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.
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