conraddobler
I want my 2$
- Joined
- Sep 1, 2002
- Posts
- 20,052
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- 237
I dunno would have to research it.
http://insidethepylon.com/nfl/front-office/2017/12/28/2018-nfl-general-manager-candidate-study/
There's a good start.
Actually if I were Michael I'd start with a legit sit down and honest evaluation of Mr. Keim and it would go something like this.
I want to evaluate you position by position and I want to rank each one of our positions by rank against all our peers and then I want to see all your draft choices by those positions and I want an honest grade on every player you've ever drafted. We are going to hire some outside consultants to give their opinions on each as well, some retired NFL scouts or personell people who's opinion we value we're going to bring them in, feed them, pay them and have them assist in this evaluation.
The purpose of this is NOT to fire you, I wouldn't put this much time into firing you, the purpose is to hold you accountable and to develop strategies for improving.
What I want to do is NOT second guess you, although we will be doing this obviously, the purpose is to identify how we can grow as an organization.
Do we need to bring in people who are strong in offensive line evaluations? I don't know but this evaluation is going to be where we start to discuss those things.
NO EGO'S there is only this organization getting better, NO BUTT COVERING ALLOWED.
Organizations have to be honest with themselves first, that's the only way they can grow and fix problems.
This is how you get better you don't just hammer on people, if you trust them enough to hire them and pay them, you owe it to them to build a process by which they can actually help.
Keim has a tough job, I think you need to think outside the box here and build organizational structures that improve the organization.
Keim presided over a time where we were meeting the specific short term needs of a very specific coaching staff. Where we are now is largely a result of a bumpy transition from that to another system.
Mistakes have been made, but that's ok, mistakes are made all the time, the key is to honestly address the REAL issues and you need outside counsel on this it only helps keep you fresh and updated on the thinking of others.
Keim has the talent and makeup to do this I believe but the real mistake is just tossing this all on his shoulders without any guideance, he's never been a GM before he's not that kind of GM.
The best organizations I've ever seen built themselves upon effective cooperation and honest evaluations. They built adaptation into their DNA because that's what makes an organization valuable it's ability to self correct as quickly as possible.
http://insidethepylon.com/nfl/front-office/2017/12/28/2018-nfl-general-manager-candidate-study/
There's a good start.
Actually if I were Michael I'd start with a legit sit down and honest evaluation of Mr. Keim and it would go something like this.
I want to evaluate you position by position and I want to rank each one of our positions by rank against all our peers and then I want to see all your draft choices by those positions and I want an honest grade on every player you've ever drafted. We are going to hire some outside consultants to give their opinions on each as well, some retired NFL scouts or personell people who's opinion we value we're going to bring them in, feed them, pay them and have them assist in this evaluation.
The purpose of this is NOT to fire you, I wouldn't put this much time into firing you, the purpose is to hold you accountable and to develop strategies for improving.
What I want to do is NOT second guess you, although we will be doing this obviously, the purpose is to identify how we can grow as an organization.
Do we need to bring in people who are strong in offensive line evaluations? I don't know but this evaluation is going to be where we start to discuss those things.
NO EGO'S there is only this organization getting better, NO BUTT COVERING ALLOWED.
Organizations have to be honest with themselves first, that's the only way they can grow and fix problems.
This is how you get better you don't just hammer on people, if you trust them enough to hire them and pay them, you owe it to them to build a process by which they can actually help.
Keim has a tough job, I think you need to think outside the box here and build organizational structures that improve the organization.
Keim presided over a time where we were meeting the specific short term needs of a very specific coaching staff. Where we are now is largely a result of a bumpy transition from that to another system.
Mistakes have been made, but that's ok, mistakes are made all the time, the key is to honestly address the REAL issues and you need outside counsel on this it only helps keep you fresh and updated on the thinking of others.
Keim has the talent and makeup to do this I believe but the real mistake is just tossing this all on his shoulders without any guideance, he's never been a GM before he's not that kind of GM.
The best organizations I've ever seen built themselves upon effective cooperation and honest evaluations. They built adaptation into their DNA because that's what makes an organization valuable it's ability to self correct as quickly as possible.
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