Play Ball!

Play Ball

My senior in high school I made a deal with my friend Diane: she would give volleyball a try and I would give basketball a try. Anyone with a bit more wisdom than the two of us would have seen immediately how this was going to work out. My friend was short and very close to the floor – actually the perfect build for a point guard. I was tall and gangly – a perfect ball striker. Or center.

She hated volleyball. I LOVED basketball. Under the tutelage of the coolest teach in school (a young handsome male teacher) we ended up finishing in the championship games, and I ended up with a basketball emblem for my letter sweater.

We both chose Seattle University for college. I went there because they gave me a scholarship – I’m not sure what Diane’s reasons were but the school is forever changed because of her. Her passion for basketball was much deeper rooted than mine, so when she found out that the university only offered an intramural basketball team for women she was outraged.   They used pennies for uniforms and dribbled the lopsided balls rejected by the men’s program. Completely unacceptable in her estimation.

Now, as luck would have it, the honors program I was in was headed by Sister Rosalie Trainer. It seems Sister Trainer was also the Head of women’s athletics. Given her advanced age of at least fifty at the time, the thought of progress seemed a bit hopeless to us. But I used my academic “connection” with her to gain an audience for Diane and I, wherein we presented our absolutely PERFECT pitch on why SU should have a varsity women’s basketball team.

Sister Trainer was a total buzz kill. She completely disagreed. First she pronounced that there weren’t enough women interested. And besides, even if there were, there was no one to coach and no money to pay for one should we dig up someone interested.

This all happened in 1975. What also happened in 1975 was the first failure of a Seattle School District levy in ages. Schools were forced to cut programs and lay off teachers. The young ones without seniority were first to go. Which left our handsome basketball coach from Ballard High School magically unemployed. Diane and I took our pitch on the road. When I imagine us making our case of how great it would be for him if he threw in with us, I’m not sure how he could have said no. He agreed to coach the SU Varsity Women’s Basketball Team. For Free.

Sister Trainer didn’t have much left to protest about, with the exception of her belief that there was no interest. We made her a deal – we would have a meeting and see if enough people showed up to make the scheme viable. If not, we would go away.

More than 60 women came. She was surprised, but kept her part of the bargain. And that’s how the Seattle University Women’s Basketball Team came into existence.

 

 

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Name It to Change It

I was listening to the CEO of a manufacturing company wax on about his disappointment with his general manager. “I want him to create a plan for growth and profitability that includes how we manage x, y, and z and that produces results 1, 2, and 3” he said to me. “And he just hasn’t done it.”

Before I assumed we had a performance issue to deal with, I asked the million-dollar question. “Have you told him that’s what you want”

I’m sure you can guess the answer.

It is not uncommon to meet an executive who seems to prefer harboring disappointment over talking to an “Offender”  regarding performance.  Sometimes Execs tell me they don’t want to be a micro-manager or a heavy hand. Sometimes the cone of silence has been in place for so long that  the Exec fears changing the rules in the middle of the game. We all  know how unsporting that would appear! In exploring the facts, the Exec and I always reach agreement that the employee needs to change in order to positively impact the company; we also always agree that nothing will change without a chat. And at this point in our conversation it is typical for the Exec to be a little embarrassed and mutter a sheepish “I know, I know”.

I asked this particular President what was most important – the success of his company’s or maintaining his  strategy of silent anger.  The answer to that question was obvious as well. Yet he had been paralyzed for more than eight months.

It is my personal belief that leaders who put their own emotions before the performance of their organization  aren’t doing their job. Not only that, I judge their behavior as abdicating and perhaps even self-indulgent. And when I “suggest” my judgment to them, I ALWAYS see a shift of perception. Obviously there is no President who doesn’t have a deep caring about his company; he has just been stuck behind a lens of judgment that is inward facing. When we give that behavior a name, we aim the lens right back at the bottom line. I watch executives  visibly rise up before my eyes, and say “Thank You – I know exactly what I have to do.”

Naming behavior  is one of the most powerful ways to help people shift their focus from themselves to their company’s great good.  You can name your own behaviors simply by looking at the conversations you AREN’T having. It is always a self-centered motivation that keeps those words inside of you. Find the fear and you can slay your own dragons.

Coaching and Leadership in the Boxing Gym

I haven’t punched anyone or anything since I was nine years old. And I apologized to my brother, as the full extension of my first into his nose truly was an accident. So imagine my surprise when I discovered just recently that I love boxing.

Not the kind where you hit and get hit; that scares me. No – I love the boxing you do in a one hour circuit training workout that involves various kinds of cardio torture followed by three minute rounds with the bags. Speed bags, uppercut bags, heavy bags, big brown bags – I love them all.

The first time I walked in the boxing gym my fear was twofold. I was out of shape and I didn’t know jack about boxing. Last week my coach told me that my skills were really improving and that I should consider sparring in the ring. Wow! I declined citing my lack of passion for getting hit in the face, yet I couldn’t help but notice that the rest of my workout was way more focused. I kinda felt like a boxer!

As I evaluated my progression from klutz to Championship Belt (ok – a little over the top) I recognized the brilliance of my trainer. Her methodology is a terrific lesson in coaching. She explained the reason for a technique, demonstrated the technique, waited until I got that one down before introducing another, and encouraged me from class to class.

But what was really impressive to me was her lesson in leadership. When she suggested that I spar, she made the next step accessible to me by making it possible in my imagination. When she stepped forward and asked me to follow, she led me to the confidence I needed to elevate my game. Because of her encouragement and skillful guidance, I now work a lot harder every time I am in the gym.

In a nutshell, the coaching steps were explain, demonstrate, correct, add more, and encourage. The leadership was an invitation.