Every Geelong Cats Coaching Change: History and Impact

Introduction: When the Whistle Blows on Change

Let’s be honest—nothing gets Geelong fans more worked up than a coaching change. Whether it’s the end of an era or the start of something special, these transitions can feel like navigating Kardinia Park during a thunderstorm: messy, emotional, and full of uncertainty. But here’s the thing—Geelong has been through more coaching shifts than most clubs, and each one has left its mark on the Cats’ DNA.

Maybe you’re a lifelong supporter scratching your head at the latest appointment, or a newer fan trying to piece together how we got from Mark Thompson to Chris Scott. Perhaps you’re wondering why certain changes worked while others flopped. Whatever brought you here, this troubleshooting guide will help you understand the common problems that arise during coaching transitions, what symptoms to watch for, and—most importantly—how to fix them.

Think of this as your playbook for making sense of the chaos. We’ll break down the typical pitfalls, offer step-by-step solutions, and even share some prevention tips so you can spot trouble before it starts. By the end, you’ll feel like you’ve got a front-row seat to the inner workings of one of the AFL’s most resilient clubs.

Problem 1: The "Wrong Fit" Hire

Symptoms: The new coach’s game plan doesn’t match the playing list. Players look confused, morale dips, and results slide. You hear whispers in the stands: “He’s not a Geelong person.”

Causes: This happens when the club prioritises reputation over compatibility. Maybe they chased a big-name coach whose style clashed with the Cats’ culture, or they rushed the process after a sudden departure. Remember when Geelong brought in a coach who favoured a high-pressure, manic style—only to realise the list was built for controlled, precise footy? That’s the classic wrong-fit scenario.

Solution:

1. Audit the playing list first. Before any hiring, the club should map out the strengths and weaknesses of the current squad. Are you stacked with tall forwards like Tom Hawkins? Or do you have a midfield brigade led by Patrick Dangerfield and Joel Selwood (well, in his day)? The coach’s system must complement what’s already in the shed.
2. Define the non-negotiables. Geelong has a distinct identity: hard work, community connection, and a preference for developing homegrown talent. Any candidate must tick these boxes. Create a shortlist of coaches who’ve either played for the Cats or coached in similar environments.
3. Involve senior players. This isn’t about giving them veto power, but their input matters. They’ll be the ones executing the game plan. When Chris Scott was appointed, he had buy-in from the leadership group because they saw his vision aligned with the club’s values.
4. Trial period. If possible, bring the candidate in for a few weeks as an assistant or consultant. See how they interact with the VFL team, the medical staff, and the board. If it feels forced, walk away.

Problem 2: The "Too Much, Too Soon" Overhaul

Symptoms: The new coach rips up everything—game plan, training methods, even the warm-up routine. Players are overwhelmed, injuries spike, and the team loses its mojo.

Causes: Sometimes a coach arrives with a chip on their shoulder, desperate to prove they’re different from the predecessor. Or they misread the room, thinking the list needs a complete rebuild when it really just needs a tweak. This was almost the case when Chris Scott took over from Mark Thompson in 2011—Scott inherited a premiership-winning side and wisely chose evolution over revolution.

Solution:

1. Identify the "keep" pile. Before changing anything, the new coach should spend the first month observing. What’s working? What’s not? If the forward line is firing with Hawkins and Dangerfield, don’t mess with it. Focus on fixing the defensive structures or the midfield rotations.
2. Phase changes over three months. Roll out new systems gradually. Month one: tweak the forward press. Month two: adjust the kick-in strategy. Month three: introduce new training drills. This gives players time to adapt without feeling like they’re learning a new language.
3. Communicate the "why." Players are more willing to embrace change if they understand the reasoning. Hold a team meeting where the coach explains, “We’re changing our ball movement because the data shows we’re too predictable coming out of defence.” Use video examples and stats.
4. Monitor early warning signs. Track player feedback, injury rates, and performance metrics. If the team’s pressure rating drops by 15% after two weeks, slow down. If the VFL team starts mimicking the new style poorly, pump the brakes.

Problem 3: The "Lame Duck" Season

Symptoms: The coach is clearly on the way out, but the club delays the decision. Results are mediocre, player effort wanes, and the media circus distracts everyone.

Causes: Boards often hesitate because they fear the backlash of sacking a club legend, or they’re waiting for a "better" candidate to become available. This happened in Geelong’s history when a beloved coach stayed a year too long, and the team missed the finals for the first time in a decade.

Solution:

1. Set clear performance benchmarks at the start of the season. These should be objective: top-four finish, finals win, or development milestones for young players. If the coach misses these by Round 15, have a private conversation about the future.
2. Create a succession plan. If the coach is retiring or moving on, announce it early—like Geelong did when they knew Chris Scott was the long-term answer. This removes the speculation and lets everyone focus on footy.
3. Empower the assistants. If the head coach is checked out, give more responsibility to the senior assistants. They can run training, handle media, and even take the reins on game day. This keeps the ship steady.
4. Don’t wait for the perfect replacement. Sometimes you have to make a tough call and trust the process. The Cats have a strong development system through the Geelong VFL, so there’s often an internal candidate ready to step up.

Problem 4: The "Culture Clash" with Kardinia Park

Symptoms: The coach doesn’t embrace the unique environment of GMHBA Stadium. They complain about the wind, the small ground, or the travel demands. Players feel disconnected from the local community.

Causes: Some coaches come from big-city clubs or interstate and don’t understand that Geelong is a different beast. The Cattery is a fortress—but only if you respect its quirks. A coach who tries to turn Kardinia Park into the MCG will fail.

Solution:

1. Immersion in the first month. The new coach should attend local events, meet with the Geelong VFL players, and even visit the Kardinia Park Redevelopment site to understand the club’s future. They need to feel the history.
2. Adapt the game plan to the ground. At GMHBA Stadium, the wings are narrower, and the wind is a factor. The coach must design drills that account for these conditions. For example, practice kicking into the wind from the city end.
3. Build relationships with local media and fans. A coach who’s accessible and authentic will win over the Geelong faithful. Hold open training sessions, do community Q&As, and never dismiss a supporter’s question.
4. Celebrate the unique advantages. Instead of seeing Kardinia Park as a limitation, frame it as a weapon. The Cats have a winning record there because they’ve mastered the conditions. Make that part of the identity.

Problem 5: The "Player Power" Revolt

Symptoms: Senior players like Selwood or Dangerfield start questioning the coach publicly or privately. There are leaks to the media, and the AFL Draft picks start looking for trades.

Causes: This often stems from a breakdown in trust. Maybe the coach promised certain roles or game time and didn’t deliver. Or they’ve lost the dressing room by being too authoritarian or too lenient.

Solution:

1. One-on-one meetings weekly. The coach should have a 15-minute chat with every player each week—not about footy, but about life. This builds rapport and catches issues early.
2. Create a leadership committee. Include 3-4 senior players who meet with the coach every fortnight. They can voice concerns privately, and the coach can explain decisions before they become problems.
3. Be consistent with discipline. If a star player breaks a team rule, they must face the same consequences as a rookie. Nothing kills culture faster than double standards.
4. Know when to pivot. If a senior player like Dangerfield is unhappy with their role, don’t dig in. Explain the reasoning, but also be open to adjustments. A happy star is worth more than a stubborn coach.

Problem 6: The "Development Drought"

Symptoms: Young players stagnate or regress. The VFL team struggles, and draft picks fail to break into the senior side. The future looks bleak.

Causes: The coach might be too focused on short-term results, neglecting the development pipeline. Or they don’t have a clear pathway from the Geelong VFL to the senior team.

Solution:

1. Mandate game time for youth. Set a rule: every young player must get at least 5-10 senior games per season, even if they’re not fully ready. The experience is invaluable.
2. Link the VFL and AFL programs. The head coach should attend VFL games regularly and work with the reserves coach on shared strategies. Players should know exactly what they need to improve to get promoted.
3. Use the AFL Draft wisely. Don’t trade away future picks for short-term fixes. The Cats have a strong history of developing homegrown talent—stick to that formula.
4. Celebrate small wins. When a young player has a good game in the VFL, acknowledge it publicly. This builds confidence and shows the pathway works.

Problem 7: The "Media Circus" Distraction

Symptoms: Every press conference becomes a drama. Reporters ask about the coach’s job security, player rifts, or contract disputes. The team can’t focus on footy.

Causes: Sometimes the coach invites this by being overly defensive or cryptic. Other times, the club’s silence creates a vacuum that the media fills with speculation.

Solution:

1. Control the narrative. The club should issue a statement early in the season: “We fully support Coach X. Any speculation about his future is unfounded.” This shuts down most questions.
2. Limit media access. If the circus gets too loud, restrict press conferences to once a week. Let the coach focus on training and game day.
3. Train the coach in media skills. Many coaches stumble because they’re not comfortable on camera. Hire a media coach to help them deliver clear, boring answers that don’t create headlines.
4. Use the "no comment" wisely. If a question is inappropriate or speculative, the coach can say, “I’m only here to talk about the game.” This sounds boring but kills the story.

Problem 8: The "Post-Premiership" Blues

Symptoms: After winning a flag, the team loses motivation. They drop games they should win, and the coach struggles to refocus the group.

Causes: Success can breed complacency. Players feel they’ve achieved everything, and the hunger fades. This was a risk after Geelong’s 2022 AFL Grand Final victory.

Solution:

1. Set new goals immediately. After the premiership, the coach should sit with the leadership group and define fresh targets: back-to-back flags, a perfect home record, or individual milestones like a Brownlow Medal for Dangerfield.
2. Rotate the leadership group. Bring in younger players to share the load. This keeps the energy fresh and gives everyone a stake in the new season.
3. Acknowledge the achievement, then move on. Have a celebration, but don’t dwell. The coach should frame the new season as a separate challenge: “Last year is history. Now we prove we’re not one-hit wonders.”
4. Bring in external motivation. Invite former champions or guest speakers to talk about sustaining success. Sometimes hearing it from outside the club lands differently.

Prevention Tips: How to Spot Trouble Before It Starts

1. Track player sentiment quarterly. Use anonymous surveys to gauge morale. If satisfaction drops below 70%, investigate.
2. Monitor the VFL connection. If the reserves team starts playing a completely different style to the seniors, that’s a red flag. The systems should be aligned.
3. Watch for early exits. If players are leaving the club via trades or delisting, and they’re all from the same position group, it might indicate a coaching blind spot.
4. Listen to the fans. Geelong supporters are passionate and observant. If the chatter on forums or at the pub turns negative, pay attention. They’re often right.
5. Review the draft strategy. If the club consistently picks players who don’t fit the coach’s system, there’s a disconnect between the list manager and the coach. Fix that.

When to Seek Professional Help

Sometimes, despite your best efforts, the coaching change is beyond repair. Here’s when to call in the experts:

• The board is divided. If the directors can’t agree on the coach’s future, bring in an external consultant to mediate. They can offer an unbiased assessment.
• Player unrest is public. When senior players are openly criticising the coach in the media, it’s time for a facilitated meeting with a sports psychologist.
• Results are catastrophic. If the Cats are in the bottom four by Round 12, and the effort is lacking, don’t wait. Make the change mid-season. The 2025 AFL Season is too important to waste.
• The coach’s health is suffering. Coaching is brutal. If the stress is affecting their wellbeing, step in. No flag is worth a person’s mental health.

Coaching changes at Geelong are never simple. They’re emotional, messy, and sometimes painful. But they’re also an opportunity—a chance to reset, refocus, and build something new. Whether you’re a fan trying to make sense of the latest appointment or a club insider looking for solutions, remember this: the Cats have survived every transition so far. From the early days at Kardinia Park to the modern era under Chris Scott, Geelong has a knack for finding the right person at the right time.

So take a deep breath. Trust the process. And if all else fails, remember that even the best coaches had to start somewhere. The next great chapter for the Geelong Cats is just around the corner—and you’ve got the tools to help write it.

Need more guidance? Check out our other resources: Getting Started with the Cats, our Women’s Team Guide, or brush up on AFL Positions Glossary.