It's taken a couple extra days to compose this year end blog. I want to end on a good note. There are many players, coaches and executives out there that embody the good in sports and really are role models. To help put this together, I've asked my friends, David Kot, Ken Glenn, Melissa Squarcia and Patrick Curry to participate. I appreciate their efforts and have noted their input below. Keep in mind, any of these folks could fall from grace (see Tiger Woods) at any time. This is based on what we know. In general, I've selected people who provide inspiration to others and help them achieve at higher levels.
Roger Barta, Head Football Coach for the Smith Center, KS Redmen
Coach Barta has coached the Smith Center Redmen for over 30 years compiling a 289 - 58 record. His team has won eight state championships in a town of less than 1,500. His team had a record 80 game winning streak broken in the 2009 championship game. Coach Barta and his team are the subject of a great read: Our Boys: A Perfect Season on the Plains with the Smith Center Redmen by Joe Drape. Coach Barta is a great teacher and has led by example all his life. Read the book, it will all make sense.
Kris O'Dowd, Center, University of Southern California
Kris is a late addition to my list but no less worthy. I was watching ESPN while wrapping presents on Thursday when I saw the story of twelve year old Jake Olson. Jake is twelve and has battled cancer since his birth. It took his left eye when he was one. Over the next 12 years, the cancer came back 8 times. Finally, he had to have his right eye removed. Jake played center for his flag football team and became friends with Kris O'Dowd Southern Cal's center. He came to practices and O'Dowd took him under his wing. Kris was there before the surgery and has provided support since then. Kudos for looking beyond himself and understanding the impact he can have as an athlete. Follow the story on ESPN.
Tony Dungy, Retired Football Player and Coach
This is a good man, was a great coach, and now is the official rehabilitator of wayward athletes. He is a wonderful man who has shown us the pain of losing a son to suicide and knew when to hang it up. He continues to teach us right from wrong. My friend, Patrick Curry, lobbied hard for him. Coach Dungy needs to be careful not to get overexposed.
Toby Gerhart, Running Back, Stanford Cardinal
My friend Ken Glenn is passionate about this guy. The east coast didn't see much of Toby, but he has compiled impressive statistics over his four year at Stanford. He came in second in the Heisman and finished first in rushing yards (1,726) and touchdowns (26). He won numerous awards for football and plays baseball for the Cardinal. He will graduate in 2010 with a Management Science and Engineering degree. You get the feeling he can do anything he puts his mind to. He seems humble and focused. Keep an eye on this young man!
Derek Jeter, Shortstop, New York Yankees
He will go down as one of the most admired players in the history of baseball. Even Red Sox fans have to admire the "Captain." He set the Yankee record for hits this year in addition to having one of his best seasons. He is a person who goes out every day and hustles, works hard and achieves results. He will be a first ballot hall-of-famer. He also runs the "Turn 2 Foundation" and has given out over $10 million since 1996 to kids programs in Kalamazoo, MI, New York and Tampa. These grants help kids "turn 2" a more positive lifestyle.
Charlie Manuel, Manager, Philadelphia Phillies
He is a personal favorite. He has no airs and few expectations other than to win. He wants his ballplayers to hustle and think every play. I was one of the first to boo the decision to hire him in 2004. Boy, was I wrong! He has taken on sportswriters and members of his team when they don't perform or make the effort. The results, three straight years of playoffs, two trips to the World Series and a World Championship in 2008. He guided the team to the World Series in 2009 having to contend with a slumping Jimmy Rollins, the death of Harry Kalas, and a bullpen held together with rubber bands and bailing wire. Great leadership from a great man.
Michael Oher, Offensive Tackle, Baltimore Ravens
His life story (to date) is detailed in the book and movie, "The Blind Side" by Michael Lewis. His story is incredible. He is one of 13 kids left by his parents to fend for themselves. He gets taken in by a wealthy family who raises him to be a good kid and excellent football player. The Tuohy's of Memphis probably deserve their own posting. He proves that a positive attitude, hard work, and the help of others will help bring success. He was the 23rd pick in the 2009 draft by the Ravens. He played college ball at Ole Miss.
Tim Tebow, Quarterback, University of Florida
My initial thought is he's too good to be true. His performance and leadership to date are unparalleled. He has led the University of Florida to a national championship in 2008. He came back in 2009 for his senior year and played well. He is a great student, athlete and person. His eye black with scripture readings is the real deal. My friend Melissa Squarcia made the suggestion and convinced me to add him to the list. Good choice!
Ed Thomas, Deceased, Football Coach, Aplington-Parkersburg High School (Iowa)
We read about Ed Thomas with great sadness last summer when an ex-football player came and shot Coach Thomas. He died of his wounds. He is hailed as a hero in his community by leading the effort to bring the town back after a tornado in 2008. He won 292 games in 37 seasons. He was more than a coach, he was role model for the kids and the town. Follow this link to the story in Sports Illustrated. Indeed, a good man down.
Kay Yow, Deceased, Basketball Coach, North Carolina State Women's Team
Kay won 737 games over a 38 year career as a women's basketball coach. She won 680 games for the lady Wolfpack. She fought a valiant bout against cancer for over 20 years but it ultimately took her life in January. She coached nearly to the end as she took a leave of absence in early January and died January 24th. She is a hero to all that played for her. She taught women how to win and showed all of us how to live. Her moving farewell brought over 1,400 mourners to tears and cemented her reputation as a teacher, motivator, and ultimately healer. Rest in peace. See the video on youtube.
There are thousands of people making a difference every day, these are but 10 that made my list. So many are in the shadows that is takes a tragedy to uncover their impact. There are role models for all of us. Be one yourself!
Here's to a great 2010. Thank you for following this blog and the comments I've received. We'll pick it up in January. Happy Holidays to all!
Thursday, December 24, 2009
Monday, December 14, 2009
Here We Go Again!
I found myself struggling for a topic this week. I was thinking about some of the positives in the sports world and decided that would be my last blog of the year. Yesterday, my son and I sat down to watch the Saints/Falcons game when within minutes, the idea came to me!
On Thursday evening around 10:45 pm, Jonathan Babineaux, starting defensive tackle for the Atlanta Falcons was pulled over and arrested for possession of 40 grams of marijuana along with some minor vehicle issues like too much tint on his windows, driving without a license, and an expired tag. He will now fall under the NFL's substance abuse policy because he had more than an ounce of marijuana in his possession.
Given this situation, some teams and coaches would sit the player as a statement that this alleged behavior won't be tolerated. Not the Falcons. They played their star lineman against the Saints and he recorded three tackles and a quarterback hurry. Coach Mike Smith of the Falcons had this comment: "First and foremost, anytime one of our guys show up in a negative light, I am and we are as an organization disappointed. With that said, this is a process that the league and the legal system goes through. We are going to let that process run its course."
In other words, Jonathan plays until the League says he can't or he's convicted of possession-whichever comes first. Two issues here: The Falcons should set the standards for their team and what is the example they are setting?
Most organizations have employee handbooks that describes and defines what's right, fair and tolerated. It will also describe the process by which deviations from appropriate behavior will be addressed. I'm sure the Falcons have a similar handbook, made more complicated by the Player's Union. The intent of these handbooks is to set the tone and expectations of an organization. It creates an overall sense of discipline. Once known, most if not all employees follow the rules or work to get them modified if they appear onerous. In the private sector, an employee who was arrested would still be able to work until decisions were made through the legal process. But, an arrest would follow them for a period of time as they filled out applications for credit or a new job. What message are the Falcons sending by allowing him to play? They could have sat him for a quarter, half or the whole game to let the rest of the team know that a player, no matter how good, has a responsibility to the team to be at their best. This certainly means not being arrested!
Good organizations set the tone for high expectations. The Falcons will continue to mire in mediocrity until they get their house in order and instill discipline in the clubhouse.
On Thursday evening around 10:45 pm, Jonathan Babineaux, starting defensive tackle for the Atlanta Falcons was pulled over and arrested for possession of 40 grams of marijuana along with some minor vehicle issues like too much tint on his windows, driving without a license, and an expired tag. He will now fall under the NFL's substance abuse policy because he had more than an ounce of marijuana in his possession.
Given this situation, some teams and coaches would sit the player as a statement that this alleged behavior won't be tolerated. Not the Falcons. They played their star lineman against the Saints and he recorded three tackles and a quarterback hurry. Coach Mike Smith of the Falcons had this comment: "First and foremost, anytime one of our guys show up in a negative light, I am and we are as an organization disappointed. With that said, this is a process that the league and the legal system goes through. We are going to let that process run its course."
In other words, Jonathan plays until the League says he can't or he's convicted of possession-whichever comes first. Two issues here: The Falcons should set the standards for their team and what is the example they are setting?
Most organizations have employee handbooks that describes and defines what's right, fair and tolerated. It will also describe the process by which deviations from appropriate behavior will be addressed. I'm sure the Falcons have a similar handbook, made more complicated by the Player's Union. The intent of these handbooks is to set the tone and expectations of an organization. It creates an overall sense of discipline. Once known, most if not all employees follow the rules or work to get them modified if they appear onerous. In the private sector, an employee who was arrested would still be able to work until decisions were made through the legal process. But, an arrest would follow them for a period of time as they filled out applications for credit or a new job. What message are the Falcons sending by allowing him to play? They could have sat him for a quarter, half or the whole game to let the rest of the team know that a player, no matter how good, has a responsibility to the team to be at their best. This certainly means not being arrested!
Good organizations set the tone for high expectations. The Falcons will continue to mire in mediocrity until they get their house in order and instill discipline in the clubhouse.
Saturday, December 5, 2009
It's Always the Cover Up!
What a week it's been. Every day since Black Friday we have woken up with news of alleged "transgressions" by Tiger Woods. It all began with the accident in the wee hours of the morning. Improbably, Tiger was saved by his wife Elin who "courageously" used a golf club (apparently one was handy) to break the glass in the back of the SUV Tiger was driving when he hit as many immovable objects as possible in his neighborhood. Elin then dragged him out of the car and waited for the paramedics to arrive. I suppose that when you break the glass in the back of a vehicle, it unlocks all the doors so the person "trapped" can get out. Kids, don't try this at home!
It appears the reality is that Tiger had some "transgressions" which he is deeply sorry for and has publicly apologized to his family on his website. In the meantime, we are led to believe he and Elin are re-negotiating their pre-nuptial agreement in an attempt to "save the marriage" so Elin will stay at least two more years. Does this mean she'll be a free agent in 2012?
Let's look at the facts. Tiger Woods wrecked his car at 2:30 in the morning after Thanksgiving. Does anything positive happen when people are out at 2:30? What happened after that appears to be an attempted cover up by the Woods family and advisers to create positive spin and save Tiger's image. Unfortunately, there are folks out there who kept some voice mails that seem to indicate some "transgressions" have taken place.
All this is none of our business. Unfortunately, Tiger and his team have made it our business. They have tried to cover up what really happen. It's the cover up that we can't stand. Athletes, politicians, stars, business tycoons and regular folks have trouble coming clean. Wouldn't Richard Nixon have been better off by explaining that his overzealous re-election team crossed the line and they have been fired?
In business, many feel that others can't handle the truth (see Jack Nicholson in "A Few Good Men"). Instead, we lie, understate, and cover up. Most of us can overcome a mistake or lapse in judgement. None of us can survive a cover up gone wrong. Eventually, the truth survives.
As leaders, we need to create and foster an atmosphere that promotes responsibility and the room for people to make mistakes. If the organization can create that accountability where the person admits a mistake, explains how it will be corrected, and is allowed to move on with their plan-then the organization will thrive. Are you aiding and abetting a cover up or promoting an atmosphere of trust, challenge and openness? Create Tiger's, not Cheetah's!
It appears the reality is that Tiger had some "transgressions" which he is deeply sorry for and has publicly apologized to his family on his website. In the meantime, we are led to believe he and Elin are re-negotiating their pre-nuptial agreement in an attempt to "save the marriage" so Elin will stay at least two more years. Does this mean she'll be a free agent in 2012?
Let's look at the facts. Tiger Woods wrecked his car at 2:30 in the morning after Thanksgiving. Does anything positive happen when people are out at 2:30? What happened after that appears to be an attempted cover up by the Woods family and advisers to create positive spin and save Tiger's image. Unfortunately, there are folks out there who kept some voice mails that seem to indicate some "transgressions" have taken place.
All this is none of our business. Unfortunately, Tiger and his team have made it our business. They have tried to cover up what really happen. It's the cover up that we can't stand. Athletes, politicians, stars, business tycoons and regular folks have trouble coming clean. Wouldn't Richard Nixon have been better off by explaining that his overzealous re-election team crossed the line and they have been fired?
In business, many feel that others can't handle the truth (see Jack Nicholson in "A Few Good Men"). Instead, we lie, understate, and cover up. Most of us can overcome a mistake or lapse in judgement. None of us can survive a cover up gone wrong. Eventually, the truth survives.
As leaders, we need to create and foster an atmosphere that promotes responsibility and the room for people to make mistakes. If the organization can create that accountability where the person admits a mistake, explains how it will be corrected, and is allowed to move on with their plan-then the organization will thrive. Are you aiding and abetting a cover up or promoting an atmosphere of trust, challenge and openness? Create Tiger's, not Cheetah's!
Friday, November 27, 2009
Retirement, Resignation or POI
Happy Thanksgiving to all and welcome to the Holidays. Thanksgiving Day gave most of us a chance to take a break from our typical days and enjoy friends and family and give thanksgiving for what we have or what we can do. Enjoy the season.
The Holiday weekend began with Allen Iverson, late of the Memphis Grizzlies, announcing his retirement. It appears Iverson is frustrated that he can't find a team that will allow him to start so he's taking his ball and going home. He is a first ballot hall of famer who holds many scoring records. He also brings significant baggage with him at each stop. Philadelphians put up with good Allen and bad Allen for nearly 10 years as a 76er before being traded to the Denver Nuggets. If he's not playing, he's a disruption. I know he could bring values to a team, but he needs to take the role of elder statesman, teach others and contribute when called on. Many athletes face this point in their career.
Athletes aren't the only ones who face a role change as careers advance. Employees face this dilemma frequently due to the flattening of the organization and people staying in their job and potentially blocking advancement of higher potential employees. We have seen many jobs eliminated the last 18 months as associates have been given early retirement, retired, or POI'd. Being POI'd is a polite way of saying your contributions are no longer needed. Thus the employee is leaving to "Pursue Other Interests." In my experience, this is code for the employee being terminated, either for cause or they are no longer a fit. On occasion, it's the employees' decision, but not usually.
Employees need to properly assess their contributions with the help of management. In many cases, their ability to stay employed may be a result of their flexibility in assignments, willingness to mentor and ability to utilize their skills in a different way. This is not necessarily an age issue, but an issue for those in their jobs for a long time. Employees need to make the choice on their career, but they also need to understand their role and be willing to assist where they can best serve.
The Holiday weekend began with Allen Iverson, late of the Memphis Grizzlies, announcing his retirement. It appears Iverson is frustrated that he can't find a team that will allow him to start so he's taking his ball and going home. He is a first ballot hall of famer who holds many scoring records. He also brings significant baggage with him at each stop. Philadelphians put up with good Allen and bad Allen for nearly 10 years as a 76er before being traded to the Denver Nuggets. If he's not playing, he's a disruption. I know he could bring values to a team, but he needs to take the role of elder statesman, teach others and contribute when called on. Many athletes face this point in their career.
Athletes aren't the only ones who face a role change as careers advance. Employees face this dilemma frequently due to the flattening of the organization and people staying in their job and potentially blocking advancement of higher potential employees. We have seen many jobs eliminated the last 18 months as associates have been given early retirement, retired, or POI'd. Being POI'd is a polite way of saying your contributions are no longer needed. Thus the employee is leaving to "Pursue Other Interests." In my experience, this is code for the employee being terminated, either for cause or they are no longer a fit. On occasion, it's the employees' decision, but not usually.
Employees need to properly assess their contributions with the help of management. In many cases, their ability to stay employed may be a result of their flexibility in assignments, willingness to mentor and ability to utilize their skills in a different way. This is not necessarily an age issue, but an issue for those in their jobs for a long time. Employees need to make the choice on their career, but they also need to understand their role and be willing to assist where they can best serve.
Sunday, November 22, 2009
Awards and Recognition
This past week, baseball gave out several awards for achievement during the 2009 season. We had both leagues Cy Young award winners announced, Tim Lincecum of the Giants and Zack Greinke of the Royals. The respective Managers of the Year were also announced, Jim Tracy of the Rockies and Mike Scioscia of the Angels. Next week the leagues Most Valuable Players (MVP) will be announced which should bring award season to a close.
All of these men were deserving, but are were there others that could/should have won? The answer is an obvious yes! Chris Carpenter and Adam Wainwright could make cases for a National League Cy Young. CC Sabathia and Felix Hernandez could easily have won in the American League. I'm sure their fans howled a bit when Greinke was announced. On a personal level, I felt that Charlie Manuel, the Phillies manager, warranted a better showing than 6th place in the voting. He took his team back to the playoffs (the voting occurs before post season), he juggled his starters and bullpen all season, Jimmy Rollins didn't hit until June, and he lead the team through the death of Harry Kalas in April. Jim Tracy was the obvious winner in taking the Rockies to the playoffs, but Charlie deserved better.
This is the struggle we all face in organizations. How do you choose the best? What are the criteria for employee of the month or special recognition? This is a mine field! Every organization has employee recognition at the top of their list, but few execute it well. My experience is that there are more disgruntled employees as a result of the recognition process.
To do it well, you must identify the requirements, model the appropriate behavior and be firm about expectations. You must stay away from "favorites" and focus on results. Identifying requirements isn't easy in practice. This is the same for promotions. I know what I mean when I say the person must be proactive, do projects that affect the entire organization and have poise and confidence. The problem is, my definition is probably different than the person I'm coaching. I need to use examples and be diligent in pointing out those behaviors that meet the organizational definitions.
Recognition is critically important and must be done. Be deliberate and purposeful in your methodology in order to get the desired results.
All of these men were deserving, but are were there others that could/should have won? The answer is an obvious yes! Chris Carpenter and Adam Wainwright could make cases for a National League Cy Young. CC Sabathia and Felix Hernandez could easily have won in the American League. I'm sure their fans howled a bit when Greinke was announced. On a personal level, I felt that Charlie Manuel, the Phillies manager, warranted a better showing than 6th place in the voting. He took his team back to the playoffs (the voting occurs before post season), he juggled his starters and bullpen all season, Jimmy Rollins didn't hit until June, and he lead the team through the death of Harry Kalas in April. Jim Tracy was the obvious winner in taking the Rockies to the playoffs, but Charlie deserved better.
This is the struggle we all face in organizations. How do you choose the best? What are the criteria for employee of the month or special recognition? This is a mine field! Every organization has employee recognition at the top of their list, but few execute it well. My experience is that there are more disgruntled employees as a result of the recognition process.
To do it well, you must identify the requirements, model the appropriate behavior and be firm about expectations. You must stay away from "favorites" and focus on results. Identifying requirements isn't easy in practice. This is the same for promotions. I know what I mean when I say the person must be proactive, do projects that affect the entire organization and have poise and confidence. The problem is, my definition is probably different than the person I'm coaching. I need to use examples and be diligent in pointing out those behaviors that meet the organizational definitions.
Recognition is critically important and must be done. Be deliberate and purposeful in your methodology in order to get the desired results.
Sunday, November 15, 2009
The "T" in Team
This week, the University of Chicago played their last football game of the season. It was a good season and ended on a winning note with a 24-7 win over the Tartans of Carnegie-Mellon. Both schools have a rich history of academic excellence. The University of Chicago has a storied football past as a charter member of the Big Ten and boasts the first Heisman Trophy winner in Jay Berwanger.
Yesterday's game was a match up of two Division III teams, neither a powerhouse, but neither a doormat. It was a good game on a beautiful Saturday afternoon in Chicago. As an added bonus, the Maroons (University of Chicago) honored their six seniors who played their last game. For many Division III schools, there are fewer seniors due to the changing priorities, schedules and injuries. A freshman class of 20 may net out to few than 10 seniors. Most who play Division III are student athletes looking to play another 40 games, enjoy the fraternity of the team, and want an athletic outlet for their competitive drive. Maroon football does all that and more. While most think they could have won a couple more games, it was still a successful season. They were 5-4, celebrated their 40th anniversary of bringing football back (follow this link to a great story on espn.com), and many team members won league and Division III honors.
More than all the successes listed, Joan and I were delighted at the spirit and dedication of a number of players. They aren't starters, but they make the starters better; they play sparingly, but they play with heart; they cheer from the sidelines, but when they're in the game, their teammates cheer heartily for them. These are the teammates every organization needs. They are the proud, the dedicated, service oriented men and women that don't get the limelight, but don't mind sharing it for their team or organization. They know the harder they work, the better the team performs. They are students of the game, the organization and their profession. They are the "T" in team.
Joan and I are proud to be parents of a University of Chicago football player and student. We are also proud of his contributions to his team.
Yesterday's game was a match up of two Division III teams, neither a powerhouse, but neither a doormat. It was a good game on a beautiful Saturday afternoon in Chicago. As an added bonus, the Maroons (University of Chicago) honored their six seniors who played their last game. For many Division III schools, there are fewer seniors due to the changing priorities, schedules and injuries. A freshman class of 20 may net out to few than 10 seniors. Most who play Division III are student athletes looking to play another 40 games, enjoy the fraternity of the team, and want an athletic outlet for their competitive drive. Maroon football does all that and more. While most think they could have won a couple more games, it was still a successful season. They were 5-4, celebrated their 40th anniversary of bringing football back (follow this link to a great story on espn.com), and many team members won league and Division III honors.
More than all the successes listed, Joan and I were delighted at the spirit and dedication of a number of players. They aren't starters, but they make the starters better; they play sparingly, but they play with heart; they cheer from the sidelines, but when they're in the game, their teammates cheer heartily for them. These are the teammates every organization needs. They are the proud, the dedicated, service oriented men and women that don't get the limelight, but don't mind sharing it for their team or organization. They know the harder they work, the better the team performs. They are students of the game, the organization and their profession. They are the "T" in team.
Joan and I are proud to be parents of a University of Chicago football player and student. We are also proud of his contributions to his team.
Thursday, November 5, 2009
Second Chances
Being a Phillies fan, it might seem natural to write this week's blog on the World Series. There are many lessons in the games of the last week. The baseball season has ended and now baseball fans look forward to the Hot Stove League that will carry us to spring training. Instead of a World Series entry, I found a more compelling story in Sports Illustrated last week. Here it is.
Those who follow this blog (thanks to all of you) may recall an entry on the new Oregon Duck football coach Chip Kelly. His star running back punched a Boise State running back after their first game then taunted the fans (the game was held at Boise State). The Ducks lost and Coach Kelly had some decisions to make. I was impressed he suspended his running back, LeGarrette Blount, but kept him on the team and allowed him to practice. In addition, his scholarship was not taken away.
Fast forward to this past weekend where the Ducks crushed the USC Trojans. This is no small feat as the Trojans are usually in the hunt for the National Championship. They beat them handily, 47-20. It seems the Ducks have moved on without Mr. Blount, in fact they've gone undefeated since his suspension. The Sports Illustrated article (November 2nd) detailed their season leading up to last week's game. The article also caught us up on LeGarrette's activities since the suspension. First, he asked Coach Kelly if he could call Boise State coach Chris Peterson and linebacker Byron Hout (whom he punched) to apologize which he did. Second, Coach Kelly consulted Kermit Washington, Tony Dungy and Harry Edwards who have counseled Blount. Third, Blount sent a letter of apology to the Oregon student newspaper. Fourth, Blount is a regular visitor to at-risk youth centers. He is going to class, being a leader at practice, and just might be reinstated this season. I was impressed at the punishment in September and even more impressed at the results. I hope this is a long-term change in behavior and will be a case study for the future. Blount should have been suspended. But Coach Kelly knew that throwing him off the team would devastate the young man and not provide a life lesson.
How about your organization. What are you doing with the misfits, bad boys and girls, poor performers? As I've said before, people don't get out of bed in the morning with the desire to mess up your organization. Something institutional may be going on that requires appreciative inquiry, counseling and constant attention. Is it worth it? Ask LeGarrette Blount. I can only guess his answer. Well done Coach Kelly! Let's hope LeGarrette's behavior allows him to play one more time before his eligibility is up.
Those who follow this blog (thanks to all of you) may recall an entry on the new Oregon Duck football coach Chip Kelly. His star running back punched a Boise State running back after their first game then taunted the fans (the game was held at Boise State). The Ducks lost and Coach Kelly had some decisions to make. I was impressed he suspended his running back, LeGarrette Blount, but kept him on the team and allowed him to practice. In addition, his scholarship was not taken away.
Fast forward to this past weekend where the Ducks crushed the USC Trojans. This is no small feat as the Trojans are usually in the hunt for the National Championship. They beat them handily, 47-20. It seems the Ducks have moved on without Mr. Blount, in fact they've gone undefeated since his suspension. The Sports Illustrated article (November 2nd) detailed their season leading up to last week's game. The article also caught us up on LeGarrette's activities since the suspension. First, he asked Coach Kelly if he could call Boise State coach Chris Peterson and linebacker Byron Hout (whom he punched) to apologize which he did. Second, Coach Kelly consulted Kermit Washington, Tony Dungy and Harry Edwards who have counseled Blount. Third, Blount sent a letter of apology to the Oregon student newspaper. Fourth, Blount is a regular visitor to at-risk youth centers. He is going to class, being a leader at practice, and just might be reinstated this season. I was impressed at the punishment in September and even more impressed at the results. I hope this is a long-term change in behavior and will be a case study for the future. Blount should have been suspended. But Coach Kelly knew that throwing him off the team would devastate the young man and not provide a life lesson.
How about your organization. What are you doing with the misfits, bad boys and girls, poor performers? As I've said before, people don't get out of bed in the morning with the desire to mess up your organization. Something institutional may be going on that requires appreciative inquiry, counseling and constant attention. Is it worth it? Ask LeGarrette Blount. I can only guess his answer. Well done Coach Kelly! Let's hope LeGarrette's behavior allows him to play one more time before his eligibility is up.
Friday, October 30, 2009
Making Assumptions
We all do it-we make assumptions about situations in life and more often than not its not true or backfires. An assumption occurs when we take something for granted without proof. Over the past several weeks we have all watched the baseball playoffs. As you know, many assumptions have been made by announcers, critics and fans about all the playoff teams. Here are a few that I heard:
- Jonathon Broxton is unhittable. Perhaps he is at Dodger Stadium. The announcers on TBS said all the Dodgers had to do was get to Broxton and the Phillies would be toast. Broxton walks Matt Stairs, hits Carlos Ruiz and allows a walk-off hit to Jimmy Rollins in game four of the NLCS.
- CC Sabathia will get the Yankees off to a good start. He pitched ok, but gave up two home runs to Chase Utley (see below). The Phillies went on to win 6-1 and took the lead in the series (it has since been tied).
- Chase Utley is worn out and creates a hole in the Phillies line up. Mr. Utley hits two home runs in his first two at bats against Sabathia.
- Jonathan Papelbon doesn't lose at Fenway Park. He gave up two runs in the eighth inning of game three and blew the save and game in the ninth as the Angels swept the Red Sox.
In baseball, every situation is different. The playoffs are pressure packed and unless you look at the situation in its entirety, you may miss something that will change your thought process. In each case above, there were variables that the pundits missed causing them to make an assumption that was incorrect.
Isn't this true in life and in the workplace. We make assumptions all the time about a person, department, management. Often, it is a cover up for your own failings and creates the blame game. Look at each situation in a new light. Analyze all the variables and give people the opportunity to react in their own way before you burden them with your opinion. Assumptions do make an a_ _ out of you and me. Do yourself a favor-stop making them!
Friday, October 23, 2009
Knowing Your Role
This week's blog comes from my business partner, Tom Charno. He suggested the title after watching the fourth game of the National League Championship Series. As you probably know, the Phillies won their second National League Championship on Wednesday and are going back to the World Series. We saw the Phils play three games this week. While games three and five were blowouts (nonetheless enjoyable), game four was one for the ages. For an excellent historical perspective, read Jason Stark's article on ESPN.com. In that game, Jimmy Rollins, the Phillies shortstop, hit a triple in the gap toward right field to score Eric Bruntlett and Carlos Ruiz. Bruntlett was pinch-running for Matt Stairs who drew a walk pinch hitting for Pedro Feliz. Rollins was the hero, but the win spoke as much about the other three players, Stairs, Ruiz and Bruntlett.
Players who don't start and come off the bench are often called role players. In the case of Bruntlett and Stairs, they know their role is to pinch hit (Stairs) or pinch run or play the field (Bruntlett). They have no expectations of starting and must be ready at all times to come off the bench and perform. On Monday night, they did just that. Matt Stairs coaxed a walk off the Dodgers pitcher to get on base with one out. Carlos Ruiz, the starting catcher who morphs into "Senor Octubre" in the playoffs got hit by a pitch. Greg Dobbs, another pinch hitting role player, lined out to third for the second out. Two on, two out and Jimmy Rollins performs his magic, Bruntlett and Ruiz score. Phillies Win! A great game won by Rollins' hit but made possible by the role players. A true team effort.
How about your organization? Do you have role players? Do you have team members who know the reason they're in the organization and perform their duties without complaint and at a high level? For an organization to succeed, they need to have a vision and leaders who motivate their team to execute toward that vision. The daily execution is performed by role players who understand what they need to do day in and day out. Often this is called "blocking and tackling" because of the fundamental aspect of the job. Leaders were once role players who performed well and rose in the company. Some make careers out of being role players. No shame at all in that. In fact, some of the finest people I've worked with take pride in performing their role and being an important part of the company.
Does your organization have role players? Do they know their role? If not, make it a point to explain their value, what they need to do, and give them the tools to perform their best every day!
Players who don't start and come off the bench are often called role players. In the case of Bruntlett and Stairs, they know their role is to pinch hit (Stairs) or pinch run or play the field (Bruntlett). They have no expectations of starting and must be ready at all times to come off the bench and perform. On Monday night, they did just that. Matt Stairs coaxed a walk off the Dodgers pitcher to get on base with one out. Carlos Ruiz, the starting catcher who morphs into "Senor Octubre" in the playoffs got hit by a pitch. Greg Dobbs, another pinch hitting role player, lined out to third for the second out. Two on, two out and Jimmy Rollins performs his magic, Bruntlett and Ruiz score. Phillies Win! A great game won by Rollins' hit but made possible by the role players. A true team effort.
How about your organization? Do you have role players? Do you have team members who know the reason they're in the organization and perform their duties without complaint and at a high level? For an organization to succeed, they need to have a vision and leaders who motivate their team to execute toward that vision. The daily execution is performed by role players who understand what they need to do day in and day out. Often this is called "blocking and tackling" because of the fundamental aspect of the job. Leaders were once role players who performed well and rose in the company. Some make careers out of being role players. No shame at all in that. In fact, some of the finest people I've worked with take pride in performing their role and being an important part of the company.
Does your organization have role players? Do they know their role? If not, make it a point to explain their value, what they need to do, and give them the tools to perform their best every day!
Saturday, October 17, 2009
Personal Issues-Professional Impact
Last week, Cole Hamels, Philadelphia Phillies pitcher, started the second game of the National League playoffs. He pitched five innings giving up four runs and ultimately took the loss. Not a sharp performance. We found out after the game that his wife Heidi was in labor and gave birth to a son the next morning.
Flash back one year. Donovan McNabb, Philadelphia Eagles quarterback, was benched in the second half of a game against the Baltimore Ravens after playing terribly. His play had been awful for several weeks. A couple of weeks later, his wife delivered twins. He had a great finish to the year and took the Eagles to the NFC Championship game against the Arizona Cardinals.
As sports fans, we expect that players will play at a consistently high level week in and week out. In fact, many athletes pride themselves in being able to compartmentalize personal or off field issues from game day. Personally, I don't buy it. Maybe for a few games, but not over the course of a season. It's hard to imagine you wouldn't be impacted by the birth of a child, the first pregnancy you and your wife are going through. I know I was excited and nervous for the birth of both boys.
The nuances of leadership require that you understand, appreciate and sometimes celebrate a staff member's personal life. Admittedly, results are what counts-but you also have to lead for the long run. I don't know if Phillies manager Charlie Manuel had much choice in starting Hamels against the Colorado Rockies. I do know it would take a unique individual to get on the mound and pitch knowing his wife was close to delivering their first child. Should fans hold athletes to a different standard than we would ourselves or a co-worker? A friend of mine says we should because of the millions they are paid. I say not so fast! We have to assume that personal issues will impact professional results. As leaders, we need to do what we can to be empathetic while getting the person back on track professionally.
I wish I could say that Hamels bounced back and pitched a gem against the Los Angeles Dodgers on Thursday. He pitched ok, but he'll need to improve if the Phillies are going to repeat as World Champions. Congratulations to the Hamels' family on their newborn son.
Flash back one year. Donovan McNabb, Philadelphia Eagles quarterback, was benched in the second half of a game against the Baltimore Ravens after playing terribly. His play had been awful for several weeks. A couple of weeks later, his wife delivered twins. He had a great finish to the year and took the Eagles to the NFC Championship game against the Arizona Cardinals.
As sports fans, we expect that players will play at a consistently high level week in and week out. In fact, many athletes pride themselves in being able to compartmentalize personal or off field issues from game day. Personally, I don't buy it. Maybe for a few games, but not over the course of a season. It's hard to imagine you wouldn't be impacted by the birth of a child, the first pregnancy you and your wife are going through. I know I was excited and nervous for the birth of both boys.
The nuances of leadership require that you understand, appreciate and sometimes celebrate a staff member's personal life. Admittedly, results are what counts-but you also have to lead for the long run. I don't know if Phillies manager Charlie Manuel had much choice in starting Hamels against the Colorado Rockies. I do know it would take a unique individual to get on the mound and pitch knowing his wife was close to delivering their first child. Should fans hold athletes to a different standard than we would ourselves or a co-worker? A friend of mine says we should because of the millions they are paid. I say not so fast! We have to assume that personal issues will impact professional results. As leaders, we need to do what we can to be empathetic while getting the person back on track professionally.
I wish I could say that Hamels bounced back and pitched a gem against the Los Angeles Dodgers on Thursday. He pitched ok, but he'll need to improve if the Phillies are going to repeat as World Champions. Congratulations to the Hamels' family on their newborn son.
Friday, October 9, 2009
The Agony of Defeat
On Tuesday, I watched one of the best baseball games I've ever seen. The Detroit Tigers and Minnesota Twins were tied in the American League Central Division after a full season of 162 games. A one game playoff ensued. The game was pushed to Tuesday night to accommodate the Vikings-Packers game on Monday night.
Back and forth the the game went. After nine innings, the game was still tied. It seemed that they would play well into the night when the Twins finally won in the bottom of the 12th inning. As you can imagine, the Metrodome (home of the Twins) erupted in unbridled joy as did the Twins themselves. The Tigers on the other hand were left to wonder what happened. They had a 7 game lead in early September. They had a two game lead going into the last weekend of the season. They lost 2 of 3 and the Twins swept the Royals to end up in a tie. I'm sure there were many in Detroit who thought the division crown was in the bag and were planning for the playoffs. This includes players, managers and fans. The Twins-Tigers game showed both "the thrill of victory and the agony of defeat."
The past couple of years businesses have been witnessing and feeling the agony of defeat. Long-time customers are heading for greener pastures; businesses are closing expectantly leaving their suppliers holding the bag; the big sale doesn't happen even after promises have been made to the contrary. There should be no excuse for an organization not to see the signs of a customer leaving, closing or promising one thing and doing another. It means that the organization hasn't executed as a team. They haven't developed relationships throughout the organization. We haven't asked the tough questions. Good business practices requires execution on a daily basis. Fall down one day, pick yourself up and go at it again. Allow the organization to fall down and not get up quickly will create a death spiral. Just like baseball players, organizations can't turn themselves off and on at a moment's notice. Work hard, be consistent, demand much of each other. Execute properly to avoid the agony of defeat!
Back and forth the the game went. After nine innings, the game was still tied. It seemed that they would play well into the night when the Twins finally won in the bottom of the 12th inning. As you can imagine, the Metrodome (home of the Twins) erupted in unbridled joy as did the Twins themselves. The Tigers on the other hand were left to wonder what happened. They had a 7 game lead in early September. They had a two game lead going into the last weekend of the season. They lost 2 of 3 and the Twins swept the Royals to end up in a tie. I'm sure there were many in Detroit who thought the division crown was in the bag and were planning for the playoffs. This includes players, managers and fans. The Twins-Tigers game showed both "the thrill of victory and the agony of defeat."
The past couple of years businesses have been witnessing and feeling the agony of defeat. Long-time customers are heading for greener pastures; businesses are closing expectantly leaving their suppliers holding the bag; the big sale doesn't happen even after promises have been made to the contrary. There should be no excuse for an organization not to see the signs of a customer leaving, closing or promising one thing and doing another. It means that the organization hasn't executed as a team. They haven't developed relationships throughout the organization. We haven't asked the tough questions. Good business practices requires execution on a daily basis. Fall down one day, pick yourself up and go at it again. Allow the organization to fall down and not get up quickly will create a death spiral. Just like baseball players, organizations can't turn themselves off and on at a moment's notice. Work hard, be consistent, demand much of each other. Execute properly to avoid the agony of defeat!
Thursday, October 1, 2009
Celebrations and Memories
This week, baseball teams across the land celebrated their advancement to the post season. First the Yankees, then the Cardinals, Red Sox, Angels and Phillies. We wait only for the Dodgers to win one game and the Twins and Tigers battle in the American League Central Division. Some wonder why teams celebrate getting into the playoffs. After all, it's on the first step. They know how difficult it is to win the ultimate prize, the World Series. After a season lasting six months, all teams understand the difficulties of staying healthy, performing at the highest level, and avoiding numerous pitfalls. Some known and others not fathomable.
Earlier this week, an especially poignant celebration occurred in Anaheim, California. You may remember a pitcher named Nick Adenhart. He was 23 and had earned on spot as the number three starter in the Angels rotation. In his first start, he pitched six strong innings in a game on April 8th. It was to be his last. As he and some friends were coming home from dinner they were hit by an alleged drunk driver. Adenhart died soon after from his injuries. It was a terrible loss that is still being felt by the Angels and their community. Fast forward to Monday night when the Angels clinched the American League Western Division crown. As the Angels celebrated on the field they paused then went out to celebrate in front of the Adenhart memorial in the outfield.
It is vitally important to celebrate the achievement of goals. While spraying champagne and beer over each other in your organization may not be appropriate-taking the time to mark and enjoy the achievement of milestones is. One thing that organizations universally lack is making time to savor the "win." These can last minutes or they can be done in the way of a retreat or trip. I once worked for a general manager that would have a party when the plug had been pulled on a research and development project. It was important to recognize the effort, even if the priority had shifted or the technology couldn't be developed. This did wonders for morale and told those involved that their efforts were appreciated. Don't be afraid to "pop the cork" or have a piece of cake as you achieve your goals and move your organization forward.
Earlier this week, an especially poignant celebration occurred in Anaheim, California. You may remember a pitcher named Nick Adenhart. He was 23 and had earned on spot as the number three starter in the Angels rotation. In his first start, he pitched six strong innings in a game on April 8th. It was to be his last. As he and some friends were coming home from dinner they were hit by an alleged drunk driver. Adenhart died soon after from his injuries. It was a terrible loss that is still being felt by the Angels and their community. Fast forward to Monday night when the Angels clinched the American League Western Division crown. As the Angels celebrated on the field they paused then went out to celebrate in front of the Adenhart memorial in the outfield.
It is vitally important to celebrate the achievement of goals. While spraying champagne and beer over each other in your organization may not be appropriate-taking the time to mark and enjoy the achievement of milestones is. One thing that organizations universally lack is making time to savor the "win." These can last minutes or they can be done in the way of a retreat or trip. I once worked for a general manager that would have a party when the plug had been pulled on a research and development project. It was important to recognize the effort, even if the priority had shifted or the technology couldn't be developed. This did wonders for morale and told those involved that their efforts were appreciated. Don't be afraid to "pop the cork" or have a piece of cake as you achieve your goals and move your organization forward.
Thursday, September 24, 2009
Milton Bradley is not a Board Game
As a kid, I played many a game by Milton Bradley. It seemed like every board game I had was a Milton Bradley game. Battleship, Operation, Barrel of Monkeys, Stratego, to name a few. What a difference a few (say 35) years make. In 2000 baseball star Milton Bradley hit the major leagues. He has always been a tremendous talent, but turmoil follows him wherever he goes. Since breaking into the majors, he has played for seven teams, including the Chicago Cubs this year. He had a great year for the Texas Rangers last year allowing him to sign a three year, $30 million contract prior to the season. We must assume that the Cubs thought that Bradley had turned the corner given his MVP type year in Texas. Unfortunately for all concerned, this was not the case. Let's look at Bradley's year. In April, the league suspended him for a game for bumping an umpire. In June, he threw a ball to fans after recording the second out. Clearly a problem when it takes three outs to complete an inning. In June, Cubs manager Lou Pinella sent him home after a dugout tirade. Fast forward to last week when Bradley felt compelled to complain to a local Chicago paper, the Daily Herald, that "It's not just a positive environment. I need a stable, healthy, enjoyable environment. There's too many people everywhere in your face with a microphone asking the same questions repeatedly. Everything is just bashing you. You got out there and you play harder than anybody on the field and never get credit for it. It's just negativity. And you understand why they haven't won in 100 years here, because it's negative. It's what it is." General Manager, Jim Hendry, had enough and sent him home for the season with pay.
The question is why would any organization take on a Milton Bradley, Terrell Owens, or Allen Iverson. They are all extremely talented but selfish players creating a cancer in every clubhouse they reside. In each case, with any team, it's addition by subtraction when they leave. For us in our organizations, it's important to realize that talent alone won't ensure results. At the end of the day, organizations do much better with team players who are looking to get results for the benefit of the entire organization-not just themselves. In my experience, it almost never works out for the individual performer in the long run. Their resume gets longer and longer as they wear out their welcome. Even though job movement is not the red flag as it once was-do be aware when a candidate moves every 18 months to 2 years. It probably means they can't integrate into the system. It also means you won't be able to change them either. Let buyer beware when finding talent for your organization. The prima donna may not be the best fit.
The question is why would any organization take on a Milton Bradley, Terrell Owens, or Allen Iverson. They are all extremely talented but selfish players creating a cancer in every clubhouse they reside. In each case, with any team, it's addition by subtraction when they leave. For us in our organizations, it's important to realize that talent alone won't ensure results. At the end of the day, organizations do much better with team players who are looking to get results for the benefit of the entire organization-not just themselves. In my experience, it almost never works out for the individual performer in the long run. Their resume gets longer and longer as they wear out their welcome. Even though job movement is not the red flag as it once was-do be aware when a candidate moves every 18 months to 2 years. It probably means they can't integrate into the system. It also means you won't be able to change them either. Let buyer beware when finding talent for your organization. The prima donna may not be the best fit.
Thursday, September 17, 2009
A Leader's First Test
A couple of weeks ago I was on the couch recovering from foot surgery and taking in any and all sporting events on television. As I was watching SportsCenter that Friday, the lead story was University of Oregon star running back, LeGarrette Blount, punching Boise State defensive end Byron Hout in the face. It was quite a blow and knocked Hout down. Blount was restrained but then tried to go after Boise State fans who saw the blow and taunted from the stands. Once Blount was in the locker room and calmed down, he apologized and was contrite, but the damage was done. It turns out this was the first game for Oregon coach Chip Kelly. Quite a situation for a new leader. Kelly, after consulting with the University, suspended Blount for the season effectively ending his college career. He did not end his scholarship and is allowing him to practice with the team. The message here is that unsportsmanlike conduct is not accepted, but we're going to try to make a good citizen out of him. I think it has set a good tone.
Throughout our career we are given new assignments and are tested. For some, like Chip Kelly, it is early in his tenure, for others it may take awhile. How will you react when you are tested? What message will you send? Will this be a pivotal point that your team can look to or will you be inconsistent in your decision making. Time will tell for Chip Kelly, but for any one of us, that test and re-test can come daily.
As a new leader, you want to get the facts and make a decision based on your core values, the organization's core values (hopefully they are in alignment) and what's good for the organization overall. It's a chance for you to define yourself, set boundaries, and show your style of leadership. You must look at these tests as a blueprint going forward, not unlike a court case setting the precedent for future rulings. Though these tests are hard, they have impact. In my opinion, Chip Kelly acted swiftly, did what was right for the organization, but took into account football's responsibility for LeGarrette Blount. Let's see how it plays out.
Throughout our career we are given new assignments and are tested. For some, like Chip Kelly, it is early in his tenure, for others it may take awhile. How will you react when you are tested? What message will you send? Will this be a pivotal point that your team can look to or will you be inconsistent in your decision making. Time will tell for Chip Kelly, but for any one of us, that test and re-test can come daily.
As a new leader, you want to get the facts and make a decision based on your core values, the organization's core values (hopefully they are in alignment) and what's good for the organization overall. It's a chance for you to define yourself, set boundaries, and show your style of leadership. You must look at these tests as a blueprint going forward, not unlike a court case setting the precedent for future rulings. Though these tests are hard, they have impact. In my opinion, Chip Kelly acted swiftly, did what was right for the organization, but took into account football's responsibility for LeGarrette Blount. Let's see how it plays out.
Friday, September 11, 2009
September 11th
Anyone born prior to 1995 remembers the events of September 11, 2001. It was a gorgeous morning; a bright blue sky and a chill in the air. All was perfect. So we thought. The morning turned into something out of a Tom Clancy novel with three attacks on our soil and a fourth thwarted by the heroes of Flight 93 over Pennsylvania. I will never forget that day; where I was, and the uncertainty that plagued the morning. I traveled to New York City frequently in 2001. The following week I was there and couldn't believe what I saw. From the train I saw the smoldering ruins of two great buildings. Once I arrived, there were thousands of pictures of those missing. They were all over the city, especially the train and subway stations. Families who hoped their loved ones were missing and not yet willing to admit they had perished. It was a terrible time but also a patriotic time. Briefly, this country and our allies were united in a way we may never see again.
As September 11th has become more poignant for us, it surprises me how many other events have occurred on this date. We live about five miles from the Brandywine Battlefield, a key battle in the Revolutionary War that almost took the life of George Washington and allowed the British to take Philadelphia. This battle occurred on September 11, 1777.
Other significant events on September 11th include Henry Hudson discovering Manhattan in 1609 (very ironic), the first cartoon appeared in a newspaper in 1875, the Hoover Dam is dedicated in 1936, Holland is liberated by the Allies in 1944, Florence Chadwick becomes the first woman to swim the English Channel (16 hours and 19 minutes) in 1951, and Pete Rose breaks Ty Cobb's record of 4,191 hits in 1985. Our Manager of Office Services, Sue Frantz, was at that game. Who would believe Pete would fall so far?
It is indeed a day to remember. Let us never forget the ultimate sacrifice of all the innocent people who showed up for work on this date in 2001. Let us always be thankful for the first responders and their commitment to saving lives and serving as role models for all of us.
As September 11th has become more poignant for us, it surprises me how many other events have occurred on this date. We live about five miles from the Brandywine Battlefield, a key battle in the Revolutionary War that almost took the life of George Washington and allowed the British to take Philadelphia. This battle occurred on September 11, 1777.
Other significant events on September 11th include Henry Hudson discovering Manhattan in 1609 (very ironic), the first cartoon appeared in a newspaper in 1875, the Hoover Dam is dedicated in 1936, Holland is liberated by the Allies in 1944, Florence Chadwick becomes the first woman to swim the English Channel (16 hours and 19 minutes) in 1951, and Pete Rose breaks Ty Cobb's record of 4,191 hits in 1985. Our Manager of Office Services, Sue Frantz, was at that game. Who would believe Pete would fall so far?
It is indeed a day to remember. Let us never forget the ultimate sacrifice of all the innocent people who showed up for work on this date in 2001. Let us always be thankful for the first responders and their commitment to saving lives and serving as role models for all of us.
Thursday, September 3, 2009
Hype and Hoopla
Labor Day is by far the best weekend in sports. Baseball pennant races are heating up, the US Open Tennis tournament is in full swing and most importantly, college football begins. Colleges across the country will start their seasons with much hoopla-some have dreams of a national championship. The bands will whip the fans into a frenzy and the atmosphere will be electric. This excitement will continue as long as the team keeps winning. Unfortunately, after a couple of losses, students and fans will find other things to do.
This is not much different than most organizations. How many times has an organization kicked off a new initiative with much fanfare? Members of the leadership team march out and announce that this project will change the course of the organization. Everyone needs to participate and make the initiative happen. Those listening may get fired up for a while, but as soon as obstacles are introduced, that fire cools.
The key to any new initiative is to get "wins" early. Just like a college team builds interest and enthusiasm through good play and early wins, so should an organization. Just as major college football teams pad their schedule with smaller and less talented teams, organizations should go after the easy changes. Do things "they should have done a long time ago." This is called "low hanging fruit" in the business world.
"Wins" translates to interest. Interest translates to engagement. Engagement translates to change. College football teams depend on it-why shouldn't organizations.
This is not much different than most organizations. How many times has an organization kicked off a new initiative with much fanfare? Members of the leadership team march out and announce that this project will change the course of the organization. Everyone needs to participate and make the initiative happen. Those listening may get fired up for a while, but as soon as obstacles are introduced, that fire cools.
The key to any new initiative is to get "wins" early. Just like a college team builds interest and enthusiasm through good play and early wins, so should an organization. Just as major college football teams pad their schedule with smaller and less talented teams, organizations should go after the easy changes. Do things "they should have done a long time ago." This is called "low hanging fruit" in the business world.
"Wins" translates to interest. Interest translates to engagement. Engagement translates to change. College football teams depend on it-why shouldn't organizations.
Wednesday, August 26, 2009
Unbridled Enthusiasm
Since my kids were ten, I have been an avid observer of the Little League World Series. It is the official end of summer. As the last out is recorded, my kids have known that school would start the next day. They hoped for extra innings! Both boys played on a District championship team and made it to the Regionals. That experience gave us a sense of the hard work and commitment needed to get to the World Series. What comes across the television and my experience locally is the enthusiasm and intensity. Every pitch has drama-every player, parent and specator are on the edge of their seat. They are uniquely focused on one goal-winning the Little League World Series.
What if your organization had the same enthusiasm toward your goals? Unfortunately, we're not focused on one goal, in fact we're not focused at all. How can a person, team or entire organization generate enthusiasm when each person has five to ten goals and needs the help of others (who also have five to ten goals) to accomplish them. Think of the obstacles the Little Leaguers have in accomplishing this one goal: talent, teamwork, logistics, attitudes, unselfish behaviors. How are those obstacles any different for organizations?
Each player on the team has two goals-one offensive and one defensive. That's it. Think about the power that can be generated if you only had one or two goals. Each person in the organization concentrated profitability or outreach or sales growth. Pick one or two.
We need to simplify the process and focus. Take all the energy and enthusiasm we can muster and complete the goal and achieve the rewards. Simplify and follow the lead of the kids as you complete your planning efforts for 2010. You'll be amazed at what you'll accomplish.
What if your organization had the same enthusiasm toward your goals? Unfortunately, we're not focused on one goal, in fact we're not focused at all. How can a person, team or entire organization generate enthusiasm when each person has five to ten goals and needs the help of others (who also have five to ten goals) to accomplish them. Think of the obstacles the Little Leaguers have in accomplishing this one goal: talent, teamwork, logistics, attitudes, unselfish behaviors. How are those obstacles any different for organizations?
Each player on the team has two goals-one offensive and one defensive. That's it. Think about the power that can be generated if you only had one or two goals. Each person in the organization concentrated profitability or outreach or sales growth. Pick one or two.
We need to simplify the process and focus. Take all the energy and enthusiasm we can muster and complete the goal and achieve the rewards. Simplify and follow the lead of the kids as you complete your planning efforts for 2010. You'll be amazed at what you'll accomplish.
Wednesday, August 19, 2009
Time Will Tell
I can't resist the topic of Michael Vick coming to the Eagles. Hard as I tried it just kept coming back. I thought I had something on Tuesday night when Jamie Moyer came in after a rain delay and picked up for Pedro Martinez. It's a great story and supports the professionalism of Jamie Moyer who I was critical of last week. He did a great job! Time will tell who pitches and when, but this week if off to a much better start.
Back to Michael Vick. I was shocked when the Eagles announced they had signed him for two years. I hadn't thought much about him after the commissioner gave the conditional approval to play. I never thought about him coming to Philadelphia. His signing has polarized the city in some respects. Without question, what he did was horrible! We have a dog and I can't imagine anyone treating another animal the way he and his cronies did. He claims he was caught up in it and been part of him most of his life. He's got a big PR campaign going which I'm not fond of either. Time will tell if he has turned the page. I hope he has. What has happened is that he paid his "debt to society." He was caught, put on trial and sent to prison. He was not able to earn a living and his extravagant life style was traded for prison garb. He did not lie on his "job application" as the Eagles knew exactly what they're getting. Based on all this, the question is whether he can contribute to this team. Apparently, the Eagles believe this to be the case. Time will tell.
We had an interesting follow up to this story earlier this week. An employee of the Eagles was fired earlier this year for posting to Facebook and being critical of the Eagles. At first blush, it appears that the Eagles have set a double standard. Upon further review, this is not the case. It was clear in the news report I saw that the employee flagrantly went against the Eagles' policy. It sounds like he was warned and continued to post. The Eagles terminated his employment. In my mind, he had a second chance and chose not to change his behaviors.
All we can ask of our employers is that they're fair, communicate policies and be consistent in the application of those policies. I don't know enough about the Eagles organization to know if they fit this fairness standard, but in the two cases mentioned, they have to me. Each organization must define appropriate behavior and hold all employees (especially management) to that standard. This is how a high performance culture is established. The real question for the Eagles is whether the hiring of Michael Vick challenges or enhances the culture. Again, time will tell.
Back to Michael Vick. I was shocked when the Eagles announced they had signed him for two years. I hadn't thought much about him after the commissioner gave the conditional approval to play. I never thought about him coming to Philadelphia. His signing has polarized the city in some respects. Without question, what he did was horrible! We have a dog and I can't imagine anyone treating another animal the way he and his cronies did. He claims he was caught up in it and been part of him most of his life. He's got a big PR campaign going which I'm not fond of either. Time will tell if he has turned the page. I hope he has. What has happened is that he paid his "debt to society." He was caught, put on trial and sent to prison. He was not able to earn a living and his extravagant life style was traded for prison garb. He did not lie on his "job application" as the Eagles knew exactly what they're getting. Based on all this, the question is whether he can contribute to this team. Apparently, the Eagles believe this to be the case. Time will tell.
We had an interesting follow up to this story earlier this week. An employee of the Eagles was fired earlier this year for posting to Facebook and being critical of the Eagles. At first blush, it appears that the Eagles have set a double standard. Upon further review, this is not the case. It was clear in the news report I saw that the employee flagrantly went against the Eagles' policy. It sounds like he was warned and continued to post. The Eagles terminated his employment. In my mind, he had a second chance and chose not to change his behaviors.
All we can ask of our employers is that they're fair, communicate policies and be consistent in the application of those policies. I don't know enough about the Eagles organization to know if they fit this fairness standard, but in the two cases mentioned, they have to me. Each organization must define appropriate behavior and hold all employees (especially management) to that standard. This is how a high performance culture is established. The real question for the Eagles is whether the hiring of Michael Vick challenges or enhances the culture. Again, time will tell.
Thursday, August 13, 2009
There's No Whining in Baseball or the Office!
As we hit the dog days of August, many baseball teams are making decisions on the future of their team. This may be a short term, 2009 view or looking ahead to next year. In Philadelphia, the Phillies made a decision to move veteran pitcher Jamie Moyer to the bullpen in favor of future Hall of Famer, Pedro Martinez. Jamie Moyer has been a great addition to the Phillies over the last 3 years both on the field and in the clubhouse. He was instrumental in the Phillies drive to the World Championship last year recording 16 wins and a 3.71 earned run average (ERA).
During the winter, Jamie signed a two year, $13 million deal. He struggled early on and started the year with a 3 - 5 record and 7.42 ERA. He has improved his record to 10-9 and lowered his ERA to 5.47. The Phillies signed Pedro with the intent of seeing what he can do. Last night was promising. It was a tough decision, but the right one. Jamie took it well the first day it was announced but called an impromptu press conference on Wednesday to say how "disheartened" he is and that he had an agreement to be a starter when he signed his contract. The problem is, he hasn't performed at a level to remain a starter. The Phillies made a decision based on results, not personality. What we predict in the spring may not turn out in August.
For those of you working in an organization, does this sound familiar? Your boss told you at your review in March that they had big plans for you. You started on a key project but there have been some bumps in the road. The results aren't what either of you planned. You're frustrated, angry and upset. The issue is results. What should you be doing differently to get improved results? In most cases, we need to look at ourselves, set goals and achieve at a higher level.
Humans love to blame others for their failings. We blame our boss, the company, our spouses, the kids, traffic, etc. The reality is that we need to take control of our own lives and careers. Yes, we all face disappointment, but how we handle it says volumes about who we are. Jamie Moyer is a great man. He does so much for his team and community. But he let his emotions get in the way on Wednesday. Don't let this happen to you. Stop whining and take charge of your life.
During the winter, Jamie signed a two year, $13 million deal. He struggled early on and started the year with a 3 - 5 record and 7.42 ERA. He has improved his record to 10-9 and lowered his ERA to 5.47. The Phillies signed Pedro with the intent of seeing what he can do. Last night was promising. It was a tough decision, but the right one. Jamie took it well the first day it was announced but called an impromptu press conference on Wednesday to say how "disheartened" he is and that he had an agreement to be a starter when he signed his contract. The problem is, he hasn't performed at a level to remain a starter. The Phillies made a decision based on results, not personality. What we predict in the spring may not turn out in August.
For those of you working in an organization, does this sound familiar? Your boss told you at your review in March that they had big plans for you. You started on a key project but there have been some bumps in the road. The results aren't what either of you planned. You're frustrated, angry and upset. The issue is results. What should you be doing differently to get improved results? In most cases, we need to look at ourselves, set goals and achieve at a higher level.
Humans love to blame others for their failings. We blame our boss, the company, our spouses, the kids, traffic, etc. The reality is that we need to take control of our own lives and careers. Yes, we all face disappointment, but how we handle it says volumes about who we are. Jamie Moyer is a great man. He does so much for his team and community. But he let his emotions get in the way on Wednesday. Don't let this happen to you. Stop whining and take charge of your life.
Wednesday, August 5, 2009
Training Camps Are Not Just for Football Teams
All over the country, pro football camps have opened. Every team and their fan base is excited with the prospects of a winning season and trip to the playoffs. Bloggers and fantasy fans are preparing for the drafts that will come in early September. Just like the Spring, optimism runs wild.
Here in Philadelphia, all the television stations are running Eagles Training Camp specials. There is a real ebb and flow to the daily sessions. Their first draft pick signs but the middle linebacker is out for the season. McNabb looks good but the defense is struggling. All the reporters are breathless looking for a scoop. All Andy Reid wants to do is prepare his team for the season and take a look at the new players to see who stays and who goes. He is creating the foundation for what he and the team hopes is a successful season.
When do you and your organization work on your fundamentals? When do you have your training camp? My guess is you don't. Some of you have annual retreats that certainly help with team building. Some of you refresh your plans. Some of you start from scratch and claw out a vision, develop a SLOT analysis (Strengths, Limitations, Opportunities and Threats), and goals and objectives for the year. All this is critical to an organization's success. In my experience, less than 10% go to "training camp" each year. This is the time to be thinking about it. Get your team away for a couple of days and take a critical look at your organization. Take the time to prepare now rather than after the first of the year. If you do it right, it will take a couple of months of prep work to ready yourself for 2010 and finish 2009 on a positive note. Think of it as pre-season exhibition games! Time spent now preparing for 2010 will guarantee you'll be ready on January 2nd. Don't leave detail planning to football teams-get your team ready for the season ahead.
Here in Philadelphia, all the television stations are running Eagles Training Camp specials. There is a real ebb and flow to the daily sessions. Their first draft pick signs but the middle linebacker is out for the season. McNabb looks good but the defense is struggling. All the reporters are breathless looking for a scoop. All Andy Reid wants to do is prepare his team for the season and take a look at the new players to see who stays and who goes. He is creating the foundation for what he and the team hopes is a successful season.
When do you and your organization work on your fundamentals? When do you have your training camp? My guess is you don't. Some of you have annual retreats that certainly help with team building. Some of you refresh your plans. Some of you start from scratch and claw out a vision, develop a SLOT analysis (Strengths, Limitations, Opportunities and Threats), and goals and objectives for the year. All this is critical to an organization's success. In my experience, less than 10% go to "training camp" each year. This is the time to be thinking about it. Get your team away for a couple of days and take a critical look at your organization. Take the time to prepare now rather than after the first of the year. If you do it right, it will take a couple of months of prep work to ready yourself for 2010 and finish 2009 on a positive note. Think of it as pre-season exhibition games! Time spent now preparing for 2010 will guarantee you'll be ready on January 2nd. Don't leave detail planning to football teams-get your team ready for the season ahead.
Thursday, July 30, 2009
The Perfect Game and the Perfect Day
Last Thursday, Chicago White Sox pitcher Mark Buehrle achieved the ultimate experience as a pitcher. He fired a perfect game! This means that no runner reached base, for any reason. No hits, no walks, no errors, no runners.
The pitcher gets credit for the perfect game. It is assumed that the pitcher has such complete mastery of their opponent that no one has a chance to reach base. The reality is that it takes the whole team to win and make the perfect game happen. First, the offense has to score runs. Second, the pitcher has to make good pitches and not walk anyone. Third, the catcher has to make the right pitch call to feed the confidence of the pitcher. Finally, the fielders can't make an error and probably need to make a great play sometime during the game. Mark Buehrle was the recipient of such a play last week. DeWayne Wise was brought into the game in the ninth inning as a a defensive replacement in center field. The first batter, Gabe Kapler of the Tampa Bay Rays, hit a long drive to deep center field. He sprinted back to the wall jumped and robbed Kapler of a home run. It was an incredible play! Finally, it takes a little bit of luck to throw the complete game. Pat Burrell hit a ball earlier in the game that was inches foul and would have been a double. You might say Buehrle had the perfect day!
How do you create a perfect day for yourself? Can you do it alone? Just as the pitcher is the focal point of the perfect game, you need to be the center of your perfect day. First and foremost, you must decide how you want to spend your day. Most people allow days to just happen. Think of the power you'll have if you define your day and decide what you want and need to do. You create your "must do" and "should do" list for yourself based on your priorities. Can you achieve your perfect day on your own? Of course not! You need to decide who to delegate to, identify your priorities, where others fit in your life, and who you are dependent on. In other words, what do you need from your team? Just as Mark Buehrle depended on his team to score runs, make plays, and be spectacular when needed-you need to create the same dependencies.
Mark Buehrle may never pitch another perfect game (though he went 5 2/3 innings on Tuesday night without a batter reaching base), but he will try every time he goes to the mound. Will you try to have a perfect day every day? Try it and see, you'll be amazed at what you'll accomplish.
The pitcher gets credit for the perfect game. It is assumed that the pitcher has such complete mastery of their opponent that no one has a chance to reach base. The reality is that it takes the whole team to win and make the perfect game happen. First, the offense has to score runs. Second, the pitcher has to make good pitches and not walk anyone. Third, the catcher has to make the right pitch call to feed the confidence of the pitcher. Finally, the fielders can't make an error and probably need to make a great play sometime during the game. Mark Buehrle was the recipient of such a play last week. DeWayne Wise was brought into the game in the ninth inning as a a defensive replacement in center field. The first batter, Gabe Kapler of the Tampa Bay Rays, hit a long drive to deep center field. He sprinted back to the wall jumped and robbed Kapler of a home run. It was an incredible play! Finally, it takes a little bit of luck to throw the complete game. Pat Burrell hit a ball earlier in the game that was inches foul and would have been a double. You might say Buehrle had the perfect day!
How do you create a perfect day for yourself? Can you do it alone? Just as the pitcher is the focal point of the perfect game, you need to be the center of your perfect day. First and foremost, you must decide how you want to spend your day. Most people allow days to just happen. Think of the power you'll have if you define your day and decide what you want and need to do. You create your "must do" and "should do" list for yourself based on your priorities. Can you achieve your perfect day on your own? Of course not! You need to decide who to delegate to, identify your priorities, where others fit in your life, and who you are dependent on. In other words, what do you need from your team? Just as Mark Buehrle depended on his team to score runs, make plays, and be spectacular when needed-you need to create the same dependencies.
Mark Buehrle may never pitch another perfect game (though he went 5 2/3 innings on Tuesday night without a batter reaching base), but he will try every time he goes to the mound. Will you try to have a perfect day every day? Try it and see, you'll be amazed at what you'll accomplish.
Thursday, July 23, 2009
Finishing the Job
Last weekend, many of us sat mesmerized watching Tom Watson make history. What are the chances that a 59 year old golfer would make history and win the British Open? He played consistently all four days. As you may know, he was leading by one shot as he teed off at the par four 18th hole. First shot, down the middle-perfect. Second shot-a little long, on the back fringe just off the green. Third shot-again, hit a little hard and went about eight feet past the hole. Now, he has an eight foot putt to make to win the 2009 British Open. It never had a chance and the rest is history.
How often does this happen in the business world? You go through and do everything you need to do except the last item that will finish the job. Sometimes we lose concentration, sometimes we get moved into another role, sometimes we get tired and assume others will pick up the slack. Often, the difference between good and great is just finishing the job!
This is not limited to work. How many books are partially read? How many home projects are in various stages of completion? How about the lawn, garden or kids projects? The bottom line is that it's easy to get distracted and move on to something else that has more promise, is more exciting or has a higher priority. Most of the time, this problem is self-inflicted and we accept more than we can handle.
In order for us to succeed, feel a sense of accomplishment, and eliminate stress from our lives we must learn to finish the job. We must learn to say no, remain focused and make sure any job we take on is completed before we move on to the next one. That doesn't mean we can't be working on several things, but it does mean that we stick to a deadline and stay with a task or project until it's finished.
This is not meant to be a dig on Tom Watson. What he did last weekend was truly remarkable. The bottom line is that he didn't win the tournament and he won't go down in history as the oldest golfer to win a major. I'm sure Mr. Watson would agree, he didn't finish the job!
How often does this happen in the business world? You go through and do everything you need to do except the last item that will finish the job. Sometimes we lose concentration, sometimes we get moved into another role, sometimes we get tired and assume others will pick up the slack. Often, the difference between good and great is just finishing the job!
This is not limited to work. How many books are partially read? How many home projects are in various stages of completion? How about the lawn, garden or kids projects? The bottom line is that it's easy to get distracted and move on to something else that has more promise, is more exciting or has a higher priority. Most of the time, this problem is self-inflicted and we accept more than we can handle.
In order for us to succeed, feel a sense of accomplishment, and eliminate stress from our lives we must learn to finish the job. We must learn to say no, remain focused and make sure any job we take on is completed before we move on to the next one. That doesn't mean we can't be working on several things, but it does mean that we stick to a deadline and stay with a task or project until it's finished.
This is not meant to be a dig on Tom Watson. What he did last weekend was truly remarkable. The bottom line is that he didn't win the tournament and he won't go down in history as the oldest golfer to win a major. I'm sure Mr. Watson would agree, he didn't finish the job!
Friday, July 17, 2009
Culture, Tradition and the All-Star Game
On Tuesday, I watched the 80th (now) annual All-Star game at Busch Stadium in St. Louis. It is a tradition in our house to watch the game, or at least the start. I should say, the men in the family feel its a tradition. We've given Mom a pass after the introductions and national anthem. Most years I'm decked out in my Phillie's jersey cheering on the National League. Perhaps I'll put on an old Tigers jersey next year and give the National League a fighting chance!
Although Tuesday's game was a good one, many are real snoozers. In most cases, Joan (Mom) has the right idea to leave after the introductions. Since 1999 when Ted Williams made a dramatic entrance and tipped his hat to the crowd, the favorite sons from the host city have made an appearance to the delight of the crowd and players. Tuesday was no exception. Ozzie Smith, Bob Gibson (the greatest pitcher I've seen), Lou Brock, Red Schoendienst, and Bruce Sutter were honored. The biggest applause came when Stan "The Man" Musial rode in. The 88 year-old legend played in an incredible 24 All-Star games. Why do these guys get the most applause-because of their contributions to the franchise and their history making performances. Baseball is rich in history and tradition. I believe it's the tradition that keeps me coming back night after night and year after year. I know I'm not alone.
What kind of traditions have you set up in your workplace? Traditions lead to culture. So, to ask the question in a different way, what is your culture? What keeps your employees coming back? What traditions have you created for your team, customers, suppliers? Creating a culture is not an overnight event. It takes years for it to set in. Hopefully, the culture is positive, engaging, fun, challenging and creates a productive workplace. Unfortunately, too many companies have a culture that is negative, siloed, and unproductive. They have hired poorly, not trained properly, let gossip run wild and allowed cliques to form. Which culture would you rather work in?
As a leader, it is up to you to create the culture for your organization. The example you set and what you're willing to tolerate will ultimately determine turnover, effort expended and profitability. As long as you're creating a culture, you might as well make it positive! Follow baseball's lead and create traditions that last generations and create a culture that attracts and keeps employees, customer and suppliers.
Although Tuesday's game was a good one, many are real snoozers. In most cases, Joan (Mom) has the right idea to leave after the introductions. Since 1999 when Ted Williams made a dramatic entrance and tipped his hat to the crowd, the favorite sons from the host city have made an appearance to the delight of the crowd and players. Tuesday was no exception. Ozzie Smith, Bob Gibson (the greatest pitcher I've seen), Lou Brock, Red Schoendienst, and Bruce Sutter were honored. The biggest applause came when Stan "The Man" Musial rode in. The 88 year-old legend played in an incredible 24 All-Star games. Why do these guys get the most applause-because of their contributions to the franchise and their history making performances. Baseball is rich in history and tradition. I believe it's the tradition that keeps me coming back night after night and year after year. I know I'm not alone.
What kind of traditions have you set up in your workplace? Traditions lead to culture. So, to ask the question in a different way, what is your culture? What keeps your employees coming back? What traditions have you created for your team, customers, suppliers? Creating a culture is not an overnight event. It takes years for it to set in. Hopefully, the culture is positive, engaging, fun, challenging and creates a productive workplace. Unfortunately, too many companies have a culture that is negative, siloed, and unproductive. They have hired poorly, not trained properly, let gossip run wild and allowed cliques to form. Which culture would you rather work in?
As a leader, it is up to you to create the culture for your organization. The example you set and what you're willing to tolerate will ultimately determine turnover, effort expended and profitability. As long as you're creating a culture, you might as well make it positive! Follow baseball's lead and create traditions that last generations and create a culture that attracts and keeps employees, customer and suppliers.
Wednesday, July 8, 2009
Lessons from Lou Gehrig
Last Saturday I went to the Phillies game. It was July 4th and was the 70th anniversary of Lou Gehrig's "Luckiest Man" speech. To commerate the occasion, ballplayers and distinguished guests read the speech before each game played that day. In our case, it was Chris Coste, the Phillies former back up catcher. They were powerful words then and are powerful today. It's only two minutes, but that's all Lou could muster. He was dying of ALS which is now called Lou Gehrig's Disease.
There are many who don't know who Lou Gehrig is or what he accomplished. He played in the shadow of Babe Ruth, batting behind him (thus the number 4). Here are some of his accomplishments:
There are many who don't know who Lou Gehrig is or what he accomplished. He played in the shadow of Babe Ruth, batting behind him (thus the number 4). Here are some of his accomplishments:
- Graduated from Columbia University. He went there on a football scholarship
- He played for the Yankees from 1925 until 1939 when he took himself out of the line-up and never played again
- Won the triple crown in 1934 with a .363 batting average, 49 home runs and 165 runs batted in
- Hit 493 career home runs
- In 1931, he drove in 184 runs
- Became the first athlete to have his number retired in 1939 when he made his memorable speech
- Inducted into the Hall of Fame in 1939 after baseball waived the traditional five year waiting period
- Played in 2,130 consecutive games despite 17 fractures in his hands, being hit in the head (no protective head gear in the 30's) several times, and suffered from severe back pain. This record stood until 1995 when Cal Ripken, Jr. broke it with 2,632 consecutive games
How many of us have worked our jobs for over 9 years performing at the top of out game? Granted baseball is a seasonal profession, but I would argue that few of us perform at a level of excellance each and every day. Why is this? Are we tired? Are we mad? Are we victims? Are we not getting enough attention? Are we disappointed in our lives? If the answer is yes to any of these questions then DO SOMETHING PROACTIVE and remedy the situation. Set goals, change habits, and most of all, get a better attitude. Get a coach if you need help-it will change your life. Lou Gehrig went about his business in a professional manner. He didn't seek the limelight, it found him based on his performance. Bill Dickey, the Yankees catcher said the following: "He doesn't need a tribute from anyone. His life and the way he lived were tribute enough. He just went out and did his job every day."
All too often we look for the shortcuts and look to get the attention. Often, we don't do the work, make the calls, do the follow up, thank those who support us or pay attention to the details that build a foundation of success. Rather, we do those activities that get us noticed. Soon, however, the spotlight will burn through the veneer and show the transparency of your actions.
Lou Gehrig stands for dedication, hard work, humility and integrity. He worked hard at his craft, performed consistently at the highest levels and never sought the limelight. How much would his services be worth today. Think Mark Teixeira signing a $180 million dollar (eight years) contract this winter. How much will you be worth if you dedicate yourself to your own success; work hard every day, let others take the spotlight and be in integrity with every action? Lou showed us how to live by dying of ALS. Let's take those lessons and make ourselves better people.
Saturday, July 4, 2009
The Beauty of Hustling
How many times have you gone to a professional baseball game and can't believe the lack of hustle? I go to about 75 games a year, from high school to professional. The more the player gets paid, the less they're apt to run out a grounder or a pop up. Unfortunately, I've seen it too many times at the high school level. Why does this happen? I suppose that the more experience you have, the more you assume the outcome. So, if a player has hit a grounder to short hundreds of times in his career and been thrown out hundreds of times, why bother making the effort?
The same can be said in life. How many times have we had the same experience that we automatically assume the ending? How many times have we been thrown out at first? The problem is, every time we take this attitude, we give up. By giving up, we lose energy, drive and the will to succeed. This creates a malaise that carries over in all aspects of life. What's a leader to do?
First and foremost, a leader has to set the example. She has to be the one running out each grounder or pop-up. In life, we create routines based on our habits and the results we've achieved from those habits. So, how hard is it to perform the routine well rather than half-hearted? A great leader demands precision, focus and attention to detail with a focus on top performance and improved results. I have found in my life if I assume the outcome without the effort, I will be severely disappointed. If a player, worker or family member is not "busting it" everyday they must be counseled on the right way of doing things. If this doesn't work, more drastic steps will need to be taken.
Until last year, we as a society were complacent in our routines. There were more jobs than people to fill them. It allowed us to take short cuts and go through the motions. Those days are long gone. There are plenty of qualified people to take our place. Or, you might find yourself out of work because you weren't hustling every day.
Let's go back to our baseball analogy. What if a player did hustle down the line every play? Think of Pete Rose, the all-time leader in hits. I suspect that 20% of the time the player will beat out a hit or force an error. Over time, the player will get a reputation as a hustler and the defense will have to take this into account every time he's at bat. It changes the game!
As you go back to work after this wonderful holiday weekend, think about changing your game. Be a hustler. Have fun, work hard and become an example for other. You will get more out of your day and create the leader within. Good luck and let's hear from you!
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