dougdickerson – Page 18 – Doug Dickerson on Leadership

Applauding Teamwork

Posted May 23, 2012
by dougdickerson

I read an inspiring story about Jimmy Durante, one of the great entertainers of a generation ago. He was asked to be a part of a show for World War II veterans. He told them his schedule was very busy and he could afford only a few minutes, but if they wouldn’t mind his doing one short monologue and immediately leaving for his next appointment, he would come. Of course, the show’s director agreed happily. But when Jimmy got on stage, something interesting happened. He went through the short monologue and then stayed. The applause grew louder and louder and he kept staying. Pretty soon, he had been on fifteen, twenty, then thirty minutes. Finally he took a last bow and left the stage. Backstage someone stopped him and said, “I thought you had to go after a few minutes. What happened?”

Jimmy answered, “I did have to go, but I can show you the reason I stayed. You can see for yourself if you’ll look down on the front row.” In the front row were two men, each of whom had lost an arm in the war. One had lost his right arm and the other had lost his left. Together, they were able to clap, and that’s exactly what they were doing, loudly and cheerfully.

When it comes to the operation of your office or organization, teamwork is one of the fundamental ingredients to your success. As you applaud teamwork and make it a part of your organizational culture you will begin to understand its power. Mother Teresa was right when she said, “You can do what I cannot do. I can do what you cannot do. Together, we can do great things.” Are you ready to do great things?

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The One Minute Encourager

Posted May 19, 2012
by dougdickerson

Encourage v: to inspire with courage, spirit, or confidence- Random House Dictionary

A story is told about the Duke of Wellington, the British military leader who defeated Napoleon at Waterloo. He was not an easy man to serve under. He was brilliant, demanding, and not one to shower subordinates with compliments.

Yet even Wellington realized that his methods left something to be desired. In his old age a young lady asked him what, if anything, he would do differently if he had his life to live over again. Wellington thought for a moment, and then replied, “I’d give more praise,” he said.

While it was too late for Wellington to go back and do things differently, the approach you take in your leadership style can make an immediate impact if you implement this one small yet powerful leadership characteristic; encouragement.

If you think encouragement is not that significant or necessary; think again. According to the U.S. Department of Labor, the number one reason people leave their job is because they do not feel appreciated. The Gallup organization reports that one poll found that 65% of Americans reported receiving no recognition for good work in the past year. How tragic. Almost seven out of ten people last year were not recognized, acknowledged or told how much they were valued or appreciated.

In a recent survey of nearly 2,000 people, Monster.com asked this question of their readers: Would you actively encourage children (your own or others) to enter the career you’re currently in? 47% said never, 22% said maybe, 10% said probably, and 21% said absolutely. What would you say? While there is no direct correlation between the Gallup poll and the Monster.com survey, the results are striking. While many variables contribute to the feelings, morale, and satisfaction each person has as it relates to their work, encouragement is one small investment that can pay big dividends. Here is three ways it can help.

Encouragement builds relationships. When you take time to notice what others around you are doing and the way in which they contribute it can make a world of difference. But encouragement takes it a step further because it is grounded in reality.

An encourager sees the struggle and appreciates the sweat equity involved in making your organization a success. Robert Martin said, “Taking an interest in what others are thinking and doing is often a more powerful form of encouragement than praise.” When was the last time you went out of your way to encourage your team? The one minute encourager understands that the best retention policy you have is in the form of encouraging words.

Encouragement builds morale. Think back to the survey; 65% of the respondents reported receiving no recognition for good work in the past year. To be sure, the state of morale within your organization can be subjective and is not always what you think. But without a strong leader that knows how to encourage, think of where your organization would be without it.

Encouragement can take on many forms: a hand-written note of thanks to an employee for a job well done, a gift-certificate for dinner, a day off with pay; the possibilities are endless. When encouragement becomes a natural part of your leadership style the residuals of strong morale will be evident. The one minute encourager understands that strong morale is built when the team is the focal point of appreciation.

Encouragement builds loyalty. For the leader who understands the power of encouragement this is the reward. John Maxwell was right when he said, “People don’t care how much you know until they know how much you care.” The difference between superficial praise and encouragement is found in the results. Superficial praise doesn’t mean much and is short-term; both in meaning and outcome. But genuine encouragement is long-lasting, and builds loyalty.

As you develop as an encouraging leader it will change the atmosphere in your organization. Not only will your team begin to believe they are appreciated, but they will begin to act like it. Now the way in which they are being encouraged is the way in which they handle their relationships. The one minute encourager understands that one of the single greatest resources at his or her disposal is not only cost-efficient but also time-efficient. Who have you encouraged today?

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Bringing Solutions

Posted May 18, 2012
by dougdickerson

In Reader’s Digest a few years back a story is told of some truck drivers in training school. “Here’s the scenario,” the instructor announced to his class of novice truck drivers. “You’re in an 18-wheeler with a heavy load, barreling down a mountainous two-lane highway. Ed, your co-driver, is asleep. There are six trucks behind you, and as you come over the top of a hill, they pull out beside you to pass. Suddenly, you see several trucks coming in the opposite direction, pulling into your lane to pass. What did you do?” “That’s simple,” a student called out. “I’d wake up Ed.” “Why would you do that?” asked the instructor. “Because,” replied the student, “Ed ain’t ever seen a truck wreck like this before!”

Dealing with everything from the complex to the mundane, leadership can have its challenges. One key thing that will help you in your organization is to insist that for each problem someone brings to you, they also come with a couple of solutions. This is not for your benefit, but for the benefit of the one bringing it. In due time and with the right coaching, they will begin to see that the solutions they think they need from you they already have and they begin to build up their confidence.

Are you bringing solutions?

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

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A Little Encouragement Please

Posted May 15, 2012
by dougdickerson

A story is told about The Duke of Wellington, the British military leader who defeated Napoleon at Waterloo, and that he was not an easy man to serve under. He was brilliant, demanding, and not one to shower his subordinates with compliments. Yet even Wellington realized that his methods left something to be desired. In his old age a young lady asked him what, if anything, he would do differently if he had his life to live over again. Wellington thought for a moment, and then replied. “I’d give more praise.”

How about you? Is there someone you know that could use a little praise or recognition? Just as you like to be recognized for the good work that you do, there are those you rub elbows with each day that would appreciate a kind word of encouragement. Besides, it will make you feel good to make someone’s day.

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

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Learning Curves and Frustrations

Posted May 12, 2012
by dougdickerson

Anyone who stops learning is old, whether at twenty or eighty. Anyone who keeps learning stays young – Henry Ford

In a recent Sports Illustrated article, Lars Anderson writes of the learning curve and challenges of rookie NASCAR driver Danica Patrick. A former IndyCar driver, Patrick is not new to racing but is new to NASCAR to which Patrick has discovered is altogether a different type of race.

As Anderson points out, Patrick is trying to master a new car and make new friends. “Patrick is now feeling the same base emotion that grips most inexperienced drivers in the Nationwide series: frustration,” writes Anderson. But so far this season he reports that Patrick is making the adjustments and is currently 11^thin the Nationwide standings, and her average finish is near the middle of the pack.

Earlier this season Patrick stated, “This first year is going to be a learning experience for me. I know there will be a lot of bumps in the road. I’m in this for the long haul. My hope is just that I get a little better every day.” And with that type of attitude and outlook it should be a good season for her as she continues to improve.

Whether working with a new hire, or a team of seasoned professionals in your office, learning curves can be treacherous time consuming. In a recent survey conducted by Career Builder, more than 8,000 readers commented or cast their votes for their top complaints in the workplace: balancing work-life duties without going crazy, staying entrepreneurial and taking risks in an era of uncertainty, managing your time so email and Crackberries don’t control you, negotiating a stultifying bureaucracy-and getting things done, dealing with generational tension in the workplace, and coping with clueless-or toxic bosses.

Couple these top complaints with existing learning curves and you have all the ingredients in place for a perfect storm scenario that can wreak havoc in your office. Besides going AWOL, what is a leader to do? How can you lead through your challenges and keep a cohesive team together? Here are three tips to help you.

Build your environment. Whether it is rising above learning curves or working through office frustrations, it is when you build the environment that you expect that you can experience the growth that you need. The tone within your organization revolves around key ingredients such as attitude, morale, and collaboration. When these are healthy and fostered then you have created an opportunity for success.

The late Steve Jobs said, “Be a yardstick of quality. Some people aren’t used to an environment where excellence is expected.” The surest way to success is an environment of excellence and ground rules in place that holds everyone accountable for strong attitudes and a sense of teamwork that allows strong morale to produce your desired results.

Build your people. Whether you are working with a rookie in your office or senior staff, commit yourself to empowering your people to be their best. John Maxwell said, “For teams to develop at every level, they need leaders at every level.” He is right. It is when you commit yourself to developing your staff as leaders that they become the leaders on every level.

Billy Hornsby said, “It’s okay to let those you lead outshine you, for if they shine brightly enough, they reflect positively on you.” What a great thought. Do you want to help that rookie employee? Do you want to cut down on the frustrations that exist in your office? Commit yourself to the leadership development of your team and see the difference it makes. When you build your people everything else will fall into place.

Build your future. Personal and leadership development is a process. It takes times and commitment but the rewards are worth it. When you commit yourself to building the right kind of environment that fosters growth, and you build your people, you are securing your future. Napoleon Hill said, “You can’t change where you started, but you can change the direction you are going. It’s not what you are going to do, but it’s what you are doing now that counts.”

How are you securing your future? Are you building the right environment for your team? Are you committed to the development of your people? The learning curves and frustrations you face is merely the gateway to unlimited possibilities before you. Start building!

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Simple Reminders

Posted May 9, 2012
by dougdickerson

A story is told of American painter John Sargent who once painted a panel of roses that was highly praised by his critics. It was a small picture, but it approached perfection. Although offered a high price for it on many occasions, Sargent refused to sell it.

He considered it his best work and was very proud of it. Whenever he was deeply discouraged and doubtful of his abilities as an artist, he would look at it and remind himself, “I painted that.” Then his confidence and ability would come back to him.

All leaders face times of discouragement and challenge. The secret to overcoming is to realize that “this too shall pass,” and to remember that your greatest work in the past is no match for the great things in your future!

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

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You Have the Right to Remain…Vocal

Posted May 8, 2012
by dougdickerson

Nate Davis’ column in today’s edition of USA Today (http://usat.ly/JdcLg5) raises the question as to whether former NFL Quarterback Kurt Warner is out of line with recent remarks he made about the NFL . The controversy stems from remarks Warner made when he said he wasn’t sure, given the current status of the NFL with the bounty scandal and the recent suicide of Junior Seau, that he wanted his kids to play football. It might also have something to do with an alleged bounty placed on Warner during the 2009 season.

The issue here now, as some suggest, is that it’s unfair that Warner profited from the NFL like he did on one hand, and speaks despairingly about the NFL on the other. In other words, he can’t, or shouldn’t, have it both ways. Some argue that because the NFL made him rich and famous he should tote the line and keep his mouth shut.

This raises a legitimate leadership question as to when it is appropriate to address valid concerns and when for the sake of “go along to get along,” one should remain silent. It’s not always popular to speak your mind or the truth as you see it.

Leadership expert John Maxwell said, “If you are going to take a risk, you need to put yourself on the line,” and this is exactly what Warner has done. I applaud him. After years of playing the sport and taking the hits, literally and figuratively, he has earned the right to express his concerns.

Wise leaders understand that there is a time and place for silence; courageous leaders know when it’s the right time to speak. Warner, I believe, has demonstrated both. What do you think?

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Are You Building a Leadership Culture?

Posted May 6, 2012
by dougdickerson

A good objective of leadership is to help those who are doing poorly to do well and to help those who are doing well to do even better. – Jim Rohn

Last week, for the seventh year, the Hay Group released their findings that identify which organizations have the best leadership practices and what we can learn from them. The top five companies were General Electric, Proctor & Gamble, IBM, Microsoft, and Coca-Cola.

The Hay Group polled 7,000 people in more than 2,300 companies worldwide. Respondents rated their own companies and were asked to nominate three other companies they most admire for leadership. Each of the companies shared four common leadership traits: the company enables organizational agility, broadens perspective, focus on collaboration, and leadership drives innovation.

Among some of the more interesting survey findings were: 100 % of the best companies let all employees behave like leaders. Only 54% of peers do likewise; 90% of best companies let employees bypass the chain of command with an excellent idea; problems are opportunities, 95% of best companies think this way; collaboration is mandatory. 100% of the best companies take action when a leader is not collaborating; 95% of senior leaders take time to actively develop others. Only 48% of leaders at peer companies do this; and 95% of best companies reward leaders based on their ability to build excellent peer relationships.

The 21^st century marketplace has changed rapidly. It is important to be relevant. The Hay group report says, “With the accelerating pace of change, the window of meaningful innovation is narrower than ever. The best companies have flattened their organizations and streamlined governance, becoming more agile and reducing obstacles to innovation. They focus on instilling agility in their leaders, and design job roles to allow flexibility in responding to immediate projects. They work quickly to translate strategies and decisions into action, and drive decision-making authority down to organizational structure.”

Consider for a moment if you will the current state of leadership within your company and employee morale. Are you on a sustainable path? Creating a culture of positive leadership takes hard work, dedication, and boldness. What does a successful culture of leadership look like? Here are three ideas for consideration.

A place of empowerment. As the Hay Group survey reveals, the best companies are those that let employees behave like leaders. What a novel concept. When team members are empowered to behave as leaders they will not disappoint. Given the opportunity, empowered employees will work hard to meet and exceed expectations.

A culture of leadership with an emphasis on empowerment is coordinated by leadership that realizes that the vertical lines of authority are being replaced by horizontal ones. When everyone is empowered to lead everyone shares the success.

A place of possibilities. Within this culture of leadership and empowerment is a place of unlimited possibilities. While many companies choose to play it safe; consider this finding from the Hay Group survey – 94% of best companies are prepared to run unprofitable projects to try new things.

Imagine what could happen in your place of business if a culture of possibilities were to be implemented, even if it meant in the short-term that your company posted a loss? Dare we dream outside the box and unleash a culture of possibilities? Thomas Edison said, “If we did all the things we are capable of, we would literally astound ourselves.” What are you waiting on?

A place of vision. Winfred Newman said, “Vision is the world’s most desperate need. There are no hopeless situations, only people who think hopelessly.” He is right. The single greatest drawback to the advancement of your organization is a lack of vision. Until the vision is known, don’t expect a culture of leadership to thrive much less exist.

A culture of leadership thrives when the vision is clear, and everyone in your organization understands not just the “how to” of the operation but the “why “which speaks to your greater purpose. To the extent everyone knows the vision and purpose that is the extent to which you will be successful.

Are you building a culture of leadership?

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Leadership by Example

Posted May 4, 2012
by dougdickerson

Tomorrow, former NBA star Shaquille O’Neal will receive his doctorate in education from Barry University. As he states in a USA Today column (http://usat.ly/IvwhIQ) this is not an honorary degree, it is one in which he earned.

What was his motivation? O’Neal writes, “While I did this for two people – my mother and myself- it certainly would be nice if it could have a broader impact. Too many young kids- particularly black kids- are still dropping out of school way too early. This country will never compete globally when nearly one in four kids fails to complete high school on time.”

While many professional athletes have made headlines over the years for all of the wrong reasons, Shaq has raised the bar in a positive way. As he states, “If there is one thing I hope people take from this personal milestone, it’s that education matters your entire life. A degree, whether high school or doctoral, is not a finish line; it’s simply a mile-marker. My learning will continue. I want others to come along for the ride.”

Leadership by example is a powerful force and it is refreshing to see someone of Shaq’s stature back up his words with actions. Congratulations, Shaq!

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

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Uncommon Leadership

Posted May 2, 2012
by dougdickerson

Famed author Max Lucado said, “God grants us an uncommon life to the degree we surrender our common one.” What a great thought!

Have you considered what uncommon leadership looks like? Do you desire to move from a common leadership style to an uncommon one? What would that look like for you?

I believe uncommon leadership begins with causes greater than self. It seeks to serve; it elevates others, and strives for excellence.

What is your picture of uncommon leadership? I welcome your thoughts.

© 2012 Doug Dickerson
Doug’s new book, Great Leaders Wanted! is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today.

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