Tuesday, April 19, 2016

What can you expect from a 10 Week Program at Heilman’s Performance?


The business of privatized Performance Coaching in North Dakota always slows down during the winter and early spring. With basketball and hockey being the most popular sports in the Midwest, just about everyone departs for their competitive seasons through these months. We always have a few athletes that stick around a couple days per week to keep things right throughout their competitive season, but for the most part, cash flow drops dramatically. As a business owner, times like these can be nerve racking. As a coach and student of strength and conditioning, however, these are always the most exciting times because you get an opportunity to see a majority of your athletes reap the fruits of their labor and expand your horizons as learner.

With the winter winding down and our state’s most popular competitive seasons coming to an end, it’s great to have athletes trickling back in to start their off season training. As business picks up I’m always searching for ways to make things run as smoothly as possible with the higher levels of traffic. If there’s any way I can give returning athletes a heads up on what has changed since they were last in and give new athletes some kind of idea of what to expect on their first day, week, and month of the program I’m going to try it. When you have a large number of athletes all trying to learn their individual warm ups and strength programs at one time you can imagine we’d like our coaches to be able to focus their attention on teaching and coaching.

The purpose of this blog is to help give everyone a better idea of what to expect after they sign up for a 10 Week Program at Heilman’s Performance.

First, Let’s Start with Logistics

At Heilman’s Performance, we train in 10 Week Programs. We understand 10 weeks seems like a stern commitment to some but we firmly believe that with the program we offer, this time frame allows us ample time to achieve the adaptations our clients most desire. It also allows us the time we need to recognize our programming flaws and change course if/when we deem necessary. We do our best to design the most effective and efficient program for everyone who enters our facility, but we’re not afraid to admit we don’t always get everything right on our first try. When you’re working with a number of athletes who have little to no experience in the weight room, it’s hard to tell exactly how they will respond to everything you apply.

We schedule our programs in 40 minute scheduling blocks with no more than 8 athletes per 40 minutes. For example: Our summer program begins at 6:00 AM and we bring athletes in at 6:40, 7:20, 8:00, 8:40 and so on and so forth, with 1:40 PM being our last group of the day. As long as all groups stay focused on the task at hand, we should never have more than 16 athletes in the facility at one time. With 4-6 coaches on staff at any given time, the goal is to offer a ratio that is most favorable to the athlete and to rarely have a conflict with equipment availability.
We allow our athletes to decide how often they would like to train. We offer training packages in two, three, four, and five day per week packages. You can spread those days out as you wish from Monday – Saturday.  (The final schedulable time on Saturday is 10:00 AM.)

Once you have locked down whether you want to train two, three, four, or five days per week, have decided which days you’d like to train, and have decided which 40 minute schedule block fits best for your schedule, you can expect your next 10 weeks to break down like this:

Week One – Assessment Week

FMS - At Heilman’s Performance we’re going to dedicate the first week to collecting as much information as possible. The first two or three sessions will likely be dedicated to these assessments. In an athlete’s first day they can expect to go through what’s called a functional movement screen. (FMS)



We’re going to use the kit you see on the bottom of the (above) picture to take the athlete through a series of 7 movements. We use this simply to give us a good idea of where to start with their initial program. Getting a baseline for where their quality of movement is and where they might need some work can give us incredible insight into how to not only keep them healthy through their competitive season, but also to help them move past performance plateaus by getting them to move more efficiently. Depending on what we see from the FMS we may ask them to go through a few additional tests. This will all be fairly new for most athletes, but gathering this information efficiently and correctly, is a vital part of a quality performance program. The road to high performance is, always has, and always will be a long one, and taking time to make sure we’re staying the course is important to us.

Speed, Power, and Strength Testing

After we collect all of the information we need from our movement pattern assessments we will gather scores in the following performance tests:

Woodway Sprint Test

Standing Broad Jump Test

Vertical Jump Test

Bear Plank Test

Hang Test

Loaded Carry Test

If you are a new athlete and complete all of these assessments early in the first week and have a couple of sessions left for that week you can expect to go through some basic weight room principles. Before we design your program we’ll make sure you have a basic idea of what we expect out of our deadlift, squat, push, pull, lunge and carry techniques.

If you are an athlete continuing from the previous 10-week program you are probably already familiar with our “Challenges Binder.” Athletes moving from one 10-week program to the next will be in what we call an “instinct week.” We allow them to break away from their structured program and pick their own workout from our little binder of challenges. This week can be a lot of fun. It helps break the monotony of training, allows for a short break from spinal loading if needed and can help our younger athletes be more accountable for getting in a quality training session.

Week Two: We Learn

Over the weekend, between the assessment week and week two, we (the coaches) sit down with all the information we collected and design programs. The process of putting together individualized programs for a large group of athletes can be a rigorous process so please be patient with your coaches when you come in on Monday to learn them, chances are they didn’t get much sleep that weekend!
Week Two, no matter how hard you prepare always feels like organized chaos, but it’s where we really get into the meat and potatoes of the program.

In this week you’ll learn the foam roll routine, your individualized warm up, any speed/agility/plyometric routine we think you need, and your strength routine. This week can be information overload if it’s your first time training, so I’m hoping to break the routine down for you here:

A session at Heilman’s Performance will break down similar to this:

10 Minutes: Foam Roll Routine

10 Minutes: Individualized Warm Up

20 Minutes: Speed/Agility/Plyometrics

40 Minutes: Strength

If you did the math, that’s 80 minutes, or two of our 40 minute scheduling blocks. You’ll spend your first 40 minutes on one end of the gym and your second 40 minutes on the other end. 80 minutes should be more than enough time to get through your daily routine. If it’s not, we know something needs to change.

The foam roll routine we will use at Heilman’s Performance looks like this: You should be prepared to do this every day you arrive to train.



Once you find your individualized program it will look similar to this:


Weeks Three, Four, and Five: Progress

If you examine the program above you’ll see it’s a template designed for someone who trains four days per week with sections for set and rep schemes over a four-week stretch. This is the program you will follow for weeks two, three, four, and five of the 10-week program. Once you have completed this four-week training block we will have a better idea of where we need to go with your training. Volume, intensity, and exercise selection are all variables we will look at when deciding where to go with your next training block.

Weeks Six, Seven, Eight, and Nine: New Program, New Progress

Over the weekend following week five, our coaching staff will sit down and redesign you another four-week training block. We will tweak any variables we deem necessary and try and add or subtract from our exercise selection depending on what we saw over the previous four-week training block. If you have demonstrated that you need to be challenged more, some more advanced techniques may be applied. If you demonstrated you need to have your programming dialed back, we will do so. If you demonstrated that you are incapable of acting your chronological age while in our facility, we will refer you to a baby sitter and give you your money back, we can’t help you.

Week Ten: Reassess

Week Ten is nearly identical to Week One. We take all of our athletes through our battery of assessments at the end of the 10 weeks to see where they’ve made progress and where our programming and coaching may have disserved them. We use this feedback to not only show the athlete the fruits of their labor, but to make our programming and methods more efficient and effective.

Frequently Asked Questions:

Cost?:

The prices of a 10 Week Strength and Conditioning Program at Heilman’s Performance are as follows:

2 days per week: $450

3 days per week: $650

4 days per week: $850

5 days per week: $1,050

We ask that you prepare to put a 50% deposit down at the start of the program. We will keep track of your payment progress and alert you of your balance periodically. We understand that all the payment structures can be a good chunk of money for any family or athlete, so we are willing work out a payment plan with anyone who is willing to dedicate him or herself to our program.

Schedule conflicts or sickness?:

If there is an event that has been previously scheduled (like a family vacation) that conflicts with the athlete’s program we have no problem pro rating the charge in order to make it fair for both parties. As long as we know in advance, we can put the best plan in place for both the athlete and us.

We also understand that things happen that we can’t control. If an athlete has to miss a session for whatever reason, we will be as flexible as possible scheduling a make up for them that week. If possible, we ask that they get any make ups they need scheduled by Saturday of that week in order to keep them and us on a consistent training schedule. Outside of reasonable circumstances (like ebola) if a make up cannot be completed by Saturday of that week, that session will be lost.

Youngsters: over sleeping and your “alarm not going off” does not constitute as a reasonable excuse for being late or missing your scheduled training session. It’s 2016; I like to think the engineers of the world have the alarm clock kinks all worked out. It’s no secret that most of our athletes that achieve the best results are the ones that reschedule sessions the least. Make a plan, commit to it, and see it through, that’s how you attain the results you desire.

How many days per week my son/daughter or I should train?:

This question is one of most subjective of all the questions I encounter when approaching the start of a new 10-Week program. It’s always going to depend on where your athlete is at in their competitive year (in-season or off-season), their chronological age, maturation level, training experience, and level of commitment.
I deal with athletes every day, some dream of playing collegiate sports and making it to in the NBA some day and some that just want to make the A team or avoid the last round of high school roster cuts. Everybody has different launch points and different goals for their athletic future, and I think it’s important to schedule and program realistically to ensure long term development.

If an athlete is between the ages of 10 – 13 and has little to no experience in the weight room, starting them at two days may be the answer. As athletes grow further into their teens and develop more focused goals you can adjust the training volume as necessary. Allowing them to dip their toes in the water and start learning the fundamentals of strength and conditioning can help them learn early and enjoy growing and learning to navigate the weight room.

As an athlete approaches competitive high school sports I think the 3 or 4 day per week options are more appropriate. This allows us some more flexibility with all the variables of their program. This is generally the most subjective age group, though. If your athlete is just looking to get in shape for their competitive season and avoid roster cuts, it may dictate their level of commitment. If your athlete is looking to advance to the next tier of competitive athletics (collegiate or professional) then this should also dictate how often you would like to expose them to training. Again, there is nothing wrong with just wanting to make the team, but if you don’t desire mastery of a particular training method or skill set and plan accordingly, don’t expect to achieve it.

If you have been exposed to strength and conditioning for a few years or are a collegiate/professional athlete I would recommend you are dedicating four to five days per week during your off season. Not every single day has to be as intense as others, but in order to attain a level of mastery of any skill over the long term; you should apply yourself in some way nearly every day. I’ve been working with college athletes for a number of years privately and for a few years now through my contract with the local university. I’ve found that, in the off-season, four days per week is usually sufficient, but if programmed properly, a fifth can be a nice variable.

It’s also important to understand that training is just the application of stress to the body in order to achieve a desired adaptation. If an athlete has a lot of other “stressors” surrounding them, their training stressors should be adjusted. Over-training is a real thing and it usually has an effect on variables that are more abstract than joint pain and muscle soreness. As an athlete, your attitude towards the “daily grind” and your mood can be a great indicator of whether or not you’re overdoing it. The minute you stop enjoying making progress is the minute you may need to reflect on your plan.

How do I sign up?

I’m hoping that if you’ve made it this far, this is what you’re wondering. Your first course of action would be to fill out the general information questionnaire you can find through this link.

Once you have filled out this information you can call myself (Caleb Heilman) at 701-340-3547 to schedule your days and times and discuss a payment method.

Closing

If you have already signed up for one of our 10 Week programs I’m hoping this blog does what it was intended to do. And that is to provide some clarity for you before you even set foot inside the facility. We firmly believe in complete transparency and honesty with our athletes and clients and think that it is the best way to ensure our program runs as efficiently as possible.

If you have any additional questions please feel free to call or text me personally (701-340-3547), send me an email at calebjheilman02@gmail.com, or message us on our FaceBook page www.facebook.com/heilmansperformance. If you would like to see some pictures and videos of the facility and our training methods I suggest you check out our website at www.heilmansperformance.com or my Instagram account @calebjheilman.

As always, thank you for reading. Hoping to see or hear from you soon.

Caleb Heilman




Sunday, April 17, 2016

Do we really have JUST an entitlement problem?

Coaching, teaching, and learning are three of my favorite things in the world. I do my best to coach, teach, and learn as much as I possibly can and as efficiently as I possibly can every single day. I have a lot of discussions with other coaches, teachers, and learners. I love to read books written by other coaches, teachers, and learners. And I periodically surf the web to seek out quality information shared by other coaches, teachers, and learners. Over the years I’ve become incredibly passionate about the intercorrelation of these three fields, and I’m starting to recognize a pattern.

In all three fields, the term entitlement has become increasingly popular.

(Hell, I even wrote a blog about it back in 2014 that you can read here: http://calebjheilman.blogspot.com/2014/04/my-take-on-entitlement-in-youth-athletes.html).

I’m not trying to backpedal. I agree that we’re still failing to instill a mindset that breeds success and enjoyment in a number of our young students/athletes/coaches.
I do think we’re getting a little carried away, though. My dad (who is still the wisest man I know) taught me that there are two sides to every coin and I think Mark Twain said it best:

“Whenever you find yourself on the side of the majority, it is time to pause and reflect.”

As I said, we’re still missing the boat with a select few, but labeling every young athlete or coach that is passionate about creating positive change as “entitled” is irresponsible and, often times, completely off the mark. Anyone who disagrees with you or questions your methods as a coach or teacher is obviously way too big for their britches, right? This train of thought is becoming an epidemic.

There are a few things that I think we have right, and a few that I think we need to change our perspective on. I, as a young coach/teacher/learner, have been on both sides of the coin. I’m hoping this blog can give some insight to people as to which side they might find themselves on and help them understand what it’s like to be on the other side.

As coaches/teachers/employers, I think we can all agree:

1.     There are still a number of coaches/athletes/students who believe they deserve success, and that is a problem.

Undoubtedly every coach/teacher has dealt with athletes/students that want things handed to them. I’m no behavior expert, but I would imagine this is because they grew up having things handed to them (duh). So lets just stop handing things to people, ok? Ok. This brings me to my next point.

2.    “Entitled” athletes/students/coaches are products of their environment.

I’ve never parented a child, so I’m not going to pretend I know anything about it. From the outside looking in, however, it seems that youngsters that are forced to work through adversity growing up tend to live much more fulfilling lives as adults. Making young people handle small responsibilities like doing their own laundry, scheduling and rescheduling their own appointments, and wiping their own asses (which should probably come first) can set them up to be successful and self-sufficient adults. Sometimes as a coach/teacher you need to remind yourself that you can’t always out-coach/teach bad parenting, and it’s not always the youngster’s fault. A kid rarely recognizes when his/her parents are doing too much to make life easy on them. It’s our job as coaches/teachers to help remove their blinders and allow them to realize self sufficiency is a very fulfilling personality trait to acquire.

Now that we’ve established:

Yes, some people don’t want to and don’t think they have to work for their success in this world.

Yes, some young coaches, athletes, and students are overconfident in their knowledge base and their skill set.

Here’s some food for thought (I’ve always wanted to say that):

1.    Entitlement might get a bad rap

I’ve almost always used or heard the term used in a negative connotation, but what if we looked at it from a different perspective? What if entitled is something we want our young students/athletes/professionals to be? Carol Dweck first presented this idea to me in her book Mindset. As coaches, teachers, and learners we need to understand that we’re entitled to our own opinions, we’re entitled to disagree with something we read or discuss, and we’re entitled to challenge long-standing rules and ideas. People who have put their time in and earned everything they have are entitled to pride and self-confidence, and it’s ridiculously selfish to try and take that away from them. The greatest organizations in the world make their “employees” feel more like “team members” and allow them to present their opinions in a constructive manner without feeling out of rank. They’re entitled to those opinions and as a leader you should want them to speak out. Allowing this openness and honesty might save your ass some day.

2.    Once we have power, we suck at self-reflection.

I firmly believe that systems of hierarchy are necessary in any organization. I also believe that there is an unwritten code of conduct concerning respectful disagreement between different tiers of that hierarchy. But to consider certain ideas less valuable because they came from someone with less power in the organization can quickly earn you that “ass hole” label. There are a lot of young, passionate, hard working people out there in their respective fields and a lot of them have great ideas. There are few things sadder than seeing a young teacher or coach losing motivation to spread their passion, because they know their speech is falling on deaf ears. Making them feel like over-confident prima donnas for challenging long-standing ideas is surely counterproductive. If you have power in your respective organization, listen to the people around you, understand your system will ALWAYS HAVE FLAWS in some way or another, and be willing to evolve. Labeling others as defectors or haters because they disagree with you is easy, but self-reflection and consequent action is the road less travelled that pays big dividends in the end.

3.    Congratulating people has become all too common.

I don’t want to sound ungrateful, but when I first opened my business, everyone was quick to congratulate me. What for? I had some strength and conditioning equipment in a garage and about $50,000 of debt. I had accomplished nothing. Starting a business is not difficult; it is not worthy of high praise. I’m so very appreciative of the support, but I just think we get carried away with congratulations. It makes people feel accomplished before they’ve really accomplished anything significant (when I opened my gym, Facebook would have you guessing I made Forbes Top 100). A newly wed couple requires one person to ask a question and the other to give an answer, that’s it. With divorce rates where they’re at; maybe wishing them luck would make more sense than congratulating them. If they make it to the 20-year mark, by all means, congrats, you’ve certainly accomplished something many fail to do. Next time somebody posts about getting a new job, buying a new house, or taking on a new life venture, we should wish him or her luck. Call me Scrooge, but I feel like all the congratulations we hand out breeds complacency.

4.    Our complacency problem is just as bad as our entitlement problem.

For every young coach/athlete/student out there that thinks they deserve success, there is a coach/teacher that is entirely too comfortable with their own. All we ever hear about, as coaches/teachers, is that there are too many young ones who think they know everything. It’s rare to find an article discussing those who have held a position for years, are stuck in their ways, and are passing out the entitlement label to all those who oppose them. As a leader of any organization, if you aren’t constantly assessing and reassessing your work ethic and acquisition of new information you’re probably too comfortable. And eventually you’re going to have some young passionate “subordinate” pushing for your responsibilities. Making them feel like they’re a pushy know it all is selfish and lazy. Allowing them to light a fire under your ass and rediscover your youthful exuberance for growth takes real character. I know a lot of young people out there who want to grow, learn, and create change the right way. They have great ideas and are extremely intelligent people. Discouraging them from pushing the envelope is irresponsible and it’s happening all too often. Foster growth in your organization. If one of your team members surpasses you, so what? Cut them loose and wish them luck. Be happy for them.

5.    You don’t have to be disliked to be a good leader

The popular article circulating now is one written by a baseball coach out of Denison University, a Division III program in Ohio. Though I don’t know the reason for the article, it seems as if it was supposed to be a reality check to his assistant coaches and others around the country. It was basically a fair warning to all those who seek a head coaching position. I agree with a number of points in Coach Deegan’s article, but got an eerie feeling that he was trying to send a message to someone. He notes in the blog that you need to be prepared to be disliked and that you will have defectors who have access to a fraction of the information you have access to. He’s undoubtedly correct in his statement, but I think it might send the wrong message. I think it’s extremely important to understand that you can’t please everyone and no matter how hard you try; some people just won’t see the good in you. But to operate under the idea that you don’t have to care if anyone likes you has to be one of the most unfulfilling ways to lead. I think the greatest leaders in the world are the most beloved leaders. The kind of people who will give the shirt off their back for their people and, in turn, receive the same loyalty. It’s great to have success, but if you have nobody to share it with, what’s the point? The best leaders, when misunderstood, seek understanding, they don’t just assume the person doesn’t “get it”.

I understand that I am in a unique position. I am a small business owner who is still very young in the realms of coaching/teaching/learning. At Heilman’s Performance, I have no boss. I have nobody to tell me what to do, and that can be incredibly liberating, but incredibly intimidating at the same time. I don’t have someone guiding me through this process, telling me what I’m doing wrong and where I’m getting things right. I work hard to gather as much information as possible, but am truly learning as I go. I rely heavily on my team members and people around me to provide valuable feedback on our program. When people stop telling me I’m doing things poorly, I know I have problem.

I am the leader of my organization and the primary decision maker. At the local university, however, I am an assistant coach. I think being young and passionate for change and growth, and holding both these positions allows me to see both sides of the coin, if you will. I’m hoping this blog helps share my perspective. We need to come to grips with the fact that every young coach/student/athlete that wants to make things happen is not a pushy know it all. Every coach/teacher with a long-standing position or tenure is not in a state of complacency, but both situations do exist. Without openness and honesty from those around us, self-reflection, and consequent action, we might be in that situation and not even realize it.

I think we can all do a better job of seeking to understand those we teach, coach, or manage. Before you get upset about someone challenging your ideas, self reflect. Try and get a better idea of what their goals and aspirations are as an athlete or young professional and ask yourself, “Am I working as hard as they are?” and “Am I keeping an open mind?” Once you have a better idea of where they stand, you might be better able to make quality decisions. It’s ok to be comfortable with your current position, but let’s not discourage those who are not.

Thanks for reading.


Caleb Heilman