One Thing
March 11, 2016
One of Michigan’s finest athletic directors is Plainwell’s Dave Price, who recently encouraged me with a school newspaper article about a student who epitomizes school sports, Plainwell High School senior Jessica Nyberg. She participates for the Trojans in swimming & diving, basketball and soccer.
Trojan Torch staff writer Jordan Raglon featured Jessica in an article on Feb. 17, citing how much teammates and coaches value her companionship and leadership. The author cited her accomplishments in all three sports, but what caught my attention was this statement by Jessica: “If there was one thing sports has taught me, it’s that everyone matters.”
I can’t think of a better theme for school sports, or a better mission for educational athletics.
At its best, school sports teaches that teamwork works. That substitutes who practice with peak performance push the starters to even higher levels of performance, and turn some starters into stars.
At its best, school sports finds room for every student, regardless of ability or disability, to be a part of the team so long as the student meets the standards of eligibility, decorum, discipline and dedication the school and team demand.
At its best, school sports understands that “everyone matters” means that no student is above the rules, and that failure to apply rules to one student devalues other students who have complied with the rules.
With the attitude that “everyone matters,” teams tend to come together, discrimination tends to end, and fair play advances.
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.