Key Takeaways:
- Auburn has fired Hugh Freeze after a disappointing tenure, marking the third coaching search in five years.
- The program’s leadership has lost sight of its core values, embodied in "The Auburn Creed," by prioritizing outsiders over internal strengths.
- Previous hires, like Freeze and Bryan Harsin, failed because they did not align with Auburn’s culture of hard work, humility, and genuine relationships.
- Athletic Director John Cohen is determined to lead the coaching search and restore Auburn’s identity, prioritizing candidates who understand and embody the program’s values.
- Jon Sumrall is emerging as a top target, as he is viewed as someone who exemplifies Auburn’s values and can reignite the program’s passion.
Auburn is once again searching for a new football coach, having fired Hugh Freeze after just three years. This marks the third coaching change in the last five years, indicating a pattern of instability within the program. The article emphasizes that Auburn’s struggles stem from a deeper issue: a disconnect between the program’s leadership and its core values.
The decline began in 2017 with the appointment of Steven Leath as university president. Leath’s disruptive approach disrupted the stability and direction of the program. The author, who spent seven years on The Plains, argues that Auburn has lost its way by abandoning its identity and looking for solutions outside of itself. The "Auburn Creed," a statement of values emphasizing hard work, honesty, and practicality, serves as the program’s moral compass. However, the article contends that Auburn’s leaders have stopped believing in their own people and started trusting outsiders.
Hugh Freeze, despite preaching hard work, did not embody the values outlined in the Auburn Creed. His past misconduct and reluctance to embrace the transfer portal, coupled with a losing record, proved he was the wrong fit for the program. Bryan Harsin, the coach before Freeze, also failed to connect with the Auburn community. His self-righteousness and inability to build relationships within the state of Alabama led to recruiting struggles and ultimately his dismissal.
Athletic Director John Cohen understands the importance of restoring Auburn’s identity. He is committed to leading the coaching search and finding a candidate who embodies the program’s values. Cohen insists on being the sole decision-maker in the search process, vowing to listen to input but ultimately taking responsibility for the final choice.
Jon Sumrall, currently the head coach at Tulane, is considered a leading candidate. He is praised for his work ethic, relationship-building skills, and honesty. More importantly, Sumrall is seen as someone who exemplifies everything Auburn stands for. His connection to Alabama and his wife’s Auburn ties further solidify his potential fit. Other candidates mentioned include James Franklin, Eli Drinkwitz, and Kenny Dillingham, though each faces their own set of challenges.
The author concludes that the solution for Auburn is simple: find a coach who understands and embodies the program’s values. By trusting in itself and looking within, Auburn can reclaim its identity and return to its past success. The Auburn Creed, often seen as cliché, still holds power and provides a foundation for the program’s future. The key is to find someone who truly believes in those values and can instill them in the team.
