5 KEY 🔑 CONSIDERATIONS WHEN SEARCHING FOR INTERNSHIPS
8 Minute Read
VIDEO INTRO 🎬
1. W.I.N with Self-Evaluation
W.I.N ... What ... I ... Need. This should be the first consideration when assessing internship suitability. More specifically, what experience is going to take you from where you are now to where you want to be? (keep reading to the end of this article for a free resource to help with this)
JUST STARTING OUT 🤷🏻♂️
If you’re just starting out, then consider applying to internships that maximize your exposure to rich and varied training. At this point in your career, you don’t know what you don’t know, so in this instance, more is better.
How many bingo squares does your internship cover? This experience will give me exposure to…
“Greater exposure leads to more questions, and more questions (when asked) lead to a clearer coaching philosophy”
HEATING UP 🔥
You’ve got a few internships under your belt, and maybe you’ve applied to a handful of GA’s or paid positions without success. Your goal is to continue to develop but also to separate yourself from other applicants. In order to do this, your resume must convince the hiring manager that your knowledge, skills and developmental environments align with the roll that you’re applying for.
Use this Yes/No checklist below to identify any blindspots that may be holding you back:
Also…note the connotation of ownership that the words ‘designed’ and ‘coached’ carry with them. Simply observing someone else perform the skills above is not enough to set you apart. If most of the answers to the above statements are ‘No,’ then now’s a good time to create opportunities that will allow you to design, implement and lead. As Brett Bartholomew says…
“Don’t confuse exposure with experience”
NICHING DOWN 🎯
If you’ve spent a number of years in the profession, it’s likely that you’ve narrowed in on the segment of our industry that fires you up the most. For example,
“I enjoy the collegiate environment, but I’m most interested in men’s basketball.”
…or…
“The private sector is where it’s at, but youth athletes are not for me.”
When ‘niching down,’ you’re approaching your development with a specific goal in mind. If, ultimately you want to be a Division I, Power 5 coach, then you’ll need to secure a developmental experience at this level. This may require you take a leap of faith, traveling outside of your immediate surroundings to land the golden opportunity. When pulled off, niching down can be incredibly rewarding, since every aspect of that learning experience feeds your primary interest.
A word to the wise, though…do your homework. Why do we say that? Well, it’s only natural to see your dream opportunity through rose-colored glasses - a mind-scape where your mentor takes you under their wing and drops everything to turn you into their next protégé. In truth, well-respected coaches are in high demand, and that might mean that they can’t dedicate as much time to your development as you might hope. Where possible, speak with others that have walked your path to see if their expectations matched reality.
2. THE STAFF
Outside of an initial self-reflection, the staff at your next institution is your second most important consideration.
It’s tempting to be drawn to logos, championships, and million dollar facilities…and sure, these are all clues of a successful program, but you’re not applying to be a fan; you’re applying to develop as a coach…and your development begins and ends with people.
To assess the potential value of a staff, you’ll need to read between the lines…🧐
NUMBER AND BACKGROUND OF STAFF
Staff sizes can vary considerably across the industry. At the Division I level you might see as many as 12-15 coaches each focused on one or two teams. Juxtapose that with the Division III setting, where the head coach might be supported by a single Graduate Assistant covering 20+ teams. With such a discrepancy, it’s natural to jump to the conclusion that a bigger staff is surely better…but not so fast…let’s consider the pros and cons of developing in each environment.
A larger staff tends to offer a broader perspective since each coach brings their own performance philosophies to the table. Because of this you’ll see varied approaches to solving similar performance problems. On the other hand, a smaller department may welcome you to their inner-circle more readily, allowing you to lead groups and have an immediate impact.
A second consideration for you is the ratio of S&Cs to athletes. A small staff serving many athletes will favor efficiency and a systematic approach to training. This can be helpful for a developing coach looking for clear methodologies while getting their coaching ‘reps’ in. Conversely, if you’re around a well-staffed team, then you’re more likely to observe specialist training methods.
Neither of these staff-size scenarios are better or worse than the other, nor do the benefits necessarily exist independently of one another. The value to you depends on where you are in your development and in which setting you’re most likely to grow.
PROFESSIONAL CONTRIBUTIONS
“The best coaches in our industry write, present and develop coaches.”
- Ron Mckeefery
Many of our industry’s leaders are willing to share their thoughts and create conversation even in the face of criticism and scrutiny. As you narrow in on the staff you’d like to align yourself with, it may be interesting to see how they are contributing to the betterment of our profession.
Try using these keyword searches to see what you can find:
Bonus tip: tactfully mentioning the podcast or article you found when it comes to your cover letter or interview can provide social credit and help you stand out from other applicants.
NETWORK POTENTIAL
If there’s one thing you take away from this entire article then let it be this:
“The long-lasting value of an internship may not be in what is learned on the job, but in the months and years to follow”
Earning the respect of a well-connected coach has the potential to propel your career forward.
While investigating internships, do what you can to uncover the potential networks that exist at each institution. Nationally regarded coaches like Coach Donnie Maib (University of Texas) or Coach Mike Boyle (Mike Boyle Strength and Conditioning) will often be contacted when staffs are looking to hire. We’re not saying you can ride the coattails of the leaders in our field, but we are suggesting you think about the reputation of your next staff. As the saying goes…
“People hire those that they know, trust and like.”
…and by association, the recommendations of those they know, trust and like. Position yourself accordingly!
Well-structured curriculums are designed to develop the knowledge, skills and abilities you’ll need when stepping into a full-time role. Since not everything can be learned while coaching, these deeper dives fill the gaps that on-the-floor work leaves behind.
Curriculums come in all shapes, sizes and formats. Some will be more traditional, presented in a 3-inch binder, dense with resources on the X’s and O’s of strength and conditioning. Others may be more dynamic, housed digitally in Google Drive or Trello for example.
When it comes to session delivery, there are many styles. Live presentations, pre-recorded videos, whiteboarding, peer coaching, role playing…the list goes on. What we know to be true, though, is that the best curriculums engage the learner and are active in nature.
The same curriculum will appeal to different people in different ways, but what’s important is that you identify topics and styles of learning that resonate with you most and then find curricula that check those boxes.
4. VALUE-ADDED EXTRAS
Most internships in the field of strength & conditioning remain unpaid, but there are a number that offer some form of compensation, monetary or otherwise. Let’s use a couple of Connect listings as examples. The UFCPI offers hourly pay to all developing coaches while NDSU prepares paid intern coaches to step into their Graduate Assistant positions. There may be others that offer housing, meal plans and assistance with expenses like on-site parking.
Outside of these more obvious perks, you may need to break out your microscope to identify others. What resources are available to you both on site and in the surrounding area? Is the institution you’re interested in particularly well resourced, like Marquette, having VBT (EliteForm), in-ground force plates (VALD), DEXA scanners and player load monitoring technologies (Catapult)? If you’re eyeing up a collegiate internship, maybe there are renowned researchers based at the university like Lance Brooks at SMU or Keith Barr at UC Davis, for example.
What about certifications, clinics or seminars? Some organizations will cover the fees for nationally recognized qualifications like the NSCA’s CSCS (Certified Strength & Conditioning Specialist). Others are registered as practicum sites where you can accrue hours toward the coaching requirements of the CSCCa’s SCCC (Strength & Conditioning Coach Certified). If you’re headed to somewhere like Notre Dame or Duke then there’s a good chance you’ll have a complimentary ticket to their very own performance seminar (education and networking on your front porch…win-win). Another consideration would be neighboring institutions within a radius that you could visit…or if you’re bold, split time between? Of course this is more feasible in larger metropolitan areas like Los Angeles or Chicago, for example.
Nowadays, social media tends to be the best place to get the most up-to-date information. News about the staff, tech, pro development and resources will all be on instagram in a matter of hours. The official athletic department page on the other hand…give it a couple of years 😴. The crews at Pitt and Memphis do an outstanding job of sharing the recent exploits inside their four walls. We recommend you check social media channels to quickly find out if there is anything that your institution of choice is doing that really piques your interest. Use specific examples to your advantage when crafting cover letters and preparing for interviews. It’ll stand out…we guarantee it!
5. PROVEN SUCCESS
If there was ever a mark of the effectiveness of an internship, it would be the program’s ability to place coaches in full-time roles when all is said and done.
Until now, it has been difficult to assess how effective an internship is at developing impactful, ‘job-ready’ coaches. With ‘Connect,’ this information is becoming more readily available. Just take a look at Kentucky and Duke, each with well over 20 employed alumni who developed through their programs.
Left to right: Molly Binetti, Jake Brown, Jacqueline Gover, Marcus Pearson, Eric Schmitt, Mike Missen, Eric Stark, Emily Jacobson, Bryan Whitlock
Not only does this speak to the immediate value of the internship for the young coach, but it also establishes a certain credibility for the internship coordinator and the staff at large. When alumni from these programs are hiring for themselves…who do you think they’ll call first? Bingo…their ‘alma mater.’ Network trumps experience, which trumps certifications. Play the hiring game and place yourself at the center of attention.
RECAP
Whether you’re new to the field or you’re committed to a role in sports performance, we’re here to help. Here are our 5 biggest takeaways from the article above:
W.I.N - Begin with a self-evaluation. Are you starting out, heating up or niching down? Evaluate the strengths and weaknesses of each developmental opportunity. Which is most likely to take you from where you are now to where you want to be?
The Staff - Remember, your development begins and ends with people. Read between the lines. What’s their makeup? How are they contributing? Who can they connect you with now and in the future?
The Curriculum - First, find a curriculum that clearly develops the knowledge, skills and abilities of a performance coach. Then, narrow things down by choosing the ones that excite you and speak to your interests.
Value-Added Extras - Outside of the common ground, dig deeper on what additional resources would be available to you at a specific institution. We recommend starting with people, technology and the locale.
Proven Successes - Ultimately your goal is to ‘climb the ladder’ from developmental positions to paid roles. The proof is in the pudding. Identify programs that demonstrate a positive track record of post-internship employment.
Thanks for reading our first ever article! If you found this resource useful, please consider sharing it with a colleague in the field who may benefit!
FREE DOWNLOAD:
Need help assessing the value of an internship? Download your free internship evaluation checklist below:
