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Our Times
November 11, 2011
It is in fashion to say that schools (and also school sports) are operating in a time of unprecedented austerity. This is not true. Not even close.
While it may be true that recent times in Michigan have seen a deeper and longer recession than most people have lived through before, it is not true that these are the worst times ever for school sports.
Imagine the austerity, and imagine yourself administering school sports during the Great Depression when unemployment was three times today’s rate. Or during World War II when gasoline was rationed and MHSAA tournaments were cancelled. Now those were tough times!
What may make us think at this moment that these current times are the worst times or are unique times is that these are our times, and we don’t yet see light shining at the end of the tunnel through which we’re traveling.
Because it affects us now and isn’t something we’re reading about in history, we tend to believe these times are somehow much worse and that today’s problems are somehow of such a different type that our programs are at greater risk than ever before.
It is possible, of course, that our reaction to these times will be unique and will make these times the worst ever. In other words, it’s not the troubled times per se, but our reaction to them that might set these times apart from all others.
It is possible that we will chop and change school sports so much that we never get the program back on the course of truly school-sponsored, student-centered educational athletics – a brand of sports unique in the world.
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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.