Showing posts with label Training. Show all posts
Showing posts with label Training. Show all posts

Mixed Martial Arts Training - Footwork, Maneuverability and the Value of the Hit and Run Strategy

One of the most important aspects in mixed martial arts fighting, and one that is often overlooked and taken for granted, is that of footwork. The fighter with superior footwork and movement skills has a notable advantage in any fight whether boxing, Muay Thai, MMA or streetfighting.

Some of the greatest fighters we have seen in boxing have all displayed tremendous footwork and movement; Jack Dempsey, Sugar Ray Robinson, Sugar Ray Leonard, Prince Nassim and the incomparable Mohammed Ali all utilized incredible foot work and movement skills to evade and attack their opponents.

Generalship

One of the major difficulties that the early kickboxing scene was plagued with was that fighters came from the karate disciplines. The classical karate disciplines emphasized flat-footed stand your ground tactics with poor footwork and maneuverability. Many early kickboxers, coming from karate backgrounds, complimented their karate kicks with the superior punching techniques taken from boxing but most were slow to adopt the highly mobile boxing footwork.

Mixed Martial Arts Training - Footwork, Maneuverability and the Value of the Hit and Run Strategy

Those fighters that came from a boxing background or who recognized that maneuverable footwork and strategic positioning were an integral part of the boxers' game plan incorporated it in their training and demonstrated a notable advantage.

Muay Thai fighters, however, not tainted by the classical karate systems, have always demonstrated a very fine sense of footwork and position, such that that they move in and out just out of range to make the opponent miss and then back in to range to hit with power and precision.

We saw a repeat of the kickboxing era in the early days of mixed martial arts fighting, with the grapplers dominating and it appeared that fighters that predominantly relied on their standup skills were not going to be competitive. The fighters that relied heavily on standup were very ineffective at stopping the takedowns of the grapplers, allowing themselves to be put in positions that limited their movement and ultimately to be taken down.

That was until Maurice Smith showed that with good footwork and ring (cage) generalship the grapplers could be stopped with a predominantly striking game. From there the evolution continued and predominant strikers appeared again. The mixed martial arts fighters that predominantly relied on their takedown game now under the selective pressure of having to adapt their takedown methods to cope with the evasive maneuverability and adapted striking methods of the standup specialists. The main characteristics that set the successful mixed martial arts fighters apart from those that failed was there footwork and ring (cage) generalship that enabled them to neutralize the takedowns.

We now see mixed martial arts fighters who have adapted and developed there movement and positioning to the cage, such that the fights are more dynamic and evenly balanced between the grapplers and strikers. The latest exponent of excellent footwork and generalship, in mixed martial arts, is Lyoto Machida who demonstrates very powerful hit and move skills that are the key to the strikers' game against a grappler.

It is therefore important that when we train we include fast and maneuverable foot work into our mixed martial arts training drills. Once a new standup striking or takedown setup technique is acquired, and has been adequately drilled for efficacy, we must combine it with effective footwork and movement so that we can move in to execute it, and out again, if it is countered or if on execution we need to move away because it did not finish the job and the opponent covers up; a hit and run strategy of fighting.

Here are some of the main points that must be addressed in your footwork whether fighting mixed martial arts, Muay Thai, or boxing:

1) Learn to move on the balls of the feet with bent knees to facilitate rapid and precise weight transfer.
2) Keep the feet spacing about shoulder width apart, i.e. avoid wide stances.
3) When moving make the steps small; better to take a series of smaller steps, then one large one that upsets balance.
4) Practice quick changes in direction always ensuring to maintain good balance.
5) Practice constant movement.
6) Develop a keen sense of position in relation to your opponent; this must be acquired to the level of unconscious competence so that you can concentrate on the fight.
7) When you step in to strike train for speed, explosiveness and accuracy.
8) Train sprawling and angular changes for takedown avoidance.

In addition, footwork should be developed for both offensive and defensive tactics. The use of evasive angular stepping that is the basis of the "make 'em miss, make 'em pay" strategy, combined with fast bridging the gap techniques and good ring generalship must be developed to provide the complete fight game plan in mixed martial arts.

Mixed Martial Arts Training - Footwork, Maneuverability and the Value of the Hit and Run Strategy

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How to Develop a Training Strategy

1) What is a Training Strategy?

Training and development in an organization requires implementation to achieve success. Therefore, the strategy will require vision, focus, direction and an action planning document. A training strategy is a mechanism that establishes what competencies an organization requires in the future and a means to achieve it.

Strategy

2) Why have a Training Strategy?

How to Develop a Training Strategy

Many points can be put forward in favor of why you need a training strategy. The most compelling though rests in the results of a recent study of 3,000 companies done by researchers at the University of Pennsylvania.

They found that 10% of revenue -

spent on capital improvements, boosts productivity by 3.9%

spent on developing human capital, increased productivity by 8.5%

Remember, anything worth achieving, is worth planning for!

3) What are a Training Strategy's Components?

There are many important aspects to consider here. To create the Strategic Training and Development Plan, you will need a detailed profile of your;

  • Employee Training and Train-the-Trainer needs,
  • Team Building and Team Development,
  • Leadership Development,
  • Executive Coaching,
  • Competency Requirements and Skills Profiling,
  • Objectives and Action Plans,
  • Vision.

All of these profiles will further have to be considered within the realms of Equity and Diversity, Organization Values, Business Process Improvement, Change Management and Organization Design and Structure.

4) How are Training Strategies Created?

The most successful and profitable approach has been to;

Identify the customer's training needs in terms of their organizational strategic plan, HR strategic plan, personal development plans and focus on comprehensive interviews or focus groups,

  • Establish development gaps, present and future,
  • Set organizational training objectives,
  • Create a training action plan, which must ensure that the necessary systems are in place, access resources, source or design training and position the training. The training must then be delivered and co-ordinated,
  • Monitor the training,
  • Evaluate the training by assessment and verification, and
  • Revise training and/or training plan.

5) How are Training Strategies Implemented?

A strategy designed but not implemented is worthless!

In order to bring about the best results for the training strategy, the training products or services need to be marketed and promoted by manipulating the following;

  • Product/Service - keep the training cutting edge and future focused. Make sure there is a practical transfer of learning, put a development support network in place, and ensure alignment to quality standards.
  • Promotion - commit to a core training value system. Create a slogan or tagline to brand your training. Bridge the gap between perception and reality. Give your training a personality and a brand, and remember your customers (your employees are customers) want to know, "What's in it for me".
  • Price - cost the training accurately and calculate the value received.
  • Place - decide between on-the-job, classroom, distance learning, web-based and virtual learning. Access, location, and distribution are key to consider.
  • People's needs - establish what your customers want and need. Ensure your customers know the training is meeting their needs and that these needs provide a base for decisions in all other areas.
  • Project Management - Establish roles and responsibilities. Action the Training and Development Strategic Plan. Monitor and evaluate progress and make adjustments where necessary.

View our Training Strategy diagram for a visual perspective.

How to Develop a Training Strategy

To learn more about how you can benefit from our Organizational Development Training programs, please visit us at our website.

How to Develop a Training Strategy

1) What is a Training Strategy?

Training and development in an organization requires implementation to achieve success. Therefore, the strategy will require vision, focus, direction and an action planning document. A training strategy is a mechanism that establishes what competencies an organization requires in the future and a means to achieve it.

Strategy

2) Why have a Training Strategy?

Many points can be put forward in favor of why you need a training strategy. The most compelling though rests in the results of a recent study of 3,000 companies done by researchers at the University of Pennsylvania.

They found that 10% of revenue -

spent on capital improvements, boosts productivity by 3.9%

spent on developing human capital, increased productivity by 8.5%

Remember, anything worth achieving, is worth planning for!

3) What are a Training Strategy's Components?

There are many important aspects to consider here. To create the Strategic Training and Development Plan, you will need a detailed profile of your;

  • Employee Training and Train-the-Trainer needs,
  • Team Building and Team Development,
  • Leadership Development,
  • Executive Coaching,
  • Competency Requirements and Skills Profiling,
  • Objectives and Action Plans,
  • Vision.

All of these profiles will further have to be considered within the realms of Equity and Diversity, Organization Values, Business Process Improvement, Change Management and Organization Design and Structure.

4) How are Training Strategies Created?

The most successful and profitable approach has been to;

Identify the customer's training needs in terms of their organizational strategic plan, HR strategic plan, personal development plans and focus on comprehensive interviews or focus groups,

  • Establish development gaps, present and future,
  • Set organizational training objectives,
  • Create a training action plan, which must ensure that the necessary systems are in place, access resources, source or design training and position the training. The training must then be delivered and co-ordinated,
  • Monitor the training,
  • Evaluate the training by assessment and verification, and
  • Revise training and/or training plan.

5) How are Training Strategies Implemented?

A strategy designed but not implemented is worthless!

In order to bring about the best results for the training strategy, the training products or services need to be marketed and promoted by manipulating the following;

  • Product/Service - keep the training cutting edge and future focused. Make sure there is a practical transfer of learning, put a development support network in place, and ensure alignment to quality standards.
  • Promotion - commit to a core training value system. Create a slogan or tagline to brand your training. Bridge the gap between perception and reality. Give your training a personality and a brand, and remember your customers (your employees are customers) want to know, "What's in it for me".
  • Price - cost the training accurately and calculate the value received.
  • Place - decide between on-the-job, classroom, distance learning, web-based and virtual learning. Access, location, and distribution are key to consider.
  • People's needs - establish what your customers want and need. Ensure your customers know the training is meeting their needs and that these needs provide a base for decisions in all other areas.
  • Project Management - Establish roles and responsibilities. Action the Training and Development Strategic Plan. Monitor and evaluate progress and make adjustments where necessary.

View our Training Strategy diagram for a visual perspective.

How to Develop a Training Strategy

To learn more about how you can benefit from our Organizational Development Training programs, please visit us at our website.