Chapter Three #2
“I’m excited to be part of this organization,” he continues, his voice showcasing his rising exuberance.
“I know the team isn’t where we need it to be, but I believe we can get there, and I’m eager to show that to both of you.
” His handsome face is alight with enthusiasm.
I love his energy; it’s such a wonderful change from the lackluster attitude of our last GM.
“As are we,” Jacob responds in a firm, steady tone. “Your vision for the team and the future of this sport is why we hired you. It aligns with our vision, and I believe we can create a dynamic and effective team together.”
His pause is deliberate, and I anticipate what’s coming next—the discussion about ‘cleaning up the toxic mess.’
“Unfortunately, we need to talk about the chaos left by the previous leadership in our organization. I’m sure you know it wasn’t ideal.
Our last general manager had an extremely ‘old school’ approach, which wasn’t surprising given the former ownership.
He and his staff were challenging to work with, and the challenge remains.
The staff is strongly opposed to growth, innovation, and compromise.
Change will be an uphill battle, but Jos and I are determined to make it happen, and we’re prepared to back our words with actions. ”
We finished at the bottom of the standings last season. That embarrassment doesn’t even cover all the off-ice troubles—bar brawls, a cheating scandal, and an incident with a pig that PETA is still upset about. I don’t know the details, and I’m pretty sure I don’t want to.
We could have gotten ahead of these issues if we’d had a PR team that understood social media and marketing in the current decade.
Unfortunately, that isn’t the case, and the press coverage has been terrible.
We’ll be spending a significant amount of time working on rebuilding the team’s image.
Jacob has agreed to take on the bulk of that responsibility, thank goodness. Marketing is not my skill set.
I know there are deeper issues as well—whispers of injuries being mistreated or downplayed, brutal locker room hazing, and tensions between players, all of which affect on-ice performance. Knowing it’ll only fuel my anger, I’ve been hesitant to ask Jacob for the details.
“You mean the toxic mess that is the Robertson brothers’ legacy?
Having been part of it back in the day, I know exactly what we’re up against. I know players who have contracts with no-trade clauses specifically for this team.
” Damon sighs, running a hand through his unruly hair and gripping his neck.
“I know the transition won’t be smooth, and we all recognize that we’ll need to replace some people to get this organization up to par, but I’m committed. I signed on knowing it wouldn’t be easy, and I’m determined to succeed. So, put me in, Coach. I’m ready to work.” His eager smile is infectious.
Jacob and I respond with energetic grins. We’ve discussed this frequently over the past year, so we’re approaching this with our eyes wide open. Taking on this kind of organizational overhaul is no easy task, but we’re resolute in our vision.
“Why don’t you tell us what you see as the most pressing issues to resolve before the season starts? I would love to hear some of your ideas,” Jacob says, as he relaxes back in his chair, now that the hard part is done. I’m curious to see if all our priorities align.
We all have our own ideas, but I’m personally committed to everyone working well together.
Kurt used to crow about all the contention in the office, because in his twisted mind, that was a good thing.
I’m passionate about creating an environment where people feel heard and valued.
I want the exact opposite of the previous work environment, and that transformation has to start at the top.
Damon’s eyes light up with excitement as he responds.
“Well, I’d prioritize upgrading the facilities.
The practice center, in particular, needs updated equipment.
Increased space for therapists and other professionals is also an issue that needs to be addressed.
Quality ingredients and healthier options in the cafeteria with a nutritionist designing the menus are another important item. ”
He glances over at us, and encouraged by our nods of assent, he continues.
“We need to create a more player-positive environment here. These are premier athletes, and we should support and encourage a healthy lifestyle in every possible way. The healthier and more resilient our players are, the better their performance on the ice. Not to mention the longevity it adds to their careers. My first focus is to improve their physical environment—the gym, the cafeteria, and the food are essential. We also need to hire a qualified dietitian and a sports psychologist.”
He looks at us again, searching for a sign to continue. Jacob nods, and I smile, offering our approval.
“We’ll need more programs focused on flexibility and mobility.
I’d like to add a few yoga classes and possibly some Pilates sessions.
There are numerous ways we can help our players excel both on and off the ice.
If we can provide them with every advantage, we can cultivate a culture of elite athletes who will be competitive enough to win the Cup. ”
Yes, we are definitely on the same page.
We spend the rest of the meeting discussing action points, creating goals, and assigning responsibilities.
I’m particularly focused on establishing measurable and attainable goals.
Achieving these goals contributes significantly to gaining buy-in for future changes and fostering an environment where people are recognized for their efforts.
I want Damon to succeed as much, if not more, than he does.
I ignore the little voice in my head that says, ‘And, my God, won’t he look good doing it?’
Yes. Yes, he will. Our new hire is hot as hell.