Articles of Interest (March 20, 2026)

Before returning to the GetSET2Connect series, I want to briefly pause and share a few pieces of reading that have been on my mind this week.

In my 25 years in collegiate athletics, the “how” of our work has evolved repeatedly—from mailing typed game summaries and calling in statistics to local newspapers, to today’s world of AI-generated recaps. What hasn’t changed is the “why.” Athletic communications remains grounded in mentorship, visibility, and intentional connection.

Whether you’re a veteran administrator or a student assistant just beginning your journey, these recent insights offer a practical roadmap for navigating the demands of modern leadership and an increasingly dynamic technological landscape.

The Highlights:

• The AI Pivot: Inside Higher Ed reminds us that while machines can handle the rote tasks, they can't replace the human element. Our value in 2026 is found in critical thinking and student-athlete engagement.

• The Visibility Trap: Ever feel like your hard work is invisible? It might be the "Performance Paradox." We discuss why translating "effort" into "impact" is a professional necessity, not just bragging.

• Strategic Humility: Leadership feels harder because it is harder. We look at why "certainty theater" is failing and why radical honesty is the only way to rebuild trust with our teams.

• The Power of Small: Ever heard of the Ringelmann Effect? It explains why individual effort drops as teams grow too large. The "Two-Pizza Team" rule might be the secret to a more efficient gameday staff.

• Networking Pillars: A reminder from HERC Jobs that our careers are built on three specific legs: mentors, peers, and professional involvement (like our work with CSC).

As I prepare to share the next part of our series next week, I’d love to hear which of these hits home for you. Are you seeing "social loafing" on your gameday crews? Are you using AI to free up time for mentorship?

Drop a comment below and let’s connect.

Articles of Interest (March 21, 2026)

• How AI sees the higher ed job market (Inside HigherEd, March 17) - The article from Inside Higher Ed examines the shifting landscape of academia as AI begins to automate specific roles. It identifies positions centered on routine administrative tasks, basic data entry, and introductory-level grading as the most vulnerable. However, the focus isn't purely on displacement; the piece argues that the "human element"—critical thinking, mentorship, and complex emotional intelligence—remains irreplaceable. Faculty and staff are urged to pivot toward "AI-augmented" roles, using technology to handle rote work while they focus on high-impact student engagement.

• 6 ways to make sure your boss sees your value (SmartBrief/Leadership, March 16) - Garfinkle argues that "The Performance Paradox" causes high achievers to be overlooked because they assume their work is self-evident. In reality, recognition is driven by visibility, not just competence. Effective self-advocacy isn't about bragging; it’s about translating "effort" into "impact" that decision-makers understand. By using a "Problem, Action, Result" framework and auditing wins like a CFO, employees make their value legible. Ultimately, visibility is a shared responsibility: individuals must report their outcomes, and leaders must intentionally recognize hidden talent to prevent burnout and turnover among their best performers.

• Why Leadership Feels So Tough Right Now and Why Employees Are Struggling (Productive Leaders, March 8) - Today’s leaders face a unique convergence of rapid technological shifts, economic instability, and a workforce suffering from "decision fatigue." Kelly highlights that leadership feels harder because the boundary between professional and personal life has dissolved, requiring managers to act as therapists and stabilizers rather than just strategists. Meanwhile, employees are struggling with a lack of clear direction and "certainty theater"—where leaders pretend to have answers they don't. The solution lies in radical honesty: admitting uncertainty while providing a steady, calm presence. By focusing on "strategic humility" and clear communication, leaders can rebuild the trust necessary to navigate these chaotic times.

• How to Build a Professional Network in Higher Education (HERC Jobs) - Building a professional network in higher education is essential for collaboration, staying informed on industry trends, and discovering career opportunities. This process centers on three core pillars: engaging with mentors, fostering peer relationships, and participating in professional organizations. Effective networking begins with personalized outreach to mentors within and beyond one's immediate institution. Strengthening ties with colleagues through informal social interactions and consistent communication, such as celebrating their achievements, further solidifies a support system. Finally, active involvement in professional organizations—through volunteering for committees or presenting at conferences—increases visibility and builds a reputation across the broader academic community. 

• Max Ringelmann and Pizza teams: What tug of war can teach us about team management and innovation (The Daily Coach, March 19) - Maximilien Ringelmann’s 1913 research on agricultural efficiency revealed a counterintuitive truth: as group size increases, individual effort decreases. In his rope-pulling experiments, Ringelmann found that eight people together pulled with less than half the force of eight individuals pulling alone. This phenomenon, known as "social loafing," stems from a loss of both motivation and coordination as people feel their specific contributions are less visible. To combat this, leaders like Jeff Bezos implement "Two-Pizza Teams." This rule dictates that a group should never be larger than what two pizzas can feed. Smaller teams ensure higher accountability, clearer communication, and greater individual impact.