As a passionate Adelaide Crows supporter, it pains me to write this post. However, I have observed the leadership and culture of my club for a long time and it has always left me feeling hollow. By contrast, I have watched as our arch nemesis has evolved and embraced modern, authentic leadership and it has paid off for them both on and off the field.
Firstly, the Adelaide Football Club. A club that was formed in 1990 in order to enter the Australian Football League (AFL) - which was formerly the Victorian Football League (VFL) - in 1991. I won't go into the history of the club's establishment, suffice to say it was a composite side formed from all the clubs in the South Australian National Football League (SANFL) after Port Adelaide attempted to enter the AFL in their own rite (something denied to them until 1997).
In the days before everyone carried a camera in their smartphone, the Adelaide players enjoyed rockstar status in their home town. They were often out on the town on weekends and I was aware of many 'misdemeanours' that never made the media. There was a culture of 'protecting' the players and making sure that there was no negative press regarding the club.
The club itself was filled with ex-players and relatives of the leadership team - it was truly a 'jobs for the boys' environment where nepotism was alive and well. This bred arrogance and what I would describe as a culture of duplicity.
On-field success, thanks to a clean out of the 'old guard' of players and the inspired recruitment of Malcolm Blight as Coach, manifested itself into back-to-back premierships in 1997 and 1998. These Grand Final wins go down as two of the happiest days of my life - they were the greatest gift you could ever give a passionate supporter and the reason I continue to have so much love for this club.
However, I have stood by as the Board and executive leadership of my club have not only perpetuated the culture of duplicity, but escalated it to the point that so many players are self-selecting out of our club. Our list management is the worst in the AFL - and surprise, surprise, the List Manager is Justin Reid, the son of former Adelaide football manager, John Reid. If Justin Reid was anybody else, he would have been held accountable for the sub-standard list that we currently have and would no longer have his job. Similarly, the Board and the CEO should be held accountable for the culture at the club (as I write this, two senior players have been caught with illicit drugs after a big night out in the city).
As a member, I feel that I am continually fed 'spin' and not communicated with as an intelligent, loyal and long term financial supporter of the club. There is no authenticity and no accountability from the leadership team. If you have ever experienced this in the workplace, you will know that it leads to disenfranchised employees and a toxic culture.
By contrast, the Port Adelaide Football Club have been going about their business with the most modern, authentic leadership and it shows both on and off the field.
It is fair to say that this AFL club has had its own rollercoaster journey since joining the AFL in 1997. My observation is that in its early days, it was struggling to find its identity with a lame club song (something they are unfortunately now stuck with), poor crowds at their games and significant financial challenges.
Port started similarly to Adelaide as a club riddled with ex-footballers, but over time, they have stepped up their leadership and changed their approach. Under Keith Thomas' leadership, they have truly earned my respect (and it kills me to write that).
A couple of years ago, prior to the season starting, they trialled an event where they invited their members on a 'first in, first served' basis to a full-day 'conference' where they shared their longer term strategy as well as their approach for the coming season. The members heard from Ken Hinkley, Coach, as well as their list manager, players and Keith Thomas (CEO). Sure, there was an element of 'spin' to this day, but the willingness to share, the trust they showed their members and the authenticity of their words ensured those members went away more passionate and committed to their club than ever before. I know of more than one bloke who attended this day who got a tear in his eye as he watched the 'pride' video on what it means to be Port Adelaide.
Communication to members is honest, they admit where they are going wrong and they take steps to address it. They are prepared to be vulnerable and their members love them for it. Players want to play for them and they are able to successfully recruit players from interstate. It is a proud club culture.
Workplaces that embrace this approach enjoy similar loyalty from their employees. People don't just work for them because they pay well or because there are good benefits. Employees increasingly want to work for organisations that epitomise modern authentic leadership. Those organisations that treat their people with respect are building the kind of culture that will set them up for success in this challenging, ever-changing world.