On Thursday night, Phillies manager Charlie Manuel relieved hitting coach Milt Thompson of his duties. Milt had been with the Phillies in this capacity for six years, preceding Manuel. In addition, Thompson had spent five years with the Phillies in the 1980's and 1990's during his 13 year career. By all accounts Thompson is a good man, excellent teacher, and dedicated worker. Was it his fault that his players didn't hit this year? Was it his fault that they scored less than four runs in nearly 40% of their games? Was it his fault that so many players were/are injured? The answers are yes, yes, yes and yes. Really?
Milt Thompson was the sacrificial lamb. Management can't fire the players (easily). His firing sent a message to the team that they cost a good man his job. So far, the Phillies have taken the message to heart. In the three games since Thompson's firing, they have scored 20 runs and won three in a row. They have significantly improved their situational hitting, especially when men are on base. Is this a permanent change? Time will tell. I was at the games on Friday and Saturday and saw a team that seemed to have regained their swagger. Phillies fans hope it lasts past the weekend if we hope to make it to the World Series for the third year in a row.
Does a message ever get sent in your organization? The bottom line in sports and business (both for and non profit) is to get results. It is up to the leaders in the organization to get results. If they don't, then changes have to be made. It is up to individual leaders and managers to drive results in a values-driven way to generate positive organizational results. If they don't, the time consuming and painful process of documenting poor performance begins. How an organization sends the message and follow up actions will determine the strength of the organization and development of the team.
Personnel changes are always difficult, especially in the middle of a season or project. Milt Thompson will land on his feet as do many who face the same challenge. Let's hope the Phillies get the message and save their own jobs.
Sunday, July 25, 2010
Sunday, July 11, 2010
The End of the Line
There comes a time in sports where a player retires. They may have had a highly successful career or been a bit player in the sport. Last week, my youngest son's American Legion team was knocked out of the playoffs. It was a surprise to everyone since they only lost three games in the regular season. Unfortunately, other teams were peaking at the right time.
He turns 19 this week so his Legion days are over. It has been a thrill to watch him play baseball for the last 15 years, many of which I had the opportunity to coach. He'll be a sophomore at Penn State in the fall and has aspirations of playing Club ball. We'll see how it all turns out. As far as local baseball goes, this is the end of the line. In his case, the last game is a definite end point. He may play in other leagues or at school but he won't be representing his community as a ballplayer. We had the same feeling a couple of years ago when our oldest son's high school football career ended on a chilly November night. In all our minds, a couple of games too early as they too were bounced from the playoffs. He went on to play a couple years at the University of Chicago. I had a chance to watch all his home games last year including the last one where he played most of the 4th quarter. That turned out to be his last game as he's moving on to focus on studies and plan for a career.
How do you celebrate the end of a career or an associate leaving your organization? While retirements are typically a celebration of one's career, those who leave for another organization are often ostracized. How an organization celebrates the contributions of the individual helps define their practiced core values. Do you honor the person? Are you pleased for them when they move on to another organization? Are you happy they have the chance to fulfill their dreams and ambitions? Unfortunately, many employers take someone leaving personally leaving an awkward situation in its wake. In fact, many organizations are so concerned that state secrets may be taken that they escort the individual out immediately. Don't get me wrong, this is necessary in some cases-but not all.
The end of the line doesn't have to be a morbid place, but can be one of celebration. While I would love to watch more baseball and football, I know that a chapter has closed and new, exciting ones are opening up. Celebrate those who leave and create a wonderful atmosphere for those who stay.
He turns 19 this week so his Legion days are over. It has been a thrill to watch him play baseball for the last 15 years, many of which I had the opportunity to coach. He'll be a sophomore at Penn State in the fall and has aspirations of playing Club ball. We'll see how it all turns out. As far as local baseball goes, this is the end of the line. In his case, the last game is a definite end point. He may play in other leagues or at school but he won't be representing his community as a ballplayer. We had the same feeling a couple of years ago when our oldest son's high school football career ended on a chilly November night. In all our minds, a couple of games too early as they too were bounced from the playoffs. He went on to play a couple years at the University of Chicago. I had a chance to watch all his home games last year including the last one where he played most of the 4th quarter. That turned out to be his last game as he's moving on to focus on studies and plan for a career.
How do you celebrate the end of a career or an associate leaving your organization? While retirements are typically a celebration of one's career, those who leave for another organization are often ostracized. How an organization celebrates the contributions of the individual helps define their practiced core values. Do you honor the person? Are you pleased for them when they move on to another organization? Are you happy they have the chance to fulfill their dreams and ambitions? Unfortunately, many employers take someone leaving personally leaving an awkward situation in its wake. In fact, many organizations are so concerned that state secrets may be taken that they escort the individual out immediately. Don't get me wrong, this is necessary in some cases-but not all.
The end of the line doesn't have to be a morbid place, but can be one of celebration. While I would love to watch more baseball and football, I know that a chapter has closed and new, exciting ones are opening up. Celebrate those who leave and create a wonderful atmosphere for those who stay.
Monday, July 5, 2010
Great Expectations
It's lonely at the top. We've heard this over and over again. Yet, this is exactly what athletes try and achieve, especially in individual sports like golf and tennis. This weekend, Serena Williams and Rafael Nadal once again won Wimbledon-perhaps the most prestigious tournament of the year.
For Nadal, he won his second straight Grand Slam event. The first being the French Open several weeks ago. In both the Open and Wimbledon, he won in straight sets. His two opponents could not muster even one set. The road to his third Grand Slam title at the U.S. Open seems paved with pretenders unless Roger Federer can mount a comeback. No one is ready to give Nadal the U.S. Open title, but prospects look bleak for his opponents. His number one ranking is in no danger today.
Serena Williams won her 10th Grand Slam singles title on Saturday easily beating 21 seeded Vera Zvonareva (who?). This was her fourth Wimbledon singles title to go along with several doubles titles with her sister Venus. She too dominated her opponent in straight set and dispatched Zvonareva in 67 minutes to retain her number one ranking. Other than her sister-who is going to challenge her?
These two great champions have much in common. They work long, solitary hours to perfect their game. They are focused on winning, even if it doesn't play well in the papers. They are fully and completely committed to being at the top of their game and don't look to relinquish that seed or title anytime soon.
Do you have great expectations for your team? Is there one person continually at the top of the scale? If so, how do you challenge them? How do you create "opponents" that will try to exploit their weaknesses and make them stronger? Are they committed to working long hours to stay at the top of their game?
Often, leaders focus on those who need the most help-the squeaky wheel at the expense of our high performers. While this makes sense, most turnover occurs with our best and brightest. Sometimes it's dollar driven, but in my experience it often is a lack of attention. As leaders, we need to figure out how to make our best better. Great leaders get the most out of all their people and get energized seeing one of their own succeed and prosper. I suggest focusing on the top 20%-the rewards for the organization will be many and the individual, countless.
For Nadal, he won his second straight Grand Slam event. The first being the French Open several weeks ago. In both the Open and Wimbledon, he won in straight sets. His two opponents could not muster even one set. The road to his third Grand Slam title at the U.S. Open seems paved with pretenders unless Roger Federer can mount a comeback. No one is ready to give Nadal the U.S. Open title, but prospects look bleak for his opponents. His number one ranking is in no danger today.
Serena Williams won her 10th Grand Slam singles title on Saturday easily beating 21 seeded Vera Zvonareva (who?). This was her fourth Wimbledon singles title to go along with several doubles titles with her sister Venus. She too dominated her opponent in straight set and dispatched Zvonareva in 67 minutes to retain her number one ranking. Other than her sister-who is going to challenge her?
These two great champions have much in common. They work long, solitary hours to perfect their game. They are focused on winning, even if it doesn't play well in the papers. They are fully and completely committed to being at the top of their game and don't look to relinquish that seed or title anytime soon.
Do you have great expectations for your team? Is there one person continually at the top of the scale? If so, how do you challenge them? How do you create "opponents" that will try to exploit their weaknesses and make them stronger? Are they committed to working long hours to stay at the top of their game?
Often, leaders focus on those who need the most help-the squeaky wheel at the expense of our high performers. While this makes sense, most turnover occurs with our best and brightest. Sometimes it's dollar driven, but in my experience it often is a lack of attention. As leaders, we need to figure out how to make our best better. Great leaders get the most out of all their people and get energized seeing one of their own succeed and prosper. I suggest focusing on the top 20%-the rewards for the organization will be many and the individual, countless.
Sunday, June 27, 2010
The Legends of LA
This piece may seem a couple of weeks old, but the reflections will be timely. The last few weeks have reminded us that there is wisdom in Los Angeles. Ten days ago, Phil Jackson guided his Los Angeles Lakers to their 2nd consecutive NBA title. For Jackson, it was his 11th, between the Lakers and the Chicago Bulls.
A couple of weeks ago, we learned of the passing of legendary UCLA Bruins basketball coach, John Wooden at the age of 99. He coached the Bruins to 10 NCAA Championships in his 27 years at the University. He was a great man who shared his wisdom in books, players and and countless interviews. He was remembered last night at Pauley Pavillion where his seat was retired where he watched the Bruins for nearly 25 years.
What binds these two great coaches besides geography? The fact that both ended up in Los Angeles is a coincidence. Both are from the Midwest-Wooden from Indiana and Jackson from Montana. Both played basketball-Jackson in the NBA where he collected two more championships as a player with the New York Knicks in the early 70's. Both are brilliant men who have made it their business to know how there players think and work together. In general, they have the following in common:
A couple of weeks ago, we learned of the passing of legendary UCLA Bruins basketball coach, John Wooden at the age of 99. He coached the Bruins to 10 NCAA Championships in his 27 years at the University. He was a great man who shared his wisdom in books, players and and countless interviews. He was remembered last night at Pauley Pavillion where his seat was retired where he watched the Bruins for nearly 25 years.
What binds these two great coaches besides geography? The fact that both ended up in Los Angeles is a coincidence. Both are from the Midwest-Wooden from Indiana and Jackson from Montana. Both played basketball-Jackson in the NBA where he collected two more championships as a player with the New York Knicks in the early 70's. Both are brilliant men who have made it their business to know how there players think and work together. In general, they have the following in common:
- Great players
- Ability to motivate
- Life balance
- Sincerity
Both men had great players. In fact, as Jackson mulls retirement, many are stating that you don't need a great coach for this team. It should run on its own. Don't be deceived. Great players need great coaches. One supports the other. It's called respect. Players need to believe in their coach in times of stress, when the game's on the line. Even players making four times the salary. The ability to say the right thing at the right time is a common gift among the two coaches. They both seem to have balanced lives and focus on the important things. Finally, both are sincere, approachable and wise.
How about your organization? Do you have a great staff? Can you motivate them in times of stress? Do you create an opportunity for life balance? Are you sincere, approachable and trustworthy? Most leaders complain they don't have the right people in the right place. I've been guilty of this in the past. A good leader attracts good players who understand their system and want to be motivated. A good leader develops their team to take the organization to the next level.
We can learn a lot from these two men. I suggest reading their books and understand their fundamentals of leadership. Phil Jackson-congratulations and Coach Wooden-RIP.
Sunday, June 13, 2010
What You See Early is What You Get
This week, several rookies made their major league debut. None bigger than last year's first pick in the baseball draft-Stephen Strasburg. Last June, he was finishing his stellar career at San Diego State University under the tutelage of Hall of Famer, Tony Gwynn. That month, he was also selected first in the draft by the lowly Washington Nationals. Since then, he has pitched lights out at every stop (albeit short) along the way. His minor league career began in October and last nearly eight months before joining the Nationals last week.
So how did his first start go? "Preposterous" says Bob Costas. Strasburg started the game against the Pittsburgh Pirates and pitched seven innings. Along the way, he allowed 2 earned runs, gave up no walks and struck out an incredible 14 Pirate hitters. One short of the record for a debut. Unbelievably, he struck out the last seven batters he faced! Oh, by the way, he also throws 100 mph on occasion.
Yesterday, was another debut by a rookie in Boston. Daniel Nava started in left field. All he did was hit a grand slam home run on the first pitch he saw! Not a bad start to a career. More on Daniel Nava another time (perhaps because I'm upset it was against the Phillies).
I had a boss that used to say, "what you see early is what you get." It goes both ways. If you see someone working hard, asking good questions, interacting well with others and getting results-chances are that person is going to be a good hire and employee. If you see someone who is chatty, questioning why they have to do something, whiny and has attitude problems-guess what, institute a 90 day probation policy. That person will also do the same throughout their employment.
Early results like we have seen from Strasburg and Nava don't necessarily forecast hall of fame induction. But they do forecast work ethic, clubhouse chemistry and desire to win. In baseball and all sports, the road to the top is tricky and requires one to stay healthy along the way. In an organization, there may be fits and starts, but the one with the good work ethic, attitude and desire for results is going to receive more coaching, focus and help from others to ensure they do well.
You may want to consider utilizing a temp-to-hire or probation period hiring policy. See what a person is like before making the commitment to hire full-time. Talk to an HR professional or labor lawyer for details and applicability in your state. Here's to a good week for the rookies-how about the ones in your office?
So how did his first start go? "Preposterous" says Bob Costas. Strasburg started the game against the Pittsburgh Pirates and pitched seven innings. Along the way, he allowed 2 earned runs, gave up no walks and struck out an incredible 14 Pirate hitters. One short of the record for a debut. Unbelievably, he struck out the last seven batters he faced! Oh, by the way, he also throws 100 mph on occasion.
Yesterday, was another debut by a rookie in Boston. Daniel Nava started in left field. All he did was hit a grand slam home run on the first pitch he saw! Not a bad start to a career. More on Daniel Nava another time (perhaps because I'm upset it was against the Phillies).
I had a boss that used to say, "what you see early is what you get." It goes both ways. If you see someone working hard, asking good questions, interacting well with others and getting results-chances are that person is going to be a good hire and employee. If you see someone who is chatty, questioning why they have to do something, whiny and has attitude problems-guess what, institute a 90 day probation policy. That person will also do the same throughout their employment.
Early results like we have seen from Strasburg and Nava don't necessarily forecast hall of fame induction. But they do forecast work ethic, clubhouse chemistry and desire to win. In baseball and all sports, the road to the top is tricky and requires one to stay healthy along the way. In an organization, there may be fits and starts, but the one with the good work ethic, attitude and desire for results is going to receive more coaching, focus and help from others to ensure they do well.
You may want to consider utilizing a temp-to-hire or probation period hiring policy. See what a person is like before making the commitment to hire full-time. Talk to an HR professional or labor lawyer for details and applicability in your state. Here's to a good week for the rookies-how about the ones in your office?
Saturday, June 5, 2010
The (Un) Perfect Game and Stand Up Guys
I'm driving home Wednesday night listening to the Detroit Tigers game against the Cleveland Indians. Being from Detroit, XM Radio allows me to listen to my home town team when the Phillies aren't playing. Low and behold, Armando Galaragga had retired 21 Indians in a row. No hits, errors or walks. I got home as the Tigers finished batting in the 8th and turned on MLB Network with one out in the top of the 9th. I think most Americans know what happened next. Jim Joyce, know as an excellent umpire, missed the call (badly) on what should have been the final out and preserved the third perfect game of the season and the 21st in the history of baseball.
There are a lot of angles on this story. Last July, I wrote about Mark Buerhle's perfect game being a sum of all the parts. In a perfect game, everything has to go right. I didn't mention the umpires, but clearly they have to be perfect too. The call Jim Joyce made was atrocious and will haunt him the rest of his career. But there is a silver lining to this story and lessons for all of us. The next day, Jim Joyce stood in front of the cameras and stated unequivocally that he made a mistake. He apologized and took all questions asked of him. Jim Leyland, the Tigers' manager, stated in his press conference that Jim Joyce is an excellent ump and he made a mistake but showed support for Joyce. Most important, Armando Galarraga, showed real class by not bad mouthing Joyce and accepting his apology. Best of all, Galarraga took the line up card to home plate the next day where Joyce was the home plate ump. It was an emotional scene as Joyce openly wept and Galarraga patted him on the back.
What's the lesson for us and our organization? Many. How many of us admit our mistakes? In my experience, not many. Jim Joyce could have avoided the press and said he did his best. Instead, he acknowledged his error and asked for forgiveness to the only person that counts-Galarraga. Think of all the buck passing in organizations to try to cover up a mistake or not be called out. In my experience, those that admit they are wrong or made a mistake are forgiven and the assumption is it won't happen again. Why don't more of us admit it? We take the heat once and we're done. It may be that they don't feel their organization will watch their back and support them. These are usually the same organizations that have high turnover and pay headhunting fees to bring new talent on board.
We can't expect perfection, but we can strive for perfection every day. Armando Galarraga was perfect on June 2nd, but Jim Joyce wasn't. Maybe that explains why there have been 20 perfect games thrown in baseball's history. Remember, you can't control all events, but you can control your reaction. Jim Joyce, Jim Leyland and Armando Galarraga were perfect in their reaction.
There are a lot of angles on this story. Last July, I wrote about Mark Buerhle's perfect game being a sum of all the parts. In a perfect game, everything has to go right. I didn't mention the umpires, but clearly they have to be perfect too. The call Jim Joyce made was atrocious and will haunt him the rest of his career. But there is a silver lining to this story and lessons for all of us. The next day, Jim Joyce stood in front of the cameras and stated unequivocally that he made a mistake. He apologized and took all questions asked of him. Jim Leyland, the Tigers' manager, stated in his press conference that Jim Joyce is an excellent ump and he made a mistake but showed support for Joyce. Most important, Armando Galarraga, showed real class by not bad mouthing Joyce and accepting his apology. Best of all, Galarraga took the line up card to home plate the next day where Joyce was the home plate ump. It was an emotional scene as Joyce openly wept and Galarraga patted him on the back.
What's the lesson for us and our organization? Many. How many of us admit our mistakes? In my experience, not many. Jim Joyce could have avoided the press and said he did his best. Instead, he acknowledged his error and asked for forgiveness to the only person that counts-Galarraga. Think of all the buck passing in organizations to try to cover up a mistake or not be called out. In my experience, those that admit they are wrong or made a mistake are forgiven and the assumption is it won't happen again. Why don't more of us admit it? We take the heat once and we're done. It may be that they don't feel their organization will watch their back and support them. These are usually the same organizations that have high turnover and pay headhunting fees to bring new talent on board.
We can't expect perfection, but we can strive for perfection every day. Armando Galarraga was perfect on June 2nd, but Jim Joyce wasn't. Maybe that explains why there have been 20 perfect games thrown in baseball's history. Remember, you can't control all events, but you can control your reaction. Jim Joyce, Jim Leyland and Armando Galarraga were perfect in their reaction.
Sunday, May 30, 2010
Leadership - Family Style
Imagine being one of ten kids living in a small home outside of Boston. Do you get forgotten? Do you do as you wish? Are you always mad because you don't have your own things such as a room, closet or bathroom? For Dan La Perriere, none of the above are feeling he had or has. In fact, the lessons he learned from his parents are with him today as he's well entrenched in his second career as a consultant and coach.
I met Dan about six years ago at a quarterly meeting with our supplier Resource Associates. He is a quiet, easy going sort who at the time was in business with his wife Lee, and friend Kathy Bowman Atkins. Lee has since gone out on her own. Dan and Kathy have built a successful consulting business in and around Greensboro, NC. They met at General Dynamics and decided to go out on their own. It's proven to be a very successful partnership.
Dan's parents were hard working folks living in New Bedford, MA. Dan's father recently passed away, but lived a good life based on hard work, commitment and love for his family. All lessons passed down to his kids. Dan was the third of 10. He remembers vividly the organization involved in getting ready for Church, folding clothes and bringing in groceries. Dan's father was in the Marines during WWII. As you might expect, they had weekly inspections focused on keeping their rooms, closets and bathrooms clean.
Dan married his high school sweetheart on his birthday, the day after Lee graduated from college in 1973. They have three wonderful children and just welcomed their first grand child into the world. Dan. like his siblings, has had a wonderful career at AT & T and General Dynamics before founding (with Kathy) The Lattitude Group. His demeanor, patience and listening abilities have served him well throughout his career and with his family. He has been a great coach to me over the past two years and has helped Joan and I with our annual strategic plan.
I am pleased and blessed to call Dan a friend and know he would do anything for me. Can't ask for much more in life. I never met Dan's family, but see how he has incorporated the lessons well. It shows in his words and actions. Lessons abound for all of us, but it's the few who utilize them on a daily basis. Happy Birthday and Anniversary. Continued success for many more!
I met Dan about six years ago at a quarterly meeting with our supplier Resource Associates. He is a quiet, easy going sort who at the time was in business with his wife Lee, and friend Kathy Bowman Atkins. Lee has since gone out on her own. Dan and Kathy have built a successful consulting business in and around Greensboro, NC. They met at General Dynamics and decided to go out on their own. It's proven to be a very successful partnership.
Dan's parents were hard working folks living in New Bedford, MA. Dan's father recently passed away, but lived a good life based on hard work, commitment and love for his family. All lessons passed down to his kids. Dan was the third of 10. He remembers vividly the organization involved in getting ready for Church, folding clothes and bringing in groceries. Dan's father was in the Marines during WWII. As you might expect, they had weekly inspections focused on keeping their rooms, closets and bathrooms clean.
Dan married his high school sweetheart on his birthday, the day after Lee graduated from college in 1973. They have three wonderful children and just welcomed their first grand child into the world. Dan. like his siblings, has had a wonderful career at AT & T and General Dynamics before founding (with Kathy) The Lattitude Group. His demeanor, patience and listening abilities have served him well throughout his career and with his family. He has been a great coach to me over the past two years and has helped Joan and I with our annual strategic plan.
I am pleased and blessed to call Dan a friend and know he would do anything for me. Can't ask for much more in life. I never met Dan's family, but see how he has incorporated the lessons well. It shows in his words and actions. Lessons abound for all of us, but it's the few who utilize them on a daily basis. Happy Birthday and Anniversary. Continued success for many more!
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