The NBA Commissioner’s Bold Move Is Changing Leadership Norms

One of the hardest challenges in business is change management. This can take many forms, including corporate policy shifts, leadership changes, downsizing, and strategic transitions that impact the public sphere.

The NBA has been negotiating its new media rights package for several months. This topic has been extensively covered, but the negotiations have taken longer than anticipated. According to the Wall Street Journal, the reported package is approaching $76 billion, with three packages likely being awarded to ABC/ESPN, NBC, and Amazon Prime.

Although it’s not official, recent reports suggest a possibility that the NBA might grant a fourth package. If not, Warner Brothers Discovery could lose the NBA for the first time in 40 years. The award-winning pregame show “Inside the NBA on TNT” could end. Charles Barkley, one of the star hosts, has broken the silence, highlighting the low morale among the over 100 employees who are likely to lose their jobs due to this negotiation. According to The Atlantic.

“Morale sucks, plain and simple,” said Barkley, “I just feel so bad for the people I work with. These people have families and I just really feel bad for them right now. You know these people I work with (management), they screwed this thing up, clearly.”

Adam Silver, the NBA commissioner, updated the status of the media rights before game one of the NBA Finals. While the negotiations are not concluded, he acknowledged a crucial aspect: the human impact.

“This is a complex negotiation with many moving parts, but we cannot lose sight of the people affected by these changes. Our employees, partners, and the fans who have supported us for decades deserve transparency and respect during this process.”

While Silver’s statement didn’t guarantee future employment or give false hope, it made the employees feel heard and seen—a trait many leaders should emulate.

Three Ways to Lead an Organization Through Change Management

Honesty

The most critical aspect of change management is the leader’s ability to connect with their staff. It’s essential to make employees feel understood and acknowledge the impact of leadership decisions. Leaders should consistently communicate with their teams, even without substantial updates. Honesty and candor should guide every interaction, email, call or casual hello through the hallways.

• Acknowledge Impact: Always recognize how decisions affect employees. This builds trust and shows empathy.
• Transparent Communication: Keep the lines of communication open. Even if there’s no new information, update your team on where things stand.
• Consistency: Regular updates, even minor ones, keep employees informed and reduce anxiety.

Clarity

Without clear information, staff will seek out any available tidbits, leading to rumors and distractions. Leaders must disseminate information widely and consistently. Providing clarity, even if it’s just an update on the process or timeline, brings confidence and helps maintain focus on the work at hand.

• Disseminate Information Widely: Ensure everyone receives the same information simultaneously to prevent misinformation.
• Set Expectations: Clearly outline what the team can expect during the transition period.
• Regular Updates: Provide regular updates to keep everyone informed about the progress and any changes in the timeline.

Quickness

Change management often involves lengthy processes, such as high-profile mergers or media rights negotiations, which can negatively impact company culture. Leaders should push for efficiency and quick resolution to preserve company momentum and morale. Keeping the process as swift and transparent as possible mitigates the detrimental effects of prolonged uncertainty.

• Efficiency in Decision Making: Aim to make decisions swiftly to minimize uncertainty.
• Maintain Momentum: Ensure that the company’s day-to-day operations continue smoothly during the change process.
• Transparent Timeline: Clearly communicate the expected timeline for changes and stick to it as closely as possible.

Back to Adam Silver

High-profile negotiations like the NBA’s media rights deal, involving billions of dollars and multiple partners, naturally take time and cannot be rushed. However, Commissioner Silver’s focus on the human element, considering the impact on companies other than his own, exemplifies a fully aware and well-rounded leader.

In an INC.com interview Adam Silver commented on some advice he shared with the graduating class of Duke University. “Whatever you do, it must be done in the spirit of goodwill, and mutual respect, and even love. How else can we overcome the past and be worthy of our forebears and face the future, with confidence and with hope?”

Adam Silver’s approach during these negotiations provides valuable lessons for leaders facing similar challenges. By acknowledging the human impact, maintaining transparency, and prioritizing efficiency, he demonstrates a balanced approach to change management. Imagine what he’s employees feel when Commissioner Silver says that about another company. That’s leadership.

Change management is inevitable in business, whether it involves corporate policy, leadership changes, downsizing, or strategic shifts. The NBA’s ongoing media rights negotiations illustrate the complexities and challenges of such changes. Leaders can learn from Adam Silver’s example by focusing on honesty, clarity, and quickness to effectively guide their organizations through transitions.

By recognizing the human impact of their decisions, providing clear and consistent communication, and pushing for efficient resolution, leaders can help their teams navigate change with confidence and resilience. In doing so, they not only preserve company culture and morale but also ensure the continued success and growth of their organizations.