Re: Roy Oswalt
posted at 12/21/2011 12:27 PM ESTOffer 1 year and 1 to 2M plus incentives for this old NL reject.
Re: Roy Oswalt
posted at 12/21/2011 12:30 PM ESTIn Response to Re: Roy Oswalt:Offer 1 year and 1 to 2M plus incentives for this old NL reject.
Posted by hankwilliamsI love your hard ball GMing this off-season Softy. I don't think you've proposed an offer for anyone above a year/4 million.
Re: Roy Oswalt
posted at 12/21/2011 3:10 PM ESTThat is because there isn't anything on the FA market that is a value and fit to Red Sox beyond the 2nd tier bottom feeder profiles.
Only true young superstars are worth big contracts or top prospects. After that, it is all about value and fit for complimentary and balanced roster contruction of various role players that will require some changes year to year. Follow that rule in trade or FA and payroll will be 25% or more smaller and average year to year team will be better.
1. Starting pitching quality are rarest and require:
A. Only trading for and signing true superstar efficient young pitchers
B. The most patient and best young pitcher development possible
2. True superstar position players are rare and require:
A. Only trading for and signing true superstar young position player fit
B. The most patient and best young position player development possible
C. An intense focus on drafting to balance the farm position skillsets
Could I do a better job than last GM on a 25% less budget? You betcha!
Now that Varitek is gone, a new player team leader will emerge. Veterans who hang around too long are a death knell for teams. They no longer lead by example and yet retain a leadership role. It is an bad example to other players that the roster is not built on merit, whether they are conscious of it or not.
The right team leader would have salavaged 2011 for the Red Sox. There was no single veteran player leadership voice with any crediblity and authenticity, and both are required.
The best leaders do not seek it, which sould be a lesson in current political cycle. The best leaders are anxious to step down as soon as the next capable leader emerges. They exel in it when there is a vacuum created by departing failed leaders and there is someone wise enough to recogize the wise and intelligent but reluctant power possessor.
The impact of great leaders is astonishing, and quite rare. The damage caused by bad leaders is devastating, and quite common.
Under bad leadership, the people preferred path of least resistence is the status quo.
People learn respect when a leader effectively conveys a message they do not want to hear. Just as children must be disciplined to learn the value of self-respect and respect for others, so, too, must adults be admonished for adopting a value system based upon the path of least resistence and excuses for lack of individual accountability.