Re: Who goes first Lewis or Linstad?
What does that tell you? Most workers in most jobs aren't that happy with their bosses either. If the old boss/coach goes and a new one enters, after a while, the worker bees are back to being mostly unhappy. It is only after one has had the experience of being a coach/boss that it begins to sink in that maybe the task wasn't as easy as once thought. A player has a different perspective than a coach. Everything for the player is filtered through, "How does this impact me?" The coach has a team full of players, people in administration, and fans to try to appease, while still trying to win games. Thus, not every decision is going to be in the best interest of every player. Coaches are professionals, and by and large, they are doing their best.
True enough.
But using the work analogy, there are very important differences vs. a hockey team.
(1) People work because they have to, and many people are in jobs or careers they never really enjoyed to begin with, but pursue because it pays the bills. By contrast, pretty much everyone on a hockey team has a passion for the game to begin with, so they at least start out really happy and motivated to achieve.
(2) Coaches (unless they are new) usually have the luxury of picking their entire team, while most bosses inherit theirs. Manager don't have the opportunity to choose for optimal personality and skill match except for new hires in case of turnover, not do they typically have unconstrained authority to get rid of those they don't like without cause or significant remedial action over a period of time.
It can be argued then that an unhappy team should not be nearly as commonplace.
In good companies, employee engagement and satisfaction is measured. Managers are rated against one another based on employee feedback and corrective action is taken as appropriate, to either improve their leadership skills or find better managers. These companies know that a motivated and engaged workforce is more productive and successful. Good leaders pay attention to employee motivation, and spend time on clear communication, because these things are important to achieving the best possible business results.
If as an employer you don't care about communication, motivation, or employee satisfaction, and choose not to measure it, it's not a surprise that you will end up with coaches/leaders who don't either, and teams who are more likely to underachieve and be unhappy.