It is August, one of my favorite times of the year for many reasons. Vocationally, it means the start of a new academic year. On Monday, we started classes at Augusta University, and I met two of my new Fall Semester classes for the first time. Students and faculty are reenergized, excited, and optimistic at this time of the year, so there is always a positive feeling in the air. However, another reason this is one of my favorite times of the year is that the start of football season is just around the corner. National Football League (NFL) teams have already started playing pre-season games, and college football teams are preparing for their first games, which will take place the last weekend in August. As we await the start of football season, those in the media who cover the sport whet our appetites with speculation and predictions of what might happen over the next few months. One of the areas in which the media often speculates is which head coaches are on the so-called “hot seat.” That is, the coaches who could likely be fired if their teams’ performances do not improve compared to recent seasons.
The interesting thing about collegiate and professional sports in general, and football in particular, is that the “hot seat” for coaches is publicly discussed and debated. However, the hot seat itself is not unique to sports. In business, an executive or employee is considered on the “hot seat” if his or her performance is not meeting expectations, and further lack of improvement can lead to termination. In today’s column, I would like to address when to use and not use the hot seat with those who work for you, and how to best handle the hot seat if you happen to be sitting in it.
An important starting point is that no one should ever be surprised if he or she is on the hot seat. Being on the hot seat is usually the result of multiple periods of poor performance or not meeting expectations, and being informed of such during regular performance reviews. While all leaders and employees are entitled to know if their recent performance has put their current position and/or employment in jeopardy, using the “hot seat” is a little more nuanced and is dependent upon both the situation and the person who is being considered for the hot seat.
For clarity’s sake, the use of the hot seat is when you explicitly tell the person that their demotion or termination is imminent if their performance and results do not improve. Typically, the current situation will help determine if the hot seat is appropriate. Two key elements help determine the appropriateness of the situation. The first element is the urgency of the situation. If the organization is doing poorly and there is no time to allow that person to improve in a more incremental manner, putting them on the hot seat is likely appropriate. The other key element is whether the person is provided adequate support to meet his or her performance expectations. It does not make sense to put someone on the hot seat if that person’s performance is limited by a lack of resources or other organizational support. For a football coach on the hot seat, the urgency may be dictated by the lack of fans coming to the games or alumni contributing to their alma mater. From a support perspective, I personally know a college football coach who was on the hot seat and ultimately let go despite lacking the financial and programmatic resources to compete with other schools in his conference. This was not right and a bad use of the hot seat. So, when considering using the hot seat, be sure to consider the situation and the organizational support of the individual.
The effectiveness of using the “hot seat” is also dependent on the individual who is being put in the hot seat. Some people clearly react better in such situations than others. For some, they will be more motivated to improve their performance, spending more time and focus on their work. These are people who thrive when “under the gun” and who treat the hot seat as a “wake-up call.” Unfortunately, others will not do so well. The increased stress will negatively impact their performance, and the focus on job security can distract them from the job at hand. Finally, the hot seat might sour their attitude and negatively impact organizational culture. Therefore, you must be judicious in “putting someone in the hot seat,” knowing who will respond favorably to such pressure.
One last thing for us to look at is if you yourself are put in the hot seat, particularly if it is appropriate. First, stay calm, cool, and collected. Do not get stressed out, or your performance will suffer. Second, be accountable! Do not look for excuses, but rather look for ways to improve. Third, seek support and feedback from colleagues and mentors, and listen more than ever. Finally, if you do not feel like your organization is providing you with the support or resources necessary to meet expectations, discuss with those who can provide the resources in a measured manner.
As the football season starts, several NFL and college coaches are on the hot seat. Hopefully, they are handling the hot seat in the ways I recommended above, so they will be back next season.
