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.
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.