Since CU football began in 1890, the Buffs have had an impressive run, 673–452–36. During these 125+ years, Buff fans have been treated to the athleticism and leadership of athletes such as Dick and Bobby Anderson, Cliff Branch, Tom Brookshier, Darian Hagan, and Whizzer White.
Unfortunately, the Buffs have fallen on lean times for the past nine years, including two years under Coach MacIntyre. During this period the team was 31-79 overall and 16-60 in conference play. In the two seasons under Coach MacIntyre the team was only 6-18; however, those close to the program are quick to point out they have high expectations for the team because they believe his record does not reflect the team’s improvement.
Since taking over MacIntryre has addressed a myriad of issues ranging from recruiting to academics to facilities. Recent team updates in the local media have highlighted MacIntyre’s experiment to strengthen leadership within the program.
He has announced that each game he will rotate four captains from a 12-person leadership council. The council members are primarily upperclassmen and a mix of offensive and defensive players. MacIntyre emphasized that council members were “carefully” elected by the players. Council members have the responsibility/privilege of attending leadership meetings conducted by the Athletic Department in addition to the regularly scheduled council meetings.
In addition, MacIntyre has made a concerted effort to inform the entire team about the importance of effective leadership and the qualities of strong leaders. The coach is to be commended for his efforts to change the culture of leadership within the program.
But, will it have an impact on the team in the short run?
MacIntyre’s experiment parallels current trends in the business world to implement flat leadership or “leading from any chair.” Organizational theory experts have identified the following benefits of this style of leadership in the business world:
• The concept has increased creativity and innovation in some companies.
• A greater number of workers have a chance for their ideas to be heard.
• In turn, workers may take on greater responsibility and be more willing to be held accountable for their actions.
• Workers may show more initiative because they have a greater sense of importance.
• Cooperation, cohesiveness, and teamwork may improve when a project is successful.
These are great reasons for adopting this style of leadership.
As with any leadership style, “leadership from any chair” has its flaws. Experts have criticized the style for the following reasons:
• The concept is great for creating new products, but not so great at creating new leaders.
• The workplace becomes inefficient because there are no designated leaders to resolve disagreements or curb jealousy and backstabbing.
• At times companies have difficulty making quick or important decisions because there are no designated leaders.
• Although everyone has a voice, groupthink is often an unintended consequence.
• Communications may not always be efficient because too many people may be involved in the decision-making process.
• Mentorship does not occur in the “me first ” environment.
• Not all workers are comfortable with this style of leadership, which renders it ineffective.
These are great reasons for MacIntyre to adopt a more traditional approach for strengthening team leadership.
Will MacIntyre’s leadership experiment seal the deal for the Buffs or will it be a bust?
In a couple of weeks the team will demonstrate whether Coach Mac was able to chart a new path to effective leadership for the Buffs. Go Buffs!