No Further Review

December 15, 2015

The rise of instant replay came with the hope if not the promise that errors by officials could and would be corrected. Now we know those expectations are not being realized.

In many cases this fall, we have watched college and professional football instant replay officials stand by helplessly because the rules of replay would not permit them to change the call on the field. In many other cases, we have watched instant replay officials make wrong calls from the replay booth.

We have always known that the high school level would not be able to perform extensive instant replay review – we don’t have the number and quality of camera angles at our games to judge the plays. But now we know that the existence of such technology does not assure the accuracy of decision-making.

So, let the so-called higher levels interrupt and prolong their games with questionable procedures that are resulting in as much acrimony as accuracy. Turns out that on this matter, the high school level is lucky to lack the resources of the college and professional game. For us, there’s no need for further review of further review.

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:

  1. “Create a holding environment” – a safe place to interact.
  2. “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.
  3. “Set the pace” – not too fast that we leave too many people behind; not too slow that we lose the vision and momentum.
  4. “Show the future” – remind people of the “orienting value” – that is, the positive reason to go through all the negative rancor.