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The Languages of Sports
August 6, 2013
Our state is enriched by the cultural diversity which has resulted from decades of families relocating from other countries to Michigan for the opportunities available here.
Often the children in these families are conversant in English, but their parents are less so. This is why, for example, the Refugee Development Center in Lansing not only provides ESL classes for students but also for parents; and why the RDC provides interpreters to accompany parents to school events such as parent-teacher conferences. The RDC currently serves refugees from 28 different countries.
Becoming increasingly sensitized to these dynamics, the MHSAA has recently begun a long process of providing certain of its documents in other languages than English. We’re going to focus on those documents that we provide to schools which parents would want to read to learn about what is being described to or required of their children with respect to interscholastic athletic participation.
The first such documents are the two-page and four-page preparticipation physical examination forms. And the first languages chosen for the service are Spanish, which is the most common non-English language spoken in the United States, and Arabic, which acknowledges that Michigan is home to the largest Arabic-speaking population in the US.
You will find these documents here.
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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.