Family Time
August 29, 2014
When my wife and I were raising two sons who participated in high school wrestling, we had two hopes before each large wrestling meet in which they participated. First, that they wouldn’t get hurt; and second, that they would win their last match of the day.
We didn’t care if that last match was for 7th, 5th, 3rd or 1st place. The ride home was just a lot brighter when the last match was a victory. We always struggled for the right words when the last match of the day was a loss.
So my wife and I found it especially interesting to read an article about Jeff Daniels published Aug. 7 in the Lansing State Journal that included this excerpt:
Daniels attributes some of his family’s closeness to life in Chelsea and traveling around Michigan to play hockey.
“I’m a big fan of soccer, however, we went hockey and never looked back,” he said. “Ben was 8, and Luke was 5 when they started in hockey in Ann Arbor. All those 5:45 a.m.’s on Yost Arena ice on Saturday and Sunday. All the way through the end of high school.
“I tell parents now, it’s not whether the kid excelled, it’s not, ‘Why didn’t you shoot instead of pass, ‘You’ve got to work on your slap shot.’ It’s not that,” he said.
“It’s the drive there and the drive back. And you talk about anything else except about the game. And we believe that the time we spent doing that, and not focusing on pounding your kid to be better at the next game when he’s 12 damn years old, is one reason we’re so close as a family when the kids are in their 20s.”
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.