Leaders Have to Step Up to the Plate

Challenge sets the stage for greatness. When Phil Jackson returned to coach the Lakers he had a big challenge. In his book he had indicated the Kobe was “uncoachable” and was not a good teammate. The year before the Lakers had won just 34 games and seemed to be a haven for selfish, underachieving big name players.

Enter Jackson with his unique style and nine world championship rings. Jackson, probably as well as anyone, understands the concept of role players and superstars. The trick was getting everyone to accept and relish their role. While Bryant clearly was the centerpiece, Jackson was able to convince ownership to acquire individuals who could work with the temperamental and sometimes difficult superstar. Derrick Fisher, Pau Gasol, and Trevor Ariza all fit perfectly into Jackson’s successful paradigm of “stars and their helpers”. Clearly the model while sometimes erratic proved to be the format for success. The challenge in the land of movie stars and acerbic media was one that many individuals with Jackson’s previous success would have not even considered. The intense scrutiny and critical fan base that had driven other successful coaches out of the LA sports scene, proved to be the perfect stage to crown Jackson’s leadership greatness. His nine world championship and previous success with Lakers bought him time while he cleverly positioned himself to have the control and resources necessary to succeed.

While the Zen Master was not afraid of the challenge, he also was insightful enough to make sure he had the support necessary to get the job done. GREAT LEADERS ACCEPT CHALLENGES AS OPPORTUNITIES.

They understand that being successful dealing with difficult situations is what makes a leader great and they relish the chance. How do you look at tough challenges? The big market teams are the biggest opportunities for any coach. They also are the biggest chance for failure.

Sosa: Another Cheater or Victim of Poor Leadership?

The revelation by the New York Times that Sammy Sosa was one of the 104 major league players who tested positive for drug use in 2003 came as no surprise to anyone. What this story does is bring to light the insidious lack of leadership demonstrated by Bud Selig and Donald Fehr. Anyone remotely connected to baseball knew for years that amphetamines were more accessible in major league clubhouses than skittles. On some teams the attitude was that if you were not using “greenies”, you were not really trying.

Everyone knew that Major League Baseball had a culture of steroid and amphetamine use and yet the leadership chose to ignore the potential problem. Without question performance enhancing drugs was a tough issue as the union clearly did not want any drug testing programs and had enough power to cause an ongoing confrontational relationship with Bud and his buddies. Major League baseball was not willing to engage in a major confrontation so the issue was totally ignored.

In 2005 (2 years after the drug screening that found 104 positive tests from major leaguers) Commissioner Selig penned a let to Fehr that said, “It’s time to put the whispers about amphetamine use to bed once and for all. To the extent that our culture has tolerated the use of these substances, the culture must change.” Talk about closing the barn door after the horses are out. The leadership clearly failed the players by not accepting the responsibility to see the future and understand the potential major train wrecks that could be on the horizon. Leadership must always be very cognizant of any issue that could derail the success of the organization. Clearly a major drug scandal can create havoc for any initiative but particularly for a sports organization.

Perez Attempts to Make Real Madrid Real

Florentino Perez might not be a household name in the United States but worldwide he may have proved to be the biggest visionary in the history of sport or the biggest foolhardy spendthrift.  As the president and leader of Real Madrid, Perez has just invested over $222 million for transfer fees for soccer superstars Kaka and Cristiano Ronaldo.   Those dollars do not include salaries for the two players which will probably amount to over $250 million over the next six years.  Will this move elevate Real Madrid to a level that will prove to be a wise investment or will it bankrupt the club?

One thing for sure, Florentino believes in old axiom “big risk, big reward”.   For a leader to take this kind of chance, the upside better be tremendous.  Perez emphasizes, ”I want to recreate a Real Madrid that makes history.”  Without question these financial decisions are going to make history one way or another.  Vision and big picture results are critical pieces to the change that every leader tries to facilitate.  But every leader also has the responsibility to understand the potential pitfalls that can occur when major decisions are made.  In his previous stint as el presidente of Real, he approved the signings of Beckham, Ronaldo (the Brazilian, different from Cristiano Ronaldo), Luis Figo and Zinedine Zidane.  Only time will tell whether Perez goes down as a great leader who positioned Real Madrid to be the preeminent global sports franchise or financially devastated a once proud organization.

Lane Kiffin: Arrogant or Enthusiastic?

Lane Kiffin has hit the ground running as the leader of the University of Tennessee football program and created enough controversy in four months to last a career. He has called Urban Meyer a cheater, said the recruiting class that Nick Saban signed at Alabama was the result of the efforts of Lance Thompson (who Kiffin has since hired at UT), had to apologize to Pahokee High School in Florida and been reprimanded for secondary NCAA violations. Were these gaffes just irresponsibility on Kiffin’s part or were they part of a bigger plan to bring attention to the UT Football?

With the University of Tennessee coming off a 5-7 record, Kiffin understands that status quo is not what the Big Orange family is looking for. He has done what many good leaders do and that is to stir the pot, create an environment where everyone understands that expectations and the way of doing business has drastically changed. Right now the Tennessee faithful are rallying around Kiffin and his new energy. The question is how will this all play out in the long-term and will it result with wins on the field. Right now “the Kiffin style” is generating a great deal of attention which he hopes translates into better recruits, more exposure and ultimately championships. What Kiffin has done that both leaders and entrepreneurs do is take a risk. Great leaders take risk but not foolhardy risks. Is this arrogance or enthusiasm—-time will tell.

Managing the Impact of Leadership Decisions

Don’t think that being in leadership positions is always easy or fun. Take the case of the Atlanta Braves and Tom Glavine. The Braves were faced with the difficult decision as to what to do with the a guy who has won 305 games and was a mainstay of the staff in the glory days of Atlanta Braves baseball. The Braves had already cut ties with another Hall of Famer and Atlanta sports icon, John Smoltz. Clearly the Braves were in a difficult position – suffer the negative public opinion of unloading Glavine or bring him back at a major financial cost with limited long-term contribution on the mound. Whichever decision John Schuerholz and his associates were going to make was going to anger and create some upheaval.

However, as the leader, Schuerholz could not make the comfortable or feel good decision, he had to do what was best for the organization. Leaders have to make difficult decisions that will serve the group the best over the future. While releasing Glavine and low-balling Smoltz’ contract offer were both unpopular at the time, the leadership had to feel for the success of the team over the long haul, the Braves needed young pitchers whose health would hold up. Throw in the big payroll expense of the future Hall of Famers and the decision was really a no-brainer. The bigger question was why even sign the 43 year old Glavine in the first place?

Apparently the handling of the release of Glavine was awkward at best and botched at the worst, yet the leadership showed they understood their responsibility to the team. I wonder if NFL teams are looking at the Glavine situation as a reference on how to deal with the Brett Favre .

Can Ochocinco Still Help Bengals?

Chad Ochocinco (Johnson) has publicly stated that he was not satisfied with his performance last year and is working harder, in better shape and committed to having a great year. This little bit of new attitude has seemed to throw some cold water on some of the heated comments that Bengals’ players, coaches and executives have uttered over the last six months. For leaders, one of the big questions is “how much is enough?”

In many situations the most talented producer is also the most difficult to deal with. Creative, dynamic people often are successful because they do not fit into the mold. They think in their own way and do not feel bound but by arbitrary rules in which they see no purpose. Sometimes these “free spirits” can add to the diversity of an organization and do great things and sometimes these same folks are viewed as disruptive and a deterrent to productivity. Quite often the result is determined by the ability of the leader to figure out how to use the talents of the “free spirit” while having the group realize that this individual is very helpful to helping the team become even more successful.

Dennis Rodman is a perfect example.

With the Chicago Bulls, the Worm was an important ingredient of the Bulls championship years with his defense and rebounding. However, with the Lakers and Spurs he became a distraction and had to be extricated from the team. Why? Because of strong leadership from Mr. Jordan and Mr. Pippin.  All three knew what the desired result was and filled their role. Jordan and Pippin did not let Denis’ idiosyncrasies detract from the championship focus and the rest of the Bulls followed suit. Dennis also respected His Airness and Scotty and realized what the acceptable boundaries were. That respect which traveled both ways was the key.

Is a “green” NBA good or bad?

I just saw yesterday that the Philadelphia 76’ers just hired Eddie Jordan to be their head coach. About a month ago the Washington Wizards hired Flip Saunders to replace Eddie Jordan. And so the NBA coaching merry-go-round continues.

It is interesting to look at the fraternity of NBA coaches and see how often they get recycled. Teams appear to change leadership based on some shortcoming of the leader but after a short period of time it is amazing how the deposed coach has apparently recaptured his leadership skills and is ready for another leadership gig. I guess I always wondered why there is small a small pool of potential NBA coaches. Does the management of the organization really understand what it takes to be successful leading an NBA franchise? Is the skill set so precise and narrow that only a few individuals have the necessary talent to be an NBA coach? My guess is that the answer to that question is no, but the decision makers want a comfortable choice who has some experience.

Don’t be confused, experience is nice but talent is what is going to be successful in the long-term. When I hired Jeff Capel at 27 to be VCU’s head coach, many people who later became big supporters of Jeff, were openly and loudly critical. What they did not know is that at 27, Jeff Capel was an extremely talented basketball mind who understood the big picture and had all the talents to be a big winner.