Dooley Long-Term?

When the University of Tennessee hired Lane Kiffin they were very interested in “winning the press conference.”  Clearly Kiffin had the “wow factor”.  He was handsome, had the LA background, had been an NFL Coach, had the beautiful wife and brought a confident and charismatic personality.  Following Phil Fulmer, Kiffin could energize the entire Volunteer Nation.  He immediately created a great deal of enthusiasm.  Yet soon thereafter red flags started to surface.  NCAA violations, disdain for authority and a marginal won-lost record raised doubts as to was Kiffin really the answer.  When last week USC came calling, without much concern for UT, Kiffin bolted Knoxville for the bright lights of Hollywood.  This time the Vols learned their lesson and chose Derek Dooley who assuredly does not command the national spotlight like Kiffin.  His 17-20 record at Louisiana Tech would not immediately put him on the national radar screen.  Yet there is no doubt that Dooley will build a program over the long haul and will do it right.  Remember as a leader this is a marathon not a sprint, you need to make decisions that are congruent with your mission.

texas tech and mike leach—a question of loyalty

As the  Texas Tech administration plowed through the confusing saga of Coach Mike Leach and his interaction with student-athlete Adam James, many questions started to surface.  However, the number one question had to be, what kind of leader do we want in our most visible position?  It is pretty clear the Leach had a very strong belief that he was in total control of the program and felt comfortable making arbitrary decisions with little concern for the implications of those decisions.  Interestingly enough this is the same program where Bobby Knight had more than a couple blips on the public relations front yet seemed to always have the support of the administration.  What was the difference?  When Leach pursued the Washington head job just months after signing his $12 million five year deal, he demonstrated no loyalty to Texas Tech and for all intent alienated all the administration who had supported the new contract.  On the other hand, Coach Knight always had strong support and a good relationship with AD Gerald Meyers.  When the ugly situation with James surfaced, the equity he had gained from his wins on the field were not going to trump the lack of loyalty to the Administration and the University.   Coach Leach had no no advocates in the decision-making positions and all his .  That lack of loyalty coupled with a dose of arrogance led to the final outcome.  Remember leaders need advocates at every level.

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.

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.

Leadership Demands Responsibility…Do The Clippers Have It?

The Los Angeles Clippers received a huge chunk of good luck by winning the ping pong ball lottery of the NBA and winning the first pick in the draft. Their history of first picks with Mike Olowokandi and Benoit Benjamin have not been good. It would be kind to say the franchise has floundered. Now they have a chance but first they have to do something that all successful leaders do. They must accept total responsibility for the future.

They have gotten a huge break that could jumpstart their franchise, but they have to now realize with that good fortune comes the responsibility to make decisions which will set the future of the franchise. Another perceived “bad draft” and this leadership team will never recover. Blake Griffin should be the perfect centerpiece for the Clips. Coached not only in basketball at Oklahoma, but also in life skills by one of the best coaches in college basketball (Jeff Capel), Griffin gives the Clippers a guy who can relate to everyone.

Getting Griffin was just the first piece of the puzzle. Let’s see if the Clippers will take responsibility and make some of the hard and wise decisions that will shape their future. Remember, real leaders accept TOTAL responsibility.

Locker Room Leadership…Perception or Distraction?

Yesterday I saw an interview with Terrell Owens on ESPN and he had a sound bite with and interesting perspective, especially when you take a look at team dynamics and leadership. Terrell said that when “he barked at other players he viewed it as leadership but others perceived it as being disruptive”.  Terrell’s take on leadership…

Additionally Trent Edwards (the Bills’ QB) indicated he thought that Owens’ willingness “to get on” on teammates would be a positive and help Buffalo become a playoff team.

Once again the question of what leadership is comes to the forefront.  Looking at Owens’ track record, it appears that initially his team performs better but ultimately his “leadership” wears thin and the organization is very willing to sever the relationship.  True leaders are in this for the long haul.  As you work to implement your leadership plan, realize that leadership is a journey and not a one-time event.  The great organizations, the great teams and the great leaders all understand this concept.  As Henry L. Doherty said, “A great man is one who can have power and not abuse it.”

This leaves us with an interesting dilemma considering short-term vs. long term.  It is your job as a leader to weight these options and make the best decision possible given the facts, environment and potential risk and reward.