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Is the damage irretrievable caused by Sonny not dispelling immediately any rumors of his seeking greener pastures? Are we stuck with another Tiki or Chad ending?

That is what I fear.

+1

When does the administration come out swinging with the promise to do what is necessary to keep our coach, his staff, and the positive trajectory of the program? Could the lack of information from Sonny be due to the fact that he is pushing for the resources necessary to keep us competitive?

SD has done his best to get out of SMU. Do we still want him if he doesn't get the tcu job? My issue is that he will be looking at every opportunity to leave (sound like the used car salesman that was here before?) and will bail at the earliest opportunity again leaving us high and dry, picking up the pieces and starting all over again.

At this point he has lost my support as well as probably a few others.

I suspect that in the future he may be saying he was always a frog fan and rooted for them when he was young, and always wanted to be their coach. Sound familiar??

I don't buy into the doom and gloom. Sonny is still young enough that he has to manage his career (just like the rest of us) and he (and his agent) are undoubtedly aware that TCU had been grossly over paying Patterson by comparison to what other Big XII programs have been doing. With SMU's "rejection" and the Big XII inviting arguably the AAC's 3 best football/bball programs and thereby watering down the future AAC, he probably thinks it would be easier to recruit higher caliber athletes to TCU vs SMU. That remains debatable IMO and I look at it from the standpoint it might be easier to win championships in the AAC vs Big XII and winning matters. If his agent is using TCU as leverage to get Sonny the best deal he can (and long term financial security) from SMU, I would fully expect things to be going the way they are.

If Sonny does bail, I think the SMU job will be attractive enough that we will be able to hire an "up and comer" who will hopefully continue to build the program to the point that SMU can once again compete for conference championships. We have to get ot that level, no matter who we are competing against, before SMU can really expect to become relevant on even a regional level, much less on a national level.

Anyone see this? Doesn't matter because Patterson said he's gone anyways because SEC schools are "tampering"

https://247sports.com/Article/TCU-coach ... 175113725/

Sonny is gone. If he was staying no reason not to have announced it already. He is at least waiting till the end of the season to bail.

CP- somple question. if you had an employee who you knew was openly looking to leave your company would you still want him working for you?

If he (SD) is grossly underpaid then it is understandable but his latest rumored offer is very good. Some employees have loyalty and others do not. i.e. GP turned down many job offers because he was loyal to tc-who, chad the car salesman was not. If you liked your environment and your employer treated you well would you always be looking for a new job?

You guys gotta remember to that every successful college football coach is a used car salesman. You almost have to be. Some more than others, *cough*, Chad.

"Yeah I love it here", next morning, gone. Honestly one of the only people I've heard get offered a good job and stay was Kaz.

TCU: Sonny, where do you see yourself in 5 years

SONNY: Head Coach of Allen High School

We'll win more when Cincy, Houston, and UCF are gone.

redpony wrote:CP- somple question. if you had an employee who you knew was openly looking to leave your company would you still want him working for you?

If he (SD) is grossly underpaid then it is understandable but his latest rumored offer is very good. Some employees have loyalty and others do not. i.e. GP turned down many job offers because he was loyal to tc-who, chad the car salesman was not. If you liked your environment and your employer treated you well would you always be looking for a new job?

I was probably an unusual guy to work for but I always asked for transparency with my people. I understood people had ambitions and I would let them know how I saw their opportunities within our organization and asked that if they were looking to leave to let me know for 2 reasons: 1) I offered to help them because I knew our industry and could advise them re: good opportunities or a risky move and 2) If I knew they were leaving, it helped me with succession planning