, you know. I think that first

694
00:34:59,440 --> 00:35:03,239
Speaker 3: year at Alaba Amazon analyst, I would say that was

695
00:35:03,280 --> 00:35:05,600
Speaker 3: my eleventh year. I would say I learned more in

696
00:35:05,640 --> 00:35:07,719
Speaker 3: that year than I learned the prior to it. You know,

697
00:35:07,800 --> 00:35:10,960
Speaker 3: and you think you know until you're right in the

698
00:35:10,960 --> 00:35:16,840
Speaker 3: middle of that thing. So professional development is paramount, and

699
00:35:16,920 --> 00:35:20,080
Speaker 3: I think we kind of build that culture within our

700
00:35:20,160 --> 00:35:23,759
Speaker 3: staff of hey, look there's someone out there that we

701
00:35:23,800 --> 00:35:27,120
Speaker 3: can learn from, and we need to continue to.

702
00:35:27,560 --> 00:35:28,279
Speaker 2: Learn as we go.

703
00:35:28,680 --> 00:35:31,120
Speaker 1: Well that it's always interesting to talk to anyone who

704
00:35:31,200 --> 00:35:34,600
Speaker 1: came through that whole thing, as Saban was at Alabama,

705
00:35:34,920 --> 00:35:36,400
Speaker 1: because a lot of guys did that. A lot of

706
00:35:36,440 --> 00:35:40,600
Speaker 1: guys from the classical sense took a backwards move career wise,

707
00:35:41,239 --> 00:35:43,640
Speaker 1: but more and more guys kept doing it, to the

708
00:35:43,640 --> 00:35:46,919
Speaker 1: point where even on the outside looking in, you realized, well,

709
00:35:46,920 --> 00:35:49,680
Speaker 1: they're not all idiots. There's a reason why they're doing it,

710
00:35:49,719 --> 00:35:51,760
Speaker 1: and there's a lot of word of mouth in that business,

711
00:35:52,040 --> 00:35:54,600
Speaker 1: and you're telling the story. There you go from I

712
00:35:54,600 --> 00:35:57,400
Speaker 1: mean having having an on the field job and everyone

713
00:35:57,440 --> 00:35:59,359
Speaker 1: knows your name, but then you're not there anymore and

714
00:35:59,640 --> 00:36:02,520
Speaker 1: you're just a lowly analyst. Yeah, but yet it was

715
00:36:02,520 --> 00:36:04,840
Speaker 1: one of the most pivotal moments of your professional in

716
00:36:04,920 --> 00:36:05,720
Speaker 1: personal life.

717
00:36:05,960 --> 00:36:06,160
Speaker 2: Yeah.

718
00:36:06,160 --> 00:36:08,239
Speaker 3: I was thirty years old at the time, so I

719
00:36:08,320 --> 00:36:12,480
Speaker 3: was relatively still young. You know, I was fortunate. I'm

720
00:36:12,520 --> 00:36:15,800
Speaker 3: hired at Clemson at twenty six. You know, I'm extremely

721
00:36:15,840 --> 00:36:18,840
Speaker 3: young to be the tight end coach to run recruiting,

722
00:36:18,840 --> 00:36:20,760
Speaker 3: and then here we go call and plays at twenty

723
00:36:20,800 --> 00:36:24,000
Speaker 3: eight years old. I didn't know if the ball was

724
00:36:24,040 --> 00:36:29,120
Speaker 3: pumped or stuff back then, you know, so I had experience.

725
00:36:30,320 --> 00:36:32,359
Speaker 3: We didn't have children at the time, and we were

726
00:36:32,400 --> 00:36:36,160
Speaker 3: able to invest a year and we were extremely grateful

727
00:36:36,200 --> 00:36:39,440
Speaker 3: for that. So and then you know, obviously you're working

728
00:36:39,480 --> 00:36:41,880
Speaker 3: with coach saving but it's the other people, you know,

729
00:36:41,920 --> 00:36:45,279
Speaker 3: the network of people that go out there and are

730
00:36:45,280 --> 00:36:46,360
Speaker 3: in the NFL.

731
00:36:46,040 --> 00:36:50,440
Speaker 2: And power for football. I've been fortunate.

732
00:36:50,480 --> 00:36:53,279
Speaker 3: I've worked at FCS, I've coached FCS football, I've coached

733
00:36:53,320 --> 00:36:56,480
Speaker 3: Group of five football. I've been in the ACC, the SEC,

734
00:36:56,680 --> 00:37:00,879
Speaker 3: the Pac twelve. I've been on the West Coast. I

735
00:37:00,920 --> 00:37:03,440
Speaker 3: was telling somebody the other day, people don't understand like

736
00:37:04,120 --> 00:37:07,279
Speaker 3: as an assistant college football coach, I mean you go

737
00:37:07,400 --> 00:37:09,520
Speaker 3: all over the country. I mean you've been in every

738
00:37:09,719 --> 00:37:14,160
Speaker 3: type of home, every type of school, and I think

739
00:37:14,200 --> 00:37:18,600
Speaker 3: it really shapes your perspective. I'm thankful for every step

740
00:37:18,640 --> 00:37:22,680
Speaker 3: of the way. I wouldn't be who I am today without.

741
00:37:22,400 --> 00:37:23,960
Speaker 2: All of them.

742
00:37:24,000 --> 00:37:26,560
Speaker 1: What would you ever tell a guy who is in

743
00:37:26,600 --> 00:37:29,200
Speaker 1: a similar position to you when you got let go

744
00:37:29,239 --> 00:37:32,640
Speaker 1: at Clemson and they've got a wife, they may have

745
00:37:32,719 --> 00:37:34,960
Speaker 1: family at that point in terms of children, they may not,

746
00:37:35,120 --> 00:37:39,279
Speaker 1: but they may tell you, Hey, the added pressure on

747
00:37:39,400 --> 00:37:42,920
Speaker 1: me is I'm hearing from my significant other or my

748
00:37:43,000 --> 00:37:46,680
Speaker 1: family maybe football is not for me. Maybe I need

749
00:37:46,680 --> 00:37:49,640
Speaker 1: to go get a normal job. Because you've had a

750
00:37:49,680 --> 00:37:51,400
Speaker 1: lot of guys work for you. You've got a lot

751
00:37:51,440 --> 00:37:53,319
Speaker 1: of folks come to you for advice. You hear all

752
00:37:53,400 --> 00:37:57,480
Speaker 1: kinds of situations, but something like that where you see

753
00:37:57,520 --> 00:38:00,239
Speaker 1: kind of a version of yourself from a generation. Go,

754
00:38:00,640 --> 00:38:02,600
Speaker 1: what's the kind of feedback you get folks like that?

755
00:38:03,680 --> 00:38:07,560
Speaker 3: Well, typically those situations you know the person pretty well,

756
00:38:07,800 --> 00:38:10,879
Speaker 3: you know, And I think that to me, each one

757
00:38:10,920 --> 00:38:13,560
Speaker 3: of these situations is different. I mean, I think that

758
00:38:14,160 --> 00:38:16,719
Speaker 3: you take pride in having good, really good relationships with

759
00:38:16,760 --> 00:38:19,720
Speaker 3: the people that work for you. If somebody is asking

760
00:38:19,760 --> 00:38:22,279
Speaker 3: you that question, you probably have a really good relationship.

761
00:38:22,320 --> 00:38:25,480
Speaker 3: So I think you know their family, you know their dynamic,

762
00:38:25,560 --> 00:38:28,759
Speaker 3: their career, where they're at. I mean, it's one of

763
00:38:28,840 --> 00:38:30,879
Speaker 3: the great things about the game. And I would tell

764
00:38:30,880 --> 00:38:32,920
Speaker 3: you as a head coach, you take a lot of

765
00:38:32,960 --> 00:38:36,960
Speaker 3: pride in seeing the people that are under your leadership

766
00:38:37,080 --> 00:38:40,640
Speaker 3: improve and grow and get other opportunities.

767
00:38:42,640 --> 00:38:44,520
Speaker 2: And you can't help let be proud of them, you know.

768
00:38:44,600 --> 00:38:48,839
Speaker 3: So I think when you get those tough spots, it's

769
00:38:48,920 --> 00:38:51,280
Speaker 3: all about what that individual needs, you know, And you've.

770
00:38:51,120 --> 00:38:53,000
Speaker 2: Got to have some awareness. I mean, you know those

771
00:38:53,040 --> 00:38:54,840
Speaker 2: stories and you push the right buttons.

772
00:38:56,200 --> 00:38:58,160
Speaker 1: On the flip side of that, when you've got to

773
00:38:58,200 --> 00:39:02,000
Speaker 1: cut ties with someone like you love him any less. Yeah,

774
00:39:02,040 --> 00:39:05,880
Speaker 1: And so you know, I've watched that happen from my

775
00:39:06,000 --> 00:39:10,400
Speaker 1: vantage point in years past, and I've always watched publicly

776
00:39:10,440 --> 00:39:13,799
Speaker 1: the headline is so and so no longer with university

777
00:39:13,840 --> 00:39:16,080
Speaker 1: of filling the blank. But then you hear the stories

778
00:39:16,120 --> 00:39:19,200
Speaker 1: behind the scenes of maybe the extra step that that

779
00:39:19,320 --> 00:39:22,680
Speaker 1: head coach went to to make sure I get him

780
00:39:22,680 --> 00:39:25,759
Speaker 1: a job or I get her a job. And it's

781
00:39:25,800 --> 00:39:28,160
Speaker 1: not technically in your job description, but do you do

782
00:39:28,200 --> 00:39:30,960
Speaker 1: you consider that sometimes your responsibility of I'm the one

783
00:39:30,960 --> 00:39:33,400
Speaker 1: who hired you, so maybe it's my fault it didn't

784
00:39:33,440 --> 00:39:35,920
Speaker 1: work out. Let me try and facilitate something on the

785
00:39:35,920 --> 00:39:36,879
Speaker 1: way out the door for you.

786
00:39:37,400 --> 00:39:40,200
Speaker 3: You know, I've one of the more interesting situations I've

787
00:39:40,200 --> 00:39:44,680
Speaker 3: been in, not necessarily letting the guy go, but when

788
00:39:44,719 --> 00:39:49,600
Speaker 3: you leave a place like we came from Louisiana to Florida,

789
00:39:49,840 --> 00:39:54,479
Speaker 3: and man, the investment that that staff had made into

790
00:39:54,520 --> 00:39:57,320
Speaker 3: that program over four years, and you know, like, okay,

791
00:39:57,920 --> 00:39:59,799
Speaker 3: this recruiting footprint.

792
00:39:59,320 --> 00:40:01,320
Speaker 2: This league, take them all correct.

793
00:40:01,600 --> 00:40:06,719
Speaker 3: So that's a challenge and making sure each one of

794
00:40:06,760 --> 00:40:11,000
Speaker 3: those guys in that situation lands on their feet, that

795
00:40:11,200 --> 00:40:17,040
Speaker 3: is one for sure. That is always a challenge. And man,

796
00:40:17,600 --> 00:40:19,960
Speaker 3: every day that's on the list of things to do,

797
00:40:20,120 --> 00:40:21,680
Speaker 3: you know, is to make sure each one of those

798
00:40:21,680 --> 00:40:24,360
Speaker 3: guys is in a position to where they can continue,

799
00:40:24,360 --> 00:40:27,000
Speaker 3: because you wouldn't have been where you're at as an

800
00:40:27,000 --> 00:40:29,440
Speaker 3: individual without the investment of all those people.

801
00:40:31,320 --> 00:40:34,839
Speaker 1: Some of the preseason lists are coming out. I don't

802
00:40:34,840 --> 00:40:37,600
Speaker 1: want to mention any lists, particularly because that's not what

803
00:40:37,640 --> 00:40:39,319
Speaker 1: we're here to talk about, but some of them have

804
00:40:39,400 --> 00:40:42,080
Speaker 1: Florida listed pretty high. I know how much stock you

805
00:40:42,080 --> 00:40:44,040
Speaker 1: put in that. That's what you base your entire existence on,

806
00:40:44,200 --> 00:40:48,320
Speaker 1: is preseason rankings. But forget about that for a second

807
00:40:48,600 --> 00:40:51,960
Speaker 1: from your perspective when you're looking at the opportunity now

808
00:40:52,040 --> 00:40:55,640
Speaker 1: you guys finally have, once you've built it your way.

809
00:40:55,880 --> 00:40:58,120
Speaker 1: This is all your team, all these guys and ones

810
00:40:58,160 --> 00:41:01,760
Speaker 1: you recruited or you brought in, You've learned, you've grown,

811
00:41:01,800 --> 00:41:03,400
Speaker 1: You've got the staff where you want it to be.

812
00:41:04,360 --> 00:41:06,520
Speaker 1: What could this upcoming season be for you?

813
00:41:07,640 --> 00:41:10,400
Speaker 3: Well, I think we've got a lot of really important

814
00:41:10,400 --> 00:41:12,480
Speaker 3: work right in front of us. You know, I think

815
00:41:12,520 --> 00:41:16,120
Speaker 3: we started summer eating today, but we'll our summer training

816
00:41:16,120 --> 00:41:20,319
Speaker 3: block that's coming up is going to be extremely important.

817
00:41:20,360 --> 00:41:24,000
Speaker 3: And I think the number one thing that I would

818
00:41:24,040 --> 00:41:26,839
Speaker 3: say that we learned last year was we learned to

819
00:41:26,920 --> 00:41:30,520
Speaker 3: take great pride in how we compete, how hard we play,

820
00:41:30,680 --> 00:41:33,680
Speaker 3: and then I think there's a belief level that we

821
00:41:33,760 --> 00:41:36,680
Speaker 3: haven't had. You know, we won four in a row,

822
00:41:36,760 --> 00:41:39,520
Speaker 3: whereas the first two years we were fading. At the end,

823
00:41:40,719 --> 00:41:43,200
Speaker 3: we win the Bowl Game. We signed a really good group.

824
00:41:44,600 --> 00:41:47,840
Speaker 3: I think all of our processes are established, and we

825
00:41:47,920 --> 00:41:51,360
Speaker 3: have a group that really thinks they can play with anybody.

826
00:41:51,600 --> 00:41:55,000
Speaker 3: So it's important that we you know, we've been blocking

827
00:41:55,000 --> 00:41:57,640
Speaker 3: out noise. Now we've got to eliminate the hype and

828
00:41:57,680 --> 00:41:59,320
Speaker 3: we've got to be right in there in the middle.

829
00:41:59,400 --> 00:42:01,560
Speaker 3: And that's the work. And I think if we can

830
00:42:01,560 --> 00:42:05,240
Speaker 3: focus on what we have to do today to get better.

831
00:42:05,520 --> 00:42:08,520
Speaker 3: So I think that's always going to be my approach

832
00:42:08,560 --> 00:42:10,600
Speaker 3: with our players. It's like, look, we got work to

833
00:42:10,640 --> 00:42:14,800
Speaker 3: do today, and how are we going to improve. So

834
00:42:14,800 --> 00:42:17,319
Speaker 3: so many things happen in the summer, you know, just

835
00:42:17,360 --> 00:42:22,280
Speaker 3: in terms of the leadership helping these guys develop their voices.

836
00:42:22,400 --> 00:42:25,040
Speaker 2: Leaders you have young players.

837
00:42:25,080 --> 00:42:27,600
Speaker 3: We have eight rookies that are showing up that are

838
00:42:27,640 --> 00:42:31,000
Speaker 3: brand spanking new, and then we have all these young

839
00:42:31,000 --> 00:42:33,000
Speaker 3: players in the bottom half of the roster that we

840
00:42:33,120 --> 00:42:35,279
Speaker 3: have to get ready so they can contribute to the

841
00:42:35,280 --> 00:42:39,000
Speaker 3: team in some way, and the summer is paramount for that.

842
00:42:39,200 --> 00:42:44,440
Speaker 3: So right now, for me, this is about kind of

843
00:42:45,000 --> 00:42:47,600
Speaker 3: starting the right way in the summer and getting ready

844
00:42:47,760 --> 00:42:51,680
Speaker 3: for what we know is gonna be an incredible challenge

845
00:42:51,680 --> 00:42:53,479
Speaker 3: and very entertaining at the same time.

846
00:42:53,680 --> 00:42:55,000
Speaker 2: So but yeah, I.

847
00:42:56,880 --> 00:42:59,480
Speaker 3: You know, I think teams I can talk to him

848
00:42:59,560 --> 00:43:04,160
Speaker 3: blueing the face, But when you have team players that

849
00:43:04,200 --> 00:43:06,160
Speaker 3: have been in the program for a number of years,

850
00:43:06,200 --> 00:43:10,480
Speaker 3: that have experienced the growth, that are up for the challenge, right.

851
00:43:10,560 --> 00:43:14,480
Speaker 3: That was the message when we recruited these guys, and

852
00:43:14,560 --> 00:43:17,280
Speaker 3: I think they since that it's right around the corner.

853
00:43:17,360 --> 00:43:19,440
Speaker 2: So got to do the work today.

854
00:43:20,840 --> 00:43:24,479
Speaker 1: The nervousness meter here. When I was reading reports about

855
00:43:24,560 --> 00:43:26,600
Speaker 1: dj lagway in the spring, it was up, and then

856
00:43:26,640 --> 00:43:29,280
Speaker 1: I listened to you at the end of spring, and

857
00:43:29,320 --> 00:43:31,239
Speaker 1: then it kind of subsided a little bit. Where are

858
00:43:31,239 --> 00:43:33,840
Speaker 1: we at. We feel good on this come fuls So

859
00:43:33,920 --> 00:43:36,600
Speaker 1: we're here. I mean, yeah, he's you see the concerned meter. Yeah,

860
00:43:36,600 --> 00:43:40,440
Speaker 1: he's throwing three days a week. He'll be ready to

861
00:43:40,480 --> 00:43:41,560
Speaker 1: go for OTAs here.

862
00:43:41,840 --> 00:43:43,000
Speaker 2: Yeah.

863
00:43:43,120 --> 00:43:45,480
Speaker 1: We appreciate you as always having us here. Wish you

864
00:43:45,480 --> 00:43:46,319
Speaker 1: the best of luck this fall.

865
00:43:46,480 --> 00:44:24,640
Speaker 4: Thank you, appreciate it Josh.

866
00:44:24,920 --> 00:44:28,880
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867
00:44:29,040 --> 00:44:31,960
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