Video: Year In Review

What does it look like when our tutors and students come together to read? Check out our Year In Review to find out!

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Ten Percent Time

Ten percent time is pretty simple: The idea is to foster creativity by letting everybody spend 10% of their time developing their own ideas, as long as its got something to do with our work. So, how does 10% time work at Reach Incorporated?

Each Reach job description includes 10% time. It is part of job expectations and performance evaluations. Both Jusna and I recently had to outline and explain the ways we have used our ten percent time this year. For me, this year involved the exploration of Critical Pedagogy and the development of my public speaking skills. For Jusna, it involved exploring the work of Martin Seligman and Angela Duckworth. And, more recently, she has started developing her photography skills.

So, how has that impacted our work? Because of Jusna’s work, our future tutors will develop SMART goals with their students – this effort will focus academic work and contribute to the development of intrinsic motivation in both tutors and students. Additionally, we’ll be using Jusna’s photographs in both digital and print communications. My exploration of Critical Pedagogy significantly influenced the recent creation of our logic model, and it continues to drive our belief that our tutors are the true changemakers. Finally, the opportunities I have had to speak publicly have led to both donations and important introductions.

Our future work will be better because each employee was given the opportunity to explore the critical intersections between organizational performance and personal interests. Plus, we got some pretty awesome pictures of our kids (and one of Mr. Headen), courtesy of Jusna Perrin.

Thanks, as always, for reading.
Mark

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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Remarks: April 25, 2012

William Penn Charter School
Cum Laude Assembly

April 25, 2012

Good Morning. It’s very exciting for me to be back here today. Thank you to Dr. Ford, Mr. Larrabee, and Mr. Ballengee for inviting me and to Ms. Glascott for that kind introduction. During the past twelve months, I’ve had the opportunity to speak at NYU and at Harvard. I even spoke at the National University of Singapore. But, to me, this is opportunity means so much more. This is home.

I should start by telling you how things have changed since my graduation in 1999. When I was at Penn Charter, the Cum Laude Society induction ceremony was a small event over at The Timmons House. Only those being inducted and their families were invited. Suffice it to say that this is the first opportunity I’ve had to attend a Cum Laude Society induction ceremony.

When I asked Mr. Ballengee if he wanted me to speak on a specific topic, he said that it was up to me. “But,” he mentioned, “we would encourage you to use the Cum Laude Society’s principles as your guide.”

The Cum Laude Society espouses the virtues of Arete, Dike, and Time – Excellence, Justice, and Honor. So, today, it’s my hope to speak with you about the most important of the words highlighted in that motto. Not excellence. Not honor…Not justice. And. I want to focus on the word and – on the tensions that exist between these words and the balance you’ll be forced to find in your lives.

In school, there are rules. There is a scale on which you are judged. This doesn’t mean that we have come to consensus on what matters – on what you should aim to get from your high school experience. But, you do generally know what is required to get an A. To get into college. To be excellent. Honor, at school, simply means not cheating. And justice is what you try to address through service.

When you leave school, holding these three ideals simultaneously becomes more difficult.  What if the rules for excellence require you to forfeit your allegiances to Honor and Justice? I think immediately of Prosecutors who are judged solely on conviction rates, without regard for guilt or innocence. Or leaders in the financial industry who secured record short-term earnings for shareholders at great cost to both individuals and the health of our economy. In life, measures of excellence become less clear.

Before I get run out of town for my liberal bent, let me also mention the historical failures of my own field, the nonprofit industry. For generations, we have dismissed talk of data and evaluation – using Honor and Justice as our shields. Good intentions alone do not bring us toward better outcomes. We must seek excellence. But how? What does that mean? And who gets to define excellent?

So, as today’s inductees – and all of you eventually – move on from the safety of this place. As you build on the academic foundation you got here. How can you aspire to Excellence, Honor, and, Justice? How can you seek to balance all three?

As with all of us, it’s easiest for me to talk about these tensions through the lens of my own experience.

After graduating from college, I worked at CA Dillon – North Carolina’s maximum security facility for juveniles charged with violent and sexual offenses. I found myself working each day with rapists and murderers. It was at CA Dillon that I met JC.

He had stabbed another teenage boy. Twice. During a gang altercation in Charlotte. JC stabbed his victim in front of the boy’s own home. When the victim’s mother saw her son being attacked from her window, she ran out and pushed JC out of the way. JC shoved her to the ground and stabbed her son again. JC then started running as he heard sirens. Seeing his victim’s mother on the ground, he turned back. He helped her up and apologized, saying, “I’m sorry. You weren’t meant to be here. Are you okay?” Because he turned back, he got caught.

My first boss didn’t see any good in JC. I was JC’s evaluator and therapist, so my supervisor asked me to create a report calling JC a violent sociopath. I couldn’t. He wasn’t. According to my boss’ evaluation of me, this made me worse at my job. I wasn’t a team player. I was stubborn. According to him, this made me far from excellent. Do you agree? Some might. How does my pursuit of justice for JC enter the excellence equation?

Sometimes, you can’t simultaneously pursue professional excellence, honor, and justice. You make intentional sacrifices of one to pursue another.  You try to find the right balance. Sometimes, the answers are even less clear.

Tee was sixteen years old when I met him. I had moved to Washington DC to work as a social worker for adolescents in the foster care system. My clients were specifically those with severe behavioral and emotional problems. Tee had lost both parents. His aunt had thrown him out. He had already been arrested twice. And he spent much of his time living on the streets – an unsafe place for any teenager. We were trying to get him in a stable home, but – unsurprisingly – he trusted no one. The beginning of our relationship was slow. But, eventually, he would be willing to ride around in my car for a bit. We started small. But, there was a concern – and this is the part where my mother is going to freak out – Tee always carried a gun.

What is the honorable thing to do? The just thing? When a scared child is carrying a gun. And you know it. And he’s sitting one foot from you in your car. Should I have turned him in? Kicked him out? What was the best way to help Tee get to a better future? In my estimation, he needed to trust someone.

We moved slowly. First, he carried. Then, after a couple weeks, I told him it made me uncomfortable. So, we agreed that it would stay on my side of the car. Safety on. Under my seat. Eventually, it would go in the trunk while we drove around town. I did everything I could to honor the light in Tee. Everything. Today, he sits in a cell in Louisiana. I wasn’t excellent enough. To this day, I’m not sure whether the approach I took was the right one. There were no real rules for the situation.

While I regularly tried to be excellent, honorable, and just in my work as an individual, I am now trying to do it on an organizational level. In 2009, I founded Reach Incorporated. Reach facilitates improvement in reading, across ages, by hiring and training struggling adolescent readers to tutor in DC elementary schools. In my city, 85% of kids enter 9th grade reading below grade level. 85%. We have failed them in incredible, incredible proportions. So, how do we honor them? How do we seek justice while respecting the realities of the world? We can’t just make them feel good. We have to prepare them. We have to seek justice and honor, but we must also succeed in giving them the tools to be excellent. They don’t always make it easy. After years of failure, many of my kids lack self-confidence. Society dismisses them, and my kids sometimes don’t offer much of a counter-argument.

We know kids only improve in school when they practice at – or just above – their reading level. Most of my 9th grade tutors come to me reading somewhere between a 3rd and a 6th grade level. We also know that the older a kid gets, the more engagement and motivation matter. Teens need school to be both engaging and relevant. Where in the high school curriculum were my students to find a way to practice reading at an elementary school level in a way that was engaging and relevant? Where was their path to a better future? Such a program didn’t exist. Now it does.

I regularly hear that those students can’t handle that responsibility. People don’t consider my kids trustworthy.

I have 9th grade tutors who have previously been expelled for bringing guns to school. Have spent time in jail. Have been raped. Have been beaten. Some move regularly due to poverty and/or homelessness. Some have family members in jail. Failure is an expectation. If we don’t provide an excellent program for these kids, I know what I would hear. “The hill was just too big.” “There’s only so much you can do.”

But we don’t accept the possibility of failure. And when our program works, it’s beautiful. Our tutors have shown GPA improvement – in a single year – up to 125%. They’re more than doubling their GPAs. Our elementary school students are progressing more quickly than the students who choose not to participate in our program – our tutors are producing better results than programs run by adults. Our tutors stand straighter, believe in themselves, and learn to be in charge. When I try to step in to help, I often hear, “Mark, I got this.” And, in a city where 50% of minority students drop out of school – and half of those drop outs occur in 9th grade – not one of our tutors has ever left school. Not one.

My kids regularly defy the expectations society places on their shoulders. They’ve shed sometimes difficult pasts for the possibility of a better future. They’re readers. They’re leaders. And they’re changing the world.

Here, at PC, the recent strategic planning process started a conversation about the school’s public purpose. By including “public purpose” in our plans, we redefine excellent. Rather than judging ourselves on personal glory or personal gain, owning our public purpose requires that excellence involve an effort toward societal improvement. It means that excellence must be both honorable and just. It means we seek the right balance.

A man named Bryan Stevenson gave a TED Talk this year. Mr. Stevenson is the head of the Equal Justice Initiative – an organization that works to reform our criminal justice system.

The Equal Justice Initiative is trying to address some pretty significant issues of injustice in the US:

  • This country is the only one in the world where a 13 year old can be sentenced to die in prison.
  • In this country, a convicted murderer who is Black is 11 times more likely to get the death penalty than a convicted murderer who is White.
  • In the US, there is one death row inmate exonerated for every nine executed. Would you fly if airplanes had a 10% failure rate?
  • And, in America today, we incarcerate more African-American people than were enslaved in our country in 1850.

So, to say the least, Mr. Stevenson deals with some heavy stuff.

He once had the opportunity to meet Rosa Parks, and he talked a bit about his work.

When he talked to Mrs. Parks about the Equal Justice Initiative, she said, “That’s gonna make you tired, tired, tired.” Her friend chimed in to say, “That’s why you need to be brave, brave, brave.”

Let’s take today to consider the path we’ll walk. For those of you who will be graduating soon, these decisions may arrive sooner than you might imagine. Be purposeful in how you live your life. Simultaneously aspire to Excellence, Honor, and Justice – the principles of The Cum Laude Society. Have a public purpose. Respect the most important word, AND.

My congratulations to all those members being inducted today. You have undoubtedly gained the respect of your fellow students and this wonderful institution’s teachers. From this point forward, however, you will be responsible for defining your own version of success. What balance of excellence, honor, and justice will you pursue?

You’ll succeed, but you’ll also fail many times. All of you. The status quo is easy and it’s poweful – but, I hope for each of you, that you find courage to pursue exceptional.

And, when it gets hard, be Brave. Brave. Brave.

Thank you.

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Meet Our Student: LeeAnnah

Tears rolling down her face, LeeAnnah walked, head down, three paces behind her brother. He had just delivered the news. Because of testing, her grandmother had arrived early to pick them up. “But my auntie said I could stay!” she protested. Her screams fell on deaf ears.

I pulled LeeAnnah to the side and sat her in one of the cubbies that lined the school’s hallway. “Can you explain to me what’s going on?” I asked. “My auntie said I could stay,” she said between sobs, “but now I have to leave. I want to stay.”

LeeAnnah has been one of our most consistent students all year. She arrives with energy, but gets down to work when the time arrives. Sejal, her tutor, looks forward to their time together and shared LeeAnnah’s frustration about grandma’s early arrival.

While I was sad to see LeeAnnah crying, I was thrilled to know that participation in our program means so much to her. This strong relationship between tutor and student has created a love of reading and writing – a key driver of student success. Clearly, Sejal is doing something right.

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Crazy? Cocky? Both?

When writing and speaking about Reach, I often make aggressive word choices. I use superlatives and make strong statements about my belief in this model. When I asked others to review a recent document written to my board, I was slightly surprised by the response. “It’s arrogant,” I was told.

The following lines, specifically, rubbed people the wrong way:

Reach Incorporated was born to do the work others were unwilling to do…Incentives are not aligned to support the work we’re doing, but it’s important that we do it. [Through our work], we see tutors that are, for the first time, being honored and respected within the school environment…

Reach is unlike any other reform-minded organization. We honor the value of every individual by putting the responsibility in his or her hands. We trust our kids with real responsibility for real outcomes…

The response was strong. Readers felt that I was saying that Reach was better than everyone else and that no one else honors kids. I have strong feelings about this issue, so I wanted to write a bit about it here.

1) I do think we have the potential to be better than all other available services. We target a very specific population of kids. While I know that many care about them, they tend to have relatively negative school experiences, and the work they are given rarely honors their potential. To put it simply, I would have never started Reach if I didn’t think we could be the best. I’ve often said that, to do this work, you have to be a little bit cocky and a little bit crazy. I guess this is the cocky part.

2) It is true that incentives are not aligned to support the work we do. If a student comes to Reach reading in the 5th percentile, he or she can make 2-3 years of reading growth and still be labeled a failure on standardized tests. This means, in an environment with limited resources, it actually doesn’t make sense for a school to invest in that child’s learning. The incentives push schools to focus on those students that can go from failing to passing. For the rest, the incentives just push toward graduation. We can’t do this work if we’re not willing to talk about the perverse incentives created by our policies and structures.

3) I believe strongly that education must be engaging and relevant (this is backed up by significant research as well). I often find myself using the word “real” when writing about Reach. I do think we differentiate ourselves by trusting our tutors with real responsibility for real outcomes. We move beyond “real world connections” to a level of realness where few are comfortable. We recruit elementary school students in need of reading support, and we trust our high school tutors to provide it. If they fail, it matters. But, this drives our tutors to be motivated and engaged – they begin to feel trusted and responsible.

I admit to being frustrated by the niceties of the nonprofit world sometimes – you would never hear anyone complain that Coke is being mean to Pepsi when they say Coke is better. At the same time, I have to learn to write in a way that isn’t alienating. There are so many things that other organizations do better than Reach, but, within the narrow scope of our work, I think we have the potential to be the best. I hope I can learn to effectively make that argument.

Thanks, as always, for reading.
Mark

 

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Fun With HR Policies

Seriously. I mean it. I’m enjoying the creation of Reach’s HR policies.

HR policies and procedures are generally considered to be the most boring part of organizational leadership. Often, that reputation is deserved. However, the creation of these documents also provides one of few opportunities to explicitly define organizational culture. So, as we created our first employee handbook, here are some things we kept at the center in an effort to build organizational culture.

Tone: Looking at employee handbooks from other organizations, you’d be amazed how often you see the phrase, “failure to comply with this policy could result in serious disciplinary action, up to and including immediate termination.” It’s the end of every policy. But, given that the first policy outlines the definition of at will employment, it seems entirely unnecessary. We chose to change the tone in our handbook. We talk of expectations, but we skipped all the warnings about potential consequences.

Salary & Benefits: NonProfits often speak of the challenge of paying employees sufficient wages. Those that work in the field often talk about economic sacrifices. When defining the organization’s policies regarding salary, benefits, performance reviews, and salary increases, talk about organizational values and intentions. At Reach, we have an extremely generous benefits package – spell out how that impacts the employee’s compensation package. Go beyond the single number on which people fixate. Also, list professional development money as an employee benefit. It demonstrates a commitment to employee growth, much more than having it listed as a separate line item under personnel. It gives the employee ownership of those funds. Also, do some things just to be nice. At Reach, we care about reading, so every employee will get $100 a year to spend on books. Oh, and pay well. Seriously. If you’re committed to creating a great organization, then you need great people to stay with you over time. Pay real salaries. It’s my job to find those resources – there’s no better investment.

Trust: The basis of most HR documents is that “the man” doesn’t trust “the people.” We chose to explicitly state our trust in employees and build systems around that trust. Those that have reviewed our handbook report that we might get burned at some point. Every organization does. If one out of every twenty employees tries to exploit our trust and generosity, I can live with that. But, I plan to create organizational culture for the other nineteen, not that one.

Leave: Our policy about employee leave was the most challenging for me. In the end, we created a generous policy that differentiates only between planned and unplanned leave. We also provide some limitations around how many days off you can take while our programs are in session. Otherwise, we want you to take care of yourself. In fact, I’m very proud to say that we included a minimum leave requirement. As soon as this handbook is approved, employees will be required to take off at least five days every six months.

Any good organization wants both culture and compensation to play a huge role in recruiting, supporting, and retaining staff. In the long-term, retention is a smart way to minimize costs. As weird as it sounds, HR documents can play a very important role in this process. I know that, when we next hire, our employee handbook will be shared with promising candidates. Once they read it, why would they want to work anywhere else?

Thanks, as always, for reading.
Mark

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Start With Why

Kony2012. Trayvon Martin.

At this point, you’ve likely heard of both. One took the internet by storm due to a video produced by Invisible Children. The other was more of a slow burn. Weeks after Trayvon’s death, the news media is beginning to tell the story of a young boy killed by a neighborhood watch volunteer.

The two stories got very different reactions. Some reports indicate that Invisible Children received $15 million in donations as a result of the video – I wish my buddy Eric from Educate! got similar funding when his entrepreneurship curriculum rolled out to 45,000 Ugandan schoolchildren this week. Yet, senseless murder in our own country received little attention for a number of weeks (and many will tell you this is no isolated incident). Even Reach tutors were unmoved. To them, this was just another dead black kid. It happens all the time.

The reality: We felt more moved to give money in Africa than to pursue justice in our own country.

Why?

One reason, as Bryan Stevenson outlines in his recent TED Talk, is that we don’t like to talk about injustice. We don’t like to name our problems. But, to take it one step further, we don’t seem to be able to talk about our problems. We can all get behind a problem in Africa, because that’s far away. That’s not our fault. With Trayvon, we can’t escape it. Trayvon was murdered because of a toxic mix of gun-loving and racism. That’s ours. We created that. That is, in fact, our fault. So, we don’t talk about it.

While wrestling with my own emotional response to Trayvon’s murder, I’ve also been reading Simon Sinek’s “Start With Why” (for your reference, Sinek’s TED Talk on the subject). Sinek, looking through the lens of the business world, builds on Stevenson’s comments. Sinek tells us that great companies are built from a place of WHY, but they struggle when that why gets lost in HOW and WHAT. On a neuroscience level, Sinek says that the part of our brain that does feelings is not the part of our brain that does language.  Giving words to our gut feelings is a herculean task for our brain (One example Sinek uses: Try explaining why you love your mother). Perhaps the silence is because we don’t know how to talk about it. We can’t find the words when it creates such an emotional response in us – perhaps its the closeness to us that makes us push it away. Talking about Kony is easier than talking about Trayvon.

All of this has me thinking a lot about the WHY of Reach. Lately, I’ve been talking regularly about the fact that Reach is about each child, not “all children.” All children is nebulous; there’s no accountability. To Reach, failing one child is unacceptable. For that reason, Trayvon’s death must be discussed. For that reason, suspension and expulsion are unacceptable forms of school discipline. For that reason, we do not ask kids to leave our program. For that reason, we choose to see the possibility in each student, regardless of the challenges brought.

Using Sinek’s lens, I think few people would be surprised if Reach added other programs for our target population. Reach does reading, but Reach is not reading. Reach has always been about recognizing, valuing, and cultivating the potential in those least likely to succeed. Reach has been about recognizing the untapped potential of oppressed communities. Reach has been about watching participants rise to freshly established expectations. Reading is one important avenue through which this work can be done.

As we build a better organization, the bar is clear. If one child fails, we fail. It’s an impossible standard to reach, but we’ll gladly pursue it each and every day.

Rest in Peace, Trayvon. Hoodies Up.

Thanks, as always, for reading.
Mark

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Journalism and Journopalooza

This week, for the first time, Reach Incorporated was featured in The Washington Post. John Kelly’s “In DC, Reach Inc. Explores Tutoring as a Two-Way Street” was a stellar description of the work we’re doing in DC schools. The article was exciting to see – as a founder, it occasionally takes events like this to understand the “realness” of what now exists. That being said, three other things made it even better:

  • Our current supporters were so thrilled to see our work highlighted. We feel that we have an incredible group of early supporters, so it’s really meaningful to see how much they feel a part of every organizational success. As I watched the article spread on Facebook and Twitter, it made me realize that this is certainly no longer my organization. It’s ours.
  • While we love our current donors, we will certainly need to grow our support base to grow our program. Since the article went live, I’ve been contacted by a local DC high school and the Office of the Prince George’s County Executive. Additionally, I received a lovely note from Janet of Chevy Chase, MD. She read the article and was moved enough to send a contribution.
  • By far, the best part was seeing Chivaune’s face when I handed her the paper. She was thrilled to see her name, quote, and picture in the paper. It was great to feel part of that excitement.

It’s important to note the reason John Kelly came to know of our work. Tonight, Reach and Writopia Lab will both benefit from Journopalooza, a battle of the bands with bands featuring members of the DC media community. Come join us tonight for some good music and good fun.

Thanks for sharing in our excitement about this week’s article in The Post. We hope you’ll send it to your friends so more and more people can learn about the work we’re doing in DC schools. And, if you’re looking for some fun tonight, check out Journopalooza. It should be a blast!

Thanks, as always, for reading.
Mark

 

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Meet Our Tutor: Binetou

In September 2010, while trying to recruit students for a brand new program, I depended heavily on the teachers at what was then called Hyde Leadership Public Charter School (now Perry Street Prep). Ms. Butler, the 9th grade English teacher, made some strong recommendations – students who had been struggling in the first few weeks of her class. Then, almost as a throwaway, Ms. Butler said, “Oh, you should meet the twins. Come tomorrow – I’ll give them the forms and tell them to come meet you.”

“The twins?” I asked.

“Yes, two girls, originally from Senegal – they’re great, but could use some refreshers on some of the basic reading and writing stuff.”

Fast forward six weeks: I discovered that the twins are, in fact, not twins. These two young ladies are two years apart – the older, Binetou, was a Junior. She had already become a leader in the program, so we decided to let her stay. Our program is aimed at 9th and 10th grade students  – Binetou, now in 12th grade, will be the only upper-class student we ever enroll.

A few weeks ago, Binetou was chosen to take part in a selective DC high school internship program. She now spends part of each day working at a local recreation center. When she discovered that her new responsibilities would conflict with her commitment to Reach, she negotiated with her boss.

Knowing the conflict was brewing, I asked, “How’d it work out?”

“I figured it out,” she said. “I’ll be working some during the week and in the mornings on the weekend.”

“The weekends?” I asked. “Is that normal for the program?”

“No,” she said casually, “but I told them I’d work weekends if I had to. I’m not quittin’ on my kids.”

The pride I felt at that moment was outpaced only by what I heard today. Binetou, who has not had the easiest year, received great news today: She has been accepted to her first college, Trinity University in DC. And, she was excited to report, she received a scholarship that will cover half of her college expenses. We are so immensely proud of the work that Binetou has done and the young woman that she has become.

We imagine that she’ll have some other college options in the coming weeks. But, if she remains local, I know someone that may be interested in a high-quality intern.

Beamin’ for Binetou,
Mark

 

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(L)Insanity in the NonProfit World

We’ve all heard about Jeremy Lin recently. His journey from his brother’s couch to the Knicks starting line-up has been well documented. In all the hoopla about this hoopster, an important lesson is being missed. New York Times columnist Howard Beck produced a gem in his recent article entitled, The Evolution of a Point Guard. In it, he begins with the following quote:

“The most captivating strand of the Jeremy Lin mystique is that he came from nowhere, emerging overnight to become a star, after being underestimated and overlooked, disregarded by college coaches, ignored in the N.B.A. draft and waived twice in two weeks.

“The narrative is well-established, factual in its broadest strokes and altogether flawed, or at least woefully incomplete.

“Jeremy Lin’s rise did not begin, as the world perceived it, with a 25-point explosion at Madison Square Garden on Feb. 4. It began with lonely 9 a.m. workouts in downtown Oakland in the fall of 2010; with shooting drills last summer on a backyard court in Burlingame, Calif.; and with muscle-building sessions at a Menlo Park fitness center.

“It began with a reworked jump shot, a thicker frame, stronger legs, a sharper view of the court — enhancements that came gradually, subtly, through study and practice and hundreds of hours spent with assistant coaches, trainers and shooting instructors over 18 months.”

This is really what it’s all about. Like hundreds of sports journalists and thousands of fans did with Lin, the nonprofit world ignores process. We go directly from idea to scalability and sustainability. Where are the coaches and trainers helping good ideas become great solutions? How do we accept failure as part of the process, not the end of a process?

We talk of impact, but we do so looking only backward. We talk of changing the world, but we look only at proof, not potential. We talk about building capacity, but we give one-year grants based on past performance.

Jeremy Lin’s rise was fueled by two factors – his relentless drive to get better and access to resources for continual improvement (coaches, time, money, and equipment). Saying Jeremy Lin arrived from out of the blue undervalues, or ignores, what actually led to his arrival. People invested in his potential, and it’s paying off.

These myths of pure talent – these fairy tale stories – are wonderful for entertainment, but they’re not the reality. Lin’s journey tells an important story. Whether or not it’s covered in the media, he knows that the last six weeks played less of a role in his basketball success than did the sixty weeks that preceded “LinSanity.”

Lin’s story is one of many failures and eventual success. It’s one of frustration, learning, and reinvention. At the beginning, there was a thin kid with an awkward jump shot. What if we had simply said, “He’s just not good enough.”?

An important word is missing: Yet.

Thanks, as always, for reading.
Mark

 

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