Suggest, Don’t Criticize. And Other Leadership Principles.
I struggled to find my topic for this week but then found inspiration from our allied brand ArmCare.com.
If you’re unaware, we’ve been working for several years to create an app that assesses and monitors arm strength for baseball and softball players that then delivers a customized strength and recovery plan to their phones.
We’ve got a solid team helping us develop the project, including Ryan Crotin, a Ph.D. in biomechanics who specializes in pitching. That background alone is a solid start, but then add several years directing the performance department for a Major League Baseball team, and needless to say, he was a quick hire.
He writes on mostly baseball stuff (and you should join if you’re into that), but he turned to fighting this week. Not him fighting—instead, advocating a need for better collaboration and healthy disagreements.
To which I agree…now here are some thoughts.
First, I’ll give the nod to Ryan and the following policies they created for the sports performance staff with the Angles.
Listening completely to what each stakeholder said, including taking written notes
No disagreements for the sake of disagreeing. Arguments had to be legitimized with either data or previous experience.
Avoidance of power dynamics. Your opinion didn’t carry more weight because of your title.
No meetings after meetings. If you didn’t speak your mind during the meeting, you’re not allowed to grumble afterward.
Short and sweet directives that empowered the team to collaborate, and as Ryan said, “It was essential that all our ideas, either my staff’s or mine, needed to have holes poked in them.”