By the National Association of Directors of College Athletics. So I guess amongst his peers, Reynolds is pretty highly thought of.
Chris Reynolds named AD of the year
- Thread starter Vern Pain
- Start date
IU only hires idiots been doing so for the past 20 years. Greenspan, Glass and Dolson. Thank you for ruining Indiana Basketball.
I'm pretty much at the point where everybody can go: AD, coach, players, board members. Things aren't exactly working out with who we got.
Good for him, nice to see an IU guy doing well.
My Dad has dementia. He has his good days. On his good days he says of the IU Administration, "they don't want to win".
I think it's deeper than that. The administration and academicians aren't opposed to winning, but they are still terrified of getting another bully like Knight. So every coach hired has to be mild mannered, well spoken, and no dark past. Even though few if any were at IU when Knight was coach, stories of him live on, and grow darker and more sinister each time they are passed on. Read about the experiment with monkeys, bananas in the cage and a fire hose.
Don't forget McNeely spent our entire budget on changing the logo.
I don't think that's a concern as all. Yes image and track record is important, but they will take a chance if they believe it's the right fit. See Sampson and Archie (neither turned out to be a good fit culturally and we moved on quickly.)
I live in Chicago and followed Marquette when Crean was there, I thought that hire was a home run. He was the perfect guy at the time, but simply had too many up and downs.
Hence we hired Kelvin Sampson. Other than that, you pretty well nailed it.
Oh...wait, we also hired Kevin Wilson, a known belligerent heavy drinker (going back at least as far as his Northwestern days) with a big personality.
Herbert rammed Sampson down everyone's throats, and his failure only deepened the resistance to having big personalities in the coaches.
Honest question, who is still around that has any power from when Sampson was fired? I understand that culture can be passed down, but all the people that ran Knight (and Sampson) out of town are long gone (on the staff at least).
Can anyone name a single great coach that does not have a "big personality" ????
That was only because our racist President insisted on a minority coach. Beilein was the guy Greenspan wanted.
Have you ever heard the story of the 5 Monkeys Experiment? It may sound familiar when you think of your organizational culture. It goes like this:
5 monkeys were placed in a cage as part of an experiment. In the middle of the cage was a ladder with bananas on the top rung. Every time a monkey tried to climb the ladder, the experimenter sprayed all of the monkeys with icy water. Eventually, each time a monkey started to climb the ladder, the other ones pulled him off and beat him up so they could avoid the icy spray. Soon, no monkey dared go up the ladder.
The experimenter then substituted one of the monkeys in the cage with a new monkey. The first thing the new monkey did was try to climb the ladder to reach the bananas. After several beatings, the new monkey learned the social norm. He never knew “why” the other monkeys wouldn’t let him go for the bananas because he had never been sprayed with ice water, but he quickly learned that this behaviour would not be tolerated by the other monkeys.
One by one, each of the monkeys in the cage was substituted for a new monkey until none of the original group remained. Every time a new monkey went up the ladder, the rest of the group pulled him off, even those who had never been sprayed with the icy water.
By the end of the experiment, the 5 monkeys in the cage had learned to follow the rule (don’t go for the bananas), without any of them knowing the reason why (we’ll all get sprayed by icy water). If we could have asked the monkeys for their rationale behind not letting their cage mates climb the ladder, their answer would probably be: “I don’t know, that’s just how its always been done.”
This story, whether real or a fable, captures a pervasive theme in many organizational cultures: We tend to do things the way we’re told they’ve always been done without questioning or revisiting the reason behind it, even long after that reason ceases to exist.
Do you feel like a caged monkey in your current work environment? Here’s some advice as it relates to organizational culture: Next time someone tells you “that’s not how we do things”, ask them why. If they can’t tell you, tell them about the 5 monkeys!
That is how even though none of the people currently making decisions were around when Knight and Sampson were hired, the culture endures.
5 monkeys were placed in a cage as part of an experiment. In the middle of the cage was a ladder with bananas on the top rung. Every time a monkey tried to climb the ladder, the experimenter sprayed all of the monkeys with icy water. Eventually, each time a monkey started to climb the ladder, the other ones pulled him off and beat him up so they could avoid the icy spray. Soon, no monkey dared go up the ladder.
The experimenter then substituted one of the monkeys in the cage with a new monkey. The first thing the new monkey did was try to climb the ladder to reach the bananas. After several beatings, the new monkey learned the social norm. He never knew “why” the other monkeys wouldn’t let him go for the bananas because he had never been sprayed with ice water, but he quickly learned that this behaviour would not be tolerated by the other monkeys.
One by one, each of the monkeys in the cage was substituted for a new monkey until none of the original group remained. Every time a new monkey went up the ladder, the rest of the group pulled him off, even those who had never been sprayed with the icy water.
By the end of the experiment, the 5 monkeys in the cage had learned to follow the rule (don’t go for the bananas), without any of them knowing the reason why (we’ll all get sprayed by icy water). If we could have asked the monkeys for their rationale behind not letting their cage mates climb the ladder, their answer would probably be: “I don’t know, that’s just how its always been done.”
This story, whether real or a fable, captures a pervasive theme in many organizational cultures: We tend to do things the way we’re told they’ve always been done without questioning or revisiting the reason behind it, even long after that reason ceases to exist.
Do you feel like a caged monkey in your current work environment? Here’s some advice as it relates to organizational culture: Next time someone tells you “that’s not how we do things”, ask them why. If they can’t tell you, tell them about the 5 monkeys!
That is how even though none of the people currently making decisions were around when Knight and Sampson were hired, the culture endures.
Another good example is that of Pavlovs Bell to train dogs! IUs administration thinks they are training us Hoosier fans to root for the best HC in cbball, but most of us arent fooled by thier idiocy, until a bell rings and we start barking like dogs!
Surfer boys from the West Coast don’t make good athletic directors in the Mid-West. He was out of his element, if not in over his head. His stint here was short. I wonder who was responsible for hiring him?
I bet he had a bigger personality in Chapel Hill than we know.
I guess I was thinking of this more as demanding, fights for what he believes is right, etc... not necessarily a loud, obnoxious TV personality type.
Dolson has been at IU since like 1989. He was basically co-AD with Glass since 2008.
