spanky1
Registered User
I've done business with the man. He is truely deserving of all the accolades he received during his professional business career. They say that football is a business......and indeed it is....albeit very different than a traditional corporation....in that in football decisions are taken on an annual basis.
GE (and other Fortune 1000 companies) have to react to changes in it's business plans on a day-day basis. If an executive is dropping the ball, he can be let go. There is either someone internally that can be promoted or they can go outside and find an individual from a large pool candidates. This is not possible in the business world of football.
Would I fire Green? The simple answer is yes....and I suspect that Welch would as well. The question is when. It is important not to throw the baby out with the bathwater.....and in football, the bathtub is pretty small, especially mid-season.
IMO, Green is an egomanic/bull head, whom has shown he is incapable of "changing the business plan" when things are obviously wrong. He is not smart. He doesn't have "it". For his talents in identifying talent, he can't motivate or manage them. He is not a tactician. He is distant from his team, he feels "better" than them. He has demonstrated that he will not accept blame or that he has made bad decisions. These are very bad managerial characteristics.....and Welch would have seen them.
But in a business that is year-year, it would be wrong to try and fire him in mid-season. The end result would be more devestating than the gain....the damage to the psyche of what is a nucleus of young talent might be too long lasting. Accept it, firing Green now would be counter productive given the long term. The ramifications would go to deep throughout.
But make no mistake......if this were Jack Walsh's team, even getting to the playoffs would not save him...even though I think the Bidwill clan will keep him if we end up 7-9 or better......but Jack Welch would kick his chili butt out the door.
So what would Jack do RIGHT NOW? Here's what I think. And if Green felt intimidated, grow up or get out. Managers need to be managed.
a) He'd walk into Green's office and DEMAND: Move Davis to G.....you pick the side.
b) He'd ask Green why we are so damn predicable in terms of our offensive play calling?
c) He'd sit Edge down and read him the riot act. Enough of the whining....yeah, our O-Line is affecting your performance, but damnit, we are going to find out the answer. Work with us here......and BTW, until we get the O-Line configured right, your carries will be reduced. I want you around for the next three years....I'm not going to get you killed in the interim.....ergot, more of Arrington.
d) He'd redo Hayes right now......but not Dansby. Show Karlos that performance gets rewarded. If he turns the corner before the end of the year, you are next.
e) He'd tell the fans that I'm in charge by having "fire-side chats". Once a week, He'd make myself available to his constituents....the shareholders if you will. Let's talk about things.....He'd share the realities of this business with you and would listen to your *******. He'd respect your input. Any good business believes and has a program of customer satisfaction surveys....barr none....that is if they want to survive and prosper. He'd implement one.
f) He'd have a team meeting.....without the coaches. Off site. He'd probe. And then he'd talk to the coaches. No names, no pack drill. I'm not talking Jerry Jones/George Steinbrenner style type, I'm talking about being a proactive consensus builder. It's not the owners against the coaches or the coaches against the players here.....it's called team building accross organizational lines.
g) He'd nurture. He'd encourage comaraderie through rewards-recognition....simple things like if the O-Line allows Edge to get 100 yards, Edge picks up the tab. He'd make it fun. He'd bring them back to the days when being a team versus a professional meant something.
h) He'd create a $-$ matching competition for a meaningful community benefit....between the players and management. Small thing, but really important.
I could go on and on.........and as many of you know, I likely will.
Once again,
JMHO.
GE (and other Fortune 1000 companies) have to react to changes in it's business plans on a day-day basis. If an executive is dropping the ball, he can be let go. There is either someone internally that can be promoted or they can go outside and find an individual from a large pool candidates. This is not possible in the business world of football.
Would I fire Green? The simple answer is yes....and I suspect that Welch would as well. The question is when. It is important not to throw the baby out with the bathwater.....and in football, the bathtub is pretty small, especially mid-season.
IMO, Green is an egomanic/bull head, whom has shown he is incapable of "changing the business plan" when things are obviously wrong. He is not smart. He doesn't have "it". For his talents in identifying talent, he can't motivate or manage them. He is not a tactician. He is distant from his team, he feels "better" than them. He has demonstrated that he will not accept blame or that he has made bad decisions. These are very bad managerial characteristics.....and Welch would have seen them.
But in a business that is year-year, it would be wrong to try and fire him in mid-season. The end result would be more devestating than the gain....the damage to the psyche of what is a nucleus of young talent might be too long lasting. Accept it, firing Green now would be counter productive given the long term. The ramifications would go to deep throughout.
But make no mistake......if this were Jack Walsh's team, even getting to the playoffs would not save him...even though I think the Bidwill clan will keep him if we end up 7-9 or better......but Jack Welch would kick his chili butt out the door.
So what would Jack do RIGHT NOW? Here's what I think. And if Green felt intimidated, grow up or get out. Managers need to be managed.
a) He'd walk into Green's office and DEMAND: Move Davis to G.....you pick the side.
b) He'd ask Green why we are so damn predicable in terms of our offensive play calling?
c) He'd sit Edge down and read him the riot act. Enough of the whining....yeah, our O-Line is affecting your performance, but damnit, we are going to find out the answer. Work with us here......and BTW, until we get the O-Line configured right, your carries will be reduced. I want you around for the next three years....I'm not going to get you killed in the interim.....ergot, more of Arrington.
d) He'd redo Hayes right now......but not Dansby. Show Karlos that performance gets rewarded. If he turns the corner before the end of the year, you are next.
e) He'd tell the fans that I'm in charge by having "fire-side chats". Once a week, He'd make myself available to his constituents....the shareholders if you will. Let's talk about things.....He'd share the realities of this business with you and would listen to your *******. He'd respect your input. Any good business believes and has a program of customer satisfaction surveys....barr none....that is if they want to survive and prosper. He'd implement one.
f) He'd have a team meeting.....without the coaches. Off site. He'd probe. And then he'd talk to the coaches. No names, no pack drill. I'm not talking Jerry Jones/George Steinbrenner style type, I'm talking about being a proactive consensus builder. It's not the owners against the coaches or the coaches against the players here.....it's called team building accross organizational lines.
g) He'd nurture. He'd encourage comaraderie through rewards-recognition....simple things like if the O-Line allows Edge to get 100 yards, Edge picks up the tab. He'd make it fun. He'd bring them back to the days when being a team versus a professional meant something.
h) He'd create a $-$ matching competition for a meaningful community benefit....between the players and management. Small thing, but really important.
I could go on and on.........and as many of you know, I likely will.
Once again,
JMHO.
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