Our Narrative
November 21, 2011
Thomas Friedman – author of The World is Flat, From Beruit to Jerusalem and Hot, Flat and Crowded, among other major works – has a gift for converting complicated topics into moving narratives. So I took note, during President Obama’s second year in office when, in a New York Times column, Mr. Friedman took the President to task for a communication gap.
Friedman wrote that the President doesn’t have a communications problem per se (in fact, he’s been one of our nation’s more articulate chief executives), and he has a good grasp of facts on many subjects.
What he has, according to Friedman, is a narrative problem. “He has not tied all his programs into a single narrative that shows the links between his health care, banking, economic, energy, education and foreign policies.” Without this, wrote Friedman, people do not see these are all “building blocks of a great national project.”
Regardless of one’s opinion of Mr. Obama as President and Mr. Friedman as pundit, those responsible for school sports should pause over this observation or opinion; should stop to consider how all the projects and programs we contemplate either do or do not help us tell the story of educational athletics in Michigan.
The narrative for school sports can be compelling. When and where programs maximize participation and promote high standards of eligibility, conduct and care; when and where programs demonstrate quality coaching and officiating; and when and where it can be demonstrated that the programs are not merely compatible with the educational mission of the school but actually improve attendance, raise GPAs and increase graduation rates; then and there we have a coordinated and convincing narrative.
Projects and programs that produce and promote these results will be the kind of building blocks that tell our story and should generate popular support for many more years to come.
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.