Max limit for 2 from 17 ft skiff using the leader rig shown below. But a problem with grouper fishing (and targeting other species when bottom fishing) is that many anglers don’t put much thought into making their leaders… They simply get a weight, a hook, some line, and perhaps a swivel or two and start tying their favorite knot for all the connections.
And a majority of the time, that lack of thinking about all aspects of what they’re targeting leaves the following two problems: The weakest point in the overall system (most often at the knot that connects the lighter main line to the top of the heavier leader assembly) is up above the weight.
And since grouper are structure oriented, the odds of them getting stuck to the bottom due to the weight getting snagged are high which will make them easy targets to the next shark that cruises by. Knowing that grouper and most other bottom fish seek comfort in structure when the feel threatened, we need to account for the fact that there will be break-offs in our decision for how we make our leader assemblies.
When targeting strong fish that live in and around heavy cover, the likelihood of getting snagged on the bottom is high. So my preference is to set up the overall line system to have the weakest point be the knot that goes directly to the hook while also beefing up the line most exposed to getting weakened from bumping rough patches on the bottom (directly above the weight).
The Orris knot is my preferred choice to tie to the Perfection loop because it’s extremely fast to tie and is very strong (not quite as strong as the Palomar, but it’s stronger than any Loop knot I’ve tested so it’ll not be the weakest link). Note: Different line brands/types of course have different breaking points, so these values are just to serve as a rough estimate.
Grouper fishing is a fantastic way for a group of friends or a family to get out on the water and enjoy nature together… And given their popularity, we need to pay extra attention to take the best possible care of them so our future generations can continue to enjoy this great game fish as well as other structure oriented species that also be harmed by poorly designed leader rigs.
In this video, DePaul shares his technique for creating 6-foot-long, five-hook leaders that resist tangles and have proven effective in catching big groupers, snapper and tiles. I try to up my odds of landing grouper by building leaders that can withstand the line-gnawing reefs.
My grouper rig is simple; it consists of a 6 to an 8-foot-long leader of 300-pound-test monofilament with a 9/0 to 11/0 circle hook. All swivels and the hooks are attached to the line using 1.9 mm crimp sleeves.
Slide your weight onto the line, and then attach the opposite end to the swivel on the long leader. A fighting rod of 5’8” or longer, rated for line up to 200-pound test will do in most cases.
My reel of choice is the Shaman Thorium 30HG spooled with 65-pound-test braided line. The 6.2:1 gear ratio makes it fast and powerful enough to move big grouper in a hurry.
The goal is to keep them out of the reef, but if they do get back to their hole, you’re prepared with a leader that can survive the fight. When I hooked the gag grouper in this picture, he immediately ran back into his hole in the reef.
Randy Not is the co-publisher of Coastal Angler/The Angler Magazine’s Panama City/Forgotten Coast edition. Try to always appear confident, even if you don’t feel it, by making direct eye contact, standing straight, and nodding your head when listening.
Finally, be decisive in your actions and don’t be afraid to override consensus if you believe it’s for the best. Great leaders aren’t always found with title CEO or manager on their business card.
But if you’re willing to face the challenge, and follow these guidelines, then you’ll be on the right path to becoming the leader your business needs to succeed. When you build trust, it demonstrates that your own interests and actions will never supersede the goals of the organization or your employees.
Part of the trust-building process is creating an environment where it’s safe to take risks and allows you and your employees to comfortably exchange candid, honest and direct feedback without the fear of being punished. It’s important you provide ample channels for two-way communication between employees and managers, and also solicit and reward them for their ideas and contributions.
Encourage employees to ask questions, discuss concerns or suggest ways to solve problems. Highlight examples of people who have achieved significant progress toward the company’s goals or performed in a way that supports them.
All employees, including management and senior leaders, should respect their colleagues’ opinions. That’s why you should ensure that every employee is provided up-to-date information about the organization’s goals, performance successes and failures.
Use newsletters, your company intranet and team meetings to help spread the word. This is critical because the longer you or an employee withholds key information, the more it hurts your organization.
It prevents you from building trust and an open environment that will develop your team. You’ll earn credibility when you are open to feedback and work toward making changes to fix issues as they arise.
Find ways to energize, motivate and show confidence in your team with the belief they can do anything they set their minds to. Use the results of those reviews to provide opportunities for employees to grow and develop specific traits or skills.
When you undertake the responsibility of leadership, you have to be comfortable making big decisions and sticking to them. This will motivate your employees to feel they can accomplish what’s needed to achieve the organization’s goals.
It makes it a lot easier to see someone perform in action than living by words on paper. It maybe someone in your business area, but a great mentor relationship doesn’t necessarily need to be in your same industry.
Identify potential mentors who have similar values, then have casual meetings with them to find the one with whom you have good rapport. Be prepared to explain what you hope to learn, why you value their insight and expertise, and what you bring to the relationship.
This means finding each employee’s strengths, trusting their expertise and making the most of their abilities. Find out what they’re passionate about and help them lead a project, if they show leadership ability.
Empower them to succeed with meaningful work that supports the company’s goals and objectives. Whether you aspire to be an entrepreneur or a CEO at a large company, you should set your goals high and actively work on becoming a strong leader.
When you’re ready to hone your leadership skills, it makes sense to learn from a proven leader. Villanova University offers a highly respected Certificate in Organizational Leadership program.
With Villanova’s 100% online courses and flexible, video-based e-learning platform, you can work to expand your skills and earn new credentials as your busy schedule allows.