So, how do you make a difference in the landscape?

• Offer more personalized service. The volunteers within this non-profit are doing everything themselves. Everything gets a personal touch with whatever we are doing. Yes, we are taking advantage of as much automation as possible, but when it comes to people – we believe people should interact with people.
• Understanding the complete landscape of how private schools are funded and how maybe some improvements can come about. Offer something that no one has… We have looked at this from a parent, school administrator and donor standpoint. We are looking for ways to make this a smoother, less manual process (without losing the personal connection).  Feedback has been pretty strong that we are really focusing in the right areas, BUT.

That BUT is where this post is hitting home… Change! Seems like changing the status quo is very difficult. I completely understand that if you think it is working today, why change? Is it really working for everyone? When I evaluate how we as a team are working, change is difficult. We all come from our own set of believes and experiences. How can we do better? We have witnessed fear of changing from the schools. They have done things this way for awhile now, why change? When you point out a value proposition that makes this non-profit standout better than the others, why not take a chance? If administrator productivity will increase easily 30% (and have them focus on additional items) – why not take a chance? Not to say that everything will be perfect if you changed, but it definitely can not be worse than you are already experiencing. Take a chance, make a change…

What is needed for change?

• Evaluate the current environment with objectivity. I hear all the time, “that this is the way that we have always done it. It works, so leave it alone.” Well, almost every time we really look at the current environment with objectivity, we come out with it is good, but not great. We know we can have it better. So, depending on your situation you need to set a strategy that will give you what you want in the long term. Then you can set your goals and go make it happen. Rather than wandering around trying to achieve something.
• Focus on Execution… Talk is cheap. It is amazing how many folks get wrapped around the technology of something. You probably have friends that are into the tech geek stuff. They see something and they think this is going to solve all the worlds ills. Or at the very least are ready to charge on the side of something new and shiny. I am a bit of that person at times. The problem is getting to excited around the technology part and not really focusing in on execution of use. Making it work the way you think it can, takes focus! Do you have the right level of focus.
• Letting go… I see this as a problem almost everywhere. How and when to let go. Sometimes the person with the idea has taken it  to their limits and needs to let go to make execution happen. There are times with the idea person needs to stop with the ideas and get stuff done. How long are you going to spin in idea generation or data analysis before you move? Same goes for a person that is tracking and administering a process today that could easily become replaced – let it go… If this gives you more time to do other (potentially more important tasks), why not give it a try.

When you are dealing with established anything, change is difficult. It takes a well defined strategy  (with the value that the change will bring) to help open the ears. Next is putting the right folks in the right places to help focus on execution. Have to make with you are saying into reality! Along the way, let go when appropriate. Trust your team and let them do the stuff to make the outcome it very best.

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What caught my eye was is this way we, as leaders, think we are doing? Leaders did answer the question. When I was interviewing folks, back a few years ago, I would be completely honest as to why they did not get the role.

• Not qualified – this could be that they really don’t have the minimum requirements or they did not demonstrate to the interviewers that they had the skills.
• Better candidate was chosen – I know we all like to think we are the best candidate. There will be times when someone is chosen over us.
• Need more experience – sometimes there are lost of needs within a job opening, some of those needs are higher priority than others. You may meet 90%, but the lacking in that 10% is the key.. Hiring manager really needed that.

Since I have gone back in the job market, I have found that I don’t think I see much of any of the activities… We maybe a combination of some of them. I did get the recruiter call that told me I did not get the job. Reason, “We have a candidate that was better suited for the position.” I know they did! I went onto ask, “was there any feedback that I can get to help me with further openings?” Silence…  Most of the time it is just an simple system generated rejection email. Safer that way, I guess.

Next time, I think the survey needs to add an answer – “We are not allowed to provide feedback”. I bet the percentage on that one, will be the highest.

Watching another coaches practice can be an eye opening experience. I have seen a lot of practices on all levels. When you watch another practice, you can always pick up something that you would like to use in your practice. This practice was a pretty good one. There were some very good things going on our there. Almost every player was moving at all times – my mark of a good use of ice time. Teachable moments were being applied to individual players and the team as a whole. What happened next, was the gauntlet drill. Checking in hockey is one of those items that is important to teach the proper technique. For those that don’t know the gauntlet drill is supposed to help the player with puck control while  receiving a body check. It usually is done along the boards with the player with the puck skating with the puck up the line of the other players wait to check the player into the boards.  Most coaches use the drill to get every player used to receiving a check… Getting other players to check more… This particular drill has to be well supervised. Coaches need to insure that proper checking technique is used. What typically happens is not good. Hands start to raise up towards the head. Players move in close to each other (not giving the player time to recover). Hence someone gets hurt. In this case, it was the teams best player that suffered a concussion when the biggest player used his size and improper technique to smash the players head against the glass. It was not the first check that was improper, but the drill ended when one player got hurt. There were a number of opportunities to have a teachable moment before the injury, but every player and coach was excited about the crushing checks that were being delivered.

With all of the focus on concussions in football and hockey, it is time for coaches to make sure that they are protecting their players and teaching proper technique. I used to tell the parents, “checking is a part of the game. It happens. I will do my best to teach each player the proper way to give and receive a check. Realize, the best part of my responsibility is to teach players how to play in a safe environment and have fun doing it!” If we were to use a checking drill, it was in a controlled and safe way. Never will you see my team run a gauntlet drill. We may have a one on one situation like that, but it will have a coach watching and instructing after each check.  I used to get mixed emotions from some parents on that. The gauntlet has been around a very long time (I used to have to run it). Many of the parents remember their experience. My only comment was did anyone ever get hurt? Where the checks always properly delivered? We will check, but we will do it right!

I met the parents after the practice and gave them my observations. I asked them, if they told their son that I was coming to watch him practice. They said “no.” Practice is important. Sacrifice is important. Does he shoot pucks at home? Does he do stick handling drills with a golf ball at home? How much effort do you think he is putting into hockey outside of scheduled practices? They said some, but not a much as he could. I didn’t want the parents to think that he should only be focused on hockey. He is  young and needs to experience life. He should set goals around how much time he will work on shooting, passing, fitness, stickhandling and studying the game – outside of practice. Have him record his time on what he is working on. He then can see if his work is paying off in playing time, effectiveness on the ice or just how he feels about what he is doing. I stayed till the player came out of the locker room. Asked him if he felt that he gave his all in practice? He said, not really. Stressed to him the importance for him to take advantage of the ice time given. Work hard and excel every time you take the ice. Passed along to the player the same things that I told his parents. I felt honored that I was called. I thanked them all for that honor and wished them well.

Now, I am wondering if I need to get back to being involved…

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When I heard – most Americans feel that Washington is broken. Well, that is my opinion. I don’t care which side of the liberal or conservative beliefs you are on… The fact is Washington is broken. There is no what that anyone is going to get anything really done in the current way Washington is working today. When the President was talking to the very simplest ideas of how things could be better. We all got to see that many stood and applauded and others sat and did nothing. There were a lot of examples of this. For me, I wanted to know where my Congressional folks were sitting and to see if they were in support or just sitting idly on their soft spot.  Why? Would let me know if my elected officials were doing the job that “I” want them to do. I was someone sickened by the way the display of the Congress is showing support for making America better.

How I am going to make it better? Well, that is a tough one – as I am only one person. I believe that actions have to start somewhere. I believe that I need to do something on my part to make where I live a better place. I owe it to my kids, grand kids and the future that comes. Back to my question, how am I going to make it better!

• I have to first educate myself better on the overall reality of what I hear. I know that there is more ways to report out statistics and facts can get shifted a bit. I need to understand reality. I need to know more! Time to be an informed voter…
• Understand how my elected representatives are doing with their voices and voting on those important topics. I need to see who is doing what, by their actions.  Asking the all important question, “are they acting on my behalf or their own?”
• When it is time to vote… VOTE. The only way my actions are going to be heard is by voting. Doing my homework on the candidates, their past actions, promises that they make (and have kept) and the stance on “my beliefs”. I am only one vote, but if we all get out their and do our part, then change can happen.
• Get involved… Spend time meeting with or corresponding with your elected officials. Time for them to hear my voice… If I think they are doing a good job on something – let them know. If I think they are off base – let them know (with options).

I hope to never witness a sight like I saw last night. When we see the party lines being drawn in a State of the Union address. Has this been going on forever? Yes, but it is time to stop. The President used an analogy to the US soldiers and how they must work together to accomplish their mission – or it will fail and people could get killed. He was trying to call out each branch of government on this. We are at a crisis level on almost everything – it is time to really work together to insure that America is the best it can be.

So, I am putting on notice to all of my elected officials: I am going to learn more, review your performance and let you know my thoughts. You want to stay working for me – you better be doing what is in my best interest (I am just like every other 98% of America).

Step up or get out of the way…

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For me, those questions are tough to answer. Why? Couple of things come to mind right off the top. First, when you lay everything out in a nice neat package, you may lose the creativity of those high performing stars on your team. They will not have the freedom to stretch on their own. I have worked in two types of rewards systems. Merit systems would struggle with setting up the higher expectations and having everyone or almost everyone meet those expectations you have set out. You would be basically telling the team here are the expectations, but at the end of year we will not be able to reward all the same. The other was a flat time in grade system. This system sets you have to be in grade for a minimum timeframe before promotion. Depending on where you fall is more important than what you have done (for the most part). As an employee, I wanted to know how I could move up and be extremely successful. Almost all of the employees I have managed wanted the same.

From experience,  I have had managers that have communicated the exceeding expectations set and others that would not. For those that would not, I would simply ask, “Describe what that may look like?” The answers were all over the place. I did get what was felt an honest answer, “I’ll know it when I see it.” When you stop and really think about that you have two simple thoughts. The manager has not clue would probably be the first thing that pops in… Think some. I took it as if I truly want to be a high performer, I have the door open as to what that means. I can do whatever I think is right (of course, within some set of rules) and make it happen. Stand out and be seen! Raising my value (to myself, my team and organization).

What would you do? Those “new” managers really struggled with this question. From the experienced crowd – what would you really do

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