Thinking Inside The Box
October 5, 2012
Praise is often heaped upon the innovative person who thinks “outside the box.” But thinking “inside the box” is equally praiseworthy.
By this I mean doing the essentials better. I mean remembering our first and fundamental reasons for being, and delivering the very finest services that support those purposes.
It is possible that by thinking outside the box, some organizations forget about their reasons for being; and in interscholastic athletics, we would be well served to think inside the box.
In sports we learn we must compete within the confines of end lines and sidelines. Go beyond the boundary lines and you’re out of play, where you can’t score and can’t win.
If school sports will secure a victory for its future – meaning, school sports continue to be a tool for schools to reach and motivate young people in an educational setting – it will not occur from out of bounds. It will occur because we stayed within prescribed boundaries: local, amateur, educational, non-commercial, sportsmanlike and physically beneficial.
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.”