Practical Strategies for Achieving Work/Life Balance in College Athletics (November 26, 2025)

Talk of work/life balance in college athletics is common — but practical strategies sometimes feel elusive. The workload is real. The schedule is demanding. And the expectations can feel overwhelming.

But balance is possible with intentional habits and department-wide support. Here’s how athletic professionals can take control of their time while still showing up fully for their teams.

1. Create Non-Negotiable Personal Time

Block off time on your calendar for things that matter — workouts, family time, hobbies, or simply rest. Treat these commitments like meetings: important and immovable.

2. Use the Off-Season Wisely

Every role has windows of downtime. Use them to reset:

• Take vacation days

• Reduce screen time

• Plan ahead for the next season

• Reconnect with friends and family

Intentional recovery during the off-season fuels the energy needed for the next year.

3. Set Boundaries Without Guilt

Boundaries aren’t selfish — they’re sustainable. That may mean:

• Not answering emails after a certain hour

• Setting expectations with coaches and administrators

• Taking lunch breaks away from your desk

Boundaries build structure in a profession that often lacks it.

4. Delegate & Trust Your Team

You don’t have to do everything. Student workers, interns, and colleagues can handle many responsibilities when trained well. Delegation frees time and builds leadership skills in others.

5. Build a Supportive Department Culture

Balance works best when it’s encouraged at the team level. Leaders can:

• Offer schedule flexibility

• Rotate responsibilities during heavy weeks

• Celebrate time off

• Create safe spaces for staff to speak up about workload

Healthy departments produce happy professionals — and better results.

6. Remember Your Why

Working in college athletics is deeply rewarding. But you can serve student-athletes better when you serve yourself, too. A balanced schedule protects your passion, your energy, and your longevity in the profession.

Behind the Scenes: The Human Side of College Athletics Staff (November 25, 2025)

 Fans see the excitement. Students see the support. Administrators see the outcomes.

But behind every successful athletic department is a team of people juggling far more than what’s visible.

The Hidden Demands

Working in college athletics isn’t a 9–5 career. It often means nights, weekends, split shifts, last-minute schedule changes, and the kind of emotional investment that follows you home. It’s a field full of passion — but it’s also a field full of sacrifice.

And that’s why prioritizing work/life balance is not only important — it’s essential to protecting the people who make athletics run.

Why It Matters

• Mental Health: Constant competition, deadlines, and expectations can take a toll. Balanced schedules allow staff to decompress, reset, and avoid emotional exhaustion.

• Family Relationships: Athletic seasons don’t pause for personal milestones. Setting boundaries ensures staff can show up not just for their teams, but for the people who matter most at home.

• Professional Growth: Time away from the job allows for reflection and fresh perspectives — two things necessary for long-term career success.

Building Department Cultures That Care

Departments that prioritize reasonable workloads, flexible schedules, and team support experience higher morale and lower turnover. It’s simple: when people feel valued, they perform better and stay longer.

Creating a balanced environment doesn’t weaken commitment — it strengthens it. People are more invested when they know their well-being matters.

Remembering the Humanity Behind the Job

At the end of the day, the people running scoreboards, filing reports, preparing facilities, creating content, or coaching aren’t machines. They’re human beings with lives, loved ones, and needs that extend far beyond the field.

Supporting that truth builds healthier teams, healthier departments, and healthier professionals.

The Reality Check: Why Work/Life Balance Matters in College Athletics (November 24, 2025)

College athletics runs on nonstop energy — long hours, constant communication, and the pressure to perform at a high level. It’s rewarding, but without intentional boundaries, the work can easily overshadow everything else.

In my latest post, I explore why work/life integration is essential in a demanding field like college athletics. From avoiding burnout to improving performance, the ability to create healthier rhythms isn’t just beneficial — it’s necessary. When professionals take care of their own well-being, they not only show up better for their roles, but they also model the balance we encourage in our student-athletes.

A sustainable career in athletics starts with recognizing that personal time matters. Real growth — on and off the court — begins with balance.

Avoiding Burnout in a High-Demand Field

The pace of college athletics rarely slows down. Between in-season operations, recruiting, academic support, game management, and administrative duties, staff often face unpredictable hours and emotionally charged environments. Without intentional boundaries, burnout becomes inevitable.

Better Balance = Better Performance

A rested professional is a sharper professional. When staff members feel supported in maintaining personal time, they return to work with better clarity, creativity, and resilience. This leads to improved communication, stronger decision-making, and more positive interactions with student-athletes and colleagues.

Modeling Healthy Habits for Student-Athletes

We talk to student-athletes constantly about rest, mental health, and time management — but how often do we model those habits ourselves?

Our willingness to take care of our own well-being sets a powerful example. When student-athletes see staff honoring personal time, prioritizing family, and embracing downtime, they understand those values are acceptable — even encouraged — in high-performance environments.

A Sustainable Career Starts With Balance

College athletics is a passion-driven world. People work in it because they love it. But sustaining that love requires recognizing our limits. A balanced professional is more likely to stay in the profession, grow within it, and thrive long-term.

Designing Work–Life Integration, Not Just Balance (November 21, 2025)

Your online footprint is your modern résumé. Recruiters, collaborators, and clients often meet your digital self before your real one.

Audit your online presence: Google yourself. What story does it tell? Is it consistent, professional, and aligned with your goals?

LinkedIn remains the cornerstone for professionals. Use your headline strategically — instead of just “Job Title,” write something that reflects your impact (e.g., “Helping brands grow through data-driven storytelling”).

Expand your presence thoughtfully:

• Share articles or commentary that show your expertise.

• Join relevant professional groups or forums.

• Engage with others’ posts to build genuine visibility.

Action Steps:

• Update your profile photo, banner, and “About” section for cohesion.

• Post once a week or comment meaningfully on others’ content.

• Track what kind of engagement you receive and adjust your tone or topics accordingly.

A strong digital footprint is silent networking — opportunities find you because your presence speaks for itself.

Negotiating with Confidence and Integrity (November 20, 2025)

 Negotiation is not conflict — it’s collaboration. Whether discussing salary, responsibilities, or promotions, negotiation reflects your ability to advocate for fairness and clarity.

Preparation is key. Before any discussion, research market salaries (Glassdoor, Payscale, LinkedIn Salary), define your walk-away point, and identify non-monetary benefits that matter to you (flexibility, training, travel, etc.).

Approach negotiation with curiosity, not combat. Try phrasing like:

“Based on my research and contributions, I believe a range of X–Y is fair. Can we explore options within that?”

Your tone communicates as much as your words. Confidence means knowing your worth; integrity means respecting theirs.

Action Steps:

• Practice negotiation scripts aloud until they feel natural.

• Role-play with a friend or mentor to anticipate employer responses.

• After any negotiation, document agreements in writing to ensure clarity.

Negotiation isn’t about getting your way — it’s about aligning mutual value.

Mastering the Art of Self-Marketing (November 19, 2025)

You are the CEO of your career — and marketing yourself is part of that role. Self-marketing doesn’t mean boasting; it means communicating your value clearly and consistently.

Start by identifying your Unique Value Proposition (UVP) — what you offer that few others can. This might be a blend of expertise, perspective, and results. For example, here is mine:

“I help collegiate athletic departments amplify their brand and drive audience engagement through strategic storytelling, inclusive communications, and data-driven campaigns — combining my experience in athletics with a passion for DEI to elevate visibility, build authentic fan and stakeholder relationships, and support growth at every level.”

Then, make sure this message appears everywhere — résumé summary, cover letters, LinkedIn headline, and introductions. Consistency builds recognition.

Also, collect social proof. Recommendations, testimonials, and metrics validate your message far better than self-claims.

Action Steps:

• Ask three colleagues or clients for written testimonials highlighting your strengths.

• Refresh your LinkedIn “About” section with your UVP and a clear tone of voice. Feel free to connect with me on LinkedIn.

• Share professional wins (projects, lessons, milestones) online once a week.

Visibility is opportunity. You can’t be chosen for what people don’t know you can do.

Thriving in Uncertain Job Markets (November 18, 2025)

Economic changes, layoffs, and industry disruptions can trigger fear — but uncertainty is also fertile ground for innovation and reinvention.

To thrive amid unpredictability, shift your mindset from security to resilience. Instead of asking, “How do I make sure this never happens to me?” ask, “How can I stay adaptable no matter what happens?”

Start by building your Career Safety Net:

• A diverse skill set that translates across industries.

• A professional network that spans roles and sectors.

• A financial cushion or side project that gives you flexibility.

Uncertainty becomes less frightening when you have options.

Action Steps:

• Identify 3 “future-proof” skills in your industry (e.g., digital literacy, communication, data interpretation).

• Create a side income or portfolio project that could evolve into new opportunities.

• Follow industry trend reports quarterly to stay proactive, not reactive.

Your stability doesn’t come from your employer — it comes from your adaptability.

Unlocking Career Creativity and Innovation (November 17, 2025)

No matter your field, creativity is the engine of growth. It’s not just for artists — it’s the ability to connect ideas, solve problems, and see opportunities where others see limits.

Start by exploring where creativity already shows up in your work or daily life. Maybe you design efficient workflows, reimagine customer experiences, or brainstorm new products. Creativity thrives when curiosity is active.

Ask yourself:

• When do I feel most “in flow”?

• What types of problems energize me rather than drain me?

• How often do I give myself permission to experiment without fear of failure?

To boost creativity, feed your brain diverse input. Read outside your field, talk to people from different backgrounds, or take on small “passion projects.” Cross-pollination of ideas is where innovation begins.

Action Steps:

• Schedule one “creative hour” weekly to explore new ideas unrelated to your main job.

• Keep an “Idea Journal” — jot down any sparks of inspiration without judgment.

• Volunteer for a work project that pushes you beyond your comfort zone.

Creativity isn’t about being the smartest in the room — it’s about being brave enough to imagine alternatives.

Developing Leadership Qualities at Any Stage of Your Career (November 14, 2025)

Leadership isn’t tied to a job title; it’s a behavior pattern — the ability to influence, support, and inspire others toward shared goals. Even early-career professionals can practice leadership daily.

Start by redefining leadership for yourself. It might mean taking initiative, mentoring peers, or improving processes. Think about times you’ve stepped up to solve a problem, guided a teammate, or voiced an idea others hesitated to share. Those are leadership moments.

Great leaders share three core traits: vision, empathy, and accountability.

• Vision gives direction — seeing what could be improved or achieved.

• Empathy builds trust — understanding and supporting others.

• Accountability earns respect — following through even when it’s hard.

Reflect on which of these comes naturally to you and which you could strengthen.

Leadership development doesn’t require authority; it requires practice. Volunteer to lead a project, facilitate meetings, or mentor newcomers. These experiences show future employers that you act like a leader before being given the title.

Action Steps:

• Write a “Personal Leadership Philosophy” — a short statement on how you aim to lead and why.

• Ask peers for feedback on your collaborative or decision-making style.

• Identify one leadership skill to develop (e.g., delegation, communication) and create a 30-day plan to improve it.

The best leaders start by leading themselves — through clarity, consistency, and care.

Cultivating Emotional Intelligence (EQ) at Work (November 13, 2025)

Technical skills may get you hired, but emotional intelligence keeps you progressing. EQ — the ability to recognize, understand, and manage emotions (your own and others’) — is a cornerstone of leadership, teamwork, and resilience.

Reflect on recent professional interactions. When did emotions help or hinder your effectiveness? Maybe frustration led to conflict, or empathy helped resolve a client issue.

Emotional intelligence grows through awareness and intentional practice:

• Self-awareness: Recognize emotional triggers before reacting.

• Self-regulation: Pause and choose responses consciously.

• Empathy: Try to understand perspectives different from yours.

• Social skills: Communicate clearly and build trust.

A helpful daily exercise: at the end of each day, write down one emotional moment from work and how you handled it. Over time, you’ll start seeing patterns — where you thrive and where you need tools.

Action Steps:

• Ask a trusted colleague or mentor for feedback on how you handle pressure or conflict.

• Practice mindfulness or brief reflection pauses to reset during stressful moments.

Developing EQ transforms not only your career but your relationships and self-awareness — it’s leadership from the inside out.

Aligning Career Goals with Personal Values and Lifestyle (November 12, 2025)

A career that conflicts with your values or desired lifestyle eventually leads to dissatisfaction, no matter how impressive it looks. Sustainable success requires alignment between who you are and how you work.

Start this reflection by listing your top five personal values — examples: autonomy, collaboration, creativity, stability, service, integrity, growth.

Then ask:

• Which past jobs honored these values, and which violated them?

• How did those experiences affect your energy, confidence, or motivation?

Next, visualize your ideal lifestyle. Consider hours, flexibility, commute, salary, community, and culture. Does your current career path support or strain that vision?

When evaluating job offers or setting goals, run them through your “values filter.” If a high-paying role compromises your health or ethics, the cost may outweigh the benefit.

Action Steps:

• Create a “Career Alignment Checklist” of your top 5 non-negotiables.

• Before pursuing any opportunity, rate it 1–10 against that checklist.

• Revisit this list annually — your values evolve as your life changes.

Alignment turns ambition into fulfillment. Without it, even success can feel empty.

Committing to Lifelong Learning and Skill Adaptability (November 11, 2025)

The modern career landscape shifts faster than ever. Industries change, technologies evolve, and skills expire. To stay employable — and inspired — you must treat learning as an ongoing investment, not an emergency fix.

Start by assessing your learning identity. Do you learn best through structure (courses, degrees) or exploration (projects, reading, mentorship)? What subjects or skills excite you most, even outside work?

Next, perform a “skills gap audit.” Review 5 job descriptions for roles you aspire to in the next 2–3 years. Which skills appear repeatedly? Which do you already have? Which will require growth?

Build a Personal Learning Roadmap:

• Short-term (3–6 months): Quick wins like online courses, reading, or shadowing.

• Medium-term (6–12 months): Certifications, small projects, or volunteering.

• Long-term (1–2 years): Advanced degrees, deep specialization, or teaching others.

Learning agility — the ability to adapt and re-skill — is now one of the most valued traits by employers. It signals curiosity, humility, and readiness for change.

Action Steps:

• Set a learning goal for each quarter (e.g., “Gain intermediate Excel skills by January”).

• Dedicate 2 hours weekly to professional development.

• Share your learning journey publicly — post insights, write about lessons, or mentor others.

The job market rewards not just what you know, but how fast you can learn what’s next.

Navigating a Career Transition with Confidence and Clarity (November 10, 2025)

Before diving into today’s post, I want to share a bit of my journey. There have been three times in my career when I stepped away from athletic communications. In 2003, I took a four-month break to study website design and maintenance at Columbus State Community College. In 2012, I stepped away again—this time for nine months—to complete coursework in social media design and human resources at Franklin University and Columbus State. Most recently, from 2020 to 2021, I worked outside the profession as an implementation consultant with Paylocity. 

Rebuilding Momentum When the Search Feels Stuck (November 7, 2025)

Every job seeker eventually hits a wall. The energy fades, rejections pile up, and even the most driven person feels adrift. The key to regaining momentum is recalibration, not punishment.

Start by identifying where your process might be breaking down:

• Are you applying to roles that fit your true skills?

• Are you customizing your materials for each employer?

• Are you following up and networking consistently?

Once you identify bottlenecks, simplify your process. Focus on one small win each day: update one bullet point, reach out to one contact, apply to one targeted job.

Momentum builds from action, not perfection. When your search feels stagnant, it’s often because you’re waiting — for motivation, feedback, or luck. Instead, take micro-actions that restore agency.

You can also change your environment — co-work at a café, join a job search accountability group, or schedule structured “career sprints” (two focused hours on applications).

Action Steps:

• Do a 15-minute “career audit”: list what’s working, what’s not, and what to change this week.

• Create a reward system — celebrate small wins like interviews, networking replies, or skill milestones.

• Reflect weekly on what gives you energy — lean into those activities to sustain progress.

When you can’t control outcomes, control consistency. Movement itself becomes the victory.

Mastering the Art of Interview Storytelling (November 6, 2025)

Every interview is an invitation to tell your story — not recite your résumé. The key is transforming facts into narratives that demonstrate capability, growth, and character.

Begin by collecting 5–7 “career stories” that illustrate your best moments. Each should show a challenge, your actions, and a measurable result. Use the STAR method:

• Situation – What was happening?

• Task – What was your responsibility?

• Action – What did you specifically do?

• Result – What was the impact or lesson?

Choose stories that align with the skills your target employers seek. For example, if applying for a leadership role, tell a story of how you united a team or solved a crisis.

Practice delivering these aloud until they sound natural. Great storytelling blends structure with authenticity. The interviewer should feel like they’re watching your thought process unfold — how you analyze problems, adapt, and succeed.

Action Steps:

• Write out 5 STAR stories and categorize them (leadership, problem-solving, creativity, resilience, teamwork).

• Record yourself practicing them — notice tone, pacing, and confidence.

• Prepare a closing story that illustrates why you’re motivated to join that specific organization.

Your stories are your power — they prove not just what you’ve done, but who you are when it matters most.

Managing Rejection and Building Resilience (November 5, 2025)

Rejection is the most predictable part of the job search — and the most misunderstood. Each “no” is data, not defeat. But to reach that mindset, you have to reframe the experience.

Start by reflecting on your emotional patterns after rejection. What thoughts usually surface? (“I’ll never find something,” “I’m not qualified enough.”) Then challenge those beliefs with facts: you were selected to apply, you did get interviews, you are improving.

Think of rejection as feedback from the system — a sign you’re in motion. People who avoid rejection often avoid progress.

To build resilience, create rituals that anchor you:

• Pause for a day after bad news — allow yourself to feel it fully.

• Reflect on what you learned — did your résumé need clarity, or was the fit just off?

• Refocus your energy — update your plan and send one new application within 48 hours.

Remember, the job market is probabilistic, not personal. Your worth isn’t measured by offers, but by persistence and alignment.

Action Steps:

• Write a “Rejection Reflection Log” — for each rejection, note what you learned.

• Identify 3 coping strategies (exercise, journaling, talking to a friend) that reset your mindset.

• Track progress weekly — not outcomes (offers), but inputs (applications, conversations, skills learned).

Networking as a Relationship, Not a Transaction (November 4, 2025)

Networking often feels uncomfortable because we’ve been taught to see it as self-serving. In truth, networking is about mutual value — curiosity, generosity, and authentic connection.

Start with a mindset shift: networking is not asking for a job; it’s learning and contributing. The best connections begin when you show genuine interest in someone’s path, not their position.

Reflect on your current network — mentors, former classmates, managers, or even online communities. Who has knowledge or perspective that could guide you? Make a list of 10 people to reconnect with or reach out to.

When you write to them, keep it simple:

“I admire your work in [field]. I’m exploring similar opportunities and would love to hear about your experiences and advice.”

In informational interviews, focus on listening more than talking. People remember curiosity and gratitude, not desperation.

Action Steps:

• Schedule one networking conversation each week for the next month.

• After each interaction, send a brief thank-you note summarizing one insight you gained.

• Keep a “network tracker” — a simple spreadsheet with names, contact info, and follow-up dates.

Over time, your network becomes your support system — not a list of contacts, but a community that opens doors when you least expect it.

Designing a Personal Brand That Speaks for You (November 3, 2025)

In today’s job market, personal branding isn’t vanity — it’s clarity. Your brand is what people remember when you’re not in the room. It’s how your skills, values, and personality combine into a professional identity.

Start by asking: What do I want to be known for? This question helps you go beyond your job title. For example, instead of “Marketing Coordinator,” think “Creative storyteller who bridges brands and audiences.”

Now, consider your “brand pillars” — 3–5 themes that define how you operate. Examples include:

• Innovation – I bring fresh ideas and creative energy to traditional problems.

• Reliability – I follow through, deliver, and can be trusted with critical projects.

• Empathy – I build strong relationships and understand people’s needs.

Once you’ve defined your pillars, look for alignment between your online presence and your real-world actions. Review your résumé, LinkedIn profile, and social media. Do they communicate those same traits clearly?

Your personal brand should also extend to how you speak, write, and connect with others. It’s not about perfection — it’s about consistency. When people interact with you, they should see a coherent story: what you do, why you do it, and what makes you different.

Action Steps:

• Write a one-sentence brand statement (e.g., “I help organizations grow through creative, data-informed storytelling.”)

• Audit your online profiles — remove inconsistencies and highlight your brand pillars.

• Choose one medium (LinkedIn, blog, portfolio) to regularly express your professional voice.