We have all heard the saying, ‘every cloud has a silver lining” or “out of adversity comes opportunity”. There is no doubt the global pandemic has provided all of us with some challenging obstacles to navigate.
The AFL – whilst tardy by ignoring advice to not play round 1 – have since redeemed themselves with sound leadership and management.
Whilst the damage to clubs has been dramatic and significant we are yet to understand the sacrifices and effects within City Hall. Has the executive team forsaken bonuses and reduced their salaries? Has non-essential staff been laid off (including senior staff)? One would think that a business with 500 employees would be able to run effectively under the current scenario with 50 staff. This is in line with the attrition rate at club land. Has the Commission handed in their benefits for the year? I’m hearing crickets through the “AFL-driven” media.
One of the glaring benefits from the global pandemic is the restructuring opportunities when play resumes. Do clubs just simply reinstate the same people with the same titles performing the same roles? Or do they spend this time to address efficiency and effectiveness gains?
A process we adopted at StKilda (and in my corporate life prior and businesses since), is what is refereed to as the MEAODI process.
MEAODI stands for Map, Eliminate, Automate, Outsource, Document, Implement.
The process is best defined by an analogy. Imagine a full circle to start with that’s has EVERY job function, role and responsibility to run the “business” within it. After the MEAODI process is applied the circle is much smaller and this is what’s referred to as the efficiency and effectiveness gain.
M stands for Map. This requires every single function currently performed within the business to be documented.
E stands for Eliminate. All non-essential functions that have been traditional or habitual to the business and are no longer required are eliminated. “Why do we do this this way?” “Because we have always done it like this.” You’ve heard it a thousand times. Someone new enters the business and questions a process and everyone thinks they are mad but in fact they have a clear lens not corrupted by traditional methodology.
A stands for Automate. Every function that is currently manual and able to be automated is automated. It’s that simple. You’d be surprised how much technology can reduce manual methods.
O stands for Outsource. All functions that are not a part of your core offering or ability or pertaining exactly to your business are outsourced. It’s better to get a specialist to perform a function than reinventing the wheel within your business.
D stands for Document. You simply document the revitalised functions within the business post Mapping, Eliminating, Automating and Outsourcing. You should – if done properly have a much smaller set of functions which provides significant efficiency gains and effectiveness outcomes.
I stands for Implement. This is a very critical part of the process. It’s one thing to revitalise your business its another to engage the team to buy in and accept the new pathway to success. Staff attrition and role depletion can have a destabilising effect on spirit and morale. Do not underestimate this part of the process. Ideally the staff are involved all the way through and are therefore driving the outcome.
How does this relate to AFL? Firstly my experience tells me there is not the courage, conviction or ability (not all) within the current people in leadership to drive a process like this and secondly the hard work has been done for you by way of a global pandemic crisis.
Put simply the AFL and clubs should look to apply these principles. The AFL needs to be reimagined, regenerated, revitalised, repositioned and re-presented to the football world.
They currently have a blank canvas to paint the future of football for generations to come. A reworking of the previous painting will not work as well as a complete overhaul by way of a new untouched canvas. This – of coarse – will be aided by the fact most clubs have less than 10% of their staffing levels currently employed.
I’m not holding my breath and I’m sure the emotion of managers and coaches will just reappoint staff from before and pick up where they left off. It’s sad that they think the current structure is utopia. Players are less excited about getting to their club than ever before. They are treated like university students and filled with useless data, information and meetings that renders their brains numb. The prescriptive and robotic approach to playing this simple sport is excruciating to players. They will all say that every coach and support staff person is “great” but in reality they go home and dread the next day at the office. It has little to do with the primary aim (premierships) and their incredible skill set…footy!
Thomo 