Dangerous Plays
February 26, 2013
The MHSAA’s fourth health and safety thrust for the next four years focuses on competition rules. It intends to locate the most dangerous plays in each sport and to try to reduce their frequency. For example:
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We know that kickoff returns, punt returns and interception returns – plays in the open field with a change in direction – are the most dangerous football game situations.
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We know that heading the ball in soccer is injurious, especially to younger athletes, and especially to females.
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We know that checking from behind is a cause of serious injury in ice hockey.
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We wonder if protective headgear has a place in soccer, or if protective head and face protection has a future role in softball.
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We know that ACL injuries in female basketball players and volleyball players is near epidemic and wonder if there is equipment or conditioning that can be mandated or recommended to save our players from what are serious and sometimes career-ending injuries.
We can make changes ourselves – through MHSAA sport committees – for the subvarsity level, but our committees can only make recommendations to national rules committees for varsity level play. Over the next four years, we will be asking our sport committees to give more time to the most dangerous plays in their sport – identifying what they are and proposing how to reduce that danger.
Values Trump Rules
November 19, 2013
The last two postings, which were about rules and rule-making, have quoted from how: Why HOW We Do Anything Means Everything by Dov Seidman. The book deserves at least this additional commentary.
Mr. Seidman posits that in the modern world of hyperconnectivity and transparency (which he describes in detail), there is no such thing as “private” behavior. It’s all public and, therefore, how we do things is more important than what we do.
He states that to stand out in a positive way, an enterprise must “outbehave” the competition. And he says, such behaviors do not follow rules, they flow from values.
This means, according to Seidman, that effective leadership in this environment will be less about coercion (rules) and more about inspiration (values). Leaders will spend less time talking about the carrots and sticks of managing people, and more time focusing on “values and missions worthy of their commitment.”
It’s a shift from “task-based jobs” to “values-based missions;” a transformation from “command and control” to “connect and collaborate” leadership. “It’s a move from exerting power over people to generating waves through them.”
Instead of talking about organizations that are too big to fail, Seidman says we will have organizations “that are too sustainable to fail, too principled to fail, and too good to fail.”