University of Massachusetts Amherst ScholarWorks@UMass Amherst Open Access Dissertations 5-2009 The Role of Human and Social Capital in the Perpetuation of Leader Development Jeffrey W. Mott University of Massachusetts Amherst, [email protected] Follow this and additional works at: https://scholarworks.umass.edu/open_access_dissertations Part of the Sports Sciences Commons Recommended Citation Mott, Jeffrey W., "The Role of Human and Social Capital in the Perpetuation of Leader Development" (2009). Open Access Dissertations. 67. https://doi.org/10.7275/jvh2-3n60 https://scholarworks.umass.edu/open_access_dissertations/67 This Open Access Dissertation is brought to you for free and open access by ScholarWorks@UMass Amherst. It has been accepted for inclusion in Open Access Dissertations by an authorized administrator of ScholarWorks@UMass Amherst. For more information, please contact [email protected]. THE ROLE OF HUMAN AND SOCIAL CAPITAL IN THE PERPETUATION OF LEADER DEVELOPMENT A Doctoral Dissertation Presented by JEFFREY W. MOTT Submitted to the Graduate School of the University of Massachusetts Amherst in fulfillment of the proposal requirements for the degree of DOCTOR OF PHILOSOPHY May 2009 Sport Management © Copyright by Jeffrey William Mott 2009 All Rights Reserved THE ROLE OF HUMAN AND SOCIAL CAPITAL IN THE PERPETUATION OF LEADER DEVELOPMENT A Doctoral Dissertation Presented by JEFFREY W. MOTT Approved as to style and content by: ____________________________________________ James Gladden, Committee Co-Chair ____________________________________________ Carol Barr, Committee Co-Chair ____________________________________________ Linda Griffin, Committee Member ____________________________________________ Charles Manz, Committee Member __________________________________________ Lisa Masteralexis, Department Head Sport Management DEDICATION To the greatest passions in my life, for their unconditional love and enduring support – my partner for life, Brenda, and my three greatest friends, Carly, Griffin, and Peyton. ACKNOWLEDGEMENTS The recognition in the following paragraph can only understate the immense value that many individuals have had on this important accomplishment. My successful completion of this dissertation would have been more difficult without the selfless commitment of each of them. I wish to express my appreciation to all the individuals at the Naismith Memorial Basketball Hall of Fame in Springfield, Massachusetts. Specifically, I would like to recognize the partnership of Matt Zeysing, who spent countless hours facilitating the data collection of coaching histories and performance results. Further, my ability to obtain access and to interview both active and retired basketball coaches was made significantly easier by the project endorsement and initial contacts made by Scott Zuffelato. I want to thank each of the interviewed coaches for their incredible generosity of time and genuine interest in the research for this dissertation. Their commitment and support of the historical value of this research was impressive and truly a testament to the importance they place on developing the leaders of the future through mentoring and relational networks. I was truly blessed with the composition of my dissertation committee, with each individual being highly recognized leaders in their respective fields. I would like to express my thanks and appreciation to James Gladden for his many years of dedicated guidance, support and friendship. Thanks are also due to Carol Barr. Their true belief in my research ideas and directions fueled my passion to make a difference. I would also like to extend my gratitude to Linda Griffin and Charles Manz for their helpful comments v and suggestions, and for their continuous encouragement. I am grateful to my family and friends who supported and encouraged me through this journey. I am humbled every day with the thought that these incredible people are my biggest supporters and fans. I only hope I can reciprocate with the faith, confidence and love that they have shown me. vi ABSTRACT THE ROLE OF HUMAN AND SOCIAL CAPITAL IN THE PERPETUATION OF LEADER DEVELOPMENT AND PERFORMANCE MAY 2009 JEFFREY W. MOTT, B.A., BOSTON COLLEGE M.B.A., UNIVERSITY OF MICHIGAN Ph.D, UNIVERSITY OF MASSACHUSETTS AMHERST Directed by: Dr. James Gladden & Dr. Carol Barr This dissertation examined the critical role of human and social capital in the evolution of the NCAA Division I men’s collegiate basketball product over time. Specifically, it sought to understand the characteristics of coaching networks that were consistently successful in perpetuating leader development over time, thereby theoretically replicating positive performance outcomes over long time spans. Interviews, content analyses and a literature search were performed to evaluate factors such as the processes of identification and selection of assistant coaches, the learning systems associated with their leader development, the strategies for their career advancement and growth, and the support structures of ongoing mentorship and professional networks that are important subsequent to their external promotion. Mixed methods were employed in the study. First, a quantitative analysis was performed in the early phases of the research project to identify the relevant coaching networks to be evaluated as well as to assess statistical relationships between five measures of coaching networks and success outcomes. This analysis was followed subsequently by qualitative ethnographic methods vii in relation to the selected coaching networks. The final output was the development of a conceptual model to be utilized for future research. Apart from some limited exploration by members of the popular press, there are no empirical studies known by this author that have examined characteristics of successful coaching networks and development systems. viii TABLE OF CONTENTS Page ACKNOWLEDGEMENTS ………………………………………………………... v ABSTRACT ………………………………………………………………………. vii LIST OF TABLES ………………………………………………………….…...... xv LIST OF FIGURES …………………………………………………………….… xvi CHAPTER I. INTRODUCTION ………………………………………………................. 1 Coaching Networks …………………………………………………….. 1 Conceptual Framework ……………………………………………….... 6 Purpose and Significance of the Study …………………………...…… 13 Research Questions …………………………………………….…....... 14 Boundaries for the Study ...……………………………………………. 14 II. LITERATURE REVIEW …………………………………………….. 16 Introduction …………………………………………………………... 16 Mentor Relationship Theory ………………………………………….. 16 Mentoring Functions and Outcomes ……………………………… 19 Benefits and Costs of Mentoring Relationships ………………….. 22 Moderator Variables ……………………………………………… 24 Types of Mentoring Relationships ………………………... 24 Phases of Mentoring Relationships ……………………….. 26 Structure and Timing of Mentoring Relationships ………... 27 Constellations of Mentoring Networks …………………………… 30 Social Network Theory ……………………………………………….. 33 Antecedents of Individual Networks …………………….……….. 37 Consequences of Individual Networks …………………………… 38 Antecedents and Consequences of Group Networks ……………... 41 Antecedents and Consequences of Organizational Networks ......... 44 ix An Integrated Perspective on Mentoring and Social Networking Theories …………………………………………………………… 44 Sport Management Literature Summary .………………………….. 48 III. RESEARCH METHODOLOGY ………………………………………... 50 Methods ……………………………………………………………….. 50 Procedures ……………………………………………………………. .53 Phase One …………………………………………………………. 53 Phase Two ……………………………………………………….... 54 Historical Coaching Network Performance ………………. 54 Overview of Selected Coaching Networks ………………. 58 Phase Three ……………………………………………………….. 59 Phase Four ………………………………………………………… 60 Phase Five ………………………………………………………….61 Phase Six …………………………………………………………...61 Setting and Participants ……………………………………………….. 61 Bobby Knight ……………………………………………………... 63 Jud Heathcote ………………………………………………………63 Donald (Dee) Rowe ……………………………………………….. 64 Chuck Daly ………………………………………………………... 64 Dick Harter ………………………………………………………... 65 Entry and Informed Consent ………………………………………….. 65 Data Collection and Analysis …………………………………………. 66 Researcher Profile …………………………………………………. 66 Data Collection …………………………………………………… 67 Data Analysis ……………………………………………………... 69 Trustworthiness …………………………………………………… 70 Ethical Considerations ……………………………………………. 71 Validity and Reliability Issues ……………………………………. 72 IV. RESULTS …………………………………………………………….. 74 Introduction …………………………………………………………… 74 Quantitative Analyses of Network Quality……………………………. 75 x First Generation Network ………………………………………… 76 Total Network ……………………………………………………. 78 First Generation Ratio ……………………………………………. 81 Extended Network Ratio …………………………………………. 83 Comparative Data ………………………………………………… 84 Historical Influence ………………………………………………. 87 Thematic Development within Coaching Networks ………………….. 88 Bobby Knight …………………………………………………..…. 88 Preparing for Success ‘The Right Way’ …………………... 90 Values and Traditions ……………………………………... 91 Jud Heathcote ……………………………………………………... 94 Program First ……………………………………………… 95 Leadership Taught Through Role Modeling ……………… 96 Know Yourself, Learn from Mentors ……………………. 100 Donald (Dee) Rowe ……………………………………………… 103 Care for People, Develop Them Wholly ………………… 104 Family First ……………………………………………… 107 Chuck Daly and Dick Harter …………………………………….. 112 Thematic Development across Coaching Networks …………………. 114 Above All Else – Honesty and Integrity ………………………..... 116 Process of Identification and Selection of Assistant Coaches …… 119 Relationships and Trusted References