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Inner Life
November 25, 2016
Good reading here from Jody Redman, Associate Director of the Minnesota State High School League:
“The goal of interscholastic and youth sports is not to prepare students for a college scholarship or some professional career. It just doesn’t happen that often.
“Seventy-eight percent of youth who play sport will quit by the age of 12 because it just isn’t fun anymore and 97 percent of the students who go on to play at the high school level will have a terminal experience when they graduate. They will no longer play organized sports as they have throughout their youth experience.
“So what’s the point? Why do we play?
“We play to develop students into people with sound moral character that will prepare them for a life that recognizes the humanity of others, that is rich with empathy and compassion and develops in them the moral courage to stand up for what is right. When we only focus on physical skills and accomplishments we don’t give them the skills that will help them over the course of their lifetime, skills that will make the world a better place. We give them very little that has any real inherent value.
“It is time to give sports back to the children who play them. To focus on the true purpose of sports in our children’s lives. For this to happen, we have to establish a clear path, one that defines purpose, promotes values that are important to students and their community and defines success beyond winning.
“When we define success by the holistic development of our children into moral adults of character and compassion, then sports will regain its proper place in our families, schools and communities and most importantly, for the children who play them.”
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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.