“Black Monday” in the NFL
At the end of every regular NFL season, the players on 18 teams pack up their lockers, say goodbye to teammates, coaches, and other club personnel, and begin making plans for the next few months. The Monday following the last regular season game, known around the NFL as “Black Monday,” comes with public announcements from those NFL clubs who have decided to go in another direction by implementing changes in key positions, including coaches and front office personnel. For many players and coaches alike, the first week after the season ends represents the beginning of a transition process that may be filled with doubt, uncertainty, and emotional difficulty.
While career transition in any arena can present the challenges listed above, the National Football League is unique in its uncertainty and seemingly subjective criteria that may contribute to an organization deciding to move on. Players may end the season with a strong performance on one team—a Pro Bowl nomination, or even a Super Bowl appearance—and may begin the next season on a different team…or no team. Coaches and front office staff are not immune to this uncertainty and lack of job security.
So far, this season has revealed seven head coach position changes, of which the last three may be publicly considered the most surprising. However, whether being with the same organization for 24 years or two years, boasting six Super Bowl wins or simply a strong winning record, or parting ways involuntarily or by “mutual agreement,” there are some steps that can help navigate any transition.
The Oxford Dictionary defines navigation as “accurately ascertaining one’s position and planning and following a route.” When managing any transition, it’s essential to start with the basics. As Lewis Carroll famously stated, “If you don’t know where you’re going, any road will take you there.” To move forward, there must be clarity on the current location and a general sense of direction before beginning the navigation process. This awareness is achieved by considering the following: (1) where we are (2) who we are (3) where we want to go, and (4) whether we have the capacity, skills, and talents to get there.
Understanding who and where we are helps to decide where we want to go, and aids in developing the path or plotting the course. After gathering this information and developing clarity on a desired future state, the next consideration focuses on accurately assessing current capacity and skill set. Where there is a gap, the additional steps may include either (1) adjusting the plan to reflect the current skill set or (2) implementing a plan to include necessary skill development. The final steps in navigating the transition include evaluating the plan and adjusting as necessary.
Unfortunately, the transition literature has indicated that awareness, knowledge, and a clear plan do not negate the emotional complexity accompanying the change. However, considering these components can ease the challenges that typically accompany significant change. Developing the self-awareness to accurately develop, implement, evaluate, and adjust a transition plan to move forward allows some sense of agency in a space that can often feel unpredictable.
