There is only one way you can know this.

1. You need a model or map that demonstrates how management theory and practice has evolved over time; and
2. You need to compare you own situation with that model or map.

The Evolution of Management

The diagram to the right demonstrates the model or map showing how management theory and practice has evolved over the last 100 years.

You will notice that there are 2 aspects to this evolution.

1. Glass Half Full - In the first half of the 20th Century, the focus was on problem solving – looking at the negative things or glass half rmpty. In the second half of the Century, the focus moved towards “Improving Whole Systems” – looking at future opportunities or the glass half full.

As an example of this, instead of focusing on all the problems, a club kitchen would first focus on what it is doing well and then improve on that. Likewise, football team would not talk about ‘missed tackles’ but instead focus on what working defensively and then work to make it better. (There is an entire management approach that has been built up around this called ‘Appreciative Inquiry’ – ie inquiring into that which you appreciate.)

2. From Experts to Everybody - From 1965 to 2000+, you’ll notice a move from the idea that ‘experts’ have the right answers to the idea that ‘everybody’ has the right answers. The former is reflected in ‘autocratic leadership’ where the ‘expert’ is external consultants, academics or, worst of all, management themselves. The latter is reflected in ‘democratic leadership’ where it is understood that all relevant stakeholder groups have important information and knowledge to bring to bear in effecting change.

Every organisation (including every club) is at some point along this continuum. The further to the 2000+ end of the continuum, the more effective will be your club.

What’s Your Position on the Continuum?

Are you in the 1950’s, 60’s or 2000+? Don’t laugh. There are still a few clubs out there that are stuck in the first half of the last century, and plenty that are stuck in the 1960’s.

Below are some indicators that will give you an idea of whether you are using the emerging most effective approach of ‘Everybody Improves the Whole System’.

• The club’s staff are enthusiastic and highly involved.
• Significant teamwork and collaboration exist within your club
• You are satisfied with your club’s performance
• The overall morale in the club is high
• The last strategic plan was developed with the involvement of a cross section of stakeholder groups in such a way that it generated energy and enthusiasm towards ongoing collaborative action.
• Club staff take action consistent with the idea that they have responsibility (as opposed to holding back and waiting for direction from others).
• Staff members view their own personal development as critical.
• Staff are amenable to change.
• Shared decision-making is common at the club