“Yesterday all my troubles seemed so far away. Now it looks as though they’re here to stay. Oh, I believe in yesterday.”- “Yesterday”, by Paul McCartney and John Lennon
In Guidepost Magazine, Luciano Pavarotti relates a story from when he was a boy and his father introduced him to the wonders of song. He recounts:
“He urged me to work very hard to develop my voice. Arrigo Pola, a professional tenor in my hometown of Modena, Italy, took me as a pupil. I also enrolled in a teachers college. On graduating, I asked my father, ‘Shall I be a teacher or a singer?’ “‘Luciano,’ my father replied, ‘if you try to sit on two chairs, you will fall between them. For life, you must choose one chair.’ “I chose one. It took seven years of study and frustration before I made my first professional appearance. It took another seven to reach the Metropolitan Opera. And now I think whether it’s laying bricks, writing a book–whatever we choose–we should give ourselves to it. Commitment, that’s the key. Choose one chair.”
At some point, every leader has that moment of awakening when one chair wins over another. The process of getting there will vary from person to person, but that day will ultimately come.
Your growth and development as a leader is a fluid process. Foundational character principles that guide you on your journey will not change, but for the sake of future growth and development as a leader, you must be open to change and new ideas.
As leaders, we also know that the only constant is change. What worked for you in years past may not be sufficient today. If you are content to just “phone it in” and coast as a leader on how it was done in years gone by then you may like have lost your edge. So what is a leader to do? Here are three basic questions you need to answer. Reaching your destiny as a leader may very well depend on it.
Is yesterday’s passion enough?
Passion is the fuel of your leadership. With it, the sky’s the limit in terms of your potential and destiny. It’s what keeps you up late at night and gets you up early in the morning. It’s the “why” that gives your life meaning and purpose.
Zig Ziglar said, “Your attitude, not your aptitude, will determine your altitude.” And that is the secret to achieving your leadership destiny. Leaders who have stood the test of time understand the importance of a positive attitude. Every leader has also dealt with the challenges-both internally and externally, of right thinking. Your attitude will cause you to reach your destiny as a leader or it will prevent it. Be sure it’s a good one.
While values are timeless your methods must be current and relevant to today’s world. Are you still open to new ideas? Do you still have the attitude of a student who is humble enough to learn? Don’t forfeit the destiny that could be yours because of limited thinking. Stay current, be relevant, and keep growing.
When Pavarotti chose his one chair it changed the course of his life. It was that singular decision that put his destiny in motion. In like fashion you must choose your one chair and make sure that you have the right levels of passion, attitude, and mindset to take you to the top.
The single biggest problem in communication is the illusion that it has taken place. – George Bernard Shaw
Not long ago, I went to see the doctor with chest pains. A few weeks before, I was down with the flu and couldn’t seem to shake the effects of a lingering and nagging cough. Thinking the cough was to blame for my chest pains, I went to the doctor in hopes of getting some relief.
Chest x rays came back clear but with a concerned look on her face, the doctor told me that my EKG came back abnormal. “Have you ever had a heart attack in the past?”, she asked with a stern face. “Not that I am aware of I shot back.” “Well, according to the EKG, it says you have, and your heart skips a lot.”
With a referral in hand, I was left to my imagination as to when I may have ever had a heart attack in my past and was I in danger of having another before I could see the heart doctor? Needless to say, it was a long week of waiting coupled with many unanswered questions.
The visit to the heart doctor put my concerns (and my imagination) to rest. Not only did a new and more sophisticated EKG reveal no sign of a previous heart attack, it actually showed a heart that is in pretty good shape. As it turns out, the doctor explained, my first EKG was read by a computer, not a human. The doctor simply read to me what the computer said.
This experience served as a reminder to me of the importance of the human equation in leadership. Whenever leaders are content to settle for what’s seen on the surface we can miss important things that make a big difference. Here are a few good lessons for leaders going forward.
Even the most well-intentioned leader can read situations wrong now and then. But a smart leader will surround him/herself with other leaders who have more knowledge in some situations that can be valuable. When in doubt, defer to others who can help you make more accurate assessments and decisions. This cuts down on unnecessary tensions and helps you avoid costly mistakes. Always give your people the benefit of the doubt and the benefit of your maturity.
Relationships make the difference
While both doctors who attended to me were concerned, only one took the time-plenty of time, to talk to me, ask questions, gather history, and thoroughly explain things to me that made sense and put me at ease.
The human equation in leadership is as important as ever, if not more so. For all of our advancements in technology and communication, there’s just no substitute for building relationships the old fashioned way. It matters that much.
False reads happen to all of us. Second opinions strengthen us. Relationships empower us. Don’t ever underestimate the power of the human equation.
There are no big problems, there are just a lot of little problems. – Henry Ford
A story is told of an old guy driving home from work when his wife calls him on his cell phone. “Phil,” she shouts in a panic, “Please be careful! I just heard on the news that some lunatic is driving the wrong way on Route 80”. “Heck Doris, it’s not just one car,” he replies. “It’s hundreds of them!”
That humorous story is a reminder for all in leadership. For all the times we think we are the only ones who have it all together, we then come face to face with the reality that on any given day, we are the only one who doesn’t.
Sometimes we just have to drop all pretense and just admit it. We are not immune to screw ups. Like everyone else, we’re human.
Leaders deal with problems all the time. Usually someone else’s. But sometimes we’re the problem. There a few ways this plays out. Let me explain how. See if you can relate.
Not every problem that exists within your organization calls for your attention. Only the ones no one else can handle or otherwise requires additional personnel to solve need our attention. We become part of the problem when we take ownership of every problem. Ask yourself this: If you have to solve every problem then what else are you meddling with that you shouldn’t?
The problems we obsess over
Every leader is different and every leader has that one pet peeve that sets them off as nothing else will. It’s in times like this that leaders need to be self-aware enough to realize that they need to back off and not allow their own prejudices to disrupt things. What we obsess over, in the minds and eyes of our people, may be insignificant in light of the big picture. Pick your battles wisely and don’t fall on the sword for your trivial gripes.
The same problems we deal with over and over again
As leaders, we don’t always get things right and make our fair share of mistakes. While it may not be obvious to you, it is to those around you. But don’t let that deter you. The greatest problem is not found in making mistakes or in getting things wrong, the problem is found in not acknowledging them and learning from them.
Are you part of the problem or are you part of the solution?
What I believe is that all clear-minded people should remain two things throughout their lifetimes: Curious and teachable. – Roger Ebert
An article in Pew Research revealed about a quarter of American adults (24%) haven’t read a book in whole or in part in the past year, whether in print, electronic or audio form. Think it’s just the younger generation not reading? Not so fast. The survey revealed that older adults are a bit more likely than their younger counterparts not to read a book. The survey revealed that some 28% of adults ages 50 and older haven’t read a book in the past year.
As an avid reader and author of books, I find the results of this survey both disappointing and revealing. Do these statistics surprise you?
As a leader, the one thing that will give you a distinct advantage both personally and professionally is that you are teachable. Your personal growth and development are non-negotiable if you are a leader who desires to succeed.
It’s important to keep in mind that your growth and development is the result of intentional behaviors that you embrace. You have to be disciplined. So what are some of the habits of teachable leaders that must be embraced? Here are seven for your consideration.
Teachable leaders are readers
You can come up with every excuse in the book (pardon the pun), but teachable leaders are readers. There are just too many options now available not to. From traditional prints books, audio, or on your device, there’s no shortage of access or books, blogs, and magazines to choose from. If you are not teachable and reading then how can you effectively lead the people who are? Click To Tweet (See my current reading list below)
Teachable leaders are listeners
It’s part of a leaders responsibility to talk, engage, articulate vision, etc. which requires being out front and being the voice that brings clarity to the mission. But what’s equally as important if not more so, is being a good listener. How else are you going to know what’s on the hearts and minds of your people other than by listening to them? When you cultivate the art of listening, you demonstrate a teachable attitude. Talk less, listen more.
Teachable leaders are humble
The older I get the more I’ve come to realize just how much I don’t know. It’s humbling. Over the years, I’ve come across people who think that they are “experts” on everything. No matter what the subject, they seemed to know it all. Teachable leaders, on the other hand, are wise enough to know their limitations and are willing to surround themselves with those who complement them and make them better. A teachable leader has the self-awareness to know that they don’t possess all the answers and are humble enough to keep learning and growing.
Nothing will get in the way of the learning process more than a bad attitude. Henry Ford was right when he said, “Whether you think you can or think you can’t, you’re right.” As a leader, your attitude will be your greatest asset or the greatest liability that holds you back. You choose it and you own it. Teachable leaders will succeed or fail, by and large, with their attitude.
Courage starts with showing up and letting ourselves be seen. – Brene’ Brown
Robert Louis Stevenson tells of a storm that caught a vessel off a rocky coast and threatened to drive it and its passengers to destruction. In the midst of the terror, one daring man, contrary to orders, went to the deck, made a dangerous passage to the pilot house and saw the steerman, at his post holding the wheel unwaveringly, and inch by inch, turning the ship out, once more, to sea. The pilot saw the watcher and smiled. Then, the daring passenger went below and gave out a note of cheer: “I have seen the face of the pilot, and he smiled. All is well.”
This story is a great reminder of the power of leadership. Whether you serve in a large corporation, a small business, a nonprofit, of somewhere in-between, people look to its leadership not just for direction, but for a steady hand in the midst of the storm.
Think about the man in the story. He defied orders and he risked his life. But what he came away with made it all worthwhile. He was able to go back and with a cheer in his voice let the others know that they were going to be fine. Why? Because he saw the smiling face of the pilot.
There are a few leadership lessons for you from this story. Don’t underestimate them.
Perceptions matter
Normally, we try to steer clear of perceptions because it’s just too easy to mislead people. But as a leader, you must know that people (for better or worse) do look at you differently. The air of confidence and composure you give matters to people and you should be mindful of it.
Leadership is a matter of having people look at you and gain confidence, seeing how you react.” said Tom Landry, “If you’re in control, they’re in control.” This is why perceptions matter to you as a leader. Just know this – people are watching. What signals are they picking up from you?
People will ride out the storms with you if they trust you
Seth Godin was spot on when he said, “Earn trust, earn trust, earn trust. Then you can worry about the rest.” On good days, leadership is hard. You only complicate things if your people can’t look you in the eyes and know they can trust you.
Courage is contagious
When the daring passenger saw the smile on the face of the pilot, he went to the others with a cheerful heart to report the good news. In that brief exchange, courage was transferred from the steady hand of the pilot the frightful passengers below.
John Maxwell says, “Anyone can steer the ship, but it takes a leader to chart the course,” and in your leadership – through the good times or in the storms, people will rely on you- not because you know how to steer the ship but because you are a leader they can trust.
The face of leadership should be one that gives confidence and courage not fear or retreat.
The greatest among you shall be your servant. – Matthew 23:11 ESV
A few years back, a story was recounted in Today in the Word of how during the American Revolution, a man in civilian clothes rode past a group of soldiers repairing a small defensive barrier. Their leader was shouting instructions, but making no attempt to help them. Asked why by the rider, he retorted with great dignity, “Sir, I am a corporal!”
The stranger apologized, dismounted, and proceeded to help the exhausted soldiers. The job done, he turned to the corporal and said, “Mr. Corporal, next time you have a job like this and not enough men to do it, go to your commander-in-chief, and I will come and help you again.” It was none other than George Washington.
Learning the ropes in leadership can be painful. Just like in the above story. And it’s especially hard when attempting to lead others. You can lead by decree or you can lead by example.
There are a few leadership lessons that stand the test of time. They’re simple but yet serve as necessary reminders.
Not everyone with a title is a leader
Having a title means you have a position of authority within the organization. Most likely it conveys that you have some type of leadership potential or qualities. It doesn’t necessarily make you a leader. There’s a big difference between people respecting you because of your title and people respecting you because of your leadership. Understand the difference between the two and strive for the latter.
True leaders let their actions speak louder than their words
Washington didn’t pull rank with the corporal. He simply got off his horse and helped the men finish the job. He led by example and the sweat of his brow.
Perhaps by now, many of you have seen the photo of Bill Gates standing in line at a Dick’s Drive-In in Seattle.
Credit: Paul Rich
The picture captivated millions around the world. Here’s the leader of Microsoft- the second richest man in the world, and he is quietly and patiently waits his turn in line. No special privileges, no airs about him, just being a regular guy waiting to order a burger and giving a powerful lesson in leadership all at the same time.
So often, the greatest impact you can make as a leader is not when you are being loud and obnoxious or when you are pulling rank, but with quiet strength, you are willing to get off your high horse and lead by example.
In any team sport, the best teams have consistency and chemistry. – Roger Staubach
In the past few weeks, I have shared a series of articles devoted to helping employees and leaders understand each other better. While it was not a comprehensive list, it does shed light on some of the most common complaints from each respective side.
In case you missed it, allow me to share, without comment, the two lists with you:
7 things you do as a leader that your team can’t stand:
You are out of touch with your people
You don’t communicate values and vision
You don’t have their backs
You don’t call out bad behavior
You don’t empower your people
You don’t easily change
You don’t realize that everything rises and falls on leadership
7 things you do that your leader can’t stand:
You are not a team player
You play politics
You point out problems, provide no solutions
You don’t go above and beyond what’s required
You don’t take risks
You stop growing and learning
You don’t lead yourself well
The respective lists are not meant to pit one side against another. They are, however, meant to create dialogue to help you build bridges that get you talking with each other. So how can leadership and employees be more mindful of each other? Here 7 paths forward.
See yourself for what you are – a team, not combatants
So long as either side reads through the previous lists with a “see, this is how they are screwing things up for us,” attitude- then going forward as a unified team will always be out of reach. If either side sees the other as nothing more than combatants to be conquered then where is the team chemistry you need to go forward and be successful? As long as it’s an “us vs. them” mentality, the path forward will be long and hard. Everything rises and falls on trust. You must protect it at all costs.
Take ownership of your actions
It’s just too easy to point fingers and lay blame at the feet of those you don’t like or get along with. It’s time to get past that and think of what’s best for the team. Is your attitude moving the team forward or holding it back? If not, then before pointing the finger at someone else, look first in the mirror and figure out why. So long as you think it’s all about you then you are hurting more than helping.
Change your perspective
Admittedly, too many leaders are out of touch with what’s going on in their respective organizations. Maybe they’ve lost touch with what it’s like day to day in the trenches. Perhaps those on the front lines don’t truly appreciate the voluminous amount of work that goes unnoticed to keep things operating. Either way, it’s fixable. Both sides should begin moving toward one another and open up better avenues of communication and understanding. When you see what’s going on from the other person’s point of view, things can look a lot different. Do it.
Stake your claim to your culture, pave your path to the future you want
If you had the opportunity to create the ideal culture in which you woke up with anticipation about going and being a part of something greater than yourself, that brought you and your colleagues genuine enjoyment, where everyone rose to the challenge, had each other’s backs, and went the extra mile to get there- what would that look like for you? The future you want begins with the culture you build and everyone must build it together. Click To Tweet
Hold each other accountable
If you are going to move forward as a team, then every area that affects team performance must be held to account. From the bottom line, attitudes, behaviors, culture – everything must be on the table. If it impacts the organization, it must be evaluated for its contribution.
Many things will contribute to the growth of your organization. But everything will rise and fall (to borrow the phrase from John Maxwell) on leadership. It’s as your organization develops leaders and adopts a leadership mindset that you will begin to chip away at all the negatives that each side points to as the reason for the team not moving forward. Raise up, leaders. Develop leaders. Grow your organization.
The consistency and chemistry of your team take hard work, commitment, and resolve. Be all in with your level of commitment and lead with integrity and you will all move forward together.
As promised, this week the script is flipped. It’s time to take a look at the things that people in the organization do that the leader can’t stand. It’s only fair considering the number of people who at one time or another have said they work for an idiot.
Keep in mind, the observations from this article including the one from last week are not designed to be used as ammunition to go after one another. It’s designed to put into context the necessity of a greater conversation that’s needed. Next week, I will devote this space to how both sides can come together, work through these issues, and be a stronger organization.
So what are the seven things you do that your leader can’t stand? Just like last week, this isn’t an exhaustive list but represents some of the more common ones.
You are not a team player
This one thing will irritate your leader quicker than anything else. When the reality or the perception is that you do what you do more for the benefit of yourself than for the benefit of the team it will rub your leader the wrong way. You have little credibility when railing against your organization or leader when all of your actions demonstrate that you are using them for your own gain. Team players lift their leader, their peers, and thus, the entire organization. Click To Tweet
Your leader can’t stand your self-centeredness.
You play politics
When you elect to engage in the office politics game it’s a demonstration that you have lost your focus and calls your motives into question. What your leader needs is not your skill at manipulating others but your ability to empower others. Your leader needs people on the team who are more concerned with reaching their goals and lifting those around them to do the same. Playing politics to get your way or get ahead is the lowest form of leadership.
Your leader can’t stand you stirring up dissension.
Your leader can’t stand people who only give minimal effort.
You are not willing to take risks, you play it safe
This is not about taking reckless risks or behaviors that would otherwise put the organizations in jeopardy. But it does demonstrate that you are willing to think outside the box, that you are open to creative solutions, and that you take nothing for granted in terms of where the organization is and where it expects to go. Yet when you had rather play it safe and avoid risks’ then you are not moving the ball forward.
Your leader can’t stand small thinking.
You stop growing and learning
No matter how good you are at doing what you do, there will always be room for improvement and something to learn. As John Maxwell said, “No matter how much it costs you to keep growing and learning, the cost of doing nothing is greater.” What signal does it send to your leader when you stop growing and learning? What do you think he or she thinks of your capacity to be a future leader in your organization if you are not growing and learning?
Your leader can’t stand you not growing as a leader
Now that the 7 things have been named and brought to light on both sides, next week I will look at win-win solutions. It’s time for some conversations. I invite you to join in.
Laughter and tears are both responses to frustration and exhaustion. I myself prefer to laugh since there is less cleaning up to do afterward. – Kurt Vonnegut
I read a report in Lighthouse about a survey of 1,000 American employees conducted by Michelle McQuaid. The survey revealed that 65% of respondents would take a new boss over a pay raise.
The same article cited another survey that found that 75% of employees consider their direct manager the worst part of their job. Ouch!
Are you surprised by this?
Many factors contribute to the attitudes and behaviors that exist in the workplace. While every workplace is unique, I believe there are some common characteristics of leaders who, for better or worse, contribute to the culture of the organizations that they lead.
If you are a leader on any level in your organization, you need to pay attention to my list of seven things you do as a leader that your team can’t stand. It’s not an exhaustive list, but these are the more common ones. And to be fair, the script will be flipped in next week’s space, so stay tuned.
Let’s be clear—loyalty is a two-way street. Your people need to know that you not only believe in them but also have their backs when the chips are down and the stakes are high. They need to know that you are a leader who is willing to go to the mat for them. You can do this by taking a little bit more of the blame and a little bit less of the credit.
Your team can’t stand being thrown under the bus.
You don’t call out bad behaviors
If you turn a blind eye or a deaf ear to toxic behaviors and attitudes, then—simply put—you are demoralizing your team. And you can rest assured that the good ones, whom you can’t afford to lose, are probably already looking to make their exit. And why not? If you are not calling out bad behaviors, then why should your team place their confidence in you as a leader? What you tolerate, you promote.
Your ability to adapt as a leader gives you a competitive edge professionally. The same is true personally. But if you are a leader stuck in your ways and unable to adapt to your changing environment, you are taking away your competitive edge. Your team can’t move forward and remain relevant if you are the last one on board. Click To Tweet In other words, the train will leave with or without you. Don’t give away your competitive edge because you are stuck in a mindset and way of doing things that only served you well twenty years ago.
Your team can’t stand waiting for you.
You don’t realize that everything rises and falls on leadership
This point is attributed to John Maxwell, who coined the phrase. But as you read through my list, you will see that at the heart of every issue that gives your team grief, at the core, is a leadership deficiency that drives it. While this is problematic, there is a silver lining to be found. You can right the ship and make corrections. But you must put yourself on a leadership track that will help you. To lead your people, you must first know how to lead yourself.
Your team can’t stand you not being a strong leader.
You don’t have to be the boss or leader that your team can’t stand. Are you ready to rise to the leadership challenge?
From time to time, I plan to bring you excerpts from various leadership podcasts that I listen to on a regular basis as a part of my own personal growth and development plan. Your growth and development as a leader doesn’t happen by accident. Neither does mine. It must be intentional. In my desire to add value to you, I plan to bring you these short excerpts from time to time to give your leadership a boost.
This week I am bringing you an excerpt from The John Maxwell Leadership Podcast. These notes come from the episode entitled: Growth and Gratitude Part 1: (Everything in the quotation box is from John Maxwell)
How To Make Your Contribution Larger Than Your Reward
Adopt a no entitlement attitude
You believe that you have to make some kind of a valuable contribution to others before you deserve any reward.
You have only one thing to focus on every morning – how can I add value to other people today?
Your job is not to worry about what you’re going to reap, your job is worry about what you’re going to sow.
Be the first to help.
Zig Ziglar said, “You can get everything in life that you want if you will just help other people get what they want”.
Being the first to help is very special. My success is determined by the seeds I sow, not the harvest I reap.
How do you plan to make your contribution larger than your reward?
D
