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.
Friday, November 27, 2009
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.
Subscribe to:
Posts (Atom)
