And I commented on the harshness of the criticism here compared to the kid gloves I am seeing in these other threads by the same people. So the point still stands. I don't care if you want to be harsh or if you want to use kid gloves. Just be consistent and evaluate people the same way. Both of these guys are professionals and they are paid a lot of money to produce.
Fans have a tendency to coddle QBs in a way they don't do with anyone else. Even coaches do and we already saw one example of it allegedly ruining a team in Seattle. So yes when I see people coddling Trubs while at the same time taking every other player to task for their shitty performance, I am going to point it out. You aren't going to change my view on the matter but hey if you want to keep arguing about it then I am down.
Let´s use your business example:
you go from a business that was in the stone age to one that is much more complex. This complexity affects all levels of your business.
You went out and got one of the top young executives the year before but the president of the company forced the old business model on him and, at the same time, tried to strangle any imaginative things that this executive tried to do to change the course of the business. The young executive became just a yes-man (perhaps he was just a weak individual to begin with).
Due to your crappy results in 2017, you sacked the president and you hired an up and coming innovative president which would bring the company into the modern era. Part of what got him the job was his belief that the young executive would be a vital part of the company´s growth.
The president knew that it would be a rough ride because he was going from a local company to an international corporation and a lot of the pressure would fall on this young executive. He knew that the executive would not be up to speed in 2018, yet he expected positive growth from his young executive as the year continued.
At the same time, the company decided to augment their shipping department because of their expected growth. They went out and got the top shipping hire available. He had shown impressive results, but at a small business. However; he had no international shipping experience.
Then came the first attempt at landing the first big international contract.
The president watched as the young executive expertly navigated the meeting and, with the help of the engineering department, the contract was all but ensured.
However; after a lunch break, everything started going wrong.
The engineering department was unable to answer the customer´s questions and, moreover, started supplying answers that were terribly wrong.
The pressure augmented as the young executive started answering with one word answers instead of attempting to providing good answers to the questions.
Instead of helping the young executive by using his most charismatic executive to run the meeting for a bit to diffuse the tension, he instead called for the young executive to pass the meeting off to an old worthless executive (why the hell does he even have a job?) who proceeded to immediately drop the ball or come up short with his lame jokes.
Add to the madness that was happening, the old shipping department manager started making basic mistakes because he was so worried about international shipping procedures and international laws. He was sending packages without invoices, or with missing parts, or in one instance an empty box. 15 mistakes all dealing with the attempted new business.
Had the president used the new shipping department hire to deal with the basic requirements while leaving the old shipping department manager to deal with the new complexities of international business, it would have been likely that the new shipping department hire would have erred at most 2 times because he had shown that he was amazing at that specific function at his old job.
At this point, the young executive completely lost it as the tension had gotten too much for him and the company lost the international contract that they had basically won before the lunch break.
Question: would all of your employees have the same blame in your eyes?
From the president on down to the shipping department made mistakes. However; the young executive made mistakes on a new system while the engineering department erred in a system that had been in place for several years. The shipping department erred a lot on the most basic function of his job.