October 29, 2025 • 9 mins
Amy Wagner is a Wealth Advisor with Dean Dorton Private Wealth, and she joins us every Wednesday to talk sports and money, on ESPN1530.
What lessons can we learn from watching so many college football coachs get paid to not work.
Podcasts of The Mo Egger Radio Show are a service of Longnecks Sports Grill.
Listen to the show live weekday afternoons 3:00 - 6:00 on ESPN1530.
Listen Live: ESPN1530.com/listen
Get more: https://linktr.ee/MoEgger
Follow on X: @MoEgger
Instagram too: @MoEgger
What lessons can we learn from watching so many college football coachs get paid to not work.
Podcasts of The Mo Egger Radio Show are a service of Longnecks Sports Grill.
Listen to the show live weekday afternoons 3:00 - 6:00 on ESPN1530.
Listen Live: ESPN1530.com/listen
Get more: https://linktr.ee/MoEgger
Follow on X: @MoEgger
Instagram too: @MoEgger
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Amy Wagner's here wealth advisor Dean Dorton Private Wealth. Learn
more about the Dean Dorton difference. Good to deandortonwealth dot Com.
I know pancakes are not on your brain right now, Amy,
but we talk about the intersection of sports and business
all the time, So tell me what is on your mind.
Speaker 2 (00:16):
I don't know if you've noticed this trend lately, but
we've been losing a few college football coaches slightly earlier
in the season, then maybe we're somewhat used to. I mean,
the list is actually crazy long, considering we're not even
at Halloween yet. Of course, Brian Kelly from LSU, everyone's
been talking about Penn State, Franklin, There, Florida, Arkansas, Oklahoma, State,
(00:39):
in State, Virginia. That's a lot of coaches to be
losing this early and this season. I think that we
have just had so many changes in college sports, right
You've got the transfer portal, You've got this nil money,
You've got these direct payments that are being made, and
so I think you've got a fickle sport that's become
(01:00):
even more impatient. And it's an interesting cycle because you
have to have a program that is performing in order
to bring in money to pay the athletes that will
continue to perform. So we're before maybe you would have
had more time on a coach's clock for them to perform,
(01:21):
for them to build a program. It's almost like the
way that the system now works, you can't use that
time to build a program because if your program is behind,
you're likely not making enough money to pay top tier
athletes to start to perform. Does that make sense totally No.
Speaker 1 (01:39):
And you know I've talked about this as it relates
to UC. I think it's never been more difficult to
be a new head coach in a new place because
you're going to start with the bear cupboard, right. But
I also think it's never been more reasonable for a
quick turnaround years two and three. You know, it used
to be college coaches were hired and it's like, all right,
four year plan, five year plan, maybe a little bit sooner.
(02:00):
But now that the players can go for one school
to the other, and now that you can pay them,
I get it. Fans, boosters, administrators, everybody wants to quick
fix because it's never been easier for that to come.
Speaker 2 (02:13):
You think about Nick Satan, who had long, right, long
storied coach twenty twenty three, He's like, ah, writing on
the wall, I'm out of here. I'm going to go
play golf and be an announcer. Smartest man in the room.
Speaker 1 (02:25):
Right.
Speaker 2 (02:26):
The thing about these coaches, though, is, while you know, listen,
high stress situation, probably wouldn't want this. It's a lot
easier for you and I to criticize how they approach
these things. But one of the things that they do
when they are coming into these schools in the midst
of all the fanfare and pomp and circumstance, is they're
(02:48):
really smart about how they negotiate these contracts. So it
is not like any of these coaches that suddenly find
themselves out of a job are going to be claiming
unemployment anytime soon. I mean, you know, millions and millions
of dollars. I mean, Brian Kelly reportedly out of a
fifty four million dollar contract that was supposed to pay
(03:10):
out over ten years. He'll get that money, you know,
Franklin probably get enough money to buy a private jet. Like.
Speaker 1 (03:16):
They're good.
Speaker 2 (03:17):
And I think there's something that many of us can
take away from that in the fact that when we
are switching jobs, we often do not think about that
job ever ending. We don't think about the bracond, right,
we just want to know how much they're going to
pay us, right.
Speaker 1 (03:35):
A hundred percent? Yeah, And I think there's something to this, right,
Like these coaches, they're agents, they negotiate big buyouts, and
they're obviously not planning on getting fired, but they can
protect themselves. And I do think there's probably some real
world application there right where you take a new position,
whether it's with the company you're at now or you
go work for someone new, I guess, and you could
(03:56):
speak to this better than me. I would imagine that
do not think about what it would look like if
they get terminated, And that's something you do need to
prepare for, even when you're taking a new position.
Speaker 2 (04:08):
Oh, that is one hundred percent tru We've already seen
a shift in how employees approach new positions. It used
to be that the number one thing everyone cared about
with salary everything else. I'll figure out the benefits three
months after I start working there. I just want to
make sure that the salary covers that. I think the
pandemic in what has happened in the workforce sense has
(04:31):
changed that I've seen a number of studies that show
for a lot of especially millennials and gen Zers, kind
of these next generations coming up, it's really not as
much about the salary. Certainly, that's part of it, but
for many of them, it's about can I have a
hybrid work environment? Is there any kind of remote policy? Right,
There's other things that they're starting to think about, But
(04:51):
I would guess that most workers never think about the
backside of things, which is severance. What is the severance policy?
So I think number one is understanding what is the
policy going in? And second, many times the only thing
that we negotiate in a new job is the salary.
There's so many more things, however, that can be negotiated.
(05:11):
Write some of those benefits, how bonuses are paid out,
what kind of vacation you have. Listen, here's a little tip.
This is what Amy Wagner does. If I am ever
switching a job, you better believe I'm planning a vacation
and telling the new boss immediately, yeah, that I will
not be able to be there. Do it every time, Right,
(05:31):
It's a no brainer. But I think severance needs to
be part of that. And listen, there is a fine
line that you have to walk with this conversation because
you also don't want to be the person who is
laser focused on the end of a job when you're
first walking in. But let's take it back to these coaches. Wait,
think about Belichick, right, I mean, you have these donors
(05:54):
and this school and all these alums rolling out the
red flag writing all the checks in the world. How
amazing it was that a college team was going to
get someone with a history like Bill Belichick. He also
negotiated severance into this, and if this ultimately does not
work out, he's going to walk away with this. By
(06:15):
the way, fine for him and his girlfriend. You know,
I think there's something to be learned from this, and
that is you kind of have to take in the
totality of what employment looks like, not just the salary,
but the benefits, what kind of flexibility you want around
a remote schedule or a hybrid schedule. And also on
the back end of this, if this doesn't work out, right,
(06:37):
I'm going to come to the table. I'm going to
give you everything that I can, just like all of
these coaches. But if for some reason, and sometimes it's
not in our control, that something does not work out,
what is my parachute on the backside, What steps have
I taken to protect myself and of course my family.
And that's something I think that we need to start
thinking about when we switch these positions, when we make
(07:00):
these jumps.
Speaker 1 (07:01):
It's also worth mentioning like last year, there were not
a ton of schools that change coaches, right, so the
job market is cyclical. This year it's going to be insane,
especially once the off season begins and we're I think
just scratching the surface in terms of coaches who are
going to be removed and ultimately replaced. And again I
think there's a real world application to that as well.
(07:21):
We always hear about job numbers in the job market.
It is cyclical, just like college football.
Speaker 2 (07:27):
It is, and we've also seen a major chef there.
That's an excellent point. So coming out of the pandemic,
once again, what we realized was workers were in the
seat for negotiating. You could tell your boss to take
that job and shove it on Monday, and by Friday
you've got three other offers. What we have seen over
the course of the past few years is that pendulum
(07:48):
flying way in the other direction. I think AI is
part of this, right, So back to the college coaches,
they're dealing with major shifts in that industry with nil
money transfer portal. So is the average worker in the
fact that AI's coming along. So now you've got places
like Walmart saying we actually have a plan where we're
going to continue to grow over the next three years
and by the way, we're going to keep our head
(08:10):
count flat. That's unheard of in companies that are looking
for growth target saying the same thing meta interestingly meta right,
so Facebook, everyone uses Facebook. They're actually cutting hundreds of
jobs right now from their AI divisions. I mean, there's
some irony there, and so you know, I think also
what you have to think about is you don't have
(08:32):
probably the leverage that you did in jumping before. There
are a lot of companies that feel like they've got
really strong growth plans that do not involve growing their workforce,
and that is going to be a major shift. And
just like these college coaches are trying to figure out
what this new terrain looks like, I think the average
worker is going to have to figure that out too.
Speaker 1 (08:55):
Makes a lot of sense. Amy, awesome to have you
as always, Amy typically joins us at for thirty five.
We had to move up her appearance, but joins us
every Wednesday to talk sports and business. Thanks to our
friends at Dean Dorton Private Wealth, you can learn about
the Deandorton difference. Just go to deeandortonwealth dot com. That's
deandortonwealth dot com.
Amy Wagner's here wealth advisor Dean Dorton Private Wealth. Learn
more about the Dean Dorton difference. Good to deandortonwealth dot Com.
I know pancakes are not on your brain right now, Amy,
but we talk about the intersection of sports and business
all the time, So tell me what is on your mind.
Speaker 2 (00:16):
I don't know if you've noticed this trend lately, but
we've been losing a few college football coaches slightly earlier
in the season, then maybe we're somewhat used to. I mean,
the list is actually crazy long, considering we're not even
at Halloween yet. Of course, Brian Kelly from LSU, everyone's
been talking about Penn State, Franklin, There, Florida, Arkansas, Oklahoma, State,
(00:39):
in State, Virginia. That's a lot of coaches to be
losing this early and this season. I think that we
have just had so many changes in college sports, right
You've got the transfer portal, You've got this nil money,
You've got these direct payments that are being made, and
so I think you've got a fickle sport that's become
(01:00):
even more impatient. And it's an interesting cycle because you
have to have a program that is performing in order
to bring in money to pay the athletes that will
continue to perform. So we're before maybe you would have
had more time on a coach's clock for them to perform,
(01:21):
for them to build a program. It's almost like the
way that the system now works, you can't use that
time to build a program because if your program is behind,
you're likely not making enough money to pay top tier
athletes to start to perform. Does that make sense totally No.
Speaker 1 (01:39):
And you know I've talked about this as it relates
to UC. I think it's never been more difficult to
be a new head coach in a new place because
you're going to start with the bear cupboard, right. But
I also think it's never been more reasonable for a
quick turnaround years two and three. You know, it used
to be college coaches were hired and it's like, all right,
four year plan, five year plan, maybe a little bit sooner.
(02:00):
But now that the players can go for one school
to the other, and now that you can pay them,
I get it. Fans, boosters, administrators, everybody wants to quick
fix because it's never been easier for that to come.
Speaker 2 (02:13):
You think about Nick Satan, who had long, right, long
storied coach twenty twenty three, He's like, ah, writing on
the wall, I'm out of here. I'm going to go
play golf and be an announcer. Smartest man in the room.
Speaker 1 (02:25):
Right.
Speaker 2 (02:26):
The thing about these coaches, though, is, while you know, listen,
high stress situation, probably wouldn't want this. It's a lot
easier for you and I to criticize how they approach
these things. But one of the things that they do
when they are coming into these schools in the midst
of all the fanfare and pomp and circumstance, is they're
(02:48):
really smart about how they negotiate these contracts. So it
is not like any of these coaches that suddenly find
themselves out of a job are going to be claiming
unemployment anytime soon. I mean, you know, millions and millions
of dollars. I mean, Brian Kelly reportedly out of a
fifty four million dollar contract that was supposed to pay
(03:10):
out over ten years. He'll get that money, you know,
Franklin probably get enough money to buy a private jet. Like.
Speaker 1 (03:16):
They're good.
Speaker 2 (03:17):
And I think there's something that many of us can
take away from that in the fact that when we
are switching jobs, we often do not think about that
job ever ending. We don't think about the bracond, right,
we just want to know how much they're going to
pay us, right.
Speaker 1 (03:35):
A hundred percent? Yeah, And I think there's something to this, right,
Like these coaches, they're agents, they negotiate big buyouts, and
they're obviously not planning on getting fired, but they can
protect themselves. And I do think there's probably some real
world application there right where you take a new position,
whether it's with the company you're at now or you
go work for someone new, I guess, and you could
(03:56):
speak to this better than me. I would imagine that
do not think about what it would look like if
they get terminated, And that's something you do need to
prepare for, even when you're taking a new position.
Speaker 2 (04:08):
Oh, that is one hundred percent tru We've already seen
a shift in how employees approach new positions. It used
to be that the number one thing everyone cared about
with salary everything else. I'll figure out the benefits three
months after I start working there. I just want to
make sure that the salary covers that. I think the
pandemic in what has happened in the workforce sense has
(04:31):
changed that I've seen a number of studies that show
for a lot of especially millennials and gen Zers, kind
of these next generations coming up, it's really not as
much about the salary. Certainly, that's part of it, but
for many of them, it's about can I have a
hybrid work environment? Is there any kind of remote policy? Right,
There's other things that they're starting to think about, But
(04:51):
I would guess that most workers never think about the
backside of things, which is severance. What is the severance policy?
So I think number one is understanding what is the
policy going in? And second, many times the only thing
that we negotiate in a new job is the salary.
There's so many more things, however, that can be negotiated.
(05:11):
Write some of those benefits, how bonuses are paid out,
what kind of vacation you have. Listen, here's a little tip.
This is what Amy Wagner does. If I am ever
switching a job, you better believe I'm planning a vacation
and telling the new boss immediately, yeah, that I will
not be able to be there. Do it every time, Right,
(05:31):
It's a no brainer. But I think severance needs to
be part of that. And listen, there is a fine
line that you have to walk with this conversation because
you also don't want to be the person who is
laser focused on the end of a job when you're
first walking in. But let's take it back to these coaches. Wait,
think about Belichick, right, I mean, you have these donors
(05:54):
and this school and all these alums rolling out the
red flag writing all the checks in the world. How
amazing it was that a college team was going to
get someone with a history like Bill Belichick. He also
negotiated severance into this, and if this ultimately does not
work out, he's going to walk away with this. By
(06:15):
the way, fine for him and his girlfriend. You know,
I think there's something to be learned from this, and
that is you kind of have to take in the
totality of what employment looks like, not just the salary,
but the benefits, what kind of flexibility you want around
a remote schedule or a hybrid schedule. And also on
the back end of this, if this doesn't work out, right,
(06:37):
I'm going to come to the table. I'm going to
give you everything that I can, just like all of
these coaches. But if for some reason, and sometimes it's
not in our control, that something does not work out,
what is my parachute on the backside, What steps have
I taken to protect myself and of course my family.
And that's something I think that we need to start
thinking about when we switch these positions, when we make
(07:00):
these jumps.
Speaker 1 (07:01):
It's also worth mentioning like last year, there were not
a ton of schools that change coaches, right, so the
job market is cyclical. This year it's going to be insane,
especially once the off season begins and we're I think
just scratching the surface in terms of coaches who are
going to be removed and ultimately replaced. And again I
think there's a real world application to that as well.
(07:21):
We always hear about job numbers in the job market.
It is cyclical, just like college football.
Speaker 2 (07:27):
It is, and we've also seen a major chef there.
That's an excellent point. So coming out of the pandemic,
once again, what we realized was workers were in the
seat for negotiating. You could tell your boss to take
that job and shove it on Monday, and by Friday
you've got three other offers. What we have seen over
the course of the past few years is that pendulum
(07:48):
flying way in the other direction. I think AI is
part of this, right, So back to the college coaches,
they're dealing with major shifts in that industry with nil
money transfer portal. So is the average worker in the
fact that AI's coming along. So now you've got places
like Walmart saying we actually have a plan where we're
going to continue to grow over the next three years
and by the way, we're going to keep our head
(08:10):
count flat. That's unheard of in companies that are looking
for growth target saying the same thing meta interestingly meta right,
so Facebook, everyone uses Facebook. They're actually cutting hundreds of
jobs right now from their AI divisions. I mean, there's
some irony there, and so you know, I think also
what you have to think about is you don't have
(08:32):
probably the leverage that you did in jumping before. There
are a lot of companies that feel like they've got
really strong growth plans that do not involve growing their workforce,
and that is going to be a major shift. And
just like these college coaches are trying to figure out
what this new terrain looks like, I think the average
worker is going to have to figure that out too.
Speaker 1 (08:55):
Makes a lot of sense. Amy, awesome to have you
as always, Amy typically joins us at for thirty five.
We had to move up her appearance, but joins us
every Wednesday to talk sports and business. Thanks to our
friends at Dean Dorton Private Wealth, you can learn about
the Deandorton difference. Just go to deeandortonwealth dot com. That's
deandortonwealth dot com.
Mo Egger News
Popular Podcasts
On Purpose with Jay Shetty
I’m Jay Shetty host of On Purpose the worlds #1 Mental Health podcast and I’m so grateful you found us. I started this podcast 5 years ago to invite you into conversations and workshops that are designed to help make you happier, healthier and more healed. I believe that when you (yes you) feel seen, heard and understood you’re able to deal with relationship struggles, work challenges and life’s ups and downs with more ease and grace. I interview experts, celebrities, thought leaders and athletes so that we can grow our mindset, build better habits and uncover a side of them we’ve never seen before. New episodes every Monday and Friday. Your support means the world to me and I don’t take it for granted — click the follow button and leave a review to help us spread the love with On Purpose. I can’t wait for you to listen to your first or 500th episode!
The Joe Rogan Experience
The official podcast of comedian Joe Rogan.
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.