Christian | Husband & Father | Head Coach West End High School | #chasegreat #RIR
Joined July 2023
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Matt Harris retweeted
Over in Walnut Grove as West End hosts Sardis. For the first time in 17 years the two western Etowah County teams are facing off.
Should be a good one. Both sides appear to be packed out as there’s still a line to get in.
Matt Harris retweeted
Brodi Mass finds Braxton Walker for this 39 yard touchdown to put the Patriots in the lead after a Jud Bunch conversion.
What an end to the half. West End up 14-12 over Sardis
Matt Harris retweeted
West Ends Jud Bunch punches this one in for the Patriots. The point after is blocked so it’s tied 6-6 between the Patriots and Sardis with 7:07 left in the half.
Coach gripe for the day, I can handle fans dogging me. I’m a grown man, know what I signed up for. I get tired of grown ups dogging 15-16 year olds. They give everything each wk for their communities. They are giving you their best, lift them up or shut up please & thank you.
@AHSAAUpdates dragonfly is an absolute mess right now can we please get them to get it right ASAP. Going to take 10,000 emails/phone calls to AHSAA and 10x’s longer to get their eligibility completed because the website is jacked up.
Matt Harris retweeted
Had a blast at Clemson’s football camp this weekend, can’t wait till next year.
This is the same thing happening in education everyday. The teacher who “put on a show” or “look good on paper” get the praise. The ones who call out bad ideas, wasted time, and incompetence get run out of the business.
"Why does our top performer get the worst reviews?" the boss asked.
I was reviewing their annual performance data.
"Show me," I said.
She pulled up the ratings.
Diana: 2.8 out of 5.
Below average on "collaboration."
Low marks for "team player."
"What's her actual performance?" I asked.
"Exceeded every target.
Landed our biggest client.
Trained three new hires."
"So why the low scores?"
"Her peer reviews are dragging her down."
I scanned the comments.
"Too direct."
"Challenges ideas too much."
"Not supportive enough."
"Let me talk to Diana," I said.
"I used to give honest feedback," Diana told me.
"Said our pricing model was broken.
Got dinged for 'negativity.'"
"What happened with the pricing?"
"They finally fixed it six months later.
After we lost two major accounts."
"What else?"
"I questioned why we needed
eleven approvals for a simple contract change.
Manager said I wasn't being collaborative."
"Are you still giving feedback?"
"No. I learned my lesson.
Now I smile. Nod. Say everything's great.
My reviews are improving."
"But nothing's actually improving?"
"We're making the same mistakes.
Just with better vibes." She chuckled.
I went back to the boss.
"Your review system doesn't measure performance," I said.
"It measures compliance."
"That's not true."
"When was the last time someone
got promoted for challenging bad ideas?"
Silence.
"When did someone get rewarded for preventing a mistake?"
More silence.
"You've trained your best people to stay quiet.
And your mediocre people to stay nice."
A few months later, they redesigned the system.
Added a category: "Constructive Challenge."
Points for identifying problems early.
Rewards for preventing costly mistakes.
Diana got promoted.
"What changed?" I asked the boss.
"We stopped confusing agreement with alignment.
Stopped mistaking silence for harmony."
"And?"
"Turns out our 'difficult' people
were our most valuable.
They actually cared enough to speak up."
Here's the truth about performance reviews:
Most companies don't reward performance.
They reward performance theater.
The person who says the meeting was great
beats the person who says it wasted an hour.
The person who agrees with bad ideas
beats the person who prevents disasters.
You think you're measuring contribution.
You're measuring conformity.
And your best people?
They've already figured out the game.
They're just deciding whether to play it
or find somewhere that values truth over comfort.
Matt Harris retweeted
"Why does our top performer get the worst reviews?" the boss asked.
I was reviewing their annual performance data.
"Show me," I said.
She pulled up the ratings.
Diana: 2.8 out of 5.
Below average on "collaboration."
Low marks for "team player."
"What's her actual performance?" I asked.
"Exceeded every target.
Landed our biggest client.
Trained three new hires."
"So why the low scores?"
"Her peer reviews are dragging her down."
I scanned the comments.
"Too direct."
"Challenges ideas too much."
"Not supportive enough."
"Let me talk to Diana," I said.
"I used to give honest feedback," Diana told me.
"Said our pricing model was broken.
Got dinged for 'negativity.'"
"What happened with the pricing?"
"They finally fixed it six months later.
After we lost two major accounts."
"What else?"
"I questioned why we needed
eleven approvals for a simple contract change.
Manager said I wasn't being collaborative."
"Are you still giving feedback?"
"No. I learned my lesson.
Now I smile. Nod. Say everything's great.
My reviews are improving."
"But nothing's actually improving?"
"We're making the same mistakes.
Just with better vibes." She chuckled.
I went back to the boss.
"Your review system doesn't measure performance," I said.
"It measures compliance."
"That's not true."
"When was the last time someone
got promoted for challenging bad ideas?"
Silence.
"When did someone get rewarded for preventing a mistake?"
More silence.
"You've trained your best people to stay quiet.
And your mediocre people to stay nice."
A few months later, they redesigned the system.
Added a category: "Constructive Challenge."
Points for identifying problems early.
Rewards for preventing costly mistakes.
Diana got promoted.
"What changed?" I asked the boss.
"We stopped confusing agreement with alignment.
Stopped mistaking silence for harmony."
"And?"
"Turns out our 'difficult' people
were our most valuable.
They actually cared enough to speak up."
Here's the truth about performance reviews:
Most companies don't reward performance.
They reward performance theater.
The person who says the meeting was great
beats the person who says it wasted an hour.
The person who agrees with bad ideas
beats the person who prevents disasters.
You think you're measuring contribution.
You're measuring conformity.
And your best people?
They've already figured out the game.
They're just deciding whether to play it
or find somewhere that values truth over comfort.
Matt Harris retweeted
Updated Schedule for 2026. We had to move games to adjust for the AHSAA adjustments to 4A Region 8.
Matt Harris retweeted
"If you want to keep the best teachers, treat them like they are the best. Few teachers leave an environment where they feel valued, supported, appreciated, and treated like professionals."
~ from @DrBradJohnson
High school head coaches shouldn’t teach any courses if the only thing that will negatively impact their employment status are win/loss records. Let them focus on the part that will get them fired.
Matt Harris retweeted
Sports done RIGHT is the key!! So much goes into that on the part of admin, coaches, athletes, parents and fans!!
