G'day all,As they say the truth hurts.
cheers mike
Manly players hold honesty session in bid to avoid club's first spoon
- Thread starter Spartan Eagle
- Start date
cheers mike
Nice Beaver
Bencher
G'day all,Surely you jest @Bozo.Perhaps a more pertinent picture of the odious one is the one of him shaking the hand of a true Manly Great Toovey at his sacking.The look on Tooveys face says all you need to know.In fact i'll ask the question that if you asked any Manly supporter which of the two they would prefer to be involved with the club who would they say.You know my answer and it irks me no end that one still has a role at the club and a true Manly Great hasn't.
cheers mike
Toovey is and will always be a Manly Legend and that is indisputable !!!
Sadly There are politics in all clubs and not every one that has contributed to make a club great gets along
I admire all our Grand final heroes .
I understand what you are saying and you do make a valid point and my point is this .
These melodrama honesty sessions sound like cheap talk . Honesty ? haven't they been honest with them selves , their club , their coach and their fans all year ? Have they decided to be honest now that the season is over ?
Pathetic talk . Embarrassing really
The best comment without making a direct comment is to say ......
We have nothing else to say about this matter except we will do all our talking on the field against the Panthers . Talk is cheap and its winning performances that all our fans want to see . Next question please .
We play the media and we don't let them play us .
I must say one practice I used to hate is the swapping of jerseys on GF day, and this photo just confirms it!!
I agree . What do you do with an opposition losing jumper ?
Did all players swap jumpers @Mark from Brisbane ?
I missed the 1972 GF, but have attended every single appearance since.
The did in 1973 and again in 1978, but didn’t when the Eels won in 1982/3 nor when we won on 1987.
What a privilege to watch just about all our wins live . Your a lucky man but as they say we all make our own luck
Well done feathered friend . You truly are a passionate supporter . How many others are blessed enough to have seen all our Grand finals . Replays are ok but to be there and watching it live is what really makes our day
Attachments
I just wish I’d been able to do 1972, but at 17 and living in the country my parents wouldn’t let me go!!
We used to have "honesty" sessions at a former workplace. It's all apparently done anonymous. No one in management will know who said it. Now I'm going back a fair while, so naively I trusted the boss. So after a cpl weeks I told the group what a fkn shambles the joint was, and how it could be streamlined much better for productivity.
Now I was on a great shift Mon-Fri 2.30pm-10.30pm.Been on it for two years Loved it.
Then next minute I get called into managers office, and told I'm going on split night shifts. With days off Mon and Thursday!....of course I argued with them that I'd been stitched up.
Was the last time I ever said shiit in a truth session or any other similarly disguised bullshiit session.
So it should be evident in the next cpla weeks, who's been too truthful and finds themselves on the bench for Blacktown.
Now I was on a great shift Mon-Fri 2.30pm-10.30pm.Been on it for two years Loved it.
Then next minute I get called into managers office, and told I'm going on split night shifts. With days off Mon and Thursday!....of course I argued with them that I'd been stitched up.
Was the last time I ever said shiit in a truth session or any other similarly disguised bullshiit session.
So it should be evident in the next cpla weeks, who's been too truthful and finds themselves on the bench for Blacktown.
IMO Honesty sessions are as useless as tits on a bull . They are a claytons sessions when you have no answers
Our coach looks like a stunned mullet after each loss .
No inspiration what so ever , When you look at him you feel like crying
We are a club that needs rebuilding and we don't need this sht
We need Strong leadership where actions and results speak louder than honesty sessions and excuses .
A very interesting article that I have found.....
*********************************‘Honesty Sessions’ Don’t Drive High Performance****************************************
Justin Peckett AFL legend
High performing teams have absolute clarity of purpose. They have a deep commitment to a behavioural framework and set of values. They place a premium on strong professional relationships and they create an environment where genuine conversations are the norm, not isolated ‘honesty sessions’. Consistently reviewing performance is integral to a team or organisation’s sustained success.
High performing leaders should understand and value the link between mechanics (KPIs, game/strategic plan, processes, etc.) and dynamics (culture, behaviours). We have heard public commentary about how an organisation’s ‘toxic’ culture can impact performance. Performance can be limited if a team has a ‘great’ culture yet the strategy/game plan is unclear or non-existent. The dynamics can be affected if you don’t have the right people in the right roles or there is a lack of process.
As a former AFL player in a poorly performing team, I was at times subjected to an ‘honesty session’. It was often in response to a string of bad losses when there was a realisation that the season was about to slip away, or following poor individual or team off-field behaviour, or even due to increased negative media attention on the club.
My experience with ‘honesty sessions’ was that they paid lip service to addressing the core issues facing the team. It was all short-term thinking and sometimes very superficial or very combative without adequate follow-up or support. These sessions were more often than not too little too late. I would put ‘honesty sessions’ in the same bracket as mediocre teams using movie nights or paintball to address performance. In isolation, these are poor strategies and very short-term fixes.
‘Honesty sessions’ are the language of mediocre teams. The best performing teams won’t refer to having an ‘honesty session’. In fact, I think they would find it amusing as they would not be singling out a small amount of time in their week or even year to be honest. They do it every single week all the time. High performing AFL teams review weekly with openness, honesty, rigour and with a high level of support, sound strategies and follow-up from fellow players and coaches. Because team members, particularly the leaders, are so heavily invested in the dynamics of their team, they feel compelled to act or say something to their peers if their behaviour or choices impact the team’s performance in a productive or counter-productive way. These conversations are happening regularly and not just in scheduled reviews, team meetings or in a one off ‘honesty session’.
High performing corporate teams and organisations do the same. They dedicate time and space regularly to review in a meaningful way. Again, this includes rigour around not only the operational aspects of performance (mechanics) but also feedback about behaviour, conversations to build strong professional relationships and supporting strategies for workplace issues and challenges.
So what do long term successful AFL and corporate teams have in common? Apart from highly skilled and competent individuals and a sound strategy or game plan, they also have an environment that includes the following:
High Accountability
The Chosen Few: Life as an AFL Captain
Our coach looks like a stunned mullet after each loss .
No inspiration what so ever , When you look at him you feel like crying
We are a club that needs rebuilding and we don't need this sht
We need Strong leadership where actions and results speak louder than honesty sessions and excuses .
A very interesting article that I have found.....
*********************************‘Honesty Sessions’ Don’t Drive High Performance****************************************
Justin Peckett AFL legend
High performing teams have absolute clarity of purpose. They have a deep commitment to a behavioural framework and set of values. They place a premium on strong professional relationships and they create an environment where genuine conversations are the norm, not isolated ‘honesty sessions’. Consistently reviewing performance is integral to a team or organisation’s sustained success.
High performing leaders should understand and value the link between mechanics (KPIs, game/strategic plan, processes, etc.) and dynamics (culture, behaviours). We have heard public commentary about how an organisation’s ‘toxic’ culture can impact performance. Performance can be limited if a team has a ‘great’ culture yet the strategy/game plan is unclear or non-existent. The dynamics can be affected if you don’t have the right people in the right roles or there is a lack of process.
As a former AFL player in a poorly performing team, I was at times subjected to an ‘honesty session’. It was often in response to a string of bad losses when there was a realisation that the season was about to slip away, or following poor individual or team off-field behaviour, or even due to increased negative media attention on the club.
My experience with ‘honesty sessions’ was that they paid lip service to addressing the core issues facing the team. It was all short-term thinking and sometimes very superficial or very combative without adequate follow-up or support. These sessions were more often than not too little too late. I would put ‘honesty sessions’ in the same bracket as mediocre teams using movie nights or paintball to address performance. In isolation, these are poor strategies and very short-term fixes.
‘Honesty sessions’ are the language of mediocre teams. The best performing teams won’t refer to having an ‘honesty session’. In fact, I think they would find it amusing as they would not be singling out a small amount of time in their week or even year to be honest. They do it every single week all the time. High performing AFL teams review weekly with openness, honesty, rigour and with a high level of support, sound strategies and follow-up from fellow players and coaches. Because team members, particularly the leaders, are so heavily invested in the dynamics of their team, they feel compelled to act or say something to their peers if their behaviour or choices impact the team’s performance in a productive or counter-productive way. These conversations are happening regularly and not just in scheduled reviews, team meetings or in a one off ‘honesty session’.
High performing corporate teams and organisations do the same. They dedicate time and space regularly to review in a meaningful way. Again, this includes rigour around not only the operational aspects of performance (mechanics) but also feedback about behaviour, conversations to build strong professional relationships and supporting strategies for workplace issues and challenges.
So what do long term successful AFL and corporate teams have in common? Apart from highly skilled and competent individuals and a sound strategy or game plan, they also have an environment that includes the following:
High Accountability
- Everybody is held accountable.
- There is no point in having high expectations if people are not held to account – this can be as simple as a 1-to-1 feedback conversation.
- Everyone is aware that there is a consequence for not complying with agreed behaviours.
- High Demand Leadership
- The leaders are willing and able to step up and demand that people meet expectations.
- Leaders are role models – they can give and receive feedback, challenge and support others to live the agreed culture and perform to expectations.
The Chosen Few: Life as an AFL Captain
Terry Zarsoff
First Grader
I wonder if anyone held an honesty session where the Penns, Zorb, Bozo and all the other clowns who have played a central role in taking the organisation from where we were at on GF day in 2008 to where we are now?
No? Fancy that.
No? Fancy that.
If you asked most footballers what their greatest fear was .... the answer given by a large majority of them would be ... the fear of letting your team mates down ...
.. anybody who thinks sitting in a room with your 16 team mates watching highlighted video's of themselves missing tackles or not chasing, or being lazy .... would not be an emotive, challenging and grounding experience ..
...Is a boofhead and a numb-nutt ...
.. anybody who thinks sitting in a room with your 16 team mates watching highlighted video's of themselves missing tackles or not chasing, or being lazy .... would not be an emotive, challenging and grounding experience ..
...Is a boofhead and a numb-nutt ...
Are you talking about previous generations or this generation (minus the Turbos who are complete throwbacks)?
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2020 Ladder
| Team | P | W | D | L | PD | Pts | |
|---|---|---|---|---|---|---|---|
| 1 | Bulldogs | 7 | 6 | 0 | 1 | 74 | 14 |
| 2 | Warriors | 8 | 6 | 0 | 2 | 0 | 14 |
| 3 | Storm | 7 | 5 | 0 | 2 | 78 | 12 |
| 4 | Raiders | 8 | 6 | 0 | 2 | 58 | 12 |
| 5 | Broncos | 8 | 5 | 0 | 3 | 78 | 10 |
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| 7 | Sea Eagles | 8 | 4 | 0 | 4 | 36 | 10 |
| 8 | Tigers | 9 | 5 | 0 | 4 | 20 | 10 |
| 9 | Cowboys | 8 | 4 | 0 | 4 | -14 | 10 |
| 10 | Dragons | 8 | 3 | 0 | 5 | -14 | 8 |
| 11 | Roosters | 9 | 4 | 0 | 5 | -42 | 8 |
| 12 | Knights | 8 | 3 | 0 | 5 | -48 | 8 |
| 13 | Rabbitohs | 9 | 4 | 0 | 5 | -70 | 8 |
| 14 | Dolphins | 9 | 3 | 0 | 6 | 6 | 6 |
| 15 | Titans | 7 | 2 | 0 | 5 | -68 | 6 |
| 16 | Eels | 8 | 2 | 0 | 6 | -117 | 6 |
| 17 | Panthers | 8 | 2 | 0 | 6 | -26 | 4 |
