Category Archives: Sports

Kaepernick and the Cause Célèbre Curse

Colin Kaepernick, from a business perspective, is not worth the risk.  It has nothing to do with his political views, his kneeling, his public comments or personal beliefs, nor his athletic abilities or skills.  Rather it has everything to do with his being a cause célèbre.  The more support he generates, the more celebrities who publicly plead his case, the more organizations and movements that march, the more stories and media coverage, the less hirable he becomes.  This has nothing to do with athletic ability, nor does it have anything to do with politics or race.  Rather, it has everything to do with business.

The emotion and “noise” surrounding Kaepernick is currently being directed at the NFL, its commissioner, its teams and team ownership.  With 32 teams and a very public commissioner, in raw numbers, each team simply has to shoulder 3% of the heat.  However, the team that hires him would then take-on all the baggage he brings.  All the noise, the emotion, the attention, the vitriol, the passionate supporters, the messaging, the questions, the disruptions.  All of it, all the time.  Thus, Colin Kaepernick cannot be hired by any NFL team.

The only thing harder than hiring someone is firing someone.  While it sounds harsh, it is  reality.  While it might be tempting to hire Colin Kaepernick, especially as injuries mount over the course of an NFL season, and he is someone with a very rare skill set – NFL quarterbacks are not easily found – he simply brings too much baggage.  And if an organization decided to accept all that hiring him entailed, the idea of not playing him and potentially having to fire him – it is simply not viable.  It is a sad irony, the more people, and his fellow players, try to support and help Colin Kaepernick find work, the less hirable he becomes.

 

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Teams and the All Star

Kobe goes out in a shower of pop culture glory while the Warriors win their 73rd regular season game.  The NBA had quite the night earlier this week.  You have a one name super star and legendary player go out on a crazy scoring night while another team finishes the season with more wins than MJ’s Bulls.  It was the stuff of main stream news and cultural consciousness, as well as a great reminder for every leader – be careful who you have in your locker room.

The Golden State Warriors have been an incredible story, from winning the NBA title in 2015, to marching their way through this season to an unprecedented 73 regular season victories.  They have done it with aplomb, while their head coach was out for the first several months of the season, while being the reigning champions that every opponent gives their best game, and under the bright lights of relentless coverage and analysis.  They have met and exceed expectations as a team.  The players, the coaches, everyone involved have risen to the occasion.

Conversely, Kobe Bryant and the Lakers have been an absolute mess, lingering at the bottom of the NBA for years.  Though in the twilight of his career, Kobe has never once relented in his focus on being the center of the Lakers.  The ball will go through him, to him, and will be shot by him…a lot.  He was the highest paid player on the team, demanded and ensured that he remained at the top of the industry pay scale, and remained at the forefront of the Lakers marketing and consciousness.  It was abundantly clear that what mattered to Kobe, was, well Kobe.  Granted, he scored 60 in his final game, but he took 50 shots.  Yes, you have to “take ’em to make ’em” but that is far from all-star percentages.

In the end, the Golden State Warriors are a team.  Sure, they have their own star players, especially Steph Curry, an incredible coach in Steve Kerr, and a great organization, but above all they are a team.  No one is more important than the whole.  The Lakers in the Kobe era, and especially so in the later phases of his career, have been about Kobe above all else.  Basketball, more than probably any other sport, demands a team have at least one or two star players.  There are only 5 guys on the floor – one or two make a huge difference.  However, it is still a team sport.  An all time great alone cannot make it happen; just ask LeBron.  In the end, teams win.

It is incredibly tempting to hire and retain the “best player”, to make exceptions for the “all star”, the top producer, that special person.  However, that special person cannot be placed ahead of the team, the greater goal, the common mission.  Steph Curry is a special player, an MVP, an All Star, but he is also a team player.  Kobe was an MVP and an All Star to the end, but never was he known as a team player.  Even Michael, a renowned competitor and a bear of a teammate, was always known to be a teammate.  Demanding,; sure.  But always a teammate.

Yes, Kobe and the Lakers were the story of the day.  The ratings, the press, the glitz, the stars, the pop culture darlings, it was all Kobe and the Lakers that night.  The Warriors setting the new season wins record was the “other NBA story”.  That was one day, well maybe two.  Next week, the Warriors start the first round of the playoffs, and Kobe starts his retirement, and the Lakers start to rebuild their franchise.

Building a team is hard.  Finding the best talent it tough.  Hiring and retaining great people is even harder.  But finding, hiring and retaining the right talent, well that is how a winning team is built.  When given the choice, taking the very good player and teammate trumps the great individual.  It only takes one bad hire, regardless of their talent, to ruin a team.  Put aside the glitz and glamor, and find that special person that has the skills and talent, as well as the selflessness and maturity to be a great teammate.  And if you find your MJ, well provide them the leadership to at least be a teammate.  And if you find a Steve Kerr…then keep on winning.

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Peyton and Being Likable

All it takes is a catchy jingle and you have a pop culture phenomena.  Well done Nationwide Insurance…”Nationwide is on your side” easily becomes “being likable makes all the difference”.  People like what they relate to, what makes them feel comfortable.  There is no question, Peyton Manning has hummed his way into the American consciousness as “a good guy”.  Of course it does not hurt that he is widely regarded as the face of his sport, one of the all-time greats, and is standing at the threshold of a storybook ending to his career.  Peyton winning Super Bowl 50 – it is the stuff of legend.

It has been called many things, with the current flavor being Emotional Intelligence or EQ.  Then there are the more traditional “cultural fit”, interpersonal skills, or empathy.  In its simplest form, being likable, a nice person, is one of the most valued traits in all of hiring.  Never, not once in all the years and the literally thousands of hiring conversations we have been privy to, has the phrase “you know, we do not like them; heck they are a real jerk, but we will hire them anyway” ever been used.  Not one time.  Countless times we have heard the inverse.  Being likable brings an enormous degree of benefit of the doubt, of a higher forgiveness factor, of being given a chance, or two, or three.  It is a classic idiom of sales, “people do business with people they like”.  Throughout his career, from college to the NFL, Peyton Manning has ensured he remains at the top of the likable list.

There is no greater illustrator of the “likability factor” than Tom Brady.  It was one of the stories of 2015, Deflategate.  The Patriots, their coaches and Tom Brady have a long history of pushing the edges, testing the lines, but also of grinding, studying, preparing, and of winning…a lot.  Tom Brady, despite all the wins, all the championships, the spotless record, the incredible story of afterthought to champion, of a relentless work ethic, of being the consummate leader and professional, remains unlikable.  He is not like everyone else, his life is not like ours, he is apparently aloof, cold and distant.  Tom and Peyton literally have the same job, live a life wildly removed from the vast majority of us, yet one is perceived completely differently based on “likability”.

An athlete, the face of their sport, considered by many to be the best of a generation, dominating the competition, setting new records, a marketers dream, giving back to the community and charities, the personification of the comeback, overcoming career ending medical challenges, returning to form and dominating.  It is a timeless story.  And when doubts and dispersion are cast, as always happens in our society, when the “too good to be true” flag is waived, being likable will save the day.

It is comically sad.   Peyton and HGH – 100% benefit of the doubt.  Disparage the source of the story, proclaim innocence, threaten lawsuits, be folksy, be hurt, be staunch yet wounded.  Peyton is righteous.  He is likable.  Looks like Peyton learned the lesson of Lance Armstrong…being nice will get you the benefit of the doubt, and sometimes that is all that matters in the court of public opinion.

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To Ensure Failure, Just Use Your Words

It is Pavlovian, hearing the old alma mater mentioned in the news still perks up the ears.  Unfortunately, like the news that typically comes from the State of Illinois, hearing the University of Illinois mentioned tends not to be followed by positive, uplifting stories.  Then add that this bit of news was broadcast during a sports segment, well one tends to “brace for impact – this will not be good”.  Sadly, what was shared was not just frustrating as an alumni, it was absolutely infuriating on a professional and personal level.

Leaders, regardless of role, scope or circumstance, have a responsibility to those they lead.  It is a professional and personal responsibility to help the organization and individuals meet and exceed their potential.  To do what is right for others, to inspire, to provide a vision, a plan and the resources to obtain that which they collectively wish to achieve.  Leadership is the core of politics, of business, of athletics, and of all things that require group effort.  And effective leaders must communicate.  They must speak as a leader.  Sadly, the quote that came from the University of Illinois Athletic Department and it’s Interim Athletic Director Paul Kowalczyk was a case study in failure:

“Obviously, it’s not ideal but for now, I don’t think it’ll put a dagger in the heart of the program,” Kowalczyk said.

Foremost, a leader must speak with confidence.  If the leader has no faith, no confidence in the decision and course of action, it is a given that no one else will.  To preface your statement with “it is not ideal but…” is synonymous with “this is going to be miserable but…”.  While acceptable when describing a lifeboat relative to the Titanic, it is not effective when speaking of a newly hired, or in this case contract extended, leader or coach.  Kowalczyk quite literally undermined the very foundation of trust, confidence and support Coach Cubit requires to have any chance of success in leading the football program.  When a leader denies their support to those they are responsible to lead, they have ensured the ultimate failure of the team.  All the financial resources, material, logistics and marketing cannot offset the damage done when moral support and confidence is denied to a subordinate.  Especially so in a public forum.

As if the first disclaimer was not damaging enough, to then set the bar just above “putting a dagger in the heart of the program” with the awe-inspiring caveat of “I don’t think” is worse than actually admitting defeat.  A leader must have the courage of their convictions.  A leader is not just there to deliver the positive message, they also must deliver the bad.  And when delivering bad, clarity and ownership are of critical importance.  Waffling and trying to “sugar coat” the bad news is worse than the actual bad news.  Kowalczyk set the standard for acceptable performance with his statement.  The only thing Coach Cubit, and by extension his players and staff, are expected to do is not “kill the program”.  For the staff and the players, there is absolutely no reason to do anything more than the minimum.  No one enjoys being a part of an organization who’s only goal is to do the minimum.  No one enjoys “working to lose”.

Lastly, Leadership 101 – know the names of your people…and use them.  It seems so trivial, so basic, so obvious, but taking the time to learn someone’s name  means you care.  A leader must care about those they lead.  If the leader does not care, if names are not important, then it is absolutely assured the subordinates notice, and that lack of personal caring will be reciprocated.  If your subordinates are simply an “it” to you, then you are nothing more than an “it” to them.

Much like the State of Illinois, the University of Illinois is going through a period of difficulty and challenge.  There is a leadership void in the university, with the “interim” title either in use or having been used over the last 12 months at the President, Chancellor, Athletic Director and Head Football Coach levels.  It is not a positive scenario for anyone, and is clearly a crucible in which strong leadership is required.  Administration and Management are not the same as Leadership.  While Interim Athletic Director Paul Kowalczyk might be a fine director, manager and administrator, he clearly could use some help on the leadership side, and especially so when it comes to speaking as a leader.

Not to be one to just throw stones, might a suggestion for Director Kowalczyk’s, or any leaders, statements take the format of stating clearly the situation, then state the vision, and lastly support those implementing the plan to attain that vision.  For example:

“It has been a trying season, yet through this period Coach Cubit has been a steady hand on the tiller, earning the respect of his players and the University.  We all are committed to moving forward and achieving success on the grid iron and in the classroom, and Coach Cubit is the man to lead this program and our student athletes.”

While not perfect, it is certainly better than “yea, it’s not what anyone wanted, but he will do for now…shoot, it really cannot get much worse”.

In the end, all the millions of dollars in revenue, all the alumni passions, all the administrator’s and coaches careers aside, it is about a group of students who joined a team.  They deserve better.

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Kaepernick and the Importance of “All The Other Things”

Yesterday’s hero is tomorrow’s bum.  It is a sad fact of life, regardless of industry, sport, volunteer organization or community group.  Rarely does one person succeed or fail alone, however it is far easier to lay the blame on one individual than to take a hard look at an entire organization.  Colin Kaepernick was able to reap the glory and the rewards as an NFL quarterback when he was the face of the 49ers in their Super Bowl and NFC Champion teams.  Less than two years removed from such heights, he is paying the price as the franchise struggles, finding himself benched.  How quickly things change.

Colin Kaepernick’s fall from grace parallels the 49ers slide from the top echelon of the NFL.  As with most things in life, there is plenty of blame to go around, and the truth tends to lie somewhere in the middle.  It is highly doubtful that Kaepernick suddenly forgot how to play the game, that his talent suddenly evaporated.  Conversely, the organization did not suddenly implode.  The other players did not suddenly forget how to block, run, catch and defend.  However, this story is a great reminder that there is a lot more to career decisions than just money.

There tends to be 5 criteria or “buckets” that enter into the decision-making process regarding jobs and/or job changes:

  • What is the job?  What is it you will be doing?
  • Who will you be working for and with?
  • The culture/environment/dynamic of the organization, industry and team
  • Are you set-up for success? Do you have the resources, support, etc.
  • What is the compensation and how are you paid?

There is actually a rank order to that list, and while the middle three can change in relative importance, the first and last items are and should remain where they are, first and last.  What you will be doing trumps all else, and compensation only matters if the previous four items are in alignment.  While most folks agree with the 5 items, many disagree with the relative order.  Most folks place compensation above all else, and that is where most problems start.

Looking at the above list relative to Colin Kaepernick, it is easy to see how the first item did not change – he was a quarterback and his job did not change.  Did he fail to develop his professional skills?  Did the competition improve their game? In both cases, probably yes, but in the end, he did not suddenly forget how to be a quarterback.

Who he is working for and with changed dramatically.  Jim Harbaugh left as head coach, and with him went the entire coaching staff.  The individual players who make up the team also went through massive change.  While the job did not change, his leadership, his coaches, his coordinators, and his co-workers all changed.  That is an enormous issue.

With leadership change comes cultural and organizational change.  Sometimes it is good, sometimes it is bad, but it does change.  By all accounts, the 49ers were a well run, professional, no-nonsense organization before.  Now, well they seem to be struggling to find an identity; they are not the organization they were when they were winning.

Change the members of the team, change the leadership, and change the culture, and the result is you change the very things that enable one to succeed.  Talent, hard work, dedication, and passion can only get one so far.  To borrow a phrase, to one degree or another, it actually does “take a village”.  For Kaepernick, the talent around him on the field, on the sidelines, in-game planning and preparation, the culture of the locker room, in the front office, everything changed.  Apparently not for the better.  Regardless, it is not a scenario where one is set-up for success.

In less than 2 seasons, he and the team have become a glaring illustration of how there is much more to the debate than just compensation.  Kaepernick, based on his earlier success, was able to secure a lucrative contract.  Good for him.  It is not healthy to begrudge someone getting paid.  However, his level of compensation impacted what the organization had available to pay others.  The team around him slipped in talent level.  There was a conflict in leadership, and his coaching staff changed.  The culture around him and the general work environment changed, and the support and tools to succeed went away.

When debating that next promotion, that great new job with the great pay, the new bonus potential, the corner office, the sweet benefits, the next contract, stop and think about Colin Kaepernick.  Pro Bowler, Super Bowl playing, NFC Championship winning quarterback, huge new contract, to the bench in less than 2 years.  Sure, he gets some of the blame, but just as his success was not a one man show, neither is his failure.  Take a hard look at that offer, make sure what the job is, who you will be working for and with, do you have the resources, is the corporate culture good, and then worry about the money.

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Peyton Manning and Picking the Right Job

Like a lot of folks, was not able to escape the Peyton Manning touchdown record hype Sunday night.  And like the total pro that he is, Peyton delivered.  Breaking and then setting a new record in front of a national television audience.  Not a bad nights work.  Peyton Manning…always a professional, never any issues in public or private, by all accounts an all around good guy, not to mention a pretty inspiring story, returning to the top of his game after major surgery.  All of that said, Peyton Manning has reminded us of another lesson that goes largely unnoticed, but is of immense value to anyone who is trying to manage their career, choose wisely.

Peyton has been smart enough to choose where he works not based on money, but rather where he will have the best circumstances for success. He picks his work place based on culture, organization, leadership, coworkers, and environment.  When it is stripped down to the core, Peyton Manning sets himself up to succeed.  That is wisdom.  Sure, he makes a ton of dough wherever he has chosen to play, but he has never absolutely maximized his earning potential, at least in the realm of football.  There is no question he could demand and get top dollar from any team, yet he has never parlayed his success into a bidding war.  He realizes, and this is easy to do when making millions, that success will generate more income beyond just the “starting salary”.

It is a common theme in business, income maximization.  We fully support capitalism and are all about everyone making as much as possible.  That said, it is often the top reason we hear when someone is debating making a career change, or when they are debating offers.  However, where the disconnect comes in is when compensation drives the decision on what job to take, what company to join, what industry to be in, or what offer to accept or decline.  It is certainly important, but it is not the only issue.  Sure, it is easy to look at Peyton Manning and think “but he is making millions”.  Move the decimal point to the left and the issues become the same for him as they are for any of us.

One maxim we have realized over the years in this business, compensation rises in direct proportion to success.  People that are really good at their jobs tend to make, well more than their peers.  And success is directly proportional to happiness.  People that are happy with their job, their company, their industry, their teammates, leadership, corporate culture and environment, are almost always the most successful.  Find the place where you are set up to succeed, and the money will follow.

Peyton Manning has enjoyed an enormous amount of success on the football field.  That success has made him a wealthy man.  His income has been made on the field, but it has also been significantly enhanced by off field ventures.  Peyton’s wisdom is in how he has set himself up for success.  He chose his university, stayed with the Colts for years, and ultimately chose the Broncos because each of those organizations offered him the best chances for success.  And with that success has come a ton of money, both on and off the field.  Smart dude that Peyton Manning.

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GameDay on Leadership

Most Saturday mornings in the fall, College GameDay is on in the background as we go through the usual morning rituals.  It is not a “sit and watch” sort of thing, but it is a streaming commentary that provides an easy way to stay somewhat connected to all that is college football, pop culture and even current events.  The stories, the drama, the games, the rankings, the conversations around playoffs, suspensions and above all, the passion of the fans.  But what I have really noted this year, College Football has to be the greatest, most visible, easily comprehensible to the masses, case study in why leadership truly matters.

Though college football tends to be a fairly consistent parade of the same schools at the top, there is a pretty noticeable trend of how programs tend to rise and fall based on coaching changes.  Part of it is recruiting.  Part of it is organizational skills and management, and some of it has to do with hiring.  But what is abundantly clear, leadership is the core issue.  The great “coaches” are great leaders.  They attract the best talent, hire the best staffs, and they build the best, most efficient organizations.  Thankfully, in our highly scheduled and information saturated worlds, the simplicity of wins and losses makes for a quick and easy way to quantify the results of good leadership.

On the downside, take Michigan, Texas and Florida.  They all have the talent, the facilities, donors, boosters and the support of the school, yet the wrong coach…down they go, and quickly.  Yet, great leadership also has an immediate impact in the positive direction.  Texas A&M, Stanford and Oregon, have all found the right coach, or coaches.  They have taken average teams with inherent disadvantages to the heights of college football.  Nick Saban and Urban Meyer are clearly the best examples of what a difference good leadership can make for a program.  Each has resurrected floundering programs, quickly having major success at more than one school.  Nick Saban has been incredibly successful at both LSU and Alabama, while Urban Meyer was instrumental in taking Florida to multiple championships, and has rapidly turned Ohio State back into a perennial power.

Leaders get the right folks in the right roles, then let them perform. The best coaches have the best staffs  They are NOT afraid to hire good people. It takes a strong leader to hire a talented subordinate, or to take a risk when hiring.  There has been no better example of that adage than Nick Saban’s hiring of Lane Kiffin as his Offensive Coordinator.  Kiffin had issues as a head coach, has a fair bit of baggage, but clearly knows what he is doing when it comes to running an offense.  He might not be the best head coach, but he is certainly really good at what he does.  Saban hired him, has let him run the offense, and thus far the results speak volumes.

Just as Lane Kiffin is a “technical expert” when it comes to offense, it was clear from his tenures at Tennessee and USC, that he was not a head coach and leader.  Technical expertise does not always equate to good leadership.  Charlie Weis was just fired, again, from another head coaching job.  He might be great with an offense, but he is clearly no leader.  Will Muschamp at Florida, a defensive “genius” is standing by to be fired, as are several other technical experts who became head coaches.  It is such a common pitfall. Good salesman – make him the sales manager. Disaster.  Technical skills are not leadership skills.

Sure, College Football is just a game, and extrapolating leadership maxims from head coaches is a dicey proposition, but there are some themes that hold true.  It is tough to argue when the results are binary…someone wins, some loses.  Everything is leadership. The rest matters, but without the proper leader, it is abundantly clear, the team just does not jell and the organization founders.

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