Middle School Limits
October 1, 2013
Many people over many years have contributed to developing the current season limitations for the number of contests permitted by MHSAA member junior high/middle schools. These good people have believed in a philosophy of sports at this level that encourages students to try multiple sports.
“Kids haven’t fully matured yet,” they say. “Kids haven’t been exposed to some sports yet. They don’t know what they might like or be good at. So let’s have policies and programs that encourage new opportunities and experiences at this level.”
The season limits that have been put in place allow some junior high/middle schools, or their entire leagues, to fit four distinct seasons in a nine-month school year, consistent with this over-arching philosophy to try new things and learn.
There is another educationally grounded and equally astute group of administrators and coaches who are concerned that the current limits are too severe in comparison to non-school youth sports programs. For example, community/club basketball or soccer programs may schedule 15 or 18 or more games per season versus the MHSAA limit of 12 at the junior high/middle school level.
These folks think this may be a disincentive junior high/middle schools to join the MHSAA. Worse, they think this may create a disincentive for kids to play school sports.
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.”