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Guarding Secrets
February 8, 2013
January was a bad month for some sports heroes, but it was an instructional time for those who paused to connect some dots.
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Two of Major League Baseball’s most prolific performers became eligible for baseball’s Hall of Fame, but we learned in January that neither came close to earning enough votes for election to that prestigious shrine. Each has seen his star-power descend in a cloud of legal problems surrounding his suspected use of performance enhancing drugs.
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After seven Tour de France titles and seven times seven denials of using performance enhancing drugs and various blood doping techniques, Lance Armstrong “came clean.” Sort of.
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A Heisman Trophy candidate went from a broken-hearted soul mate to the victim of a cruel hoax to a contributor to the weirdest story college sports has witnessed. From duped to duplicitous.
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And all this with Penn State’s scandal still fresh in our minds.
How fatiguing it must be and, ultimately, how futile it is to try to keep secrets. That’s always been true; it’s just more obvious in a world where everyone’s access to social media renders investigative journalism too little and too late in uncovering the secrets that heroes harbor.
How any of these people ever thought they could guard their secrets beyond the grave would be beyond belief if it just didn’t keep happening so often. There must be something we’re doing wrong in the upbringing of prominent athletes (like too many politicians) that makes them think they can get away with sordid secrets . . . that they’re too big to fail.
The truth is, the bigger they are, the harder they fall. No secret is beyond discovery.
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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.