Friedman argues that the well-differentiated leader:
“...is not an autocrat who tells others what to do or orders them around, although any leader who defines himself or herself clearly may be perceived that way by those who are not taking responsibility for their own emotional being and destiny... is someone who has clarity about his or her own life goals, and, therefore, someone who is less likely to become lost in the anxious emotional processes swirling about.... is someone who can separate while still remaining connected, and therefore can maintain a modifying, non-anxious, and sometimes challenging presence... is someone who can manage his or her own reactivity to the automatic reactivity of others, and therefore be able to take stands at the risk of displeasing.”
I am fortunate to work with a group of men who are all very passionate about the same thing, helping young, college athletes become the best they can be, both on and off the field.
Each coach has their own specific responsibilities individually, with their offensive or defensive positions, as well as a responsibility to the team as a whole. We all come in with our own unique "system" of how we will run our particular position meetings and practices. We then meet as a whole group as either offense or defense, with the "system" that the offensive or defensive coordinator has adopted. When we come together as a team, we follow the "system" that the head coach has adopted.
I have chosen to take "baby steps" by introducing and implementing my WIG to the defensive backfield first. I will work with my defensive coordinators first, before implementing the program to my defensive backs. Because I already have a relationship of trust with these coaches and players, I will limit the amount of anxiety that could be present with the larger group as a whole. My thought is that by implementing it with a single position and with 3 coaches, others will see the benefit and welcome the change in their positions, making the transition one that is seen as requested vs. forced.
While I feel that my plan will make the implementation of my WIG much easier, I will not pretend that their will be a need to plan for Crucial Conversations. Please click here to see how I will handle them: Crucial Conversations.
Friedman, E. H. (2007). A Failure of Nerve: Leadership in the age of the quick fix. Church Publishing, Inc. ISBN B009VHSBYK