I’ve been thinking about how “success” and “failure” should be defined during JL’s tenure. It obviously goes without saying that Wins and Losses are the most important metrics (as was discussed in the KPI thread), but what about things like program culture, direction, recruiting, etc. Here’s what I’ve come up with:
What "Success" looks like:
-Changing “Wisconsin Way”: When I say Wisconsin Way, I'm talking about an offensive that's centered primarily on the run game, with mostly large in-state lineman and a good/great runningback. I don’t think JL should wholesale throw out the Wisconsin Way - it has been proven successful, however he needs to adapt it to fit the modern CFB environment. This can still mean a run-first offense, but with many more wrinkles and a lot more complexity. The play calling will keep opponents guessing more, it won't be the same where they know exactly what we'll do 9 times out of 10: Run, Run, Pass. Has to be more creative.
-Acting as the "Face" of the program: As has been discussed on here ad nauseum, PC wasn't the best brand ambassador for UW football or the university as a whole. Leonhard doesn't have to be Fleck (I really hope he isn't), but if he can comport himself as a confident, likable, genuine guy that has a clear direction for the program and all of the kids in it, then that will do wonders for the brand's image/recruiting.
-Recruiting: This needs to improve, and I think JL improves it. I think he continues to take a no-bs approach like PC did, but he finds ways to allocate more resources and integrate NIL (i.e. he plays the game, but doesn't compromise Wisconsin's values).
What "Failure" looks like:
-More of the same: Playcalling doesn't really change, and JL fails to understand why PC's teams were trending downward.
-Micromanagement: JL can't take off his D coordinator hat. He can't help but want to be more involved, which leads to micromanagement, resentment from the new D coordinator, and a poor product on the field.
-Failure to recruit (players/coaches): It's important that he build his own approach to recruiting, both players and coaches. Successfully identifying not only talent but culture fits at both levels will be key.
-Keeping Haering or any of the DUNNs on staff
These are my initial thoughts, curious to hear what you all think.
What "Success" looks like:
-Changing “Wisconsin Way”: When I say Wisconsin Way, I'm talking about an offensive that's centered primarily on the run game, with mostly large in-state lineman and a good/great runningback. I don’t think JL should wholesale throw out the Wisconsin Way - it has been proven successful, however he needs to adapt it to fit the modern CFB environment. This can still mean a run-first offense, but with many more wrinkles and a lot more complexity. The play calling will keep opponents guessing more, it won't be the same where they know exactly what we'll do 9 times out of 10: Run, Run, Pass. Has to be more creative.
-Acting as the "Face" of the program: As has been discussed on here ad nauseum, PC wasn't the best brand ambassador for UW football or the university as a whole. Leonhard doesn't have to be Fleck (I really hope he isn't), but if he can comport himself as a confident, likable, genuine guy that has a clear direction for the program and all of the kids in it, then that will do wonders for the brand's image/recruiting.
-Recruiting: This needs to improve, and I think JL improves it. I think he continues to take a no-bs approach like PC did, but he finds ways to allocate more resources and integrate NIL (i.e. he plays the game, but doesn't compromise Wisconsin's values).
What "Failure" looks like:
-More of the same: Playcalling doesn't really change, and JL fails to understand why PC's teams were trending downward.
-Micromanagement: JL can't take off his D coordinator hat. He can't help but want to be more involved, which leads to micromanagement, resentment from the new D coordinator, and a poor product on the field.
-Failure to recruit (players/coaches): It's important that he build his own approach to recruiting, both players and coaches. Successfully identifying not only talent but culture fits at both levels will be key.
-Keeping Haering or any of the DUNNs on staff
These are my initial thoughts, curious to hear what you all think.
