Your Guide To Implementing Three-Max (Now, Not Later)
Authors: Ally Manzella and Kennedy Murphy
PC: Cara Marassa
With three months into the USQ season, it is disheartening to see that teams have been slow to implement three-max—if at all—despite USQ setting a deadline for both club and college teams to make it happen. As two women who have played for and coached teams (Boom Train and Chicago Prowl) actively working toward this change for years, we understand it is not an overnight transition. However, it has become clear that the community is not moving quickly enough.
Instead of sitting back in frustration, we have outlined seven actionable items for team leadership to shift to three-max this season.
Don't segment depth charts based on gender. What happens when a woman reaches the top of her column? Will she never be able to reach the skill level or type of players of other genders? What about non-binary players? What if they’re the only one in their column? Or worse, what if you’re grouping them with men or women based on what you assume to be their sex assigned at birth? Segment depth charts based on position (chasers and keepers, beaters, and then seekers). Take a moment now to build the “best line” in your head, regardless of gender. If the line you just created is not a legal set of players, then you need to continue reading.
Create a strategy using all six/seven players on the field. That might mean completely upheaving your current system. That might mean putting chasers in different roles. That might mean having your women and non-binary beaters be the engage. That definitely means allowing your women to do more than play defense while seeking. Whatever changes you need to implement, you’ll never be an efficient team if you only use half of your players.
Mindfully use statistics to influence your decisions. What do you value most about a player? Goals scored? Stops? We are massive advocates of using data to evaluate players and build development plans. That being said, it is critical to recognize and understand that each player has differing metrics of success. One of the best ways to compare players in a sport with so many variables is by determining their plus/minus or another combination of available statistics. Forget the flashy numbers and get down to what matters. It isn't a perfect translation to a depth chart, but it builds a clearer, more complete picture.
Have your coaching staff reflect the gender makeup of your team. We have a disproportionate number of men coaching in quadball. When women head coach (at least in MLQ), their tenure is much shorter, many lasting only one year. The solution is two-fold. First, encourage women and nonbinary players to apply. Imposter syndrome is real, especially when you have little representation. When approaching them to apply, be sure to share why the current staff values their opinion on the game, not just their representation for women and nonbinary players. Second, don't stop at just one. Being the only gender minority leader can turn into advocacy work rather than coaching. Having multiple voices (and differing opinions) leads to a more effective and fulfilling experience.
Reflect upon your internal biases—women and gender-nonconforming coaches included. When a woman misses a shot, do you tell her to pass instead? What about when someone you have deemed a “shooter” misses—do you respond differently? Internal bias feeds into external feedback, actions, and behaviors. Consider this when providing coaching, regardless of your gender, as we all hold bias. As Ally says, “Reflect internally. Remind externally. Review constantly.
Avoid exceptionalism mentality. If your response to the league-wide implementation of three-max is giving one woman or nonbinary person a significant amount of playing time over other gender minority players, you don't get it. That one player isn't an exception to the biased thought that all men are better. They aren't good despite their gender. They are good because of their talent, hard work, and opportunity. Many gender minority players are just missing that third part.
Get comfortable with failure—and get your team comfortable with it, too. Getting better means trying new things, and trying new things means failing. Challenge all players to expand their playing style (ball-carrying, shooting, driving, seeking, etc.), learn how to handle the frustration of making mistakes, and allow themselves and their teammates to fail as often in practice as needed to succeed in games. That includes coaches, too.
We recognize that player development takes time, especially when restructuring your mentality and expectations for women and nonbinary players in the sport. However, beginning each step is achievable within a year and will only set your team up for long-term success.
We wholeheartedly believe this should not be a transition teams must figure out independently. We are open to conversation if you have any questions about our and our co-coaches' process for implementing three-max on a team level.
Oh, and don't say non-male or non-masculine. We thought we had moved past that three years ago.
