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League Leadership
February 15, 2014
This past Wednesday, we convened for the 28th year the leadership of the various high school leagues and conferences across Michigan. Our purpose is to provide a “heads-up” and stimulate feedback on many of the proposals heading to the MHSAA Representative Council in March or May.
Each of the substantive changes in Handbook regulations is presented. Every MHSAA committee recommendation to the Council is detailed.
This year’s higher profile topics are proposed changes in undue influence penalties, international student eligibility requirements, increasing requirements for coaches, new football practice policies to improve acclimatization and reduce head contact, and enhanced standards for officials assigners. A progress report on a year-long look at junior high/middle school policies was provided, and the athletic related transfer rule that takes full effect in August was reviewed.
The MHSAA asks the league leaders to provide written and/or oral reports to their league members and to relay reactions to MHSAA staff prior to the Council’s March and May meetings.
Of course, what we’re asking is a very small part of the important role that leagues and conferences have in the life of school sports. For most schools, leagues provide the core schedule for regular-season contests. They nurture healthy local rivalries in a competitive arena and provide opportunities for students to interact outside the arena during programs that promote student leadership and sportsmanship.
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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.