Is Mike Golic Right?

Does Football teach us to have a lack of integrity?
Mike Golic would say "definitely not!" On his ESPN morning show, "Mike & Mike" (which I thoroughly enjoy) Greeny and Golic had the argument...Greeny saying there is a problem with a lack of integrity in pro football, and Golic holding up the NFL's side of the argument.

Here's my take:

Golf – high integrity…self-policing.

Volleyball (team sport) – while at some levels self-policing, at the best it is. Even in the high stakes games, you are not allowed to purposefully mislead the refs/judges and you are also not allowed to “distract” your opponent (finding a way to “cheat”).

Tennis – honor is evident (although there are exceptions).

The point? In most sports there is a level of honor and this is appreciated, and applauded. In Football, basketball, and soccer, the opposite is expected. You are expected to do everything you can to win, including confuse or deceive the referees. It reminds me of pro-wrestling where the ref is obviously (and humorously) distracted so that the villain can use a chair to put his opponent out.

So, the argument is, this should all be ok, since we have referees and umpires who are paid to make the call. But, the question isn’t if the refs are there, it’s should it matter if they are there? Why do some sports have an honor code and others don’t? And what’s the harm?

Well, when I learned that HS football (and basketball to a degree) coaches teach their kids how to do what are illegal moves, and to NOT get caught…I was shocked. The argument? Everyone does it. The refs have to call it for it to have happened. It’s part of the game. My simple argument? Should it be?

What does it do to our sport when we ingrain permission (in fact encourage) players to break the rules?

It teaches our youth some sorry stories. I usually champion the idea of sports teaching great things to our kids. But…if organized sports (you can’t get away with basketball “cheating” in a pickup game!) are teaching our kids to break the rules – as long as you don’t get caught or to lie / distract / deceive the refs – they may not have seen the play and you’ll sway them in your opinion, why would I want my kids involved in this environment?

And where does it stop? You have the leagues stepping in (when the risk is that the league will lose income) with enforceable rules to stop the obvious and logical result of teaching cheating. In basketball, intentional fouls, flagrant fouls, and then finally the Hack-a-Shaq rule. Why should the league have to create rules that hurt the teams chances to win – giving two shots AND the ball? In football, the rules are constantly changing to protect the wide receiver (when in the air) and the quarterback…two of the star positions. Why? Because the cheating taught throughout will get them hurt. That’s why clipping and chop blocks HAD to be enforced. Not because it was illegal (it was) but because people (stars) were getting hurt. In 2009, the teams playing against Favre decided to hit him early and often. Well, even late. A few penalties? That’s ok, if it gets him out of his rhythm and makes him play poorly. So basically, since the penalty for breaking (if caught) the rule wasn’t worse than the expected benefits, the coach puts that into his game plan!
So, if Shaq is killing you underneath – foul him on purpose AND do it hard enough and early enough that he can’t score on the play. So where does it stop?

We’ve seen “hard” fouls during the playoffs. Fouls though that are only a small step away from injurious hits. Why not? We’ve seen it in the past. The bench warmer (enforcer) comes in and lays out the other team’s best player so that he gets gun shy. Even if the refs throw the player out…it was worth it to the coach! So, they went to suspensions and then to fines. Wow. Why would the league's office need to do such things to keep players from purposefully trying to hurt another player?

Because they have accepted the little cheating (from claiming the ball went out off the other player to flopping) and actually made it part of the game.

Just because it’s always been that way (which by the way, it hasn’t ALWAYS been that way), doesn’t mean it should continue. And it definitely doesn’t mean we should be teaching it to our kids!




BTW, I’ve played organized sports as an adult (in the military), and at least in volleyball, I can tell you that I demonstrate integrity…I let the ref know when I’ve touched a ball on its way out of bounds. I let the ref know when I touch the net. I let the ref know when I don’t get the pancake, and the ball hit the floor. I do this no matter the score or situation. I’ve done it when it cost my team a game. Why? Because I want to win because I played better – not because the ref missed a call. No, not all volleyball players do this – but the best do. And I don’t mean “best” as in most talented.

What we can learn from Sports Part II

The arguments made in the comments aside, let’s continue the analogy. How much can we learn from coaching a football (basketball, tennis, volleyball, etc.) team? How much can we follow good coaching principles in sports to make our businesses run better?


To recap:

• Leadership Team: Pick top level coaches based on how they fit the Head Coach’s system and find ones that will work as a team. Ones with expertise in getting the most out of the players.


• Recruiting: Don’t think of it as hiring or filling a position. You’re recruiting based on potential and fit. You’re actively seeking the best fit for your program. Stop hiring and start recruiting.


• Professional Development: Stop expecting ANYONE to stay around for extended periods of time. If you develop them well, they’ll move on to bigger and better things. Assistant coaches will become Head Coaches at other programs; players will become better paid players on other teams or assistant coaches themselves. And that’s a good thing.


• Providing Feedback: The coaches works with the players to assess their play and get better. It’s a never-ending (continuous improvement) cycle.
  

Measures

So, how best to assess? In sports, coaches use tons of measures. They have staff who observe, collect, document, store, and report measures (let’s use basketball). Field Goal %, Three-Point-Field-Goal %, Offensive Rebounds, Defensive Rebounds, Assists, Steals, Fouls, Turnovers, Assist-to-Turnover ratios. All of these can be measured against minutes played. Of course there’s also Points Scored, Points Allowed, Free Throws attempted, Shots attempted, etc. per minute, per period, and per game. There are lot’s more! Imagine if the coach followed businesses’ example on using measures?

LeBron, we’re going to have to reprimand you (not give you a raise) because your numbers are down. Worse, businesses don’t look at ALL the data (too much to collect, too expensive to collect) – instead, they’d measure the players on only one, two, or maybe three “key” measures. AAAUGH!

If you’re only going to judge the players on a subset of the available measures, at least make those measures the higher level ones – GAMES WON!

No, in sports, we not only look at all the measures, we also focus on the areas of expertise. So for the Point Guard we look at Assist-to-Turnover ratio. For the defensive specialist, Steals and Blocks. For our scoring threat – we’ll use measures around scoring efficiency. As a team we’ll look at offensive and defensive efficiency. We’ll even breakdown how well our in-bounds plays work. Our effectiveness in the half-court offense. How effective our defense is.

The players will NOT fear the measures – in fact, they’ll clamor for them. Of course we may have the same issues as some selfish ball players – our staff may want to pad their stats at the detriment of the team. But, those people stand out (to fans and coaches and fellow players) and their behavior can be adjusted or they can be let go.

Heroes and Super Heroes

Yes, sports teams at all levels, like businesses, have to deal with heroes. But in sports, especially team sports, we find that the best players actually make those around them better. They don’t horde information (like not calling out a switch or impending pick on a teammate), and they don’t obtain their self-worth by hoping their teammates don’t get better.

Quickly, even the best players, realize that they have to become coaches on the floor. They get the team Captain emblem and work as hard as the coaches to make the team better. Why? Because regardless of the accolades they get for being the best (scorer, shooter, passer, rebounder, etc.) it pales to being part of the reason the TEAM wins! Even the best players (LeBron included) learn that the real goal is to win as a team.

Ask Michael Jordan, arguably the best there ever was. If he didn’t have teammates who helped him to excel, and the team to win, he’d be an almost-was instead of a superstar. We need to find the “team goal” – the vision for the organization. We need to identify measures of success for the organization. We MUST know how to determine that the “team” has won. And we need to all celebrate (not just the heroes and definitely NOT just the Coaches). Look at who ends up holding the trophy the longest. Who hugs it? Who kisses it? Not the coach.

So, all of this post is based on the ability for businesses to identify team goals for the organization. We have to have a way of winning. We need a “prize” at the end – a trophy to compete for. That reminds me of the Air Force saying, “Officers compete.” We knew in the Air Force that competition was NOT a bad thing. Competition is a good, time-tested, American, incentive for behavior. Guaranteed, every business has a competitive element. Even NFPs compete (with other NFPs and with the things they are trying to overcome – poverty, disease, cruelty, etc.). Pick the business or organization and there is an element of competition. There are goals to achieve and battles to win.

It only requires a little creativity.

And a different viewpoint.

A coach’s viewpoint

What We Can Learn from Sports

This entry was tough to pen. Not because I didn’t know what to say, but because I had so much to say. I need to post about my theory on using Coaching Techniques in the work environment. I need to post about my book signing exploits and presentations (had a really awesome one recently in Chicago). And now I want to write about how “the truly ignorant are impossible to offend.”

Where to start? I guess I have my next three posts planned.

What we can learn from Sports in the Business World

So, Notre Dame hired a new football coach, Brian Kelly. And like a good head coach, one of his first tasks was to put his coaching staff (spelled leadership team) together. He let all but one coach go from the previous staff. He fired the existing leadership team and then recruited among his network for his coaching staff. He didn’t post the jobs on Monster.Com. He didn’t put ads in the papers. He looked through his black book (I’m guessing here) and called up the people he wanted to work with…the best that he knew and talked them into coming to ND to work with him. To work with him to make a winner!

Wow, how about that.

Leadership Team

So, the CEO leaves (fired, retired, resigned, etc.) and the new one is hired. Can the CEO do the same as the head coach? Why not? She should sit down with the existing leadership team and see if there are any she wants to keep. The right move? Let most (if not all) go. You don’t want to work closely with people you didn’t hand pick…not if you’re trying to make a winner. Then, don’t send a list of open positions to Human Resources – nope. Pull out your little black book and start calling those leaders you want to work with. People you’ve worked with in the past. People you know can and will get the job done, and done right. People who will make your leadership team a success! It’s not what I normally see – normally, the new boss watches and listens for 6 months to a year, before she starts to make changes. She tries to ascertain what the strengths and weaknesses are of the leadership team she’s inherited. What a waste of time! Rather than working on moving the organization forward (making it a winner), we throw away up to an entire year so that that new boss can learn the organization before making changes. Let’s follow the coaching lesson and gut the leadership team! Start fresh with a team you know will work well with you. A team which will help implement your plans!

So, what else can we learn from coaching? Well, the head football coach does NOT normally get involved in the small details. I mean he has a team of assistant coaches and those coaches have assistant (position) coaches. Everyone trusts each other to do their job. The assistant coaches are focused on their area of expertise (offense, defense, special teams) and the head coach trusts that they will be able to carry out his vision for each. That’s important enough to rephrase and reiterate. The head coach provides VISION for each area of focus. The head coach TRUSTS his next level of leadership to get the job done, and get it done well. That means within the rules, within the values of the organization, and with the mindset of doing what’s best for all.

Another essential is that all of the coaches – down to the specialty coaches (managers) all know they are part of ONE team. They may have different ideas, innovative ideas, things they want to try and risks they want to take…but it’s always with the overall success of the organization in mind. If the Quarterback’s coach ends up having the quarterbacks of the team drafted high each year, but the team keeps losing, they are NOT a success. The goal isn’t just to do your job well, but to have the team as a whole succeed…otherwise there will be a new head coach, and most of the coaching staff is soon to be replaced (see beginning of this rant).

Perhaps the most important thing we can learn is how the team is populated. How are recruits found? How is the team formed? How are the players treated?

Recruiting

Players, the best players, are actively recruited. Sometimes it’s the lower level coaches who visit the recruit or calls them. Sometimes (in the case of the top recruits) it’s the head coach himself who will contact them. The position isn’t posted on High School bulletin boards. There aren’t open tryouts (not for the key positions at least). The coaches get together and evaluate the talent. Then they pick the player they want – not just based on their resume, but on how they will fit in with the “system” the head coach has in mind. How well they fit in with the vision. The players’ attitude, work ethic, and potential are more important than what they’ve done or how others “rate” them.

Other players (walk-ons) are also solicited. They get to try out. They interview and then demonstrate they can perform the skills necessary. But even if they are proficient enough to “make” the team, they are evaluated for fit. Do they get along? Will they help the team achieve? Always we look toward the overall success of the organization and the vision of the head coach.

Develop your Players

Once the players (if you haven’t guessed yet – players are the equivalent of staff) are in the fold it is the job of the coaching staff to help them develop into the best players they can be – given the parameters of the system employed. It is NOT the job of the coach to do the job for them. Imagine, in the first game of the year, if the quarterback’s coach ran onto the field to play the position! No, the coach’s job is to teach, train, and prepare the players to excel. The players HAVE to still PLAY the game. They have to go on the court (or field) and get the job done. The coach many times is relegated to being a cheer leader, harsh critic, and provider of honest feedback. So, it is totally true – the most valuable asset on the team is the player. Since the coach can’t play the game, the most important job is to develop the players – holistically. Not just so they can perform. The coach has to be concerned with the player’s mental, physical and (dare I say) spiritual health! No wonder it’s hard to find a good head coach!

A Coach’s Responsibilities:

1. Have a vision for the team
2. Articulate that vision clearly and enthusiastically
3. Build a great coaching team
4. Recruit the best players which means players that fit the system/values of the organization
5. Develop the players (Mentally, Physically, Spiritually). Teach and train them to successfully perform the skills necessary
6. Cheer the players on
7. Provide honest feedback
8. Make corrections to player development when necessary (go back to #5 Develop Players)
9. Prepare players for the next “level”
10. Start all over again

After the Game is Over

When players don’t play well…or don’t follow the game plan – coaches take the blame. They don’t call out the player’s errors in public. Nope. The coach takes the blame for the team failing. And when the team wins the national championship? The coach gives the players all the credit!

I fully believe this analogy can be used for the entire work experience. We can learn a lot from other professions – especially ones which are so dependent on performance. Every organization I’ve been in has been concerned with performance, and perhaps none more than the US Air Force. BTW, I’d say for the most part the USAF follows this school of thought. Leaders are developed. Leaders develop their people. Leaders don’t micro manage or try to do the job for their people. Leaders don’t take credit for their people’s or the organization’s success. Not the good ones.

Leaders don’t “manage” people, or manage with data, or make data-driven decisions to enhance performance. Nope. It’s simple.

Leaders lead.

The Cycle of Life

Life sure is strange. The cycles that we go through are amazing (if we’re blessed with a long enough life to experience them).

First our children believe that we know everything. They’ll ask us about anything and everything – and hopefully we’re not like Calvin’s (Calvin and Hobbes) dad and make up ludicrous answers. Hopefully we provide them with good information. Then as they get older, they decide we must know absolutely nothing. Then, sometimes, if we haven’t totally alienated them, they realize we may know some useful information. And then in their memories, when we’ve passed, they may come to realize we were actually pretty wise.

Another cycle I’m experiencing with my older children (with the span between the oldest and youngest – I get to do everything twice) is that when they were young…I was happy to watch them try anything. It gave my heart joy to watch them attempt things. Especially to compete. Then as they became accomplished at the activity (sports mostly) I was even impressed with them. They did some amazing stuff! I bought a new video camera to capture it so I could replay it again and again! They in turn would attend some of my sporting events and be amazed at dad. Then as they got older, I was still impressed with them while they slowly decided that dad was too old to play anything well. So of course, I had to prove myself. I offered them $10 for any time they beat me at a 1-on-1 sport (or game). Ping pong, tennis, basketball, volleyball (granted this is hard to play 1-on-1, chess, etc. So far I’ve had to pay Alyssa for chess and Kristopher for Ping Pong. I still haven’t lost to Kristopher in Basketball (although he SHOULD win).

So, it was with a happy heart that recently I earned my kids’ respect and admiration (?) without having to beat them. We played in the YMCA coed volleyball league – Kristopher, Alyssa, me, and three others we are friends with (all girls). Well, Kristopher, being 6’4 is “supposed” to be awesome, right? When he blocks it’s a thing of beauty…especially when he’s reaching 3 feet into the opponent’s court. Alyssa isn’t supposed to be able to hit on a “men’s” size net…but hey – she did! And she served great (as did Kristopher). She also set well when needed and was great on defense. Kristopher had some momentous shots and they both served their share of aces.

But, wait, the cycle I wanted to talk about was when they noticed dad.

So, I’m old. Granted. I’m slower. Granted. I don’t jump as high. Granted. But hey, sometimes, God grants us the ability to remember our younger days.

On the first serve of the championship match (the other team sported three guys, three girls. One of the girls was 6’1 and a was a former Varsity player for Michigan State Volleyball), Kristopher served a hard topspin. The former varsity player attempted to pass it but it rebounded off her platform too far and too high, right toward our side of the court. Since I was front row, and I was actually well focused – I leaped at the perfect time, and crushed the overpass back into the opponents court. Inside the 10’ line. Two of their players closed their eyes and were rewarded with the ball missing them. It bounced off the floor and then back close to the ceiling. Definitely and great start to the match. My team was pumped! They cheered. They slapped my back. But the best part was my 20 year old daughter who looked a little shocked. She said, “I’m on this side of the net, and that scared me!”

There is no joy like that of impressing your kids.

Finding Old Friends

Finding what is lost definitely provides an emotional high. Being absent-minded, I have many opportunities to enjoy the exhilaration of finding what was lost. This is true of money in summer pants pockets, a book or DVD, or even a pair of earphones. I lose a lot of things. Other losses are permanent. My dad, coming on four years ago, was a devastating loss. But, luckily, most things I lose, are eventually found again. And most times upon finding those things I experience great joy.

One of the things, over the last 25 years I've lost are friends.

Finding them (or them finding me) can be exciting...but it can also be scary. I find that I have not only a generally bad memory, I also have selective memory. My older brother seems to remember everything from his (and my) youth, while I am afflicted with very limited memories. So, I find it a bit nerve racking when I encounter someone I haven't seen or heard from in nearly a quarter century! Will we still get along? Will we still be friends?

It seems they have the same fears and uncertainties and doubts (FUD in AF jargon). Sometimes I wonder if it would be better to just leave the past behind us...and not find any old friends. I definitely don't want to participate in any of those HS reunions I see featured in a myriad of TV shows! I wouldn't remember anyone except my best friends, Eddie Diaz for one. Eddie I'd love to find, to see how he's doing. To reconnect. Others? Not so sure. But hey, it might be fun. Once you get past the FUD, it's kind of nice to remember you had a past...

And while I know that we, as creatures will always imagine the worst in lieu of factual information (hence the danger of partial information sharing and rumors), I'm finding that it's not all that bad when we run into an old long lost friend.

Unlike the food I found that I had put in a coat pocket over a year ago...

Change for the Better!

Lent. It’s better than New Year’s! Seriously!

I’d much rather have a “season” than one day. Lent goes on for forty days!

I’d much rather have a celebration based on religious grounds than the fact that 365.25 days have expired since the last celebration for the same reason.

I’d much rather make goals to change something to show my love for another than to make those changes because, well, 365.25 days have passed since my last resolution.

Lent is awesome! It’s a time for reflection, for looking deep inside and seeing the ugly part of ourselves. Not to degrade ourselves, but to improve ourselves. We look inside and see what’s ugly. If that’s too hard, I mean if you think you’re perfect, or just can’t decided what you want to change…I have an easy trick to employ. If you were to die today, and be blessed by finding yourself approaching Peter at heaven’s gates…and you see a large sign above the gates – “What do you need to confess?”…what would you say? I mean, you have to figure out, before you get to Peter, what in your life would God have some issue with? The sins you can choose from are well documented.

There are the Seven Deadly Sins (the Denzel Washington movie “Fallen” still gives me the creeps…hate the ending! And now I hate the song, “Time is on my side”); Lust, Pride, Wrath, Sloth, Greed, Envy, and Gluttony are usually enough for me. The trick is figuring out what thing you do, or say, or think which would fall under the wide brush stroke these seven sins paint. Do you look longingly at Beyonce? Do you get angry with your kids because they’re not living up to your expectations? Are you doing anything to excess? How about to the point where you are neglecting other important parts of your life? Are you spending too much time on the sand and not enough on the Golf Balls?

So, you would think it would be easy to identify our sins. But, I still find it tough, come this time of year to decide what to eliminate from my life. Yes, from my LIFE. Kristine and I have a long tradition of picking one thing to “give up” and one thing to “do.” The thing I usually try to give up is something I want to remove from my life. One thing each year…by the time I’m 80 (if I live that long) I should be a much better person! Since it takes 30 days to create or stop a habit…the forty days of Lent is perfect!

Some past Lenten efforts (most have stuck)
• I’ve stopped putting sugar on my food.
• I’ve stopped putting salt on my food
• I’ve stopped eating for the night at 7 PM
• Not watching TV (I watch but a LOT less than I used to)
• Keeping my eyes where they belong :-)

I also have started doing new things based on Lenten efforts
• Exercising daily (nope that didn’t stick)
• Actively Listening to my wife (nope)
• Eating 1 piece of fruit daily(this is a big improvement …and it has stuck)
• Eating healthier (kind of stuck)

Those are the ones that come to mind readily. So, the point is, we all have weaknesses, flaws, and we all commit sins. The idea has always been to stop doing the things we are ashamed of, the things that we don’t want to have to tell Peter about. And start doing the things we know are good for us, and good for our families. This should include doing good (and stop doing bad) things for our physical, mental, and spiritual health.

Even if you don’t fast and pray during Lent, you can benefit from the life-changing opportunity. You’ll be able to keep doing the good (new habit) and stop doing the bad (stop bad habits) for ever more!

So, what would you stop doing? What would you start doing?

To Change One’s Life

So, how do we go about changing our lives? One method is to set goals and slowly, consistently move from where we are today to somewhere else. To do so, requires more than just another “to-do list.” It requires creating a life-changing vision.

When I work with clients (friends really) and help them set a personal vision – I look for the rare, special case. The person who wants to do more than just change their own lives – they want to change the world. That’s a big part of my vision – to change the world by helping at least 10 others change the world. In that case I am an enabler, a magnifier, a multiplier.

Personally, I’m trying to also change my life for the better. While a world-changing vision definitely leads to a changed life, even before I create such a vision I’m always looking for ways to improve and change for the better. My wife has created enormous change in me over the 25 terrific years of our marriage. She’s changed my habits (something I find near impossible to do on my own). She’s changed my eating habits (I actually do NOT put granulated sugar in or on anything anymore. I eat vegetables I wouldn’t even look at in the past – Love my broccoli. I pretty much avoid sodas.) She’s changed my relationship with God…through prayer and patience, I moved from the vague status of “a believer” to a practicing Catholic (have to keep practicing…it’s the hardest thing I can find to get right)! But there are some things I want to change that she doesn’t really seem to care about me changing. There are things I want to achieve that are not hot on her list.

That’s understandable. I can live with that (hopefully). But what that means is that I have to do this on my own. I want to basically do some of the important things on my goal list. Like get healthier, better use my free time (like by writing on this Blog vs. watching TV), and get back to my arts. I want to get back to drawing. And I have, currently, three books in work.

I’ve learned that a big part of making my goals come true is to find out how and when to say “no.” I say “yes” too often, too easily. There is so much to do, so much to achieve. So many people that need help. But to get things done…to succeed, I have to actually learn to say “no” occasionally. To stay focused. Not to allow myself to become distracted. I realized that was the secret to my spiritual health, that I needed to avoid being distracted away from God. To achieve my goals – will require a similar focus. So, as mentioned by Jim Collins (Good To Great) at a conference, to get it right, make a “Stop Doing List.” And then, as hard as we work to check off the things on our to-do list, we need to focus and stop doing the things that are not essential. For a definition of essential, for the things that we want on our to-do list, see the previous post on Golf-balls…

The best athletes regularly find themselves “in the zone” – a heightened focus where the world moves in slow motion, vision is super clear, and there are NO distractions. Seek this zone and achieve greatness – not in sports but in achieving any goal.