Parent Problem
October 29, 2013
For years when I have paused in presentations to ask coaches and school administrators to identify the biggest problems we have in school sports, two problems are far most frequently mentioned:
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Too little money; and
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Too many misdirected parents.
Other problems are cited; but far and away, the most frequently mentioned problems are under-funding of programs and over-involvement of parents.
In many aspects of the lives of youth, there is too little parent involvement and direction; but such is not the case in most places when it comes to sports. “Helicopter parents” not only hover, they also seek to rescue their children from the very situations – adversity – that sports uses to teach life lessons.
Parents have no role in decisions regarding playing time and game plans. Should parents ever believe that their child has been put at risk in a sports program, there are prompt and appropriate ways to address those situations, directly and with discretion, not gossip and guile.
And the job description of school administrators today must include the staunch defense of the jobs our committed coaches are doing.
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.”