People Serving People

September 14, 2012

It is at this time each year, especially, that I’m made more aware of the harm and heartache that exists in our students’ homes, if they are lucky enough to have a home.

Every day our staff receives dozens of calls about the terrible circumstances children are in because of dysfunctional home life, medical issues or myriad other upsetting situations; and every day MHSAA Associate Director Tom Rashid is preparing for Executive Committee consideration more requests from schools to waive eligibility rules for their students whose circumstances do not fit a transfer exception or are not compliant with other regulations.

During the 2011-12 school year there were 506 requests for waiver submitted to the Executive Committee, compared to 462 the year before.  The record is 524 in 2007-08.

By far, there are more requests to waive the transfer regulation than any other: 352 in 2011-12 compared to 320 the year before.  The record is 372 in 2007-08.

There are so many requests for waiver today that the Executive Committee exceeds the MHSAA Constitution that requires a minimum of three meetings each year.  The Executive Committee has scheduled 12 meetings during each year for the past half dozen years.

And the Executive Committee front loads the calendar, this year with three meetings over five weeks at the start of the school year (Aug. 8, Aug. 28 and Sept. 11) so that the large number of situations that arise at the beginning of the new school year can be addressed before too much of fall season competition has occurred.

Last school year the MHSAA Executive Committee approved 352 of the 506 requests for waiver, including 265 of the 352 requests to waive the transfer regulation.  The five-member committee of school administrators serves without monetary compensation, but with a commitment to treat schools and students as fairly and consistently as humanly possible.  They are compassionate, caring people making difficult decisions.

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.