Kansas Crimson

JKLivin wrote: ↑Sun Nov 24, 2024 4:17 pm

Overlander wrote: ↑Sun Nov 24, 2024 4:06 pm

JKLivin wrote: ↑Sun Nov 24, 2024 2:40 pm

I don't know who else we could get, but I think there needs to be a penalty for that level of screw-up. This team could be undefeated right now, rather than scrapping for a shot at the Toilet Bowl and chalking up another loss to KSUck. That's unacceptable.

So, you feel Grimes should be PUNISHED?

Seems like a great plan, start the whole thing over again next year.

Wow, you disagree with an opinion of mine? Color me surprised.

Overlander wrote: ↑Sun Nov 24, 2024 6:24 pm

JKLivin wrote: ↑Sun Nov 24, 2024 4:17 pm

Overlander wrote: ↑Sun Nov 24, 2024 4:06 pm

So, you feel Grimes should be PUNISHED?

Seems like a great plan, start the whole thing over again next year.

Wow, you disagree with an opinion of mine? Color me surprised.

Probably will as long as you keep saying dumb shit.

You do realize that Grimes has been the OC the past 3 games, right?

JKLivin wrote: ↑Sun Nov 24, 2024 6:29 pm

Overlander wrote: ↑Sun Nov 24, 2024 6:24 pm

JKLivin wrote: ↑Sun Nov 24, 2024 4:17 pm

Wow, you disagree with an opinion of mine? Color me surprised.

Probably will as long as you keep saying dumb shit.

You do realize that Grimes has been the OC the past 3 games, right?

Also all 6 games they lost that they should’ve won. If your salesmen don’t meet their quota for six out of nine months, do you keep them around?

Overlander wrote: ↑Sun Nov 24, 2024 6:45 pm

JKLivin wrote: ↑Sun Nov 24, 2024 6:29 pm

Overlander wrote: ↑Sun Nov 24, 2024 6:24 pm

Probably will as long as you keep saying dumb shit.

You do realize that Grimes has been the OC the past 3 games, right?

Also all 6 games they lost that they should’ve won. If your salesmen don’t meet their quota for six out of nine months, do you keep them around?

I will spell it for you in the easiest way I can.

When you build a management TEAM, you start first and foremost with qualified applicants that seem to have the experience that fit the position.

The next step is to meet with them personally, get a feel for them, see how they interact and communicate. Ask probing questions and set up scenarios to see how they respond (heavy focus on values and analytic intelligence).

Then, you have a small percentage of who your TEAM feels are the best fits, and then have those applicants meet with your entire management TEAM so that they can get a feel for how the applicants whittle down to one, by committee decision for the hire.

Often, there is a learning curve. The new member of your TEAM has to acclimate, see how the land lays. They need to figure out how to work our known, best practices into their personal habits.

The method of giving them 2 weeks to prove themselves as “sales people” is car lot crap.

I have had some highly skilled and extremely successful staff come through my stores who had unremarkable starts. I saw the potential and helped them identify their pain points and better techniques. If they have a real potential for success, the only way that they fail is if I helped them fail.

Overlander wrote: ↑Sun Nov 24, 2024 6:24 pm

JKLivin wrote: ↑Sun Nov 24, 2024 4:17 pm

Overlander wrote: ↑Sun Nov 24, 2024 4:06 pm

So, you feel Grimes should be PUNISHED?

Seems like a great plan, start the whole thing over again next year.

Wow, you disagree with an opinion of mine? Color me surprised.

Probably will as long as you keep saying dumb shit.

You do realize that Grimes has been the OC the past 3 games, right?

JKLivin wrote: ↑Sun Nov 24, 2024 6:51 pm

Overlander wrote: ↑Sun Nov 24, 2024 6:45 pm

JKLivin wrote: ↑Sun Nov 24, 2024 6:29 pm

Also all 6 games they lost that they should’ve won. If your salesmen don’t meet their quota for six out of nine months, do you keep them around?

I will spell it for you in the easiest way I can.

When you build a management TEAM, you start first and foremost with qualified applicants that seem to have the experience that fit the position.

The next step is to meet with them personally, get a feel for them, see how they interact and communicate. Ask probing questions and set up scenarios to see how they respond (heavy focus on values and analytic intelligence).

Then, you have a small percentage of who your TEAM feels are the best fits, and then have those applicants meet with your entire management TEAM so that they can get a feel for how the applicants whittle down to one, by committee decision for the hire.

Often, there is a learning curve. The new member of your TEAM has to acclimate, see how the land lays. They need to figure out how to work our known, best practices into their personal habits.

The method of giving them 2 weeks to prove themselves as “sales people” is car lot crap.

I have had some highly skilled and extremely successful staff come through my stores who had unremarkable starts. I saw the potential and helped them identify their pain points and better techniques. If they have a real potential for success, the only way that they fail is if I helped them fail.

And you pay all of them $800k for this subpar year and raise it to $1 million for year two, I presume? Building a TEAM and all that?

AlOerter wrote: ↑Sun Nov 24, 2024 7:42 pm Play calling was definitely an issue the first half of the season. Additionally, how many times did we give up touchdowns in the last minutes of both halves? Defense has improved as well. To me the biggest difference has been the play of Jalen Daniels. It's like somebody flipped a switch. Doesn't look like the same player. Some of it was rust, some of it was confidence, and some of it was play calling. But JD was just making bad decisions a lot of the time. His resurgence has elevated the play of the entire team.

Overlander wrote: ↑Sun Nov 24, 2024 7:47 pm

JKLivin wrote: ↑Sun Nov 24, 2024 6:51 pm

Overlander wrote: ↑Sun Nov 24, 2024 6:45 pm

I will spell it for you in the easiest way I can.

When you build a management TEAM, you start first and foremost with qualified applicants that seem to have the experience that fit the position.

The next step is to meet with them personally, get a feel for them, see how they interact and communicate. Ask probing questions and set up scenarios to see how they respond (heavy focus on values and analytic intelligence).

Then, you have a small percentage of who your TEAM feels are the best fits, and then have those applicants meet with your entire management TEAM so that they can get a feel for how the applicants whittle down to one, by committee decision for the hire.

Often, there is a learning curve. The new member of your TEAM has to acclimate, see how the land lays. They need to figure out how to work our known, best practices into their personal habits.

The method of giving them 2 weeks to prove themselves as “sales people” is car lot crap.

I have had some highly skilled and extremely successful staff come through my stores who had unremarkable starts. I saw the potential and helped them identify their pain points and better techniques. If they have a real potential for success, the only way that they fail is if I helped them fail.

And you pay all of them $800k for this subpar year and raise it to $1 million for year two, I presume? Building a TEAM and all that?

The numbers wouldn’t be the same, but maybe the percentages vs revenue would.

Am I better off with a quality employee being 1 more year experienced and most likely better skilled? Absolutely.

Do you take the C students out to the hallway and send them packing? Or is it not your job to help them become B or higher students?

JKLivin wrote: ↑Sun Nov 24, 2024 7:52 pm

Overlander wrote: ↑Sun Nov 24, 2024 7:47 pm

JKLivin wrote: ↑Sun Nov 24, 2024 6:51 pm

And you pay all of them $800k for this subpar year and raise it to $1 million for year two, I presume? Building a TEAM and all that?

The numbers wouldn’t be the same, but maybe the percentages vs revenue would.

Am I better off with a quality employee being 1 more year experienced and most likely better skilled? Absolutely.

Do you take the C students out to the hallway and send them packing? Or is it not your job to help them become B or higher students?

Grimes is 56 years old, and had a three year stint as OC at BYU and two years as OC at Baylor. He’s not a rookie in need of development.

Overlander wrote: ↑Sun Nov 24, 2024 8:04 pm

JKLivin wrote: ↑Sun Nov 24, 2024 7:52 pm

Overlander wrote: ↑Sun Nov 24, 2024 7:47 pm

The numbers wouldn’t be the same, but maybe the percentages vs revenue would.

Am I better off with a quality employee being 1 more year experienced and most likely better skilled? Absolutely.

Do you take the C students out to the hallway and send them packing? Or is it not your job to help them become B or higher students?

Grimes is 56 years old, and had a three year stint as OC at BYU and two years as OC at Baylor. He’s not a rookie in need of development.

Oh, I see. He WAS really qualified and very experienced. For sure, fire his ass.

Especially since it was he and he alone who controlled and contributed to the TEAMs failings.

ChalkRocker wrote: ↑Sun Nov 24, 2024 9:06 pm thread sucks

JKLivin wrote: ↑Sun Nov 24, 2024 8:30 pm

Overlander wrote: ↑Sun Nov 24, 2024 8:04 pm

JKLivin wrote: ↑Sun Nov 24, 2024 7:52 pm

Grimes is 56 years old, and had a three year stint as OC at BYU and two years as OC at Baylor. He’s not a rookie in need of development.

Oh, I see. He WAS really qualified and very experienced. For sure, fire his ass.

Especially since it was he and he alone who controlled and contributed to the TEAMs failings.

Baylor fired him. Apparently, they thought he was the problem.

This is not a standard workplace. With these stakes and these salaries, you produce or you find yourself unemployed. Given the tools he had at his disposal this season, a 6-6 season is inexcusable.

Overlander wrote: ↑Sun Nov 24, 2024 9:32 pm

JKLivin wrote: ↑Sun Nov 24, 2024 8:30 pm

Overlander wrote: ↑Sun Nov 24, 2024 8:04 pm

Oh, I see. He WAS really qualified and very experienced. For sure, fire his ass.

Especially since it was he and he alone who controlled and contributed to the TEAMs failings.

Baylor fired him. Apparently, they thought he was the problem.

This is not a standard workplace. With these stakes and these salaries, you produce or you find yourself unemployed. Given the tools he had at his disposal this season, a 6-6 season is inexcusable.

So, ignore the turn around late season?

Grimes was merely a spectator for that?

JKLivin wrote: ↑Sun Nov 24, 2024 9:45 pm

Overlander wrote: ↑Sun Nov 24, 2024 9:32 pm

JKLivin wrote: ↑Sun Nov 24, 2024 8:30 pm

Baylor fired him. Apparently, they thought he was the problem.

This is not a standard workplace. With these stakes and these salaries, you produce or you find yourself unemployed. Given the tools he had at his disposal this season, a 6-6 season is inexcusable.

So, ignore the turn around late season?

Grimes was merely a spectator for that?

The turnaround has been great. Still should be 10-1 at worst right now. And lost to KSUck again, which is inexcusable. The last three games don’t make up for that. This should have been a special, program-defining year.