Matt Harris

Christian | Husband & Father | Head Coach West End High School | #chasegreat #RIR

[Matt Harris @CoachJMHarris]

5 hours later and still uploading physicals because the site is taking 5 to 10 minutes to display a dropdown and I only have 30 to do this is absolutely insane.

[Matt Harris @CoachJMHarris]

@AHSAAUpdates dragonfly is an absolute mess right now can we please get them to get it right ASAP. Going to take 10,000 emails/phone calls to AHSAA and 10x’s longer to get their eligibility completed because the website is jacked up.

[Matt Harris @CoachJMHarris]

@coach_smith11 @CraigSanders__ @HallTechSports1 @AL7AFootball @ScoutFball @PORTCITYPROSPEC @helmet2helmt251 Add to the list of illegal things ILB pre-snap alignment at 8-10

[Matt Harris @CoachJMHarris]

@TalkoftheTownFB Do you know how many coaches have told me straight forward, yeah I’m recruiting? The issue is unless you can prove it to the AHSAA they won’t do anything. It ain’t what you know it’s what you can prove. Just bc I can’t prove it to someone on X don’t mean it ain’t happening.

[Matt Harris @CoachJMHarris]

@Keir_Starmer GB lost colonies bc gov’t abused power, arrested w/o cause, deny free speech, deny redress of grievances w/ gov’t, illegally imprison any who speak against gov’t, tax beyond reason, fail to protect citizens. Fast forward repeat same crimes & more on citizens expect diff result?

[Brodi Mass @BrodiMass1]

Had a blast at Clemson’s football camp this weekend, can’t wait till next year.

[Matt Harris @CoachJMHarris]

@AbnoctoCoach Praying for your entire family Coach.

[Matt Harris @CoachJMHarris]

@coachmarkf @AHSAAUpdate_ @ALFCA_ Perfect example is reclassification. I understand 4-6 need region play and would probably benefit in other sports but we cripple 1-3 financially when the can’t get their traditional rivals on the schedule and force them to travel 1hr 1/2 for most of their region games

[Matt Harris @CoachJMHarris]

@coachmarkf @AHSAAUpdate_ @ALFCA_ AHSAA was created by coaches to be our association, run by coaches, but we get no say on championship play, self reporting gets you the same penalty as them finding your mistakes, rules made to handle schools with 2500 applied to schools with enrollment of 48.

[Matt Harris @CoachJMHarris]

@AlabamaFBScoop Can’t DM but would like contact info may have some openings in those areas.

[Matt Harris @CoachJMHarris]

@TalkoftheTownFB I’ll agree with that statement every day of the week no matter where they are coaching.

[Matt Harris @CoachJMHarris]

@Wm_Galloway Once again kids haven’t changed the adults have. Bet they can even handle the reintroduction of the “board of education”, failure due to absence and required dressing for PE.

[Matt Harris @CoachJMHarris]

@CoachShiffman First step, love seeing that entire OL first step be in perfect unison, fast, consistent, and perfectly loaded.

[Matt Harris @CoachJMHarris]

@andrewtsimonson Can use same format for all other sports. Only teams with no shot at playoffs are the 4seeds and allows teams to rebuild their rivalry games pre region set up for football.

[Matt Harris @CoachJMHarris]

@andrewtsimonson Bring back 7A format make 7A & 1A 32 teams put everyone back into area play in all classifications. Make week 0-9 the regular season week 10 is the open date. Region champ off week 10 and 2vs3 have play in game cross area. Then playoffs are still held as usual from then on.

[Matt Harris @CoachJMHarris]

@TweetsbyCoachP No, not even a practice.

[Matt Harris @CoachJMHarris]

@angusreid64 We use 2 TE a lot especially vs 4 man front, force the defense to declare their DE alignment. Forces them to give us leverage or they have to do something their kids aren’t used to doing. Either way we gain the advantage.

[Matt Harris @CoachJMHarris]

This is the same thing happening in education everyday. The teacher who “put on a show” or “look good on paper” get the praise. The ones who call out bad ideas, wasted time, and incompetence get run out of the business.

[Simons @Simon_Ingari]

"Why does our top performer get the worst reviews?" the boss asked.

I was reviewing their annual performance data.

"Show me," I said.

She pulled up the ratings.
Diana: 2.8 out of 5.
Below average on "collaboration."
Low marks for "team player."

"What's her actual performance?" I asked.

"Exceeded every target.
Landed our biggest client.
Trained three new hires."

"So why the low scores?"

"Her peer reviews are dragging her down."

I scanned the comments.
"Too direct."
"Challenges ideas too much."
"Not supportive enough."

"Let me talk to Diana," I said.

"I used to give honest feedback," Diana told me.
"Said our pricing model was broken.
Got dinged for 'negativity.'"

"What happened with the pricing?"

"They finally fixed it six months later.
After we lost two major accounts."

"What else?"

"I questioned why we needed
eleven approvals for a simple contract change.
Manager said I wasn't being collaborative."

"Are you still giving feedback?"

"No. I learned my lesson.
Now I smile. Nod. Say everything's great.
My reviews are improving."

"But nothing's actually improving?"

"We're making the same mistakes.
Just with better vibes." She chuckled.

I went back to the boss.

"Your review system doesn't measure performance," I said.
"It measures compliance."

"That's not true."

"When was the last time someone
got promoted for challenging bad ideas?"

Silence.

"When did someone get rewarded for preventing a mistake?"

More silence.

"You've trained your best people to stay quiet.
And your mediocre people to stay nice."

A few months later, they redesigned the system.

Added a category: "Constructive Challenge."
Points for identifying problems early.
Rewards for preventing costly mistakes.

Diana got promoted.

"What changed?" I asked the boss.

"We stopped confusing agreement with alignment.
Stopped mistaking silence for harmony."

"And?"

"Turns out our 'difficult' people
were our most valuable.
They actually cared enough to speak up."

Here's the truth about performance reviews:

Most companies don't reward performance.
They reward performance theater.

The person who says the meeting was great
beats the person who says it wasted an hour.

The person who agrees with bad ideas
beats the person who prevents disasters.

You think you're measuring contribution.
You're measuring conformity.

And your best people?
They've already figured out the game.

They're just deciding whether to play it
or find somewhere that values truth over comfort.

[Simons @Simon_Ingari]

"Why does our top performer get the worst reviews?" the boss asked.

I was reviewing their annual performance data.

"Show me," I said.

She pulled up the ratings.
Diana: 2.8 out of 5.
Below average on "collaboration."
Low marks for "team player."

"What's her actual performance?" I asked.

"Exceeded every target.
Landed our biggest client.
Trained three new hires."

"So why the low scores?"

"Her peer reviews are dragging her down."

I scanned the comments.
"Too direct."
"Challenges ideas too much."
"Not supportive enough."

"Let me talk to Diana," I said.

"I used to give honest feedback," Diana told me.
"Said our pricing model was broken.
Got dinged for 'negativity.'"

"What happened with the pricing?"

"They finally fixed it six months later.
After we lost two major accounts."

"What else?"

"I questioned why we needed
eleven approvals for a simple contract change.
Manager said I wasn't being collaborative."

"Are you still giving feedback?"

"No. I learned my lesson.
Now I smile. Nod. Say everything's great.
My reviews are improving."

"But nothing's actually improving?"

"We're making the same mistakes.
Just with better vibes." She chuckled.

I went back to the boss.

"Your review system doesn't measure performance," I said.
"It measures compliance."

"That's not true."

"When was the last time someone
got promoted for challenging bad ideas?"

Silence.

"When did someone get rewarded for preventing a mistake?"

More silence.

"You've trained your best people to stay quiet.
And your mediocre people to stay nice."

A few months later, they redesigned the system.

Added a category: "Constructive Challenge."
Points for identifying problems early.
Rewards for preventing costly mistakes.

Diana got promoted.

"What changed?" I asked the boss.

"We stopped confusing agreement with alignment.
Stopped mistaking silence for harmony."

"And?"

"Turns out our 'difficult' people
were our most valuable.
They actually cared enough to speak up."

Here's the truth about performance reviews:

Most companies don't reward performance.
They reward performance theater.

The person who says the meeting was great
beats the person who says it wasted an hour.

The person who agrees with bad ideas
beats the person who prevents disasters.

You think you're measuring contribution.
You're measuring conformity.

And your best people?
They've already figured out the game.

They're just deciding whether to play it
or find somewhere that values truth over comfort.