• The All-Star Leader Podcast

  • 著者： Daniel Hare
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The All-Star Leader Podcast

著者： Daniel Hare
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  • The All-Star Leader Podcast is an interview based show where former athletic director, attorney and career development professional Daniel Hare interviews leaders from sports, business, politics, ministry, academics and the media, looking for the best in leadership skills, traits and tips listeners can use to become a better leader. We tie it all together with our shared passion for sports!
    Copyright Daniel Hare
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The All-Star Leader Podcast is an interview based show where former athletic director, attorney and career development professional Daniel Hare interviews leaders from sports, business, politics, ministry, academics and the media, looking for the best in leadership skills, traits and tips listeners can use to become a better leader. We tie it all together with our shared passion for sports!
Copyright Daniel Hare
スポーツ・アウトドア マネジメント 就職活動 経済学
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  • Episode 067 - Part II with Texas A&M-Commerce Director of Athletics Tim McMurray

    Episode 067 - Part II with Texas A&M-Commerce Director of Athletics Tim McMurray
    2017/12/14
    src="https://html5-player.libsyn.com/embed/episode/id/6044716/height/90/theme/custom/autoplay/no/autonext/no/thumbnail/yes/preload/no/no_addthis/no/direction/forward/render-playlist/no/custom-color/88AA3C/" height="90" width="450"]   In Part II of our conversation, Tim dives into strategic planning, goals and caring for others.   How do you go about implementing mission, vision, and core values so that the people within your department know, understand and execute on them? When he first arrived he met with each coach. Told them they would get a questionnaire asking each of them about the state of the program. Strengths? Opportunities? What can be done in the next 90 days to improve your program. And then what are five or six common traits that define the A&M-Commerce athletic program. Over 18 people, there were 60/70 different terms. But there were 10 or 12 that emerged. The entire group picked out five: innovate, determination, respect, passion and excellence. PRIDE is the acronym. Important to add specific targets/goals that are measurable. Look out over three years (five is too long). Put a coach and an administrator as the co-chairs of each of six major goals. Prepares a quarterly report on progress toward the goals and provides it to the president. (Putting together measurable goals that can help you know how you’re doing) He’s very fortunate to be working on the NCAA Division II Women and Minorities Mentoring Institute. His mentee is working on her university’s strategic plan team and leaned on Tim for help. As the leader of the department, how do you balance the goal of winning against the sometimes competing goals of doing things the right way, emphasizing academics, etc.? When they came up with their core values, and narrowed it down to those four to five ( by the way four to five core values are your sweet spot for people to remember, think about and implement), there were several other terms that were left behind. Integrity was one of those, but it was left out because it is so fundamental to a healthy organization, like oxygen, that without it the core values wouldn’t even matter. It is beyond/above the core values. You need to just do/have integrity. The other term that almost became a core value was initiative. He demonstrates this to younger staff by showing how he prepares for meetings with his president. Never want the president to be surprised, and want the president’s job re: athletics to be as easy as possible. Maya Angelou quote: “Nobody cares how much you know until they know how much you care.” Know and take care of the custodian who cleans your building. Surprised the men’s basketball coaches during the interview process: asked the name of who cleaned their office. Mack Rhoades (Baylor AD) always asks this. Rapid Fire Questions (one word/phrase answers) Name one trait or characteristic you want to see in a colleague. The Golden Rule What habit has been key to your success? loyalty Most important app or productivity tool? Evernote Resource recommendation (book, podcast, etc.) All-Star Leader Podcast Quiet Strength by Tony Dungy One bit of parting advice for our audience? Be intentional and sincere Thank Yous/Acknowledgements: Antioch Live/Clear Day Media Group – music More here. Jonathan Davis – production Clint Musslewhite – voice over
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    35 分
  • Episode 066 - Texas A&M-Commerce Director of Athletics Tim McMurray

    Episode 066 - Texas A&M-Commerce Director of Athletics Tim McMurray
    2017/12/07
      Tim talks coaching searches, finding your why, and vision.   Introduction: Hey everyone and welcome to the All-Star Leader Podcast, where together we learn about leadership from the best and brightest, and keep it fun by connecting it to our passion for sports! I’m your host Daniel Hare, and today we are joined by the athletic director at Texas A&M-Commerce, Tim McMurray. Tim is in his third year with the Lions, after nearly three decades of service in senior level roles at Maryland, SMU, Northern Illinois, Texas State and Lamar. He has a wealth of knowledge and wisdom to share with us, and it is my privilege to host him on the show today. This is Tim McMurray; Tim thanks for coming on the show! Interview Questions: Tim you’ve had the chance to experience the college athletics world several different institutions. Could you walk us through some of the key leadership lessons you picked up at a couple of those stops? Got hired at Lamar right after undergrad, and stayed there eight years mostly in athletic communications/PR Lots of great experience that he couldn’t have had at larger schools Built relationships and learned from great mentors like Mike O’Brien Not curing cancer, but might be educating the kid who’s going to Fortunate to work for Coach Jim Wacker at Texas State Then able to really grow with Jim Phillips at Northern Illinois (sport administrator); involved in football and men’s basketball searches The fact he had been at Lamar and Texas State prepared him well for the Texas A&M Commerce; how to work with smaller staff and budget A&M Commerce is one of 10 or 15 Division II schools who can be the next Grand Valley (follow up on how to connect to your purpose) men of faith and important to know/remember your why. Student-athletes and staff members are his why. And it won’t be the same for everyone. Keep reminders around you (pictures, prayer, etc.). (Daniel with a law school mock interview example of how someone may not realize their why even though they have it. And how to pull it out). Let’s talk about Division II for a moment. Those who are regular listeners to the show know that I was a Division II AD at Western Oregon, but share if you would what drew you to the division and what you see as its positive/defining characteristics. While working in development at different schools, hardly got to spend any time with student-athletes (as opposed to when he started in communications), wanted to get back in touch with the student-athletes. As a candidate for the AD job, went over to Commerce from Dallas for the football home opener to “secret shop.” Wanted to show the committee that he wanted the Commerce job; not just an AD job. Recently hired a basketball coach. Had several great finalists with head coaching experience. But one finalist who hadn’t been a HC really showed him how much he wanted this job. VPs at Commerce want them to win and be successful. Treat VPs/Deans like they are a major donor and part of the family. (UCF’s Danny White recently said something similar at the Collegiate Athletics Leadership Symposium). (What did the basketball coach do to show he wanted the Commerce job?) Asked if his head coach could call Tim. Didn’t overdo it. Prepared, but not with a cookie cutter book where you just cut and paste the team logo. Had a recruiting board for who he would want to go after at Commerce (high school kids, juco kids and four year transfers). The sincerity of being interested in this job is what put him over the top. (This comes up a lot because while it sounds like common sense and everyone should do it, people don’t). You mentioned in an interview when you got the Commerce job that the biggest thing that attracted you to it was the vision of the president. Can you elaborate on that and tell us specifically what that vision was, and how the president was able to sell you on his vision? When you’re interviewing for an AD job, you may only get a little time with your boss/the president. There are so many people to meet with. So it’s important to make the most of that time, and to make sure you get to hear from the president rather than just you talking the whole time. Asked direct questions. What happens when we don’t have success? What is your philosophy on getting started? President let Tim do what he needed to do so long as it was within rules and budget. Only able to work with the president who hired him for a few months before he tragically passed away. New president had worked with the prior president at another school, so he could understand and relate to those who worked for the prior president. Helped in the transition. When you have the right president, who thinks athletics is important and that it matters, you can accomplish great things. Wants to provide a best in class experience. Who is your model? Who do you want to catch? Set a goal and go get them! Constantly measure and test.
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    41 分
  • Episode 065 - Baylor Leadership Guru and Former Navy Footballer Drexel King

    Episode 065 - Baylor Leadership Guru and Former Navy Footballer Drexel King
    2017/11/30
    Drexel shares leadership lessons from Navy Football and the Marine Corps.   Introduction: Hey everyone and welcome to the All-Star Leader Podcast, where together we learn about leadership from the best and brightest, and keep it fun by connecting it to our passion for sports! I’m your host Daniel Hare, and today I didn’t have to go far to bring a great guest to you. Drexel King works just across campus from me in Baylor University’s Leadership and Learning department. Drexel is a graduate of the prestigious United States Naval Academy, where he also played defensive back for the Midshipmen and led them to bowl games in each of his four seasons. His career prior to joining Baylor in 2016 includes stints in the Navy athletic department as well as platoon commander and officer in the United States Marine Corps, where he led troops in Afghanistan. This is Drexel King. Drexel thanks so much for coming on the show! Interview Questions: We’re going to get into your story, but first off tell us about Baylor’s Leadership and Learning department and what you are up to over there. January start after the Marine Corps Staff development / leadership development / team building Creating/delivering content; staff retreats Tell us how you found your way to the Naval Academy, and what your college experience was like. Dad was in the Army; handed him a brochure for West Point as he was nearing high school graduation Knew he needed a different / more structured college experience Naval Academy was a perfect fit; chance to play football; chance to test yourself and also serve the country How were you self-aware enough to make that choice? Was from North Carolina and lots of friends were going to the state schools; he was open to leaving the state Knowing himself; high school was very regimented and he fit in well; school/homework/sports/bed…fit well with his personality to go to the Naval Academy What was the college experience like? Wanted a challenge/test himself; chose English as a major even though math/science was his strength Went to prep school first in Rhode Island Four year grind; marathon not a sprint Not going home in the summer; you’re training – either for the military or for football Assumed some leadership responsibilities there; set himself up for success Navy tends to play a demanding schedule against teams who, on paper, are bigger and faster. Over your career you played schools like Stanford and Notre Dame, in addition to bowl games against Utah and Boston College. Yet you won many of those games. How does that happen and what are some keys to prevailing against long odds? Navy recruited athletes who were good but too short/slow for larger schools; this helped develop a chip on the shoulder Most teams felt like they should beat Navy We’re going to outwork/outhustle/fight with everything we have; the bonds the team had made them closer than other teams Know what sacrifice feels like and looks like; how to sacrifice for your team What about tactics and strategy Execute what we do better than you do You can do whatever you want, but it is man to man; weapon to weapon; line up and see who is better You spent some time as a coach after your playing days concluded. What are a couple of things that maybe surprised you or that you saw for the first time as a coach that you were unaware of as a player? Night and day being on the coaching side versus as a player Learned he never wanted to coach; seven days/week for most (though Navy now doesn’t allow coaches in the building on Sunday) Your livelihood is dependent on 18-22 year olds Tenured staff at Navy so very special place; Showtime feature “The Season” Describe the pathway from the Naval Academy to the Marine Corps (many might think you automatically go from the Academy to the Navy. Three primary service academies commissioning schools: Air Force, West Point, Naval Academy. The Marine Corps is a department within the Navy. From the Naval Academy you can go a lot of directions (Navy Officer, Marines, Submarines, Naval Aviator, SEALS) In the Marine Corps you had the opportunity to both serve under leaders and lead teams of people yourself. What are some of the traits or characteristics that you saw in the best leaders you served under? Marines all about professionalism; always faithful is the motto; always pride; getting the job done; discipline; tough Easy transition from Navy football to the Marines Leaders were extremely selfless; post-911 Marines who signed up are the best of America; they lay it on the line and make the ultimate sacrifice Talk about the difference in leadership styles between the drill sergeant and the officer. What officers are doing is training the trainer You are leading the leaders who are leading the group Officers are rare; and the infantry doesn’t see you much of the time; so you have to perform well when they do What are some that were present in leaders who weren’t as successful? New leaders struggle ...
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