Close Calls
November 22, 2011
The little slip of paper I removed from the fortune cookie read: “Every important call is a close one.” That notion may be more critically important in some aspects of life than others, but nowhere in the fun part of life is it any truer than competitive athletics.
Where the winning margin can be a fraction of a second or inch, observed by hundreds or even thousands of spectators, athletes, coaches and contest officials, we know this to be true: the toughest decisions are the most critical, most defining of all.
School and school sports administrators learn that it is the closest calls – where evidence is least conclusive, opinions most divided or precedent lacking – that have the greatest effect on their school communities and their own careers.
It is at these times – close calls – that leaders show up. That they speak up. That they stand up.
Holding Back
February 24, 2015
I wrote last week in this space about the positive place for disagreement in organizations; and I held back on pushing the topic a bit further.
Sometimes an organization leader has to hold back. Sometimes the leader needs to recognize that the organization has more disagreement than it can handle and that taking on another topic for which much disagreement is likely would be like drinking from a fire hose.
In Leadership on the Line (HBS, 2002), authors Ronald Heifetz and Marty Linsky write that “leadership requires disturbing people – but at a rate they can absorb.”
Heifetz and Linsky describe the need to “orchestrate the conflict” in four steps:
- “Create a holding environment” – a safe place to interact.
- “Control the temperature” – turn the heat up to get people’s attention, and turn it down for them to cool off or to catch up.
- “Set the pace” – not too fast that we leave too many people behind; not too slow that we lose the vision and momentum.
- “Show the future” – remind people of the “orienting value” – that is, the positive reason to go through all the negative rancor.