Pro Day: Find Your

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What was a formative leadership experience for you?

Right out of college I was hired as a collegiate volleyball and basketball coach. Immediately I was in a job where I was stretched, coaching players that were my age and in a sport I had never played. I had to do a ton of research on volleyball, went to clinics, surrounded myself with experts and tried to learn as much as I could. It stretched me farther than I thought I was capable of. That experience happening so early in my career changed me because ultimately our potential is so much greater than we know, but sometimes we don’t realize what that potential is until we are challenged. As athletes we do that [a lot], training for a marathon or a triathlon. We do the same things in our professional lives but don’t give ourselves the same credit that we do for some physical achievement. 

As a coach and manager so close in age to your players, were you conscious of the fact that you had to strike a balance between friend and leader?

That balance was tough as a 22-year-old. I knew it was an opportunity to do things that I wouldn’t have had the opportunity to do again. Looking back with what I know now and the maturity that I have now, I know I could have done a whole lot better. It was definitely tough.

Was there a significant mentor relationship early in your career?

They were both men. Steve Hill, the athletic director and basketball coach at O’Hara High School and the assistant coach, Larry Park. I learned so much from them. They would allow me to go into the room adjacent to the men’s locker room and listen through the door to hear their halftime speeches and attend practices. I was with them all the time just trying to soak up as much as I could.

What is your approach to hiring?

I hire for energy. Obviously it’s got to be a person that has the skill set and can do the job. I want to make sure that they have the energy, passion, enthusiasm and personality to create change. That is what I look for. I don’t focus on things that are lacking [in candidates], but perhaps the younger generation is not as connected personally. I do think that could cause a problem for this generation.

Tell me about the concept of “zone of genius.”

It was from a leadership book that I'd read. On your team, you need to make sure everyone on your team is working in their zone of genius. Being in your zone of genius is where you’re feeling comfortable, passionate, drawing on your expertise in your field. It means you’re in the flow and have more energy to be creative. You have to be in the category that fits you. My category is women’s sport leadership, not accounting. Within your zone of genius, are there challenges? Yes, but it’s important to find what we’re meant to do.

What major changes do you foresee in women’s sports leadership over the next five to ten years?

I think we’re going to see a lot more women moving in to leadership positions. The pipeline has increased drastically. We don’t talk about it as much anymore thoug. It’s been forty years since Title IX, but we have to remember that back then there were more women coaching. Women have to get back to where we have more in the pool. On a broader scale, not just in athletics, we are talking about the need for diversity in leadership positions. Presidents and search firms are more intentionally trying to diversify pools and [NACWAA] is working with them to do that.

Visit Women Talk Sports each Monday to read the weekly Pro Day column featuring interviews with women at the top of their game, including several Symposium panelists. The series will feature career insights and advice from women who are paving the way for a rising generation of sports business leaders. 

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