Ah, the NCAA tourney kicks off tonight with some play-in games. It's hard to beat the first two days of the tournament. Buzzer beaters, upsets, Cinderella stories. The first two days have it all. If ever you need to have a wisdom tooth removed, do it the morning of the first day of the tournament. You have wall-to-wall basketball the rest of the weekend. I did it once and would have a tooth extracted just to have the experience again!
Of course, last weekend brought us Selection Sunday. This is where all the teams were announced and seeded. Like every other year, there are teams left out of the tournament that feel they should have made it. In our area, the Drexel Dragons were in that camp. They finished 27-6 and are relegated to the NIT. This is college basketball's consolation tournament. The problem with Drexel is they had a couple of conference losses that they should have won and their strength of schedule was suspect compared to other teams that made it. One more key win would have done it for them.
How many times do we see this in our organizations? Losing a bid, missing a sale, coming short in a promotion. In most cases it would have taken a little more effort, one more call, or more dedication to a project. Every day we are playing in our own tournaments-constantly being reviewed, analyzed, hopefully seeded or left out. Just as Drexel wishes they had won another game, many of us wish we had another opportunity to do something over.
The problem is that we don't always take responsibility for the loss or missed opportunity. We blame in on circumstance, others or bad luck. I don't know who said it, but the harder you work, the luckier you get, is a great quote. As leaders we need to remind our teams that doing a little extra goes a long way in being successful. Think about the consequences up front, confront your weaknesses and make them strengths, make the extra call and follow up on the open item. It's not easy being successful. The alternative is that you're on the outside looking in.
Tuesday, March 13, 2012
Wednesday, March 7, 2012
Results Matter
As baseball's spring training begins, I find myself conflicted. The weather is turning warmer, the players have begun their exhibition games and hope runs eternal for all teams. I have one problem-I don't care. I don't remember a season where I haven't had a sense of excitement at the start of spring training. In Philadelphia, we have a good team, great players and coaches, a beautiful stadium and fun announcers. It doesn't matter, I just can't get into it.
Here's the problem. I watched or listened to at least 150 of the 162 games last year-probably more. I watched the Phillies win 102 games and only lose 60. They tore through the league with ease on the backs of their pitching staff. They stumbled a bit in September but came out of it before the playoffs. Then, they lost in the first round of the playoffs to the eventual World Champion, St. Louis Cardinals. The regular season didn't matter. All that time investing in the team went down the drain in less than a week. To make matters worse, our best hitter was at the plate and made the last out for the second year in a row.
We have all worked with people in our organizations that follow a process but don't get results. They make their calls, they track their time, the fill out the project management paperwork but they can't seem to get results. In essence, they aren't productive because they're not moving the organization forward. So it is with the Phillies. Since 2008, when they won the World Series, they have gotten further and further away from their goals. Good organizations don't let that happen. Processes should be put into place that assist the organization, not hinder it.
As leaders, we need to make sure we are putting the emphasis on results and not only the process. Make sure your processes yield the results you're looking for so you continue to move forward, not stagnate in place.
Here's the problem. I watched or listened to at least 150 of the 162 games last year-probably more. I watched the Phillies win 102 games and only lose 60. They tore through the league with ease on the backs of their pitching staff. They stumbled a bit in September but came out of it before the playoffs. Then, they lost in the first round of the playoffs to the eventual World Champion, St. Louis Cardinals. The regular season didn't matter. All that time investing in the team went down the drain in less than a week. To make matters worse, our best hitter was at the plate and made the last out for the second year in a row.
We have all worked with people in our organizations that follow a process but don't get results. They make their calls, they track their time, the fill out the project management paperwork but they can't seem to get results. In essence, they aren't productive because they're not moving the organization forward. So it is with the Phillies. Since 2008, when they won the World Series, they have gotten further and further away from their goals. Good organizations don't let that happen. Processes should be put into place that assist the organization, not hinder it.
As leaders, we need to make sure we are putting the emphasis on results and not only the process. Make sure your processes yield the results you're looking for so you continue to move forward, not stagnate in place.
Saturday, March 3, 2012
Headhunters
Like many of you, I was shocked (not) when I heard that ex-New Orleans Saints defensive coordinator, Greg Williams, had a bounty on opposing players. In other words, he paid bonuses to his players for knocking them out of the game and even more if they left on a stretcher. If you get the star players out of the game, it significantly improves your chances of winning. There will much grinding and gnashing of teeth over the next few weeks on how to punish Mr. Williams (now with the St. Louis Rams). In my mind, the only question is how many other teams will get caught up in Bounty-gate.
It's all fun and games until somebody gets hurt. Well, players are getting hurt, some intentionally. Perhaps we should dismiss this as "boys will be boys." After all, it's a physical game. If you're not tough enough and can't watch out for yourself, then don't play. I don't consider myself a wuss, perhaps others do, but this doesn't make sense to me. Let's apply this to the business world. Sexual harassment would be tolerated, the three martini lunch would still be in vogue, and women would still be in the secretarial pool. The world is better for these changes-much better. So will the NFL if it strikes a hard stance on the offenders. Sometimes an example should be made and this seems like a good time.
Every now and then leaders need to step up for what's right, not what is accepted. Through the years, leaders like Ford, Walton, Watson and others strive to follow the golden rule rather than society's. They have made their companies better and made some money along the way. The bounty hunt described above clearly isn't allowed, but it has been accepted. It's not what you say, but what you do. Let your conscience be your guide and the organization will gladly follow.
It's all fun and games until somebody gets hurt. Well, players are getting hurt, some intentionally. Perhaps we should dismiss this as "boys will be boys." After all, it's a physical game. If you're not tough enough and can't watch out for yourself, then don't play. I don't consider myself a wuss, perhaps others do, but this doesn't make sense to me. Let's apply this to the business world. Sexual harassment would be tolerated, the three martini lunch would still be in vogue, and women would still be in the secretarial pool. The world is better for these changes-much better. So will the NFL if it strikes a hard stance on the offenders. Sometimes an example should be made and this seems like a good time.
Every now and then leaders need to step up for what's right, not what is accepted. Through the years, leaders like Ford, Walton, Watson and others strive to follow the golden rule rather than society's. They have made their companies better and made some money along the way. The bounty hunt described above clearly isn't allowed, but it has been accepted. It's not what you say, but what you do. Let your conscience be your guide and the organization will gladly follow.
Saturday, February 18, 2012
Pity the Vizsla
For the 11th year in a row, I watched the Westminster Dog Show. This happens to coincide with the number of years we've had our dog, Hardy. He is a Vizsla, a Hungarian hunting dog, who has never hunted a day in his life. We became aware of the breed when our friends purchased one a year before us. They are wonderful dogs, though a bit energetic (code for hyper). He has been a wonderful pet. Each year I watch, I look forward to seeing the Vizsla, usually on the second night. The breed is part of the sporting group. Every year, the Vizsla is dissed as they decide to talk about the celebrity in the stands or the handler. In the eleven years I've watched, I've been disappointed that the Vizsla is given no consideration. You could say the same about the Labrador Retriever, Weimaraner, Golden Retriever, Jack Russell and most popular dogs. This is not to say that there aren't great dogs that win. I have no clue how the dogs are judged-but I suspect the movie "Best in Show", a mockumentary from 2000 tells the real story. If you haven't seen it-rent it today.
I believe the judges look for a certain grace and elegance in a dog. Long locks, pushed back faces, a certain attitude all go a long way. What about chasing squirrels, jumping on visitors, shedding on the couch-don't they count for anything? Apparently not. The Vizsla and others will never win because of the pre-conceptions judges have for the breed. It may not be fair, but it's the reality.
So it is within organizations. What we see early is what we get. Pity the slow starter who needs time to develop in the position. Pity the person who lacks a certain grace and elegance-they don't appear to be leadership material. Pity the person who made a mistake early in their career and are judged by it forever. Leadership is complex and messy. We have to look at people through different lenses and scrape away the flaws and understand the potential. Deep seated core values, hard work and a willingness to learn are the ingredients needed to succeed. Leaders must look for these characteristics. Once found, all efforts should be made to aid in their development.
A Pekingese may have won Best in Show, but that won't stop me and other dog lovers thinking their dog is the best.
I believe the judges look for a certain grace and elegance in a dog. Long locks, pushed back faces, a certain attitude all go a long way. What about chasing squirrels, jumping on visitors, shedding on the couch-don't they count for anything? Apparently not. The Vizsla and others will never win because of the pre-conceptions judges have for the breed. It may not be fair, but it's the reality.
So it is within organizations. What we see early is what we get. Pity the slow starter who needs time to develop in the position. Pity the person who lacks a certain grace and elegance-they don't appear to be leadership material. Pity the person who made a mistake early in their career and are judged by it forever. Leadership is complex and messy. We have to look at people through different lenses and scrape away the flaws and understand the potential. Deep seated core values, hard work and a willingness to learn are the ingredients needed to succeed. Leaders must look for these characteristics. Once found, all efforts should be made to aid in their development.
A Pekingese may have won Best in Show, but that won't stop me and other dog lovers thinking their dog is the best.
The Vizsla
Sunday, February 12, 2012
Gone Too Soon
The death of Whitney Houston yesterday reminds me of the wonderful voice that, for many of us in the 80's and 90's, was the soundtrack to our lives. I make the connection on this blog because of her rendition of the National Anthem on January 27, 1991 at Super Bowl XXV in Tampa. For those old enough to remember, we were fighting the first Gulf War and patriotism was at its peak. Her voice, the military and the flyover set a standard that may never be repeated. For me, you can play her rendition at every sporting event for the next 20 years and I'll still get goosebumps. If you haven't heard it, go to YouTube. The last 10-15 years were troubled ones, but it doesn't take away from the talent that she shared willingly for so many years dating back to her teens.
Every organization has to deal with death. I have my job today because of the untimely death of a good man. All large organizations face this. As leaders, let's remember the contributions of the individual and not the blemishes. Let's remember the family man or working mom that tries to balance work and the rest of her life. Let's remember the traits that should be a model for others. As with those who had troubled lives and died too soon, Whitney Houston's troubles will be exposed once again for others to review. I would like to acknowledge the issues, but focus on the beautiful voice that still brings tears to my eyes 20 years after singing the National Anthem at that Super Bowl. RIP Whitney Houston.
Every organization has to deal with death. I have my job today because of the untimely death of a good man. All large organizations face this. As leaders, let's remember the contributions of the individual and not the blemishes. Let's remember the family man or working mom that tries to balance work and the rest of her life. Let's remember the traits that should be a model for others. As with those who had troubled lives and died too soon, Whitney Houston's troubles will be exposed once again for others to review. I would like to acknowledge the issues, but focus on the beautiful voice that still brings tears to my eyes 20 years after singing the National Anthem at that Super Bowl. RIP Whitney Houston.
Saturday, February 11, 2012
A Fine Line
It hasn't been a good couple of weeks for two athletes. Last Sunday, just after the Super Bowl ended, the Patriots went to a party that had been set up for them. I don't know where it was held but clearly there was a lot of alcohol, food and dancing. Star tight end, Rob Gronkowski, suffered through the game with a high ankle sprain and was not effective. He worked hard to get it ready for the Super Bowl but he just wasn't the same guy. Too bad they didn't prime him with alcohol and played loud music. That was the elixir he apparently needed. At the aforementioned party, Gronkowski danced the night away with little regard to his ankle which of course was caught on video. I guess he got over the game pretty quickly. He had surgery this week with multiple torn ligaments. I wonder if any more were torn on the dance floor.
Sadly, Josh Hamilton had another relapse with alcohol. It has been well documented that alcohol is his demon that has lead to drug abuse and other issues. It's clear that he can't be at a bar or place where drinks are served. It's too much of a temptation. He is an incredibly talented young man that has been fighting this disease for many years. Who know what kind of stats he could have built up without the suspensions, injury and recovery.
What does this have to do with leadership-everything. There is a fine line between personal and professional behavior. While we as organization leaders usually can't probe into one's personal life-we have to take action when it negatively affects their professional life. The Texas Rangers hire a handler to watch over Hamilton. The Patriots have had to answer questions all week about the choices Gronkowski made after the game. We all must give our employees the tools to deal with personal issues. Sometimes they're the same ones used in the workplace such as goal setting, organizing and setting expectations. In most cases, an employee in a good place personally performs better professionally.
Very often we behave differently in the work place and outside it. Perhaps the discipline of the work place and the good habits it brings would help bring order to our personal lives. Bringing order to our lives, helping to set priorities and creating balance will make us more productive and fulfilled. Good luck Mr. Hamilton and Mr. Gronkowski.
Sadly, Josh Hamilton had another relapse with alcohol. It has been well documented that alcohol is his demon that has lead to drug abuse and other issues. It's clear that he can't be at a bar or place where drinks are served. It's too much of a temptation. He is an incredibly talented young man that has been fighting this disease for many years. Who know what kind of stats he could have built up without the suspensions, injury and recovery.
What does this have to do with leadership-everything. There is a fine line between personal and professional behavior. While we as organization leaders usually can't probe into one's personal life-we have to take action when it negatively affects their professional life. The Texas Rangers hire a handler to watch over Hamilton. The Patriots have had to answer questions all week about the choices Gronkowski made after the game. We all must give our employees the tools to deal with personal issues. Sometimes they're the same ones used in the workplace such as goal setting, organizing and setting expectations. In most cases, an employee in a good place personally performs better professionally.
Very often we behave differently in the work place and outside it. Perhaps the discipline of the work place and the good habits it brings would help bring order to our personal lives. Bringing order to our lives, helping to set priorities and creating balance will make us more productive and fulfilled. Good luck Mr. Hamilton and Mr. Gronkowski.
Monday, January 30, 2012
The Dog Days
Everyone says that July and August are the dog days. Sure, in most parts of the country it's hot and the heat is oppressive. As bad as the combination of heat and humidity can be in Philadelphia, I look at February as the dog days of the sports world. The hype for the Super Bowl is bad, but it's nothing compared to the Pro Bowl. That is unwatchable. Baseball won't be meaningful for at least two months. Hockey is OK, but I've not invested time in knowing the players. Pro basketball is hideous and golf means nothing until the Masters. College basketball won't heat up until March. What's a person to do?
Like it or not, much of our free time is spent watching or discussing our local sports teams. Now, there is no buzz, no excitement or no energy around any of the teams. A good scandal will last for a couple of weeks-but that gets tedious too.
As leaders we need to guard against this same issue. In all long term projects, there's a point where energy wanes and motivation is limited. It seems that teams and individuals are plodding the same worn plans day in and day out. My friends at Catholic Leadership Institute taught me that to maximize performance, you need to continually improve your skills but also be energized about your work. Leaders need to help teams stay fresh and understand that both energy and ability need attention.
Pitchers and catchers will report soon. That may be enough to get me through February. What will it take for you and your teams?
Like it or not, much of our free time is spent watching or discussing our local sports teams. Now, there is no buzz, no excitement or no energy around any of the teams. A good scandal will last for a couple of weeks-but that gets tedious too.
As leaders we need to guard against this same issue. In all long term projects, there's a point where energy wanes and motivation is limited. It seems that teams and individuals are plodding the same worn plans day in and day out. My friends at Catholic Leadership Institute taught me that to maximize performance, you need to continually improve your skills but also be energized about your work. Leaders need to help teams stay fresh and understand that both energy and ability need attention.
Pitchers and catchers will report soon. That may be enough to get me through February. What will it take for you and your teams?
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