dougdickerson – Page 13 – Doug Dickerson on Leadership

Three Leadership Lessons from Rudolph the Red-Nosed Reindeer

Posted December 22, 2012
by dougdickerson

Then all the reindeer loved him as they shouted out with glee, Rudolph the Red-nosed reindeer, you’ll go down in history!– Robert L. May

For many years, the story goes; Montgomery Ward department store in Chicago purchased and gave away coloring books as a promotional during the Christmas season. In 1939, company executives wanted to do something that would both reduce costs and be new and different.

To help with the new project they turned to Robert L. May, a 34-year old Montgomery Ward copywriter who was known to dabble in children’s limericks and stories. His creation was a short story written in rhyming verse and differed from the version known today. The original Rudolph lived in the woods with his loving parents far from the North Pole.

May’s story became an immediate success. Montgomery Ward gave away 2.4 million copies of the story in 1939 and by 1946, despite wartime paper shortages; over 6 million copies had been distributed. Faced with large medical bills because of his wife’s battle with cancer, May asked Montgomery Ward officials if he could have the copyright to Rudolph turned over to him. The company agreed and that same year the story was published commercially.

May also asked his brother-in-law, songwriter Johnny Marks, to adapt his basic story idea to music. When Marks was done, one singer after another, including Bing Crosby, declined to record the song. Finally, in 1949, Gene Autry accepted and, Rudolph the Red-Nosed Reindeer shot to the top of the charts. Autry’s version is now the second best selling Christmas song of all time, surpassed only by Crosby’s White Christmas.

From the song Rudolph the Red-Nosed Reindeer, come leadership lessons that are still applicable today. Here are three leadership lessons that will serve you well regardless of the season.

We all have natural gifts and abilities; embrace them. Rudolph was the object of scorn by the other reindeer who mistakenly thought that because he was different from the others he didn’t have anything to contribute.

We all come in different shapes, sizes, and with unique gifts. It is not in the similarities that we stand out, but in our differences. The gifts and talents you bring to the table of your business or organization may not look like anything else in your company, but that is your gift. As you embrace and celebrate those gifts, others will also come to appreciate what you have to offer.

We all face opposition; ignore it. Because his appearance was different from others around him, Rudolph faced opposition. There will always be an element of people who will oppose you not based on your appearance as in the story, but because you have a different perspective, you have a different attitude, and you bring an optimistic mindset to the challenges your company faces.

When you embrace that which causes you to stand out you are on your way to the top. Others can ridicule you or join you but the choice is theirs. Regardless of the opposition you face, never surrender your uniqueness to any opposition.

Your moment to shine will eventually come; welcome it. It is your daily faithfulness in the little things that you prove yourself. Even though Rudolph faced opposition from the others, he didn’t allow their negativity to defeat him. In the moment of crisis when Santa needed a go-to Reindeer, Rudolph was ready. Armed with his natural giftedness and positive attitude, he navigated the team of fellow reindeer to a successful completion of the Christmas mission.

Your moment of destiny will come one day and it may not happen the way you expected. Open your eyes to all the possibilities that your leadership can provide. As you remain faithful your big moment will come.

This Christmas season, celebrate your gift as a leader, rise above your opposition, and stand ready to embrace your destiny. As you do, you will have a greater understanding of just how special the season can be.

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Four Ways to Grow Inside Your Box

Posted December 15, 2012
by dougdickerson

Strength and growth come only through continuous effort and struggle – Napoleon Hill

If you are like me you have heard this statement a thousand times over. And like me, you may have had your struggle with it. The statement has always been presented with good motives usually coupled with a strong dose of motivation. The message is a tried and true standby cliché that managers and leaders readily deploy to fire up the troops. You might even be one of the well-meaning persons who have used it. The statement is simply this, “think outside the box.”

The idea has always made sense to me from a theoretical standpoint. After all, what’s wrong with thinking differently and approaching a problem in a new way? What could possibly be wrong with a fresh approach especially if you happen to be stagnant in your thinking? Change is good. My concern centered around the disconnect that exists at times between good theory and good practice. I didn’t need the theory so much as I needed the “how-to”.

Fortunately, my “thinking outside the box” frustrations ended with a simple but profound discovery. In the book, You, Inc., Harry Beckwith and Christine Clifford Beckwith share a chapter entitled “Thinking Outside Your Box.” I found it to be quite liberating.

The thesis of the chapter is that indeed you do not need to think outside your box. They write, “Your box- your way of thinking, working and living- has worked for you. It’s the box in which you were born, a product of your DNA with which you were coded. You can change your box about as easily as you can alter the shape of your head.” Their solution? “To become more creative—always a good idea- don’t try to think outside your box. Instead, grow it. Bring new things in.”

While well-intentioned people may suggest thinking outside the box as a technique to improve performance and production, I think the Beckwith’s approach might actually be more beneficial. Until you are willing to grow as a leader and thus “grow your box”, no amount of thinking outside of it will help. In order to think inside your box you need to grow it. If you grow your box you will be more productive as a leader. So how do you do it? Here are four tips to get you started.

Grow your reading list. Charlie “Tremendous” Jones said, “You are the same today as you will be five years from now except for two things: the people you meet and the books you read.” That is powerful and practical advice. It’s as you commit to a personal and systematic reading plan that you will begin to grow as a leader. There are no shortcuts. Simply put; leaders are readers. If you want to learn how to think inside your box it’s simple -read!

Grow your interests. The older I get the more I get this truth; life’s short. Often our box is too small simply because we’ve lost our sense of adventure. Have you grown too comfortable in your box? The Beckwith’s suggest that if you read Vanity Fair, read In-Fisherman. If you read People, scan The New Yorker. If you attend the theater, catch a NASCAR race. It’s when you welcome new things into your box that it begins to grow and it releases new passion to think creatively. In other words, tinker with your box!

Grow your relationships. It’s when you grow your friendships that your box begins to grow. The perspective that you may lack can often be found with a friend. Friendships expand your box and broaden your perspective so bring in more people. Build it on purpose and with diversity. You do not need more people in your box who look like you and think like you. It’s when you grow your friendships that the words of Solomon ring true, “As iron sharpens iron, so a friend sharpens a friend.”

Grow your giving list. At first glance it might sound like a contradiction in terms. But I believe the secret to growing inside your box is when you discover the joy of helping others grow theirs. Growing inside your box begins when you get the focus off yourself and discover the joy of giving. When a leader is generous with his time, talents, and resources, he will soon discover what true leadership is all about.

It’s time to grow your box!

Doug’s new book, Great Leaders Wanted! is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today.

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End of Year Morale – Don’t Scrooge it Up!

Posted December 8, 2012
by dougdickerson

scrooge

The best morale exists when you never hear the word mentioned. When you hear a lot of talk about it, it’s usually lousy. – Dwight D. Eisenhower

Two recent studies have put the spotlight back on employee-employer relations and more specifically the issue of performance and morale. The two separate reports combine to give us a snapshot of some very revealing issues all leaders need to be mindful in the run up to 2013.

First is the release of the 10^th Anniversary edition of MetLife’s annual study of Employee Benefits Trends http://bit.ly/TUjIZw. A key finding this year is that 60 percent of surveyed employers recognize the precarious economic climate, rather than reducing business focus on employee benefits, actually creates opportunity for benefits to drive human capital. In addition, the Study found employees are less committed to employers, but at the same time, highly dependent on their workplace benefits.

The second was a survey released by Manpower Group’s own Right Management http://bit.ly/11N8jix, which revealed that an unprecedented 86 percent of U.S. employees say they intend to look for a new job in 2013. Only 5 percent say they intend to stay in the current position. Driving this sentiment is booming stress, flight cognition, and the continuous job hunt. This could also be attributed in part to another survey they conducted which revealed that only 12 percent of companies have a fully implemented talent management strategy in place.

Awareness of these new studies should cause you to take pause and reflect on how you are closing this year and what changes you might want to consider in the next. Because you care about your people, here are three simple considerations to help you build morale in your organization. It is not a complete list but it is a start.

Listen to your people. A troubling trend is that most employers are not even aware they have morale problems. This disconnect is disturbing and if not dealt with it can far- reaching consequences. If the disconnect lingers within your organization it will lead to two drastically different interpretations of your corporate identity and direction. Neither outcome will have a happy ending.

As a leader, when you are proactive in listening to your frontline people who are the face of your brand then morale issues can be dealt with swiftly. Smart leaders have their finger on the pulse of the organization and can make better decisions. This happens when you get out from behind your desk and listen to your people.

Encourage your people. The studies reveal that businesses that took their eye off the ball as it relates to human capital issues had employee satisfaction and loyalty problems. When your people know that you believe in them and know they are empowered to do their job, the level of success they can achieve is limitless. And this is where the heart of the leader becomes the tipping point that moves your organization to a more relational and engaged one.

Encouragement is the fuel that energies your business. It is an awareness of the sacrifices your employees make because they have bought-in to the vision and purpose of your company. Encouragement is the expression of your human capital IQ; it is the sharing of common values with like- minded people who also took a risk by following you. Encourage your team!

Respect your people. Herbert Casson said, “In handling men, there are three feelings a man must not possess –fear, dislike, and contempt. If he is afraid of men he cannot handle them. Neither can he influence them in his favor if he dislikes or scorns them. He must neither cringe nor sneer. He must have both self-respect and respect for others.” When team members feel valued, respected, and included it goes a long way in creating a positive work environment.

Many variables come into play as it relates to morale within your organization. When you listen to and encourage your people you will inevitably develop strong morale. Building morale begins with respect for the gifts, talents, and contributions of all the members of your team. Your commitment should be to make it a priority.

How is your morale?

Doug’s new book, Great Leaders Wanted!, will make a great present this holiday season. Visit www.dougsmanagementmoment.blogspot.com to order your copy today!

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Leadership Lessons From My Acting Debut

Posted December 1, 2012
by dougdickerson

harry

Every person you meet is better at something than you are – Robert A. Cook

Last year on a whim I had the opportunity to be an “extra” on the Lifetime TV series Army Wives which is filmed where I live in Charleston, SC. I was excited about this opportunity to make an appearance on a hit TV show and showcase my “acting” skills.

When asked by my wife about being on the show and what my expectations were I jokingly told her that with any luck I would land a romantic scene with one of the show’s big stars – Kim Delaney. My wife rolled her eyes, smiled, and wished me luck. With several sets of clothes in hand, I was on my way to my television acting debut.

After checking in with the appropriate personnel the other ‘extras’ and I waited for our assignment. We were loaded into vans and sent to a local neighborhood for a quick shoot of which I had no part. Upon our return to the main studio everyone was thanked for their time and sent home except for me and another lady. We were told to wait.

A few hours later one of the staff suggested we go out back to the trailer for lunch. Most of the staff and crew had already eaten and the buffet line was slim. We prepared our plates and found an empty table and sat down to eat. A few unassuming minutes pass until Harry Hamlin walks in. Harry was being prominently featured in several of the shows at the time and like the rest of us he needed to eat.

Harry approached me and said, “Hi, I’m Harry, mind if I join you?” Without objection he sits down next to me and we begin a friendly conversation. He is down to earth, personable and was a pleasure to visit with. After about an hour it was time to get back to work.

Back at the studio I was escorted to a set in the rear of the building and was told they needed me to be in a scene with – you guessed it- Kim Delaney! My heart skipped a beat and I resisted the urge to text my wife and gloat. And then it happened; Delaney walks up to me and smiles, extends her hand and says, “Hi, I’m Kim.” I am sure I managed to mumble something stupid.

My role was that of an employee in a law firm and I am instructed to walk down the short hallway and casually glance at Kim as we pass. She is coming off of an elevator and I am getting on it. We shoot the scene for more than an hour. I am thrilled.

The scene plays out when Kim walks into the law office and is going to work with who People magazine in 1987 named as one of the sexiest men alive – Harry Hamlin. My hopes were dashed as eventually, Harry, not me, is the one who gets the kiss.

From my acting debut on Army Wives I am reminded of three leadership principles.

From Harry Hamlin I was reminded of the value of being real. In the conversation we had over lunch he asked more questions about me and the charming city I live in than I got to ask him about his career. He was real and it was refreshing. Good leaders have a way of making you feel like the most important person in the room.
From Kim Delaney I was reminded that disappointments happen. The romantic scene was not in the script. As leaders we have many unscripted moments that define us. Not everything in life can be predicted and not everything will go our way. Strong leaders learn how to bounce back and move on.
From my acting debut I learned humility. My moment in the spotlight was short lived. Most of what was later seen of me on TV was the back of my head as I walked down the hall. Talk about your “big star” moment! But that is the point of good leadership. Not everyone can be the star and you are never as good as you think you are. Humility is an endearing quality of leadership. It is one of the greatest strengths you can have as a leader. And thanks to one of People’s sexiest men alive I was served a big slice of humble pie!

Doug’s new book, Great Leaders Wanted, is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today.

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Four Things You Will Never Learn in Your Comfort Zone

Posted November 25, 2012
by dougdickerson

Go confidently in the direction of your dreams. Live the life you have imagined. – Henry David Thoreau

The year was 1947 and to date no one had broken the sound barrier. Most believed that it could not be done. Some argued that the sound barrier was a literal wall that once hit at 760 mph would destroy a plane. But despite the skeptics and critics there remained a committed group of people devoted to the cause of breaking the barrier.

A young pilot by the name of Chuck Yeager was invited to be the one to break the sound barrier. Colonel Body, his superior, said, “Nobody knows for sure what happens until somebody gets there. Chuck, you’ll be flying into the unknown.” On October 14, 1947, Yeager broke the sound barrier. He later wrote, “I was thunderstruck. After all the anxiety, breaking the sound barrier turned out to be a perfectly paved speedway. After all the anticipation it was really a letdown. The ‘unknown’ was a poke through Jell-O.”

Comfort zones have a tendency to lull us into thinking that out fears are justified and average is acceptable. “Courage is not simply one of the virtues, but the form of every virtue at the testing point,” said C.S. Lewis. Comfort zones are the testing points of leadership. As a leader, here are four things you will never learn if you remain in your comfort zone.

The depth of your talent. You will never fully discover the depth of your talent if you are not willing to grow to a place where more is required. If your talent brought you to the place where you are today then contentment will keep you there. Is that acceptable to you? The better practice of leadership is to discover the depth of your talent by embracing the advice of Brian Tracy who said, “You can only grow if you are willing to feel awkward and uncomfortable with trying something new.”

The reach of your potential. The greatest obstacle to breaking the sound barrier was not engineering but attitude. It was the perceptions of comfortable people. You will never fully reach your potential so long as small thinking makes you comfortable. The better practice of leadership is to be surrounded with people who believe that breaking barriers and overcoming the odds is all in a day’s work.

The reward of your risk. History records the names of risk-takers (Chuck Yeager, Thomas Edison, Steve Jobs, Henry Ford, Bill Gates, etc.) who, in the face of overwhelming odds made a determination that the restrictions of the comfort zone was just not for them. Risk-takers are a peculiar people who had rather fail at something big than succeed at something small. The better practice of leadership is to count the cost of exceptional leadership and dare to change the world.

The power of your dreams. Comfort zones tend to put a lid on dreams. Why dream if you are not willing to take risks and explore the depths of your talent and abilities to achieve it? However, when you unleash your dreams you open yourself to new possibilities reserved for those who have escaped the predictable and the expectations of the ordinary. The better practice of leadership is courage. When others discourage you or talk about invisible walls that do not exist, you can go confidently in the direction of your dreams and live the life you have imagined.

The challenge for you is to get uncomfortable with the comfortable and comfortable with the uncomfortable. Your growth as a leader depends on it.

Doug’s new book, Great Leaders Wanted, is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today!

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Why Giving Thanks Matters

Posted November 17, 2012
by dougdickerson

Thanksgiving is when one species ceases to gobble and another begins. – R.E. Marion

A story is told of two men who were walking through a field one day when they spotted an enraged bull. Instantly they darted toward the nearest fence. The storming bull followed in hot pursuit, and it was soon apparent that they would not make it.

Terrified, the one shouted to the other, “Put up a prayer, John. We are in for it!” John answered, “I can’t. I’ve never made a public prayer in my life.” “But you must,” implored his companion. “The bull is catching up to us.” “All right,” panted John, “I’ll say the only prayer I know, the one my father used to repeat at the table: O Lord, for what we are about to receive, make us truly thankful.”

Thanksgiving, to borrow a football analogy, is like the two-minute warning at the end of an NFL game. At the two-minute warning comes a chance to catch your breath and finish strong. Thanksgiving is the two-minute warning signaling the close of a long year whereby you can rest, be with family and friends, and reflect on all your blessings.

What kind of a year has it been for you? What does the scoreboard say? Are you thankful for your blessings as well as the challenges you have faced this year? Robert Louis Stevenson said, “Keep your eyes open to your mercies. The man who forgets to be thankful has fallen asleep in life.”

The two men walking through the field met an unwelcomed challenge that quickly changed the course of their personal well-being. That’s how life unfolds—fast, unexpected at times, but never boring. For those in leadership, possessing a thankful heart is how you finish strong. But why does being thankful matter? Here are three reasons why.
Giving thanks connects you to the source of your blessing. The further removed you are from the source of your blessings the easier it is to take your blessings for granted. In a recent blog post, Michael Hyatt shared how at the encouragement of a friend, he started carrying a gratitude rock in his pocket. Hyatt writes, “The idea is simple. Whenever my hand contacts the stone–usually several times a day–I give thanks for whatever is happening at that moment, whether good or bad.”

Giving thanks connects you and reminds you that regardless of what you are going through, there is always something for which to be thankful. What is the source of your blessings? Be it your faith, family, or other significant person, show your appreciation.

Giving thanks empowers you to serve. What is the greater purpose of your leadership? When you understand that it is not about you then you are prepared to serve causes greater than yourself. Likewise, you will be hard pressed to find a whiner or complainer who puts the cares and concerns of others above his own.

The late Fred Rogers said, “The real issue is not how many blessings we have, but what we do with our blessings. Some people have many blessings and hoard them. Some have few and give everything away.” I am convinced that the more you have to be thankful for the more generous you will be. Servant leadership begins with a thankful heart.

Giving thanks completes you as a leader. Many terms are used to identify a leader: visionary, passionate, honest, trustworthy, delegator, and decision maker, to name a few. As noble and necessary as those qualities are it is thankfulness that completes and compliments your leadership.

How do you express gratitude to those around you? John Maxwell said, “The people who follow you also desire a personal touch. They want to know that others care about them.” The circle of caring is completed as you nurture a thankful attitude and demonstrate it to others.

Giving thanks matters and is a key ingredient in your growth as a leader. A thankful heart will connect you with the source of your blessings, empower you to serve others, and will complete you as a leader. Don’t allow the negatives you are faced with to drain you of your of your energy or cause you to take your eye off the ball. Give thanks, give it often, and finish strong.

Doug’s new book, Great Leaders Wanted, is now available. Please visit www.dougsmanagementmoment.blogspot.com to order your copy today.

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6 Leadership Lessons from the West Point Cadet Prayer

Posted November 10, 2012
by dougdickerson

Prayer does not change God, but it changes him who prays – Søren Kierkegaard

The stated mission of the United States Military Academy is to “educate, train and inspire the Corps of Cadets so that each graduate is a commissioned leader of character committed to the values of Duty, Honor, Country and prepared for a career of professional excellence and service to the Nation as an officer in the United States Army.” I like it. It’s clear, concise, and straight to the point.

I recently read the West Point Cadet Prayer for the first time. It contains plenty of leadership nuggets worth remembering and applying. Let’s face it; leadership is hard. It’s demanding. It can be lonely.

Contained within the prayer are leadership markers that if taken to heart and embraced can be a difference maker in formulating your leadership style and disposition. Here are six leadership takeaways for your consideration with the corresponding words from the prayer (italics mine).

Lead with integrity. Strengthen and increase our admiration for honest dealing and clean thinking, and suffer not our hatred of hypocrisy and pretense to diminish. Encourage us in our endeavor to live above the common level of life.

Integrity is the foundation from which leadership flows. When leaders commit to living by example rather than by decree it raises the bar for others to follow. When you commit to live above the common level of life as a leader you will be an uncommon leader worth following.

Aim for excellence. Make us to choose the harder right instead of the easier wrong and never to be content with a half truth when the whole truth can be won.

This portion of the prayer is poignant. Leaders make the hard choices. Leading with excellence is about choosing the harder right instead of the easier wrong. It is the high calling and price of excellent leadership. There are no shortcuts.

Don’t be afraid. Endow us with courage that is born of loyalty to all that is noble and worthy that scorns to compromise with vice and injustice and knows no fear when truth and right are in jeopardy.

If integrity is the foundation of leadership then courage is the fuel that drives it. Anais Nin said, “Life shrinks or expands in proportion to one’s courage.” So does your leadership. Pray for courage.

Pray for wisdom. Guard us against flippancy and irreverence in the sacred things of life. Never take lightly the responsibility of leadership. Surround yourself with trusted advisors and never be too proud to seek advice.

Be compassionate. Grant us newties of friendship and new opportunities of service. Kindle our hearts in fellowship with those of a cheerful countenance, and soften our hearts with sympathy for those who sorrow and suffer.

Charles Dickens said, “Have a heart that never hardens, a temper that never tires, and a touch that never hurts,” That’s great advice for leaders. The spirit of a leader is just as important as the vision of the leader. No one wants to follow a jerk.

Serve with honor. Help us to maintain the honor of the Corps untarnished and unsullied and to show forth in our lives the ideals of West Point in doing our duty to Thee and to our Country.

Leaders serve with honor and are devoted to causes greater than self. Henry Ward Beecher said, “There never was a person who did anything worth doing who did not receive more than he gave,” And that is the secret of great leadership. Leaders who get ahead do so out of generosity. Lead with honor and you will be rewarded.

Leaders – it’s time to say your prayers.

Doug’s new book, Great Leaders Wanted, is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today.

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Most of Your Office is Stressed – Are You?

Posted November 4, 2012
by dougdickerson

Every tomorrow has two handles. We can take hold of it with the handle of anxiety or the handle of faith – Henry Ward Beecher

I read a story about a man back in 1835 who visited a doctor in Florence, Italy. He was filled with anxiety and exhausted from a lack of sleep. He couldn’t eat and he avoided his friends. The doctor examined him and found that he was in prime physical condition. There was no apparent physical ailment that the doctor could detect.

The doctor concluded that his patient needed to have a good time and told him about a circus in town and its star performer, a clown named Grimaldi. Night after night he had the people rolling in the aisles. “You must go see him,” the doctor advised. “Grimaldi is the world’s funniest clown. He’ll make you laugh and cure your sadness.” “No,” replied the despairing man, “he can’t help me. You see, I am Grimaldi.”

A recent Inc. magazine story related that 77% of American workers are stressed about something at work. Share of employees who cite the following as significant sources of stress:

Low salary 49%
Lack of opportunities for advancement 43%
Heavy workload 43%
Unrealistic expectations from managers 40%
Long hours 39%

Anxiety is a part of our workplace culture. If you are not stressed by something at work chances are you know someone who is. The mark of your leadership is not that you manage your own stress well but that you are creating a stress-less culture in your office. How is this done? Here are four simple reminders about how to deal with your anxiety.

Straighten up. A lot of stress in the office is created by clutter. The big picture will never be clear if your point of view is a mess. An orderly system to navigate your day goes a long way in causing it to run smooth. If your work area is cluttered then chances are your associated thought processes are a source of stress. Clean it up.

Speak up. One of the worse things a person can do is to keep things bottled up on the inside. Eventually what happens? All those emotions that have been building up boil over and it does not have a happy ending. Open and honest communication goes a long way in defusing a situation before it reaches an unhealthy conclusion. Let it out.

Step up. It’s when you learn to serve others and consequently serve causes greater than self that you learn the leadership law of reciprocity – the good that you do for others will come back on you. When was the last time you stepped up your game for the sake of a colleague? Never be so consumed with your own interests that you have no time to serve others. Step up and lead by example. One day you will be glad that you did. Serve it up.

Stay up. The attitude you choose will make all the difference when it comes to the stress and anxiety that you bear. No one is immune from stress, but neither are you restricted by the attitude you embrace.

John Maxwell writes, “Our destinies in life will never be determined by our complaining or high expectations. Life is full of surprises and the adjustment of our attitudes is a lifelong project. The pessimist complains about the wind. The optimist expects it to change. The leader adjusts the sails.”

Stress can either be the head wind that wears you down or the wind in your sails that takes you to new destinations. Choose to be up!

Doug’s new book, Great Leaders Wanted, is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today. Follow Doug at www.twitter.com/managemntmoment

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4 Attitudes in Adversity that Define Your Leadership

Posted October 27, 2012
by dougdickerson

Every adversity, every failure, every heartache carries with it the seed on an equal or greater benefit. – Napoleon Hill

Lou Holtz shares the story of a blind man who was being led down the street by a guide dog. When they came of the corner of a busy intersection, the dog crossed against the light. The blind man had no choice but to follow. Cars swerved to avoid them; drivers honked their horns and swore loudly.

Somehow, the duo reached the other side unharmed. As they stopped on the corner, the blind man reached into his pocket, pulled out a dog biscuit, and offered it to the reckless canine. Having just watched the two as they crossed, a bystander tapped the blind man on the shoulder and said, “Sir, that dog almost got you killed. The last thing you should do is give him a biscuit as a reward.” The blind man smiled and said, “I’m not giving him a reward. I’m trying to find his mouth so I can kick him in the rear.”

The attitude we adapt in times of adversity will not only define the moment but will determine the future. Winston Churchill was right when he said, “Attitude is a little thing that makes a big difference.” Your attitude in adversity will either demote you or promote you. Here are four common attitude approaches when times are tough. Which one will be yours?

‘Why me, why now?’ A common reaction when adversity comes is to ask the age old question of “why me?” No one likes adversity and it would be nice to live life without it. But in leadership as in life, adversity is a reality. When a leader begins to entertain these early negative thoughts the seeds of doubt are being planted. Be careful.

‘This is not fair.’ This attitude is not only a snapshot of your current state of mind but is the framework of how you are prepared to deal with it at least in the short term. Brian Tracy writes, “You cannot control what happens to you, but you can control your attitude toward what happens to you, and in that, you will be mastering change rather than allowing it to happen to you.”

The attitude formula looks like this: WR (wrong reaction) +NE (negative energy) = BE (bad ending). Before you kick your bad attitude too far down the road take Tracy’s words to heart. It’s not too late to turn around a bad ending, but you better hurry.

‘Why not me?’ At first read this might sound like arrogance. I prefer confidence. The difference maker between a leader with less skill who succeeds and a leader with more skill who fails comes down to attitude. A good attitude is the tipping point. Zig Ziglar was right when he said, “Your attitude, not your aptitude, will determine your altitude.”

The attitude of the leader who says ‘why not me?’ is the one who does not shy away from adversity but confidently believes that these are defining moments of his leadership. A good attitude gives way to confidence.

‘Everyone together’ Compare and contrast the attitude choices in play. Notice the difference between the leader with the positive attitude and the leader with the negative one. The leader with the bad attitude is focused on himself and the bad hand he was dealt. The positive leader chooses to see his opportunity and how together with his team it can be overcome.

The attitude formula in play looks like this: GA (good attitude) + RA (right actions) = GO (Great Opportunity). A good attitude gives you a distinct advantage as a leader. It is the single greatest asset you have when facing the challenges of leadership.

William James said, “It is our attitude at the beginning of a difficult task which, more than anything else, will affect its successful outcome.” Adversity in leadership is not unique, but the right attitude will give you the advantage. How is your attitude?

Doug’s new book, Great Leaders Wanted, is now available. Visit his website at www.dougsmanagementmoment.blogspot.com to order your copy today.

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Small Biz and Big Stress – Three Things Every Leader Needs to Know

Posted October 20, 2012
by dougdickerson

Adopting the right attitude can convert a negative stress into a positive one – Hans Selye

It was reported in the September issue of Inc., that 43 percent of small business owners and managers say they feel more stressed now than they did a year ago. What are they stressed about?

54% say they are stressed about losing the company
51% are stressed about losing clients
41% are stressed about personal health
52% stress about repaying personal debt
38% stress about being on call 24/7
35% are stressed about repaying company debt
49% stress about being unable to bring in new business

We live in unprecedented times as it pertains to the economy and stress factors are clearly on the rise as Inc. points out. Even in the best of times leaders have various stress factors to reckon with. How leaders deal with stress matters not just for themselves but for those around them.

But there is a big difference between knowing what people are stressed about and understanding why and what a leader can do about it. Stress points come at us from many directions. Here are three things about stress you should be aware of and why it matters to your leadership style.

Stress that is out of your control. Many of the stress factors you deal with you have no control over. Comforting isn’t it? These stress points can come from a wide variety of sources that impact your life and business in one way or another. How you cope with this type of stress will lead to one of two things: more stress or a better management style.

In his book, Don’t Sweat the Small Stuff, Richard Carlson writes, “When you look at life and its many challenges as a test, or series of tests, you begin to see each issue you face as an opportunity to grow, a chance to roll with the punches. Whether you’re being bombarded with problems, responsibilities, even surmountable hurdles, when looked at it as a test, you always have a chance to succeed, in the sense of rising above that which is challenging you.”

You may not have chosen the stress you face, but you do choose your response to it. When you face it, not in a destructive way, but with a belief that “this too shall pass”, you can lead by example take control of it.

Stress you cause. Let’s be honest, there are times leaders cause stress. This happens when leaders espouse unrealistic expectations, delivers inconsistent communication, or promotes an unclear vision. In his book, The 360° Leader, John Maxwell writes, “In an organization, security flows downward. When leaders are insecure, they often project that insecurity down on the people below them.” And this is the mistake leaders make by being the source of stress for their team.

Caring leaders conscientiously strive to relieve the stress that finds its way into the organization by being the stress spotter and finding ways to reduce it. Your team is under enough stress as it is without you being the creator of it. Are you a source of stress or a deflector of it?

Stress you capitalize upon. Ultimately, no one is immune from stress. It is a part of life and leadership and there is no escaping it. However, stress can be a positive motivator if you choose the right attitude. Mark Sanborn, author of The Fred Factor says, “Freds know that one of the most exciting things about life is that we awake each day with the ability to reinvent ourselves. No matter what happened yesterday, today is a new day. While we can’t deny the struggles and setbacks, neither should we be restrained by them.” What a great thought.

Tough times call for courageous leaders who will step up and embrace the stress and turn it into something positive. Instead of being discouraged and defeated by it why not recognize it for what it is; a blessing in disguise and an opportunity for growth and development?

To be sure, stress can cause many problems, health and otherwise. Yet it is when we take an honest look at the stress that is out of our control, the stress we cause, and the stress that we capitalize upon that we can begin to get it under control.

Follow Doug at www.twitter.com/managemntmoment

Doug’s new book, Great Leaders Wanted, is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today.

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