Helmets for concussions?

While we are on the concussion vein in sports, here is an article that touches on some research performed by Virginia Tech on helmet safety.

 

According to this article, VT tested 32 helmets that are commonly used in hockey and rated them on a 5 star scale based on their ability to reduce the risk of concussion, but therein lies the problem; helmets do not reduce the risk for concussions. Helmets are very effective at reducing and eliminating other head and facial injuries such as fractures and lacerations, but they do not protect against concussions, which by definition are an insult to the brain that causes a metabolic cascade. Since the injury happens when the brain moves inside the skull, a helmet does not decelerate that motion. They further go on to state that using a low star helmet will increase the risk for a concussion. How?

 

I will be interested in seeing the actual study once it is published to determine what methods they chose in the development of their research. From what this article says, it is pretty flawed; equipment for the head does not reduce concussion risk; technique does. Without a change in the rules regarding contact, no amount of head protection is going to prevent a concussion.

 

Unfortunately, since concussions are such a hot ticket right now, a lot of research is being done on them to assess them, grade them, prevent them and treat them, but the fact remains that the challenge is the mechanism that causes them. Without that being addressed there can be no substantive change. This continuation of discussing helmets as a means of prevention confuses the parents, coaches and athletes about the true cause of concussions in sports. The ultimate answer is analyzing rules regarding contact and training proper technique. 

 

http://www.athleticbusiness.com/more-news/virginia-tech-report-to-reveal-unsafe-hockey-helmets.html?topic=6,500&eid=277204494&bid=1038522

Youth concussion follow up

Information on concussions in youth sports continues to emerge, and the conclusions show a lot of room for improvement.

 

This recent study assessed concussion management follow through for patients that were seen in the ER at 3 weeks and 3 months. Their results are not encouraging. Many of the parents did not follow the return to play protocol and many patients returned to their sport while still symptomatic. At 3 months, several patients still displayed symptoms.

 

There have been several conferences to determine the best method for return to play and there are specific criteria to follow. The challenge has been disseminating that information to others: parents, athletes, coaches, administrators, other providers, etc. The result of this is that the knowledge is held in the hands of a few and the many do not know what to do.

 

Several groups have been working diligently to educate the masses, and while they should be applauded for their efforts, it is clear that more is needed. The CDC and Federation of High Schools provide free education for coaches to understand how to identify a concussion and what steps to follow afterwards.

 

These efforts need to continue at their current level and be expanded into other avenues. With so many youth and recreation sport leagues there are many outlets for this education material. Coordinated efforts need to be undertaken to make sure that participants, coaches and administrators understand how to handle injuries of all types, and especially concussions.

 

For those that work with leagues, this research should serve as an inspiration to expand your hard work and help ensure that participants get the care they need.

 

http://www.sportsmedres.org/2015/03/concussion-on-field-management-and-return-to-play.html

 

Rethinking Performance Reviews

There have been many critics about performance assessment and a lot of recommendations on how to do them, if at all, but few of them have completely overhauled their program like Deloitte did.

 

Like many organizations they had a typical yearly review structure where employees were evaluated in a 360 degree style, strengths were noticed, weaknesses were discussed and evaluations were performed by groups of managers and executives. The idea is the same; determine who are the high performers, who is overachieving, who is underachieving, who is ready for more, who is on the cutting block and who deserves what in terms of compensation. When they looked at the amount of time it was taking to perform their reviews the number was staggering: millions!

 

In an effort to change their program, Deloitte sat down and discussed what they wanted to know, what decision they wanted to make and what was the best way to achieve it. In the end, they came up with a series of questions to ask of the manager regarding each employee. But, the change is in the type of questions. Instead of asking for specific performance in regards to the employee, the questions were meant for the manager to evaluate their own feeling about the employees. One of the questions was ‘would you want this person to run your next project?’. This changes the focus to qualify how a manager feels about a particular employee’s ability to perform at their current, or a higher level. While managers are inconsistent with grading employees based on traits, they are very consistent in their own evaluations. So, in light of that, the emphasis is to get them to make judgements based on task specific criteria.

 

Since this is a new method, for both Deloitte and others, we will have to see how this plays out. Will it be more effective in employee engagement and performance? Are managers able to make good, objective decisions about a person’s ability to perform without getting personal. Do the managers have the skills required to communicate their answers to the employees and give them accurate, actionable steps to improve? Performance reviews in general are conducted in a manner that is not beneficial. Employees meet once a year to discuss performance, instead of frequently to assess progress and get feedback. They may feel that they are not getting an accurate reflection of the work they did 9 months ago when the review is now.

 

Time will tell if this new model works, but the questions are a step in the right direction. The main thing is to communicate frequently and clearly with the staff regarding their performance. This timely feedback is the most beneficial in order to make forward progress. The inclusion of mentoring and coaching for employees who are struggling with a specific area will also help to ensure they get the training they need to improve. Set goals, monitor progress and provide timely feedback. Not providing the preceding will make any performance evaluation pointless. 

 

https://hbr.org/topic/assessing-performance

 

Being safe on ice

As I was going skiing today I slipped on some ice that was covering the sidewalk. Normally, I would be upset and continue on my way, but after doing a sport management degree I looked at it in a different light; was the ski area doing all they could to provide a safe environment for their customers and employees? From a risk management standpoint, the answer is no. 

After getting up I continued to walk, carefully, to purchase my ticket I noticed that the entire sidewalk was covered in a layer of ice. When I got my ticket I let the seller know about the ice and was told that they would look into it, but they didn't seem too interested in addressing it. 

Now, luckily I am young and reasonably fit so I just got a bruise on the ice, but what if I was older? The ski area was aware of the ice and yet did not do anything about it. They have options at their disposal to either help or warn: use salt or sand, put up signs warning of the ice or station employees to warn customers. They did not employ any of those methods. 

As it turns out I was talking to a patrol men who told me that they had to put stitches ino someone after they fell on the ice. I hope, for the sake of the ski area, that is the extent of the injuries. 

Was this situation completely avoidable? No. But they could have taken steps to make it safer or caution people; and they chose not to do it. This lack of preparation leaves them open to potential litigation. Don't make the same mistake. 

Recruiting = Success

Money may not be able to buy happiness or Championships, but it can get you into the NCAA tournament.

 

Over the past few years, those who spend more on recruiting have more berths than those with smaller budgets. Big spending does not guarantee success once he tournament starts and some successful teams have small budgets.

The rising cost of recruiting dollars is used to fund Nationwide trips with University planes and transportation. Larger schools have the advantage because their budgets are larger and it can allow them to access all parts of the Nation. Smaller schools have to utilize a different approach, by travelling regionally and possibly using one trip to see more than one recruit. Instead of going after the top tier players in their sport, they may focus on players they have a chance of recruiting who can benefit their program.

 

Obviously, there are numerous factors that go into the success of each team, it is just interesting to see how recruiting dollars are reflected in attendance.

 

http://www.athleticbusiness.com/college/recruiting-dollars-equal-ncaa-tournament-invitations-br.html?topic=1,300&eid=277204494&bid=1032112

 

Use of King Devick test in concussions

The King Devick test has been proposed to aid in the assessment of concussions. The test has individuals perform a visual eye scan reading numbers on the card from left to right as quickly and accurately as possible. It has been shown that those who have sustained a concussion have a slower time (about 4-5 seconds) than their non-concussed counterparts. Proponents of the test are urging for its inclusion as part of the sideline examination for those with potential concussions.

 

There have been studies that assess the validity of the test and its sensitivity has been studied in boxing, where laypersons were able to determine who had concussion symptoms from using the test. Another study looked at the amount of information that it added to the current battery of tests being performed on the sideline or in a clinician’s office and found that it did not add any value.

 

The reason that it is gaining popularity among researchers and the media is the ease of use; have someone do the test to get a baseline and then retest them if there is concern for a head injury. The main question I have is what happens with that information? It does not appear that there are any guidelines on what disqualifies someone from activity. The studies have not been extensive enough where there is a clear line separating those with a concussion from those without one. In either case, the recommendation is still to perform a sideline evaluation on them and refer to a qualified medical professional for a diagnosis. While the test may hold promise for laypersons or parents to test their children, caution should definitely be urged against putting too much stock in it. In time, we may have standards recommending the utilization of the test in concussion assessment, but currently, there is not enough information to support its use in athletics.

 

http://www.sportsmedres.org/2015/03/king-devick-test-sideline-concussion-test.html

 

Benefits of Kinesiotaping

If you watch athletic events, you have undoubtedly seen athletes with different color tape on various parts of their body. This type of taping is called kinesiotaping and it is applied with the goal of being able to support muscles by helping them move appropriately.

 

Injuries can be caused by imbalances that change how a joint moves. When these ‘abnormal’ motions occur, more stress is placed across the joint and supportive structures that can lead to pain. Part of the appeal of kineseotape is that it helps to activate the muscles by placing them in the correct position and reminds the athlete to engage those muscles. In other cases, it is believed that enough pull can be generated that it can actually change joint position and assist with minimizing those imbalances.

 

There have only been a few studies assessing the effectiveness of kinesiotaping and more are needed. The one review that I found states that there is not enough evidence to support the use of kinesiotaping, but it does mention that it has not caused any negative effects.

 

Kinesiotaping may or may not work, but there is not a downside to using it. The true mainstay of injury prevention and conditioning is to use corrective exercises and neuromuscular training to change poor postures and recruitment patterns that lead to injury. If the underlying factors are not corrected, then no amount of tape is going to help.

 

Morris, D, Jones, D, Ryan, H and Ryan, CG. The clinical effects of KinesioTex taping: A systematic review. Physiother Theory Pract.2013 May;29(4):259-70.

 

Safety of Synthetic Turf Called Into Question

How safe is synthetic turf? For years, there has been debate on the risk of injuries from playing on synthetic vs. natural turf. Then, the safety of synthetic turf was questioned when athletes who spent a lot of time on the turf started being diagnosed with cancer. The major question for the physician's and researchers has been what role, if any, turf played in cancer. Now, there is concern that the pellets in synthetic turf contain lead and could be problematic for children.

 

The concern is enough that it is listed on the CDC website as known lead containing substances, but research into how much lead is being absorbed is lacking.

 

As of right now there are a lot of unanswered questions concerning the safety of synthetic turf. It has been installed in many schools and municipalities across the country because of its ease of use, decreased cost of maintenance, life expectancy and durability. Now, everyone who has a turf field is waiting to see if it is safe for the users.

 

Before making any determinations, we need a lot more controlled studies that can identify the true risk of synthetic turf. In the meantime, it might be wise to limit amount of time spent on turf to decrease exposure until we know more.​

 

http://www.athleticbusiness.com/more-news/feds-promote-synthetic-turf-use-continued-research-br.html?topic=6,500&eid=277204494&bid=1031271

Flat vs. Tall Organizational Structure

There was an article in Forbes that argues for the elimination of management in the new working society. The main premise is that management increases the overhead cost to the company, but may not be doing much to increase the bottom line. He argues for a flatter organizational structure with more access to higher level positions, more decision making on the front lines and a decrease in bureaucracy through the workplace hierarchy.

As a student of management, and having a lot of interest in management and organizational effectiveness, I can't help but be intrigued. There is definitely something to be said for a decrease in bureaucracy to improve communication and effectiveness. In larger companies, it can be very challenging to make an adjustment to what is happening on the front lines when numerous levels need to be consulted. It is also challenging to work across departments; each department has their specific task and communication across the departments poses a problem.

Each company and industry needs to find what is the best model for them. It may seem appealing at first glance to eliminate the management from the equation, but that leaves a gap in who is overseeing the process, offering administration support and evaluating the effectiveness of decisions. Typically, that person is the manager/director of the department who looks at the larger picture, not only of the department, but the company as a whole. That is not to say that all mangers are effective at their job. Far from it, but I am advocating for having the right person in the job. Someone who understands the department, the needs of the individuals in the department and who has the ability to effectively objectify the decisions in the department.

On the other hand, it is equally important that the manager does not stand as road block to their employees. If there is a problem it should be addressed immediately and access should be provided to higher levels to expedite the decision making process. Directors of different departments also need to be open to those not under their direct supervision. Most companies need to communicate across departments to fully understand how decisions impact the company. If a front line employee notices that a change in process may save money, that needs to be championed through the company, quickly.

Who is in charge of training new staff, performing inventory control, overseeing the budget or evaluating the decisions? If the management is eliminated, someone will have to pick up these tasks, or a group of someone's. A flat structure will probably continue to gain traction since it can improve effectiveness in process based companies, and smaller ones. For the larger institutions, it may be harder, but then again, they should also look hard at who is in managerial roles and how effective they are at doing their job.

Effective employees are more productive and every company achieves that differently. Find the structure that offers the best balance of ease of communication and effective employee support.

http://www.forbes.com/sites/jacobmorgan/2015/03/16/get-rid-managers/2/

Choosing business software

A lot goes in to choosing a software program for a business. This article provides some questions to think about and discusses the process of picking the right one. With some background leg work and analysis of what you need the software to do for you, you can make the process easier.

 

http://www.athleticbusiness.com/apps-software/evaluating-campus-recreation-management-software.html?topic=1,60&eid=277204494&bid=1028078

 

 

From: Koba, Tim 
Sent: Wednesday, March 11, 2015 2:09 PM
To: Koba, Tim
Subject:

 

http://www.athleticbusiness.com/apps-software/evaluating-campus-recreation-management-software.html?topic=1,60&eid=277204494&bid=1028078

 

Drucker on Effectiveness

According to Peter Drucker’s article ‘What Makes and Effective Executive’ in the June 2004 issue of the Harvard Business Review, there are 8 practices for effectiveness that executives do: they ask what needs to be done, what is best for the enterprise, they develop action plans, they take responsibility for decisions, they take responsibility for communicating, they focus on opportunities rather than problems, they run productive meetings and they think in terms of ‘we’ rather than ‘I’. Look up the article for the complete analysis by Peter Drucker, I personally find a lot of his stuff to be excellent.

 

In a nut shell, to be effective means to change your mindset and thought processes. In order to have an effective organization, the executives need to be effective. This means that they need to set priorities and act upon them. Asking what is the most important thing to do right now and what is best for the enterprise can help to identify what those priorities are. Once they are known, it is time to act on them. Delegate what can be delegated, but set a timeline for check ins. Focus your energy on those tasks that you are best at. 

 

Make sure that everyone is on the same page and that there is a very clear line of communication. Take the time to create a strategic plan that highlights the opportunities available. Opportunities are where growth occurs, so that is where the best people should be focused. Spending too much time on problems limits the ability to grow and detracts from opportunities. By all means, solve problems, but do not spend all the available time putting out fires.

 

Hold people accountable to their job, the expectations and the outcomes. It is important that everyone is performing at a level they are capable of in order to be effective. This happens by putting people in positions that they can perform well and then monitoring their success. Hold regular check ins to assess progress and provide coaching and mentoring to people, but if they are not performing, do not keep them in that position. It is not fair to them or to the organization.

 

In order to be effective, it is vitally important to control where time is spent during the day, this means limiting the number of meetings that are had, or making them more efficient. To run efficient, yet effective meetings, establish the goal of the meeting beforehand and prepare accordingly. If it is in an update on the status of a project then only that should be discussed. Only questions that are pertinent to that meeting should be discussed and afterwards there should be an action step with who is responsible for performing it and a follow up date. This way there are no loose ends and everyone knows what is expected.

 

Being able to make the best decisions requires getting timely, accurate, actionable information from people. Make sure that the people who are in their positions know what information they need to relay and when it needs to be in by. If the information is not being communicated, make sure you get it from them and work with them to ensure timely contributions. Once the information is assembled and analyzed the action steps are planned out and executed. Evaluate the decisions to determine their success and make any appropriate changes.

 

Peter Drucker spent a career studying effective management and his teachings are all relevant for today. His insights can help all of us improve our effectiveness and perform at out peak potential.

Financial benefit of a stadium

There continues to be ongoing debate and conversation regarding the benefits of a stadium to the local economy.

This latest article summarizes the review of a couple of economists on the subject who state that there is no financial benefit to a locality to have a sports team. The cost of the stadium to the public is not offset by any direct tax revenues or economic impact. This is not good news for owners who are looking to get public assistance for building a stadium. It is going to be hard to convince the town board that their stadium is going to increase local revenue above and beyond the upfront and ongoing public costs of a facility. 

This is not to say that there is no benefit to hosting a professional or amateur sports franchise. There are many reasons why having a team may be advantageous to a city, but financial revenue is not one of them. 

When teams pitch their ideas to the city they would be wise to review the economic data, anticipate questions from the board and offer alternative answers to the benefits of their stadium/franchise to the area. Town boards also need to understand the economics of a franchise and be prepared to discuss this with the team owners and not just assume a positive economic benefit.

http://www.politifact.com/rhode-island/statements/2015/mar/07/steven-frias/ri-gop-official-steven-frias-says-research-finds-n/

Effective Management

The workers of today are characterized by what Peter Drucker calls knowledge workers. Instead of working with their hands to create a product, workers use their minds to create systems, align products and create solutions intellectually. That is not to say that working with our hands is not useful, it is just that society puts an increasing emphasis on intellectual property.

When it comes to managing knowledge workers, managers may need to change or reevaluate their approach. Many of these workers are at least as technically competent as their manager, so relying on superior skill is not an option. Neither is directing these workers in what to do; most of them not only how to perform the task, but they perform it very well. So, what is to be done?

Instead of thinking that you as the manager need to have all the answers, change your mindset to being focused on what your staff needs to be successful. Do not give as much advice or direction, but listen instead to what they say. Is there something, or someone who is standing in the way of a project? Offer to intervene to clear the way for growth. We know that many employees currently feel disengaged at work, so take the time to ask their opinion and for input. When you work with a professional staff it is important to realize that they do not like being told what to do, it feels condescending to them. Instead forge a relationship where they feel that you have their best interests in mind and do what you can to support them.

Listening to your staff, getting their input and asking for their help in decision making can help you improve as a manager. When they feel that you understand them, their work and their environment, they will be more likely to discuss things with you. This increase in trust can better enable to you learn how you, as their manager, can make sure that they are effectively performing their job. It can also lend insight into who may be helpful to them in completing them.

For more information check out Jeffrey Hull's article in Harvard Business Review on a case study of a manager who learned how to change his management style via coaching.  s.hbr.org/1wSFncP

Hazing in High School

This lawsuit highlights the importance of having a plan in place to prevent hazing from happening.

 

Now that a lawsuit has been filed, it may be too late for the school to prove that they provided a safe environment for this, and other, students. In today’s culture of zero tolerance in relation to hazing and intimidation it is vitally important to make sure that you protect yourself, your school, your coworkers and volunteers from potential litigation.

 

It is not possible to prevent everything or plan for every eventuality, but for those that you know about, you should have a plan and a written policy in place. Make sure that everyone who has contact with your program understands your policies, what the expected behaviors are, what will not be tolerated and what the process is in case rules are violated. If you hear of any hazing plans be sure to investigate it and take appropriate action.

 

This will help you defend yourself in the event that a lawsuit is filed against you. It may be too late for this school district, but hopefully they learn from their mistake and ensure that something like this does not happen again.

 

http://www.athleticbusiness.com/civil-actions/former-dance-team-member-files-lawsuit-against-oregon-high-school-after-hazing-incident.html?topic=2,100&eid=277204494&bid=1026426

 

Throwing warm up

With baseball season now underway we can start to expect to have some throwing related injuries affecting the elbow and shoulder.

Before experiencing pain, decreasing performance and frustration, take the time to review this blog from Mike Reinold discussing his throwing warm up. The video is only a couple of minutes long and explains his entire warm up process before starting a throwing program.

This information is invaluable for throwing athletes and will help keep their shoulders healthy throughout the season.

As with most injuries, the main problem is increasing activity too quickly and not giving your body a chance to adapt. Take the time to strengthen, warm up properly and limit your hard throws early in the season so you can throw hard at the end of the season.

http://www.mikereinold.com/2015/02/how-to-prepare-your-body-before-you-throw.html?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+Mikereinold+%28MikeReinold.com%29

Long Term Athletic Development

I wrote a blog for the BOC on Long Term Athletic Develop and discussed how strength coaches and athletic trainers can help develop young athletes over time. The point is not to try and make an athlete better in 4 weeks, but to instill a love of games, playing and movement that will last a lifetime.

 

It made the most read list on the ‘Athletic Trainer’s NewsFeed’ and if you’re interested you can read the original post here.

 

NYS T/F meet

I spent the afternoon as an athletic trainer for the New York State Public High School Athletic Association Girls Track and Field Championship and I was impressed. 

It was a very well organized and run event. They run the boys finals in the AM and the girls in the PM. With all the events to coordinate they stayed right on time and never missed a beat. 

Everyone knew what their job was and made sure to perform it well. It helps that the event is held at the same venue every year and the organizers are familiar with the set up, but it is still quite a feat to run so many events on time. My congratulations to the NYSPHSAA on a job well done.  

On the sports medicine side of things I had quite a few hamstring strains that needed attention. While it is a very common injury in sprinters we get a lot of them every year. This year I treated them with single leg drops and soft tissue release. After spending 5 min with the athletes I was able to improve their range of motion and decrease their discomfort. Those that had new races were able to compete without incident. When dealing with hamstrings this may be helpful to your current routine. 

Sports event safety

When the fans at a basketball stormed the court a week ago causing a dangerous situation, the need to review security measures for games and events surfaced. The most important thing with event security is preparation. It is of vital importance to work through the venue, understand the entry and exits, know the number of fans attending, know the fan behavior and review possible problems and responses. This is obviously a daunting task, and when added on top of all the other duties for hosting an event, it can be easily overlooked or forgotten. Not taking the time to review safety protocols and protocols can have devastating consequences.

 

There are a number of factors to consider when thinking of event security and each one needs to be analyzed. Once the particular event venue is mapped and understood, administrators can then work on developing criteria for staffing, safety, response and evacuation. Just like every event venue is different, so is every problem. Weather related incidents have a different response than fan violence or crowd control. The important thing to keep in mind is to take the time to review situations and develop a response plan. Working with other event coordinators, coaches, police, security and medical personnel can help get a broader view of what the potential problems are, and what some of the potential solutions are.

 

Once the first 2 steps of understanding the venue and crafting a response protocol have been accomplished, the next step is to share that information with all the individuals that are involved in the event. Everyone who has a role to play needs to know what their role is and how to do it. Having a policy and procedure manual is an important reference and first step, but take it further and have individual responsibilities included, as well as setting up drills and simulations. The more simulations and walk throughs that are performed when there is not an emergency situation will improve the response and reaction for when there is one.

 

Athletic Business is a great resource for athletic administrators and they have created a new security magazine that specifically addresses common concerns and some ways of dealing with them. The NCS4 is also a great resource for event security management. These resources can be invaluable for creating a comprehensive plan to keep all the stakeholders of an event safe.

 

The following link to some specific safety concerns to start your safety preparedness.

 

http://www.athleticbusiness.com/event-security/ensuring-safe-sports-venues-starts-with-event-staff-screening-training.html

http://www.athleticbusiness.com/stadium-arena-security/court-storming-is-there-even-a-solution-br.html

http://www.athleticbusiness.com/recreation-outdoor-security/developing-better-evacuation-plans-through-simulation-modeling.html

http://www.athleticbusiness.com/stadium-arena-security/how-to-prevent-fan-violence-at-sporting-events.html

http://www.athleticbusiness.com/stadium-arena-security/drones-emerging-as-security-threat-at-domestic-sporting-events.html

 

How effective is social media?

If you use social media for marketing, do you know how effective it is? Chances are, it is not as effective as you want it to be.

 

The main goal of business is to create sales and generate revenue. Your marketing plan should be set up do just that. Most consumers expect that businesses will have a easily navigable website and social media presence, but putting a lot of marketing dollars toward that may not be the best use for those dollars. 

 

Any marketing plan and campaign should be evaluated for effectiveness. Knowing how many sales or new customers are created for each campaign is vital to see where your consumers are coming from. When posting content and ads via social media, the same applies: how many potential customers did it reach, of those, how many were converted into actual customers, how many new customers were created and how much did they spend. Knowing the answers to these questions will help to evaluate the effectiveness of your various campaigns.

 

Social media is an easy way to reach your current customers and creating content can be effective in setting your brand apart, but be wary about thinking that it is the golden marketing ticket. Only by evaluating the effectiveness of your platforms can you truly tell how beneficial they are in generating revenue. And revenue is what pays bills.

 

https://hbr.org/2015/03/is-social-media-actually-helping-your-companys-bottom-line