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It’s Not Us
October 2, 2015
There are continuing and crescendoing complaints about “AAU ball” – the travel, the competition without preparation, the agents and hangers-on, the sleaze factor. Yet some of those same complainers are critical of the very rules that tend to keep that sleaze at a low level in school sports in Michigan.
If so many people agree that kids and parents are being sold a bill of goods full of empty promises by a growing number of youth sports zealots, recruiting gurus, and both club and college level coaches, then why should we provide passports that would expose more students to this atmosphere?
If so many people feel that what’s happening in youth sports is bad and what’s masquerading as educational athletics in major college sports is baloney, then why should we help high school students earn frequent flier points through relaxation of time-tested travel and television policies?
If so many people believe there are too many athletic-motivated transfers, then why should we throw fuel on the fire? Those schools which could afford it would try to make their programs more attractive with national travel and televised games as a magnet to suck the best players out of neighboring schools that cannot afford the same excesses.
There is more than enough travel and exposure opportunity for schools here in Michigan and Illinois, Indiana, Ohio, Ontario and Wisconsin. Any more adds impure emphases and increased expenses to programs that are already overburdened or bankrupt.
When our school administrators and coaches say that national travel and tournaments are unaffordable and “It’s not us,” they mean it. They’ve got their priorities right.
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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.