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Speaker 1: Good morning. UM. First off, I'd like to thank everybody

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Speaker 1: for for coming out this morning, and I also just

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Speaker 1: being my you know, kind of my first weekend here.

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Speaker 1: You know, I'd like to start off by thinking all

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Speaker 1: the service workers, the first responders, emergency workers from this weekend.

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Speaker 1: It's my first northeaster I've been a part of obviously

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Speaker 1: Dave's and I brought the Buffalo weather over here. But

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Speaker 1: I'd be remiss if I didn't think, you know, all

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Speaker 1: those who you know help keep our community safe over

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Speaker 1: the weekend and clear the roads for us. So UM.

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Speaker 1: The head coaching search began January one, shortly after I

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Speaker 1: was hired. UM, John Mara, Steve Tish, Chris Mara, myself

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Speaker 1: put together an extensive list of coaches that we would

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Speaker 1: want to speak with. You know, we conducted zoom interviews,

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Speaker 1: several in person interviews, and we cast a wide net

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Speaker 1: when we did this. UM. After a lot of research

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Speaker 1: on the various candidates, we we came to the conclusion

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Speaker 1: that Brian day Ball would be the best coaching candidate

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Speaker 1: to lead the New York Giants in the season and beyond.

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Speaker 1: Brian has an impressive coaching resume that includes five Super

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Speaker 1: Bowls and the National Championship. As a play caller, He's

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Speaker 1: worked under several well respected leaders, you know, Bill Belichick,

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Speaker 1: Nick Saban, Sean McDermott, and several others. Brian's ability to

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Speaker 1: develop young players, his leadership qualities, his football acumen, his

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Speaker 1: communication skills, and his ability to bring an organization together,

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Speaker 1: we're all traits that really really stood out. Without further ado,

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Speaker 1: I would like to introduce to you the head football

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Speaker 1: coach of the New York Giants, Brian Dable. How's everybody doing?

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Speaker 1: All right? Uh, look, just the first a few things here.

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Speaker 1: Thank you to John and Steve. UH appreciate give me

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Speaker 1: this opportunity, Chris who was involved in the interviews, Joe

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Speaker 1: and the support staff. UH had a great visit here,

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Speaker 1: but it was a week ten days ago, and UH

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Speaker 1: just very thankful and honored to be standing up here

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Speaker 1: in this position. I think the organizations that I've been

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Speaker 1: part of, from ownership to management, two coaches, to support staff,

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Speaker 1: two players, I wouldn't be here without them. And then

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Speaker 1: to my family, my wife and my six kids, my

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Speaker 1: wife Beth, and the whole crew right there. You know.

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Speaker 1: I love you guys. Look forward to this next journey.

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Speaker 1: Got a lot of work to do, UM, that's for sure,

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Speaker 1: but I think that this is a very enticing job

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Speaker 1: to be able to work with Joe and try to

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Speaker 1: create and build something that's very special and long lasting. UM.

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Speaker 1: Not gonna make any promises or predictions, but just again

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Speaker 1: very grateful and look forward to work. And came here

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Speaker 1: up on Saturday after I was off with the job,

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Speaker 1: drove of the snowstorm. Uh, there wasn't many people in

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Speaker 1: the building. One of them was Daniel Jones. UM. So

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Speaker 1: you know, that's a good thing for for a young player.

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Speaker 1: I know he's excited and UH had some coaches in.

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Speaker 1: We did a lot of interviews so far. I'm not

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Speaker 1: gonna get into who it is, but you know, I'm

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Speaker 1: done with Zoom. It's it's been about forty hours on

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Speaker 1: Zoom the last two days. But I've got a lot

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Speaker 1: of work to do. Look forward to it, look forward

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Speaker 1: to working with you guys and trying to build something

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Speaker 1: special here. Again, just grateful and humbled for this opportunity.

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Speaker 1: So you guys have any questions, you get one each.

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Speaker 1: Dan duging from the athletic I'm gonna violate your really,

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Speaker 1: I kind of a two part question. Um already damn.

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Speaker 1: I mean the first are you planning to call plays?

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Speaker 1: And then also can you just describe but your offensive

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Speaker 1: philosophy will be Yeah, well it's gonna be dependent on

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Speaker 1: on the players, that's the first and foremost. I don't

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Speaker 1: think you can look each place I've been in, particularly

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Speaker 1: say these last four years with Josh, we try to

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Speaker 1: develop a system that was conducive to his skill set

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Speaker 1: along with the other pieces that we add it. That'll

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Speaker 1: be a work in progress in terms of the play calling.

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Speaker 1: I think that's a work in progress. To Dan, we'll

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Speaker 1: see who the offensive coordinator is, who the rest of

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Speaker 1: the staff is, and then we'll talk about that um

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Speaker 1: as we get going through O, T, A S and

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Speaker 1: mini camps. Uh, but it'll be important that that position,

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Speaker 1: that offensive coordinator position will be an important position for us. Hey,

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Speaker 1: Brian Darryl Slater from NJ dot com are doing good good.

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Speaker 1: There was a report out there a few minutes ago

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Speaker 1: that you're gonna be keeping Patrick Graham unless he gets

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Speaker 1: a head coaching job. First of all, is that accurate?

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Speaker 1: And then what do you what are your impressions of

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Speaker 1: Pat from AFAR and also from having worked with him

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Speaker 1: in New England. Yeah, that's accurate. Um. I've had a

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Speaker 1: good relationship with Pat for some time in this league.

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Speaker 1: Very diligent, He's smart. I think the players respect him.

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Speaker 1: He understands different defenses. Uh. And I have a good

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Speaker 1: working relationship with him. I did when I was back

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Speaker 1: at New England. Uh. Certainly. We hope you know that

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Speaker 1: he has an opportunity to become a head coach. I

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Speaker 1: think that's everybody's dream, but selfishly I would I would

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Speaker 1: love him to be here. He offers a lot to

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Speaker 1: our program. I think he'd be a great support system

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Speaker 1: for me and just Uh. I'm hoping that that works out. Hi,

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Speaker 1: Brian Tina Servastio, Fox five. Um, good, very good, great

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Speaker 1: to talk to you. You mentioned one of the first

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Speaker 1: things you mentioned is how Daniel Jones was in the building,

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Speaker 1: just like Joe Shane did the other day. So there's

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Speaker 1: a lot of excitement with your hire from fans because

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Speaker 1: of what you did do with Josh Allen. How do

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Speaker 1: we kind of temper those expectations. What should we expect

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Speaker 1: about the your impact on this Giant's offense and what

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Speaker 1: you could do with Daniel. Yeah, We're gonna take a

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Speaker 1: day by day. We're not gonna make any predictions. And

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Speaker 1: I wouldn't do that to Daniel or really any player.

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Speaker 1: I don't think that's fair to compare him to another

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Speaker 1: guy that I was working with. UM. You know, he's

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Speaker 1: he's himself. We're gonna find out what he does well.

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Speaker 1: We're gonna try to implement a system that suits him,

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Speaker 1: and then it's our job to bring pieces in that

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Speaker 1: help him to be the best version of himself and

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Speaker 1: the best quarterback for us. He's got the right mindset,

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Speaker 1: he's got good size. There's a lot of things to

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Speaker 1: like about Daniel, UM, And we'll just take it one

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Speaker 1: day at a time. We'll work with them. We'll help

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Speaker 1: him get better, will help him be a better leader,

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Speaker 1: will help him be everything. You know. That's that's our

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Speaker 1: job as a coaching staff and as an organization. It

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Speaker 1: takes everybody. It's not just It's not just me, you know,

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Speaker 1: it's the rest of the coaches on our staff. It's

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Speaker 1: a scouts, it's a support staff, it's the ownership group. Uh.

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Speaker 1: It takes. It takes a lot to raise a quarterback,

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Speaker 1: if you will, Um, you know, and he's been and

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Speaker 1: he's been around the block here these last three years

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Speaker 1: with some different pieces. We're gonna try to give him

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Speaker 1: some stability and and just take it from there. Brian

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Speaker 1: Paul Schwartz with The New York Post. Paul, Hey, Um, um,

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Speaker 1: what what do you think? Um? You know? Why are

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Speaker 1: you ready for this now? Um? You know there's been

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Speaker 1: a trend up, you know the two Super Bowl coaches

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Speaker 1: of both young guys? Younger? Um, there are older guys.

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Speaker 1: You know, why do you think my young year old?

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Speaker 1: What's that? What am I uh to me? You're young?

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Speaker 1: I've been doing this for twenty one years in the

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Speaker 1: National Football League? And did I interrupt you? Yeah? But

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Speaker 1: I'm just saying, do you think this is right in

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Speaker 1: your wheelhouse of you know, the perfect time for you

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Speaker 1: to get a head coaching job. I don't know if

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Speaker 1: there's ever a perfect time. You know, I've been doing

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Speaker 1: this for twenty five years, twenty one years in the

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Speaker 1: National Football League. Yeah, you know, I've I've been around

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Speaker 1: the block. I've experienced a lot of different things. I've

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Speaker 1: I've witnessed, you know, different head coaches and how they

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Speaker 1: do things. To sit up here and say that you know,

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Speaker 1: it's we're gonna do this or we're gonna do that. Like, like,

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Speaker 1: all I know how to do is work, work with people,

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Speaker 1: try to build a culture, united building, inspire players, coaches,

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Speaker 1: support staff, listen, learn, and then ultimately developed the people

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Speaker 1: in our building. And that's not just the players, that's

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Speaker 1: the you know, QCs, that's the people underneath the head trainer. Like,

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Speaker 1: that's that's what we're gonna try to do. Um, do

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Speaker 1: I feel prepared? Yes? Do I know there'll be some

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Speaker 1: obstacles and challenges of course. Um, that's that's this league.

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Speaker 1: You know, you gotta be resilient in this league. Certainly

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Speaker 1: here you gotta be resilient. Right. Hey Brian Ryan dunleav

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Speaker 1: from the New York Post. There obviously you interviewed for

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Speaker 1: a bunch of jobs. We know that Miami was interested

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Speaker 1: in you. I'm curious why was this always the top

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Speaker 1: of your list, this job or was it like there's

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Speaker 1: only thirty two of them. I gotta take whichever one

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Speaker 1: gets offered to me. Yeah. Well, well I interviewed here twice,

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Speaker 1: you know, once over zoom and once in person. Um,

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Speaker 1: have a ton of round respect for for John and

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Speaker 1: Steve and Joe and and Chris and really the support

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Speaker 1: staff here. Um, look, this was a dream come true.

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Speaker 1: And you're you're talking about the New York Giants, and

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Speaker 1: I understand the challenges with that, and um, it's just

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Speaker 1: a great opportunity that was afforded to me and my family.

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Speaker 1: We look forward to it. Um, you know, we've been

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Speaker 1: working here for two days. We got we got a

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Speaker 1: long way to go here, but uh, just a historic franchise.

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Speaker 1: Uh and uh I look forward to being part of it. Hey,

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Speaker 1: Brian tom Rock from Newsday in the back to your left, Hey,

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Speaker 1: how you doing good? Handsome bald guy with the beard?

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Speaker 1: You there you go? Um, you've worked in a lot

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Speaker 1: of places. Joe was talking a lot about um being

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Speaker 1: in lockstep and sharing a philosophy with the head coach

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Speaker 1: and GM. What are the benefits of that and and

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Speaker 1: did that make this more of an enticing job for

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Speaker 1: you than maybe going into another situation where with the

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Speaker 1: GM that you may not have had a relationship with. Yeah,

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Speaker 1: I mean, look, I think there's some some foundational pillars

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Speaker 1: that help an organization. It's not necessarily gonna make you win.

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Speaker 1: It's it's hard to win in this league, as we

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Speaker 1: all know. Uh. The leadership group between ownership management, general manager,

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Speaker 1: head coach, I think is a really important piece, and

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Speaker 1: those guys have to be aligned. When you're not aligned,

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Speaker 1: that's when things start going a straight And again, I'm

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Speaker 1: not guaranteeing we're gonna do anything. I just think that

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Speaker 1: alignment is so critical because when you're aligned, you can

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Speaker 1: communicate well with one another and you can develop a plan.

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Speaker 1: And that plan is going to be important. And we're

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Speaker 1: starting from scratch. There's a lot of things we gotta

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Speaker 1: get done. And after that plan, now we're looking to

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Speaker 1: to bring in the right kind of people. UM. So

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Speaker 1: to answer your question, yes, it's absolutely I think it's

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Speaker 1: absolutely important that we have shared alignment, shared vision, share

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Speaker 1: core principles and values of the type of people we

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Speaker 1: want to bring it. Let's not forget this a people

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Speaker 1: business too. There's xs and ohs, but this is a

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Speaker 1: people business. It's about leading, it's about cultivating, and it's

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Speaker 1: about inspiring. UM. And I'm fortunate that that I was

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Speaker 1: offered this job. Justin Walter's pixel of it right here

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Speaker 1: down the middle, justin to New York, you said you're

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Speaker 1: not making any predictions or promises. You did mention that

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Speaker 1: you do have a good idea. How this fan base feels.

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Speaker 1: How much pressure does that put on you and Joe

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Speaker 1: Shane to get this turned around sooner rather than later.

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Speaker 1: I think it's we're just gonna try to do things

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Speaker 1: the right way. UM. There's pressure with every job in

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Speaker 1: this business. Obviously we're here in New York. We understand

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Speaker 1: the market, but the pressure is going to be put

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Speaker 1: on ourselves too. We're gonna do everything we can do to,

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Speaker 1: like I talked about before, build an organization which we

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Speaker 1: feel is the right way. Unite the building, inspire some people, listen,

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Speaker 1: learn and develop. Um, if you're prepared, the pressure is less.

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Speaker 1: So you know, we're gonna do everything we can do

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Speaker 1: to to try to put together a good product on

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Speaker 1: and off the field. Uh, Neil best from Newsday to

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Speaker 1: your left and the back. Um are you doing sir?

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Speaker 1: Obviously I'm good. Thanks. UM. Obviously you're aware coming in

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Speaker 1: years or so. In the interview process, did you UM

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Speaker 1: ask for and or receive any assurances about, you know,

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Speaker 1: patients from ownership? No, no, I had a good conversation

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Speaker 1: with him. I think we got to know one another. Yea.

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Speaker 1: The NFL is an unstable world regardless of where you're at. Um,

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Speaker 1: So your job is to do the best you can do,

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Speaker 1: build relationships and try to build a good program um

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Speaker 1: and not just again, it's not about me sitting up here,

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Speaker 1: it's about us collectively as an organization, from top to bottom.

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Speaker 1: And you know, it was really we had really good conversations,

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Speaker 1: staff from the training room to equipment room to the

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Speaker 1: video guys. Uh, it takes everybody. And again it's there's

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Speaker 1: no guarantees. But if you have people that are in lockstep,

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Speaker 1: that are working together toward a common goal, that that

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Speaker 1: are unselfish, that are humble, I think that's the start

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Speaker 1: of something. Hey, Brian Preuspeck, NBC four, New York, the

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Speaker 1: Bengals won two games two years ago, four games last year,

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Speaker 1: and now they're in the super Bowl. So why not

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Speaker 1: the Giants? And realistically, can you be a contender quickly? Yeah,

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Speaker 1: I'm just right now, I'm just trying to hire staff. Uh,

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Speaker 1: that's you. You're gonna try to get me early on

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Speaker 1: that right now? Okay, we're just trying well, we'll cross

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Speaker 1: those bridges when we get to it, obviously. Uh, that's impressive,

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Speaker 1: you know those numbers that you gave me. But let's

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Speaker 1: just start crawling before we walk. Is that enough for you? Okay?

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Speaker 1: Brian back here to your left, Mike Garret follow NFL Network. Hey,

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Speaker 1: good buddy, nice hat, Thank you. Well, this is the

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Speaker 1: bald bearded section of ya back there. Yeah. Uh. A

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Speaker 1: lot of times the hot head coaching candidates are outstanding

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Speaker 1: coordinate coordinators, play calls, play callers. You've certainly done, uh

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Speaker 1: your fair share of that and been successful the last

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Speaker 1: couple of years. When ownership asked you, or you know,

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Speaker 1: we're asking you, what makes you ready for the other

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Speaker 1: part of this job, the old proverbial leader of men thing.

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Speaker 1: What have you learned over the years with all the

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Speaker 1: coaches that you've worked with in that department? Yeah? I

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Speaker 1: think four, four to five things that come across the

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Speaker 1: top in my head right now as you ask that question. One,

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Speaker 1: you have to be authentic. Um. You know, Joe spoke

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Speaker 1: of the mentors that I've had, and I have and

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Speaker 1: I owe those guys a lot, but I've learned you

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Speaker 1: have to be yourself in this business and that's what

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Speaker 1: I aim to do. I'm a people person. Um. I

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Speaker 1: think I'm a good leader, and that's the first thing

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Speaker 1: to be authentic. The second thing I think that I've

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Speaker 1: learned is you have to be consistent in this position. Um.

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Speaker 1: You know, to get up in front of a room.

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Speaker 1: I know it's an offense, but you guys are all

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Speaker 1: the players out there after a bad game, and own

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Speaker 1: it and talk to those guys and give them the

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Speaker 1: things we didn't do well, the things that I didn't

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Speaker 1: do well on a consistent basis, I think that helps.

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Speaker 1: And not riding a roller coaster, which probably you know

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Speaker 1: my younger days, I was a little bit on that coaster.

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Speaker 1: Clearly communicating your expectations and standards goes a long way

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Speaker 1: with these men. Obviously understanding what you're talking about, Mike,

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Speaker 1: knowledge of whether it's offense, defense, kicking game, whatever that

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Speaker 1: may be. And at the end of the day, relationships, um,

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Speaker 1: And I'm a big relationship guy. I love my players.

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Speaker 1: I want to get to know him off the field.

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Speaker 1: I think that's where it starts. UM. So I mean

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Speaker 1: those five things, I think our stuff that I've learned

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Speaker 1: along the way, and it's spent quite a long journey,

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Speaker 1: you know, twenty one years is it seems like fifty years,

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Speaker 1: you know, a normal time. Um. So those are some

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Speaker 1: of the things. Hey, Brian, how are you great? Thank

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Speaker 1: you good to see you here too. I'm curious it

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Speaker 1: sounds like Daniel Jones has already made a good first

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Speaker 1: impression with you. But I'm just curious that kind of

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Speaker 1: the challenges of a guy who's had so many coaches

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Speaker 1: and voices in his ear already. And I guess I

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Speaker 1: would contrast that to Josh who was sort of a

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Speaker 1: blank canvas when you got him. So how do you

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Speaker 1: see that with Daniel? Do you have to help him

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Speaker 1: unlearn some things? Perhaps? Yeah? I think we just we

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Speaker 1: start out with building this relationship, Kim, and when he's

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Speaker 1: in the building, we take it slow. You know. One

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Speaker 1: of the things that I asked him to do and

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Speaker 1: I said, you know, you can give it to me

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Speaker 1: at any time. You know, he was one of the

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Speaker 1: players that called me after it was announced amongst some

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Speaker 1: other guys and said, hey, give me some things that

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Speaker 1: you really in your last three years or if you

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Speaker 1: did a duke. Um. And that's where it's gonna start,

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Speaker 1: is some foundational pieces that he feels comfortable with. I

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Speaker 1: think we'll add good coaches, we all have a good

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Speaker 1: support system um, and we'll try to bring in the

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Speaker 1: best players we can bring. But I think this is

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Speaker 1: gonna be a day to day process. I'm not gonna

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Speaker 1: put any expectations on him. Uh. I know he wants

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Speaker 1: to do well. He's got the right mindset, he's dedicated,

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Speaker 1: he's a hard worker, and I'm looking forward to working

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Speaker 1: with him. We are looking forward to working with him. Hey,

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Speaker 1: Brian art staplet him from the record and us start

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Speaker 1: today's good How are you welcome? You've mentioned twenty one

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Speaker 1: years and the evolution of yourself as a coach. I'm

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Speaker 1: I'm curious with the way the game has changed, or

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Speaker 1: at least evolved. How has your vision of what an

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Speaker 1: offense looks like or even a defense should look like

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Speaker 1: in today's NFL, and how have you adjusted to that

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Speaker 1: over the course of your journey here. Well, I think

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Speaker 1: there's a core philosophy that you have to have fundamentals

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Speaker 1: the ball, situation of football and bringing in the right people.

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Speaker 1: I don't really think that stands the test of time.

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Speaker 1: The schemes those are different, you know, ten years ago,

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Speaker 1: we wouldn't be sitting up here talking about Josh Allen

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Speaker 1: and all these runs that we've done the r p

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Speaker 1: O game that I think it evolves just like everything

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Speaker 1: else does, and I think you have to have an

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Speaker 1: open mind. But the schemes are going to be what

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Speaker 1: the players are best at, um, and we got a

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Speaker 1: lot of work to do to figure that out and

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Speaker 1: really evaluate the guys that we have. So time will

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Speaker 1: tell um, We'll just we'll figure it out. Hey, Bran

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Speaker 1: Pat Leonard from the New York Daily News, how you

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Speaker 1: doing good? Pat? How are you good? Two quick ones?

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Speaker 1: If you don't mind, um any members of your offensive

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Speaker 1: staff or that from the offensive staff here that you

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Speaker 1: intend to keep, we'll get back down that we're we're

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Speaker 1: in the process of going through some things here, and um,

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Speaker 1: in terms of the staff, I appreciate the question. There's

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Speaker 1: still guys on this staff that I haven't had an

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Speaker 1: opportunity to talk to. So once we get that all

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Speaker 1: iron it out, we'll get it to you guys as

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Speaker 1: soon as we can, Okay. And then secondly, do you

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Speaker 1: think the success or failure of your tenure here will

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Speaker 1: be to the successor failure of Daniel and the current

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Speaker 1: quarterback or do you think you were hired to build

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Speaker 1: a program and that whether or not that works, you

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Speaker 1: have a chance to build here past that. Yeah, with

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Speaker 1: all with all due respect, I'm not thinking, you know,

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Speaker 1: to or three years down the line. We're just gonna

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Speaker 1: try to do the best we can. Uh, put the

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Speaker 1: guys in good position, establish a culture. Um. But again,

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Speaker 1: I had great conversations with these men that are sitting

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Speaker 1: in front of the room, and I have a lot

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Speaker 1: of confidence in the conversations that we had. Where we are,

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Speaker 1: you know what happens, and I'm just trying to get

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Speaker 1: back to my office as quick as I can here

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Speaker 1: to get going and start hiring people. Tom marrying with

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Speaker 1: ap Radio. Which coaches that you've coached under have influenced

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Speaker 1: you and shaped your coaching philosophy? All of them? Uh,

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Speaker 1: you know, I think if you're if you're even to

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Speaker 1: this day, you know, after doing it for twenty one years. Obviously,

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Speaker 1: I was hired by Bill in two thousand, um, and uh,

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Speaker 1: you know, he gave me fifteen grand to work. You know,

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Speaker 1: however many hours there is in a week, that was

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Speaker 1: pretty much all of them. But you know, invaluable experience,

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Speaker 1: did that for six or seven years, moved on, worked

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Speaker 1: under guys like Tony Sprouno, got rest the soul, you know,

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Speaker 1: Romeo Eric, all all these guys, and then here the

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Speaker 1: last four years with Seawan, and you take. You take

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Speaker 1: a lot of stuff right. You'd be unwise if you

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Speaker 1: didn't do that. You sit there, you watch, you learned,

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Speaker 1: You ask questions, not just not scheme, but how they're

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Speaker 1: dealing with problem players, what are issues in the building,

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Speaker 1: all these different things. I think the older you get,

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Speaker 1: the wider scope you have. When you're younger, you're just

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Speaker 1: trying to survive a little bit. So again, all those guys,

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Speaker 1: Nick at Alabama, two years at Michigan State. But the

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Speaker 1: thing that I've learned um in my twenty one years,

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Speaker 1: and i'd say more of these past five four or

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Speaker 1: five years, is just be true to yourself, uh, and

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Speaker 1: and be true to the players and the people that

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Speaker 1: you work with, because uh, they'll see right through you

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Speaker 1: if you're not um and those are I think that's

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Speaker 1: critical is to to be yourself. I can I can

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Speaker 1: go on and on about the coaches that I've learned from,

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Speaker 1: and I'm obviously grateful and humble that I had an

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Speaker 1: opportunity to work for him. Um, but I'm gonna be me,

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Speaker 1: uh and take bits and pieces. But what you see

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Speaker 1: is what you get. Hi. Hi, Brian Russelsburg Fox five

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Speaker 1: Giants pregame show. Uh, well, most of the good good,

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Speaker 1: thank you, while most of the talk has sent it

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Speaker 1: around Daniel Jones. What about the rest of the roster?

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Speaker 1: For for one reason or or the other, some of

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Speaker 1: it being injuries, a lot of guys have been unable

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Speaker 1: to live up to expectations. Can you elevate some of

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Speaker 1: these guys that currently are on the roster? Now? Yeah,

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Speaker 1: Well that's our job. You know, we're gonna We're gonna

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Speaker 1: do the very best we can do to allow them

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Speaker 1: to be the best version of themselves, not just on

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Speaker 1: the field with scheme and things like that. How we teach,

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Speaker 1: what we do in the training room, the video guys

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Speaker 1: helping out, the support staff, the extra players we're gonna

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Speaker 1: bring in for competition. Uh, that's our job, you know.

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Speaker 1: And our job is to allow these guys try to

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Speaker 1: be the best versions of themselves, make it highly competitive,

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Speaker 1: and you know, they'll end up deciding whether or not

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Speaker 1: they're gonna help us or not. Based on their performance,

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Speaker 1: how they act on the field, off the field, the

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Speaker 1: things that we're gonna ask them to do. This is

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Speaker 1: going great. My four year old fell asleep and not

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Speaker 1: listen to one word. I said, Yeah, I'm telling you, hey, baby,

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Speaker 1: Brian Ian O'Connor with the New York Post on your left, Yeah, congratulations. Thanks.

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Speaker 1: I know you've said a few times that being yourself

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Speaker 1: as a formula that works. But as a first time

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Speaker 1: head coach, when you've worked for two of the greatest

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Speaker 1: coaches of all time, is that easier said than done.

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Speaker 1: Not trying to be like Bill or like Nick Saban

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Speaker 1: in your first job. Well, I'm comfortable in my own skin. Um. Look,

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00:21:47,560 --> 00:21:49,199
Speaker 1: I don't have all the answers in. There's gonna be

425
00:21:49,240 --> 00:21:51,520
Speaker 1: some things that come up that that I'm gonna have

426
00:21:51,560 --> 00:21:54,320
Speaker 1: to lean on a lot of people, Joe, the support staff,

427
00:21:54,359 --> 00:21:57,960
Speaker 1: the coaches. But my personality and how I treat people

428
00:21:58,520 --> 00:22:01,160
Speaker 1: and my expectations and values, I mean, I hold those

429
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Speaker 1: true to my heart. I was raised by two grandparents

430
00:22:03,520 --> 00:22:05,360
Speaker 1: old school that you know, I lost both of them

431
00:22:05,359 --> 00:22:08,000
Speaker 1: this year. Um, that's who I lean on, you know,

432
00:22:08,119 --> 00:22:11,480
Speaker 1: That's my form of years twenty some years of Look

433
00:22:11,560 --> 00:22:15,640
Speaker 1: My grandmother's harder than Bill or Nick could ever be. Um.

434
00:22:15,680 --> 00:22:17,800
Speaker 1: So you want to you know, you talk about it.

435
00:22:17,840 --> 00:22:19,199
Speaker 1: You lose a game and you want to hear all

436
00:22:19,240 --> 00:22:21,679
Speaker 1: the people talking. She she got me ready for this

437
00:22:21,920 --> 00:22:27,440
Speaker 1: the best I can. Hey, Brian mout Bombardo from fanside,

438
00:22:27,480 --> 00:22:30,800
Speaker 1: how's it going? Hey, Matt? Are you doing? Congratulations? Um?

439
00:22:30,880 --> 00:22:33,280
Speaker 1: You know you walk in late. God here as quick

440
00:22:33,280 --> 00:22:35,479
Speaker 1: as I cool with the traffic. But they're gonna make

441
00:22:35,520 --> 00:22:40,480
Speaker 1: excuses already. I'm gonna remember that now. Okay. You know

442
00:22:40,880 --> 00:22:43,480
Speaker 1: your predecessor talked a lot about building and winning culture,

443
00:22:43,720 --> 00:22:46,560
Speaker 1: and there are players in this building. We've only had

444
00:22:46,680 --> 00:22:49,160
Speaker 1: the past two coaching staffs. They haven't done a lot

445
00:22:49,160 --> 00:22:51,840
Speaker 1: of winning. What's the biggest challenge for you to get

446
00:22:51,840 --> 00:22:54,240
Speaker 1: these guys to buy in and teach them how to

447
00:22:54,280 --> 00:22:59,160
Speaker 1: win again? I just think build relationships, work together. Um. Again,

448
00:22:59,200 --> 00:23:02,760
Speaker 1: the type of people gonna bring in coaching staff, support staff, Joe,

449
00:23:03,280 --> 00:23:06,200
Speaker 1: it's a it's a collaborative effort. Um. You have to

450
00:23:06,240 --> 00:23:09,800
Speaker 1: have honest conversations, truthful conversations, and you're not gonna gain

451
00:23:09,800 --> 00:23:11,480
Speaker 1: trust from a player. I'm not gonna sit there and

452
00:23:11,480 --> 00:23:14,400
Speaker 1: gain trust from from those guys. Back there by saying, hey,

453
00:23:14,440 --> 00:23:16,800
Speaker 1: you gotta trust me. I think if you're you have

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00:23:16,880 --> 00:23:20,080
Speaker 1: good integrity, if you have good loyalty, I think that

455
00:23:20,160 --> 00:23:22,760
Speaker 1: leads to trust, which is a foundational pillar for any

456
00:23:22,800 --> 00:23:26,359
Speaker 1: successful organization, regardless of it's football or anywhere else. Trust

457
00:23:26,440 --> 00:23:29,800
Speaker 1: leads to respect, and then respect leads to accountability, which

458
00:23:29,800 --> 00:23:31,760
Speaker 1: is what we all want to be to one another

459
00:23:31,880 --> 00:23:37,119
Speaker 1: when you're working for a common goal. Hey, Brian Fecker,

460
00:23:37,640 --> 00:23:40,560
Speaker 1: Jordan ran on fore ESPN, Hey, I'm gonna go back

461
00:23:40,600 --> 00:23:43,760
Speaker 1: to the it's doing good congratulations. I'm gonna go back

462
00:23:43,760 --> 00:23:47,120
Speaker 1: to the Josh and Daniel Jones kind of thing here.

463
00:23:47,680 --> 00:23:50,480
Speaker 1: I'm curious when you look at that from AFAR, how

464
00:23:50,520 --> 00:23:53,359
Speaker 1: similar or different do you see the challenge of getting

465
00:23:53,400 --> 00:23:55,639
Speaker 1: Daniel right and moving that forward compared to what you

466
00:23:55,680 --> 00:23:58,399
Speaker 1: dealt with when you came in and you had Josh.

467
00:23:58,480 --> 00:24:01,240
Speaker 1: I don't know that answer. You know, four years ago

468
00:24:01,280 --> 00:24:05,879
Speaker 1: with Josh, we started together. We had consistency, We had

469
00:24:05,920 --> 00:24:09,480
Speaker 1: consistency and scheme, we had consistency with the coaches, uh

470
00:24:09,520 --> 00:24:11,520
Speaker 1: and we you know, it took time to build. It

471
00:24:11,520 --> 00:24:14,080
Speaker 1: didn't happen overnight. I want to do that to Daniel

472
00:24:14,160 --> 00:24:15,760
Speaker 1: or really any other player. I think that's unfair. I

473
00:24:16,080 --> 00:24:18,280
Speaker 1: want to get to really know Daniel first and and

474
00:24:18,280 --> 00:24:20,040
Speaker 1: see what makes him tick, and then you know, we'll

475
00:24:20,080 --> 00:24:22,000
Speaker 1: take it one day at a time. I know he's

476
00:24:22,000 --> 00:24:25,680
Speaker 1: really willing, but compare where Josh is or Daniel. I

477
00:24:25,920 --> 00:24:27,840
Speaker 1: don't think that's fair to do too either. One of

478
00:24:27,840 --> 00:24:34,720
Speaker 1: those guys Ovia coach Ovia, Hey, coach, Chris Busy netto

479
00:24:34,720 --> 00:24:38,119
Speaker 1: Giant in side of congratulations, What are you from South Carolina? No?

480
00:24:38,240 --> 00:24:41,960
Speaker 1: Actually from No, Actually from Brooklyn. Yeah, but a little

481
00:24:41,960 --> 00:24:45,680
Speaker 1: congestion something I got you, coach, Um, you talk about

482
00:24:45,680 --> 00:24:47,560
Speaker 1: trust a lot, a lot of a lot of your

483
00:24:47,560 --> 00:24:50,320
Speaker 1: formal plays came out and said how much they trust you?

484
00:24:50,520 --> 00:24:53,040
Speaker 1: Forget about as a coach, but as a man. Yeah,

485
00:24:53,160 --> 00:24:55,520
Speaker 1: So how important is that for you? And how did

486
00:24:55,560 --> 00:25:00,200
Speaker 1: you establish that with your place? Well? I just try

487
00:25:00,240 --> 00:25:02,359
Speaker 1: to be me Ian, that's all I try to do.

488
00:25:02,920 --> 00:25:06,560
Speaker 1: Um Again, I care about my guys. A coach a

489
00:25:06,560 --> 00:25:09,119
Speaker 1: while back told me players don't care how much you

490
00:25:09,119 --> 00:25:11,520
Speaker 1: know until they know how much you care. I care

491
00:25:11,560 --> 00:25:14,080
Speaker 1: about them. I care about their families. I want to

492
00:25:14,080 --> 00:25:15,760
Speaker 1: see them do well. I want to see them earn

493
00:25:15,800 --> 00:25:18,679
Speaker 1: new contracts and make money. But I care. I genuinely

494
00:25:18,680 --> 00:25:21,200
Speaker 1: care about those guys. You know, you're you're in this building,

495
00:25:21,880 --> 00:25:24,280
Speaker 1: you know, with the support staff, your coaches more than

496
00:25:24,320 --> 00:25:27,600
Speaker 1: you're with your family, um, and then the players throughout

497
00:25:27,640 --> 00:25:30,760
Speaker 1: those six months, so that there's there's got to be

498
00:25:30,800 --> 00:25:33,600
Speaker 1: a mutual respect. And I think if if they know

499
00:25:33,720 --> 00:25:35,720
Speaker 1: you care about them, genuinely care about them, not what

500
00:25:35,800 --> 00:25:37,159
Speaker 1: you can do for me. And I know this is

501
00:25:37,160 --> 00:25:39,400
Speaker 1: a results business, I got it, But to me, it's

502
00:25:39,400 --> 00:25:43,359
Speaker 1: a relationship business, and it's important. I think that not

503
00:25:43,480 --> 00:25:45,960
Speaker 1: just the players, but everyone else in the building can

504
00:25:46,000 --> 00:25:48,879
Speaker 1: work together in a in a trusting manner. UM. But

505
00:25:48,920 --> 00:25:50,439
Speaker 1: I think I just care about them, you know. I

506
00:25:50,480 --> 00:25:52,840
Speaker 1: think they feel that. I do a lot of face

507
00:25:52,880 --> 00:25:55,600
Speaker 1: timing with those guys. We have them over for dinner,

508
00:25:55,680 --> 00:25:58,320
Speaker 1: my family, my wife. They knew I'd do anything for

509
00:25:58,359 --> 00:26:00,760
Speaker 1: those guys. Um. But at the end of the day,

510
00:26:00,800 --> 00:26:02,720
Speaker 1: we know we're in a results business. So that's that's

511
00:26:02,760 --> 00:26:10,159
Speaker 1: what's gonna come down to. Last one year. Sorry. M

512
00:26:12,160 --> 00:26:15,120
Speaker 1: Brian Ryan Dunlevy from The New York Post. We talked

513
00:26:15,119 --> 00:26:18,240
Speaker 1: about Daniel. There's another pretty big superstar here on offense,

514
00:26:18,240 --> 00:26:21,879
Speaker 1: Sae Kwon Barkley. Curious what your thoughts on are on

515
00:26:22,080 --> 00:26:25,439
Speaker 1: him from Afar. You're probably part of scouting him for

516
00:26:25,480 --> 00:26:27,520
Speaker 1: the draft, what you've seen from him as a player,

517
00:26:27,560 --> 00:26:31,320
Speaker 1: and just your overall thought. I know you've had rotational backfields,

518
00:26:31,320 --> 00:26:33,720
Speaker 1: you've had bell cows like Jamal Charles. What are your

519
00:26:33,720 --> 00:26:36,919
Speaker 1: thoughts on the running back position. Well, first of all,

520
00:26:36,920 --> 00:26:38,840
Speaker 1: I got to meet him, and he was another one

521
00:26:38,840 --> 00:26:40,760
Speaker 1: of the players that reached out and called. He was

522
00:26:40,800 --> 00:26:43,600
Speaker 1: with one of my former players the other night, gave Davis.

523
00:26:44,280 --> 00:26:47,440
Speaker 1: They reached out to me. So, look, he's a talented

524
00:26:47,440 --> 00:26:50,080
Speaker 1: player that was selected high in the draft. He you know,

525
00:26:50,119 --> 00:26:52,000
Speaker 1: he came out of a good school at Penn State.

526
00:26:52,119 --> 00:26:54,480
Speaker 1: My son's a coaching assistant at Penn State. So I

527
00:26:54,480 --> 00:26:57,000
Speaker 1: try to get the all the scoop I can on him. Uh,

528
00:26:57,080 --> 00:26:59,720
Speaker 1: not a bad word about the young man. Obviously talented

529
00:27:00,160 --> 00:27:02,200
Speaker 1: and we'll try to use his skill set the best

530
00:27:02,240 --> 00:27:09,000
Speaker 1: we can MHM.