Holding Back
February 24, 2015
I wrote last week in this space about the positive place for disagreement in organizations; and I held back on pushing the topic a bit further.
Sometimes an organization leader has to hold back. Sometimes the leader needs to recognize that the organization has more disagreement than it can handle and that taking on another topic for which much disagreement is likely would be like drinking from a fire hose.
In Leadership on the Line (HBS, 2002), authors Ronald Heifetz and Marty Linsky write that “leadership requires disturbing people – but at a rate they can absorb.”
Heifetz and Linsky describe the need to “orchestrate the conflict” in four steps:
- “Create a holding environment” – a safe place to interact.
- “Control the temperature” – turn the heat up to get people’s attention, and turn it down for them to cool off or to catch up.
- “Set the pace” – not too fast that we leave too many people behind; not too slow that we lose the vision and momentum.
- “Show the future” – remind people of the “orienting value” – that is, the positive reason to go through all the negative rancor.
A Leading Official
July 29, 2014
For more than a decade, Mark Uyl has been the MHSAA’s leader of service and support to officials. Mark’s calm demeanor and subtle sense of humor have much to do with his successful leadership of what we sometimes call “the complaint department;” but because he has been both, Mark has a good feel for and the respect of both school administrators and officials.
Since joining the MHSAA staff in January of 2004, Mark has continued to referee college football and baseball. Last month Mark worked the NCAA College World Series in Omaha which had been a long-time goal for this still very young man.
This week Mark ascends to chair of the board of directors of the National Association of Sports Officials (NASO).
It’s clear that Mark has as fine a reputation nationwide as he enjoys here in his home state.