Classification Caution
January 25, 2012
The classification of schools on the basis of enrollment for statewide high school athletic tournaments appears to have been born in Michigan in the early 1900s. Since then, there have been two irrepressible trends.
First, tournaments with multiple classifications have spread to every state. And second, the number of classifications expanded in each sport. In other words, once classification begins, requests for more classes or divisions never end.
One can speculate as to the reasons why people request more classes or divisions, but some results of expanding classification do not require any guesswork. For example:
- If the MHSAA Basketball or Volleyball Tournaments were expanded from four to six classifications or divisions, as some people suggest, it would require another day or separate venues for Semifinals, and the Finals would have to begin at 8 a.m. and would end near midnight.
- If the MHSAA Football Playoffs were expanded from eight to ten divisions, as some people suggest, it would require scheduling the first Final game at 8 a.m. each day, and we would anticipate ending after midnight both days.
More divisions means longer travel and later weeknights for teams and their spectators at Districts and Regionals, and longer days with absurdly early starts and late finishes at the Finals.
Classifying tournaments on the basis of enrollment is a good thing. But like many other good things, it is possible to get too much of it.
People Business
April 24, 2012
Last month, Fortune magazine ranked the top 12 business innovators of our time – “founders who turned concepts into companies and changed the face of business.” It was an unsurprising list dominated by the visionary leaders of what are now well-known enterprises. What I found most interesting was a theme.
Microsoft’s Bill Gates, No. 2 on the list (behind Apple’s Steve Jobs), said his best business decisions came down to picking good people and relying on them.
No. 4 Jeff Bezos, founder of Amazon, credited “a bunch of smart people” that continually take his ideas and improve them.
No. 9 Herb Kelleher of Southwest Airlines has created “a culture that respected the people he carefully hired.” He said, “front line personnel can either make you or break you. . . Start with employees and the rest follows from that.”
No. 10 Narayana Murthy of the Indian company Infosys said an emerging organization “must coalesce around a team of people with an enduring value system.”
Time and again, the secret sauce is the people. Not policy or procedures or products. People.