Leadership – Page 32 – Doug Dickerson on Leadership

Jumping to Conclusions

Posted November 10, 2016
by dougdickerson

Man is too quick at forming conclusions- Edward E. Barnard

John was driving home late one night when he picked up a hitchhiker. As they rode along, he began to be suspicious of his passenger. John checked to see if his wallet was safe in the pocket of his coat that was on the seat between them, but it wasn’t there! So he slammed on the brakes, ordered the hitchhiker out, and said, “Hand over the wallet immediately!” The frightened hitchhiker handed over a billfold, and John drove off. When he arrived home, he started to tell his wife about the experience, but she interrupted him, saying, “Before I forget, John, do you know that you left your wallet at home this morning?”.

Jumping to conclusions. It would be great if we could raise our hands and say we’ve never done it, but we all know better, don’t we? Many of us as leaders have been too quick to jump to a conclusion about a person or situation only to regret that decision later. We didn’t wait for all the facts and we let our imaginations get the best of us. In the heat of the moment we made a decision only to regret it later.

As leaders our gut-instincts are critical. We come to rely on our perceptions and intuition and hopefully more times than not they serve us well. So how can we avoid those embarrassing times when we blow it and our conclusions are wrong? Here are a few tips worth considering.

Give people the benefit of the doubt

Not every idea is a bad idea and not all of your ideas are the best. Be open minded enough to hear out the people in your organization and what they have to offer. Appreciate the diversity of thought in your organization and the people who act in good faith to add value. When people fall short of your expectations be willing to work with them to find ways to improve. Don’t write them off too soon.

Cynical leaders are a drag on the organization because in due time the people in your organization are going to recognize it and as a result will be less likely to bring forth their ideas if all you are going to do is criticize it.

Seek inclusion and input

Your stock as a leader is going to go up as you bring more people to the table and work together. The buffer to your cynicism rests in your ability to hear from everyone. Even if your gut instinct about an idea or person turns out to be correct chances are in the natural course of inclusion and discourse it can be resolved.

By bringing people to the table it can validate your suspicions or it can erase them. Be willing to hear from all sides before jumping to a conclusion you may come to regret later.

Sleep on it

I’ve regretted not doing this way too many times. But sometimes the best thing to do when faced with a dilemma or decision is to just sleep on it. Often time afterward the situation looks much different and you have a much better perspective.

By sleeping on it and thinking things through one thing is for certain – you will not wake up with regrets about making the wrong call. Patience is a hard virtue to come by, and I admit it’s not always mine. But it’s better to make the right decision off a good night sleep than not being able to sleep knowing you blew it.

Check your motives

Before jumping to conclusions about people or ideas within your organization why not check your own motives at the door. What is the basis for the conclusion you’ve come to? What is your motivation? Have you openly and honestly played all of your cards for the benefit of the team? What are you holding back? Do you have your own agenda you are trying to protect?

Yes, these questions all sound like the very ones we use to come to our conclusions about other people, right? Well, perhaps as leaders it’s time to turn the tables and do a little soul-searching of our own.

As a leader it is important to trust your instincts and intuition and not jump to conclusions. Be quick to listen, slow to speak, and even slower in jumping to conclusions.

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Breaking Up Is Hard To Do

Posted November 3, 2016
by dougdickerson

“Don’t take your love away from me

Don’t you leave me in misery

If you go then I’ll be blue

Cause breaking up is hard to do

Neil Sedaka

The song by Neil Sedaka was first recorded in 1962 and hit number one on the Billboard Hot 100. Sedaka recorded it again in 1975. Without a doubt it was one of his signature songs.

Breaking up. Broken hearts, Lost love. The song encapsulates it all. And it’s time to explore the issue now. But not in the way you may think.

A survey by ADP Canada revealed that two-thirds of employed Canadians or 65 percent, are “ready to walk or leave their office doors.” The are described as “the uninspired”, “the casual daters”, and “the dissed”. While the survey was exclusive to Canadian, the implication is clear- many are ready to break up.

Circumstances will vary from one organization to the next but the reasons for wanting to break up will be similar. While the reasons for a break up might be numerous let’s explore three of them now.

Lack of loyalty/trust

Loyalty and trust go hand in hand and when one suffers it has an impact on the other. People within your organization need to know that you have their back and that you trust them.

As pointed out in the aforementioned article company loyalty has been in decline since the 1980’s. How can any organization successfully move forward with a steady loss of loyalty and trust? As a leader you must shore up the loyalty trust issue. Without it your future is in jeopardy.

Poor communication

Communication is the life-blood of your organization. When done right your people will respond. Your people not only want to be informed of decisions that affect their performance but need to be included in it. If your leadership style is to lead by decrees then this might explain why you have loyalty/trust issues.

Be proactive in establishing clear lines of communication and be inclusive with your team. They will appreciate the inclusion and it will strengthen morale.

Lack of vision or purpose

The buy-in to one’s work is linked to a clearly defined vision and purpose. People deserve to know the vision in terms of where the organization is headed and the significance of their role in seeing it to completion.

If you people are in the dark as to the vision and mission of the organization or if the organization is adrift internally then one’s purpose will be a casualty. A smart leader will keep the vision, mission and purpose clear and before the team at all times.

While breaking up might be hard to do it becomes much easier for your people if there is no loyalty or trust, when communication is ineffective, and when there is no vision or purpose found in being there.

It’s time to evaluate the strength of your organization and reinforce what matters most. Building the type of organization your people would never dream of leaving begins by being the type of leader everyone wants to follow.

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Value- Added Leadership

Posted October 27, 2016
by dougdickerson

Few things increase the credibility of leaders more than adding value to the people around them. – John Maxwell

American artist James Whistler, who was never known to be bashful about his talent, was once advised that a shipment of blank canvases he had ordered had been lost in the mail. When asked if the canvases were of any great value, Whistler remarked, “not yet, not yet.”

Value, like beauty, is in the eye of the beholder. While it’s not too hard to spot beauty when we see it, the search for value might be a bit more challenging.

I came across an article in Inc. magazine (http://on.inc.com/2bZaq1X) by John Brandon in which he reveals the results of one survey that should grab the attention of every leader who has anything to do with his or her employees. Citing a survey by O.C. Tanner that surveyed 2,363 office workers it “ found that, for those who feel appreciated, a whopping 89% feel satisfied in their jobs. That number drops to only 51% for those who said they don’t feel appreciated.

In the same control group, 85% of the “appreciated” employees also said they were satisfied with life while 61% of the under-appreciated employees were not happy with life in general. The data creates a stark contrast in other areas as well, revealing that those who feel appreciated tend to be less stressed, have a better sense of belonging, and feel like they have better control over their life.”

In theory we know that employee engagement is a good thing. We intuitively know that we should be engaged and taking a proactive posture towards building relationships that make a difference. As a leader, the value that you add to your organization is like one of those blank canvases. The value is yet to be determined. So what can you do as a leader to make a difference and create a masterpiece? Here are four practical ways.

Add value with your words

You can add value to those in your sphere of influence simply by the words you speak. Be generous with praise, be passionate with vision, be patient in confrontation. But understand that the word you use set the tone for the way in which your employees react and how together you move forward as a team. When they feel valued they will perform like it.

Add value with you actions

In as much as your team likes to hear from you, what carries the day is not your words but your deeds. Talk is just that – talk. Value is added when you back it up with actions that moves the team in the right direction. If you want to see morale soar in your organization be a leader that backs up the talk with action.

Add value with your attitude

Your attitude is the thermostat for the morale of your organization. It’s most unrealistic for you to expect strong morale from those you lead if your attitude stinks. Can you blame them? You add value to those you lead with a strong attitude that knows how to celebrate accomplishments, is steady in times of testing, and sets the bar high with a winning attitude.

Add value with your culture

The findings in the above mentioned survey found that the quality of life not only at work but outside of it was much improved simply because the employees felt appreciated. What one, two, or three actions could you do today that would add value to those you lead? It’s not about righting the ship overnight, but it is about taking steps today that can begin to change the culture of your organization. And you don’t have to fly off to some fancy conference to learn or do this.

Adding value to those you lead should be utmost in your mind, your heart, and the focal point of the decisions you make. Are you a value-added leader?

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Choose One Chair – Becoming a Leader of Destiny

Posted October 20, 2016
by dougdickerson

“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 a number of years back 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 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 is 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.

Yet perhaps the wear and tear of the daily grind has taken its toll on you. Perhaps your dreams haven’t been realized and you feel there is no use in going forward. Let me encourage you today to buy-in to the words of Joel Osteen when he said, “If you’re alive and breathing, you can still become everything God has created you to be.” Becoming a leader of destiny requires a new passion going forward. While the passion you started out with may have been sufficient at the time; today’s goals, dreams, and destiny will require more.

Is yesterday’s attitude adequate?

If passion is the fuel of your leadership then your attitude determines your mileage. How far you go is about possessing the right attitude. Your attitude in years gone by may have served you well up to a point, but to get to the next level you may have to step it up a notch.

Zig Ziglar said, “Your attitude, not your aptitude, will determine you 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.

Is yesterday’s mindset working?

One of the greatest threats to your leadership today is holding on to a “this is the way we’ve always done it” approach of years gone by. Evolving as a leader is not about disrespecting the past but has everything to do with letting it go for the sake of your future.

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.

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What I Wish I Knew About Leadership 30 Years Ago

Posted October 14, 2016
by dougdickerson

Photo Credit: Google Images

A fool thinks himself to be wise, but a wise man knows himself to be a fool. – William Shakespeare

One of the benefits of aging (not that I am old) is attaining a certain amount of wisdom that can be garnered from it. Being able to look back over a certain span of time and reflect on where you’ve come and lessons learned can be instrumental in how you look to the future. Sharing those life lessons to a new generation of leaders can be invaluable.

The late George Burns once said, “You can’t help getting older, but you don’t have to get old.” That’s a great philosophy. But the aging process ultimately takes a toll on all of us.

What are some of the signs that you are getting older? Here are a few I came across that are my favorites: You know you’re getting older when… everything hurts and what doesn’t hurt doesn’t work; the gleam in your eyes is from the sun hitting your bifocals; when you feel like the morning after and you haven’t been anywhere; your children begin to look middle aged; your favorite part of the newspaper is “20 Years Ago Today”; you sit in a rocking chair and can’t get it going; and finally, your knees buckle and your belt won’t.

I’ve been reflecting lately on the things about leadership I wish I knew back in my twenties that I now know. If I had understood them better it would have saved me a lot of grief and heartache along the way. Here are a few things about leadership I wish I had known.

I don’t always have to be right.

I know many in their twenties who think they know it all. I was one of them way too often. With the passing of time I have learned how much I don’t know. What I wish I knew back then was that my formal education was only the beginning. The real educational experience began after graduation –it’s called the real world. I wish I knew in my twenties just how little I knew, and that I didn’t always have to be right.

Building bridges is more practical than burning them

I wish I knew in my twenties the depth and breadth of how important relationships are in leadership. Sadly at times, it was a “my way or the highway” attitude that culminated in sad endings. As I’ve grown older the more I understand and care about building healthy relationships. I’ve grown to appreciate connecting with like-minded people and building more bridges between them and others.

Titles don’t mean a lot

What I thought was important in my twenties was acquiring a title- that somehow that validated my leadership. With that was the idea that my position commanded respect, admiration, and approval. I was wrong. In hindsight after 30 years I understand that a position without respect, trust, and integrity are meaningless. I’d stop chasing titles and positions and focus more on serving others.

Forgiveness is a virtue

Taking up the mantle of leadership is risky business. With all of the joys and rewards associated with it, also come disappointments and frustrations. In my twenties when I was wronged it was hard not to take it personal and not hold a grudge. What I wish I had known back then was that my unforgiveness was not hurting the person who offended me, it was hurting me instead. Life is too short to hold grudges and be mad. Forgive and move on. And remember, you will need to be forgiven at some point.

It’s not about me

The narcissism of my twenties has given way to the “selfie” narcissism we see in today’s culture. Back in my twenties, of course, there were no cell phones, internet, Facebook, etc. But the leadership principle remains. What I wish I knew then that I know now is that the ultimate act of my leadership is not what I do for myself but in what I do for others. My leadership is not meant to be self-serving but rather what I can do to add value to the lives of those around me.

One thing is certain–life in leadership is a continual learning process. Wherever you are on your journey, never stop growing.

What lessons have you learned?

*This column was originally posted in 2015. This upcoming week is my birthday week and I share this from a nostalgic point of view.

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Stepping Out of Your Comfort Zone – Stepping Into Your Destiny

Posted October 9, 2016
by dougdickerson

Leadership is all about taking people on a journey. The challenge is that most of the time, we are asking people to follow us to places we ourselves have never been. – Andy Stanley

In our respective leadership circles we hear a lot about stepping out of our comfort zones. “It’s where the magic happens,” we are told. And yet for whatever reason we are reluctant to leave the comforts of what we know and fail to experience all that we could. Sound familiar?

Peter was such person in Scripture that a lot of us can identify with. He was one of the twelve chosen by Jesus to follow Him. That alone is an impressive resume builder. More than that, Peter was one of three (Peter, James, and John) who were really close to Jesus. That made him uniquely special. He was part of the inner circle.

For all of these impressive qualifiers there is also a side to Peter I am more prone to identify with. Peter is very much human- a hot head, one who likes to speak his mind. Jesus had a knack for choosing ordinary people. I like that because it gives me hope. They were a ragtag group of fishermen and a tax collector. A traveling band of brothers. World changers.

In Matthew 14 we read a story where Jesus had his disciples get into a boat and go before Him to the other side of the lake. While making their way to the other side a storm developed and the guys were scared. Get the visual here—they were fishermen by trade. Being in a boat with a developing storm was not new to them. It must have been bad.

In the fourth watch of the night Jesus appeared to them walking on the water. Now they are really afraid. They think they are seeing a ghost. But Jesus speaks to them and tells them not to be afraid (vs.27).

Comfort zones. Think about yours for just a moment. Have you become too comfortable? Have you become too predictable? What is the appeal that keeps you there so that you are not willing to venture out of it? Every possible concern and question Peter faces in this moment are ones you and I can identify with. Let’s explore them.

You will have doubts (vs. 28) “Lord if it is you…”

From the confines of the boat at night during a storm Peter has his doubts. That makes sense. No one is going to fault him on this one. Peter is keeping his cards close to his chest and erring on the side of caution. With his doubts firmly in place, he says to Jesus, “Lord if it is you, command me to come to you.”

As leaders we all have our doubts. What will people think? What will they say about me if I try this and fail? What if I screw things up? How will it make me look to my peers? We can massage our doubts in our comfort zones or we can set them aside and get out of the boat. Either way, we will have doubts just like Peter.

You will be challenged (vs. 29) “So He said, ‘Come’…”

For Peter this falls under the category of “be careful what you ask for”. Peter has really stepped in it this time. Jesus takes him up on his offer and commands him to come to Him. What is Peter going to do? In front of his peers Peter makes this appeal and Jesus calls his bluff. Peter has to act.

All leaders face times of testing and challenges. And when you do there comes a time for talk and there comes a time for action. For Peter, the time to act was at hand. Your comfort zone will either keep you in the boat or you can step into your destiny. It’s all up to you.

You will have fears (vs. 30) “He walked on the water…he was afraid…”

Peter takes Jesus up on His offer to step out of the boat and starts walking. Pretty impressive I must admit. I am not so sure I would have done that in the middle of a storm at night. But when he begins to walk he is distracted by the winds and waves. Ya think? As a result, Peter begins to sink.

As leaders we begin to sink when we take our eyes off the ball – the goal, dream, vision, our mission. When all we see is our fears and all we listen to are the voices telling us why it can’t be done we tend to lose our way. When we take our eyes off Jesus we do the same. I don’t fault Peter for his momentary slip. I admire him. He faced his fears and got out of the boat. What fear is keeping you in your comfort zone?

Here are a few take-aways that are important to remember as a leader:

God knows where you are

That the disciples would be in the boat and a storm would come was not lost on Jesus. He knew. And today He knows right where you are. You might be full of doubts, and fears, – even questioning your own abilities, but this is not about you. It’s about placing your hopes, dreams, and goals into more capable hands than yours and trusting Him to do with it what you can’t.

God knows your struggles

We all have struggles as leaders. We all have our imperfections. We each have our own set of doubts, fears, and questions we wrestle with. He knew about the disciples in the storm and He knows what you are up against. God wants to disrupt your comfort zone and stretch your faith as a leader.

God’s timing is perfect

The disciples had been in the boat battling the storm for a long time. You too might be facing opposition, doubts, and difficulties. You might be on the verge of giving up. Jesus didn’t come to the disciples when they wanted Him to, He came when they needed him the most. It’s when we come of the end of ourselves that God shows up and takes us places we never imagined. How different would your comfort zone look if you invited God into it?

Are you ready to step out of your comfort zone and into your destiny? Take the first step.

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Are You Running On Empty?

Posted September 30, 2016
by dougdickerson

Once upon a midnight dreary, while I pondered weak and weary. – Edgar Allen Poe

A first-grader wondered why her father brought home a briefcase full of work every evening. Her mother explained, “Daddy has so much to do that he can’t finish it all at the office.” “Well, then,” asked the child innocently, “why don’t they put him in a slower group?”

Have you ever had one of those days you wish you could be placed in a slower group? I think perhaps we’ve all had one.

It should come as no surprise that there is a high number of people who report burnout at work. A report from Statista (http://bit.ly/2dIiPan) reveals that as many as 62% of North Americans report high levels of stress. Of course it doesn’t help that workload ranks as the top source of stress for those employees.

So how are you doing? A little weary? Are you feeling the stress? Are you feeling a little overwhelmed? Are you running on empty? What you need is some R.E.S.T. Here are four simple reminders every leader needs to take to heart.

Remember you are only human. As leaders we like to pride ourselves in the quantity of our work. We equate success with how much we produce. But if we are not careful along the way we can take our eye off the ball and the quality of our work begins to suffer. Not good.

Our bodies need time to rest and recharge. As leaders we like to pride ourselves by being the first to arrive and the last to leave and outpace everyone. But we all have our limits. As a leader you are on a journey, not a 50-yard dash. Set your pace, work hard, but don’t forget that you are only human. It’s OK to rest.

Examine your priorities. “Either you run the day,” said Jim Rohn, “or the day runs you.” That is powerful advice for any conscientious leader. Intuitively we know it to be true. But how intentional are we in making it happen? I think sometimes as leaders we can be guilty of bringing much of our fatigue on ourselves because our priorities are misplaced.

How much time do you spend during the course of a day dealing with things that easily could be delegated? The most precious commodity you have is time. Using it wisely can make a world of difference. When you put your priorities in order you can save a lot of time and energy. Get this straightened out quick.

Set boundaries. One of the hardest things a leader learns is how to set boundaries. Perhaps it’s a pride thing. We like being needed and freely dispense our wisdom to anyone who cares to listen whether it makes sense or not. We take on more than we possibly have time for just because we feel like “it’s the right thing to do.”

But here’s the rub- our good intentions don’t always measure up to our energy level. Just as we have to set our priorities we also have to protect our boundaries. So along the way we have to say no to good ideas. We have to take a pass on that extra-curricular activity that competes for our time. Establishing your boundaries is not a task to delegate; it’s a task you own. Are you tired of running on empty? Are you tired of being drained physically, mentally, and emotionally? Define your boundaries and draw your line in the sand. No one is going to do it for you.

Take action. Running on empty? We’ve all been there. Feeling burned out? I know how you feel. No one is immune from these seasons in life, work, and in leadership. But we are not powerless on our path forward. We do have choices.

It’s up to you to know your limitations and act accordingly.

It’s up to you to set your priorities and stop wasting your time and energy.

It’s up to you to protect your boundaries and learn to say no. No one is going to do it for you.

Are you tired of running on empty? Are you sick and tired or being sick and tired? It’s time to fuel up. It’s time to get some R.E.S.T.

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The Most Important Person in the Room is Not You

Posted September 23, 2016
by dougdickerson

Everyone has an invisible sign hanging from their neck saying, ‘Make me feel important.’ Never forget this message when working with people- Mary Kay Ash

At age 16 Andor Foldes was already a skilled pianist, but he was experiencing a troubled year. In the midst of the young Hungarian’s personal struggles, one of the most renowned pianists of the day came to Budapest. Emil von Sauer was famous not only for his abilities; he was also the last surviving pupil of the great Franz Liszt. Von Sauer requested that Foldes play for him. Folds obliged with some of the most difficult works of Bach, Beethoven, and Schumann.

When he finished, von Sauer walked over to him and kissed him on the forehead. “My son,” he said, “When I was your age I became a student of Liszt. He kissed me on the forehead after my first lesson, saying, ‘Take good care of this kiss–it comes from Beethoven, who gave it to me after hearing me play.’ I have waited for years to pass on this sacred heritage, but now I feel you deserve it.”

The young Andor Foldes experienced what the average person in your office/organization wants to experience (no, not a kiss!) but validation and approval.

In fact, a report by the American Psychological Association (http://bit.ly/2ddRXvf) found that those who report feeling valued by their employer are significantly more likely to be motivated to do their very best (93 percent vs. 33 percent). So how are we doing?

Value. It is a word as leaders we like to kick around. We want to “add value” we say, but in reality, do we? Really?

Are you running a deficit on people skills and showcasing the most important people in your organization? Here are three simple tips that you can put into practice right away that can make all the difference in the world to your people.

Say it

Your people are the most appreciable asset you have. As you interact with your team members, look at them with that invisible sign around their neck that says, ‘Make me feel important.’ How about a compliment? How about word of encouragement? How about a pat on the shoulder, a look in the eye, and a sincere “Thank you for all that you do. We really appreciate all of your hard work!” Who wouldn’t feel important after an encounter like that?

Leadership tip – Your people don’t care how much you know until they know how much you care. Tell them!

Show it

Your words are nice and your words are important. But you can also make them feel important by your actions. Take time to celebrate your victories along the way and give honor where honor is due. You don’t have to break the bank to make your people feel important but you should be willing to acknowledge your people and the sacrifices they make. Make your people feel important giving them a hand-written note of appreciation with a gift certificate enclosed to their favorite restaurant. It doesn’t have to be elaborate but the acknowledgement lets them know they are important.

Leadership tip – Leaders who are invested their people will have people invested in their leader.

Share it

Making team members feel important is essential to you as a leader. It does wonders for morale and the sense of shared accomplishment is elevated. But you are not the only one who looks upon your team members and sees their value. After 25 years of service one company I know of gives their employees and spouse an all-expense paid dream vacation. Behind every great team member is a significant other who shared in the sacrifice you benefited from. The circle of your success is far more reaching than you might imagine.

Leadership tip – The most important person in the room is not you. It’s everyone who has joined with you, bought into your vision, share your passion, and have cast their lots with you to carve out a future together. It’s them.

Who have you made feel important today?

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In Praise of Second Fiddle Leaders

Posted September 15, 2016
by dougdickerson

Expressions of servant leadership are found when you concede being in the spotlight by putting someone else in it.

Where were you on April 8, 1974 at 9:07 p.m. EST? It might be a stretch for some to remember where they were last weekend, much less on this date 42 years ago, if indeed you were even alive. But I remember the date and time like it was yesterday. I was glued to my TV watching one of my sports heroes make history.

The stadium in Atlanta, Georgia was filled with 53, 775 joyous fans. It was in the fourth inning with a runner on first, when finally it happened- with one powerful swing of the bat – baseball history was made. Hank Aaron hit homerun number 715 into the Braves bullpen in left field. Babe Ruth’s long-standing record was finally broken.

[youtube https://www.youtube.com/watch?v=HFsTiV7bqCo&w=350&h=350]

But there is another part of the story that is rarely, if ever, mentioned. Right off the top of your head, can you name the pitcher who threw the ball to Aaron? What team were they playing? On that April night, someone had to be the hero, and someone had to make it possible. That person was left-handed veteran Al Downing of the Los Angeles Dodgers. Downing had a career ERA of 3.22 with a Win-loss record of 123-107. On this historic night, Al Downing was second fiddle.

Second fiddle. Not a very glamorous sounding title is it? But were it not for untold thousands of people who courageously bear the name, we would not have our heroes to idolize. To be sure, – every quarterback needs a center, every NASCAR driver needs a crew chief, the boxer needs a trainer, etc. Behind and beside every successful person is a second fiddle who helps make it all possible.

Who are the second fiddle people in your organization? Chances are you have already identified this person. They are your most reliable go-to people who make things happen without being asked or told. They have an intuition of what needs to be done and take action. They prefer the shadows over the spotlight and whose job, when completed, make you look better than you are.

I contend that what we need today are more people who play second fiddle. Yes, we need strong leaders out front casting vision, defining the mission, and leading the way. And yes, we need our heroes to cheer who inspire us to be our best. All of my teammates in Little League wanted to be like Hank Aaron.

But in a culture where people clamor for the spotlight perhaps a second look is in order. The backbone of every successful leader, organization, business, and any other worthwhile cause is a dedicated group of people who play second fiddle- the unsung heroes, the real leaders.

So here is to all the second fiddle leaders out there – I write in praise of your leadership. You have conceded the spotlight by putting others in it and by doing so have shown what servant leadership is all about. People may not know your name, or see the tireless contributions you make, but none of it could be done without you.

Al Downing may be a tiny asterisk in the annals of baseball history. But were it not for Al Downing on that April evening 42 years ago you wouldn’t know the history of Hank Aaron. We need more players willing to step up the big leagues and play second fiddle. Are you game?

By the way, the Braves won the game 7-4.

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What’s On Your Success List?

Posted September 8, 2016
by dougdickerson

Things which matter most must never be at the mercy of things which matter least. – Johann Wolfgang von Goethe

The story is told of a new bank president who met with his predecessor and said, “I would like to know what have been the keys to your success.” The older gentleman looked at him and replied, “Young man, I can sum it up in two words: Good decisions.” To that the young man responded, “I thank you immensely for that advice, sir, but how does one come to know which are the good decisions?” “One word, young man,” replied the sage. “Experience.” “That’s all well and good,” said the younger, “but how does one get experience?” “Two words,” said the elder. “Bad decisions.”

Years ago, like many I suppose, I was programmed to equate success in terms of what I was able to cross off of my “to-do” list at any given time. As each item that was transcribed onto the list was successfully completed it somehow gave me a sense of accomplishment. But the euphoric feeling didn’t last long as a new list soon replaced it and the process started all over again.

As time went by I began to see and understand the frustration associated with this hamster wheel approach of measuring success. I was running myself ragged checking off “to-do’s” which ultimately culminated with an empty feeling on the inside and little to show for it outside. Can you relate?

Allow me to introduce you to a few ideas from the book The One Thing, by Gary Keller (Order on Amazon at http://amzn.to/2c6nqje) that I believe will empower you as a leader. K onething eller devotes a powerful chapter to the myth that everything matters equally. Here are three key thoughts worth consideration.

You need a success list not a to-do list

The key thought here is that your to-do list tends to be long whereas your success list tends to be short. “If your to-do list contains everything,” says Keller, “then it’s probably taking you everywhere but where you really want to go.” Focus more on what you should do and less on what you could do. Keller adds, “Instead of a to-do list, you need a success list- a list that is purposefully created around extraordinary results.” Your success begins with the way you frame it and define it. Success is not measured by checking off the to-do list, it is measured by what you check off of your success list.

Not everything is equal

Being busy does not necessarily translate into being successful. We succumb to the tyranny of the urgent and we end up chasing rabbits all over the place. In the end, the rabbit wins and you are worn out, frustrated, and empty-handed. Keller observes, “When everything feels urgent and important, everything seems equal. We become active and busy, but this doesn’t actually move us any closer to success. Activity is often unrelated to productivity, and busyness rarely takes care of business.” When you remember that not everything is equal many things can come off your to-do list.

Work from your priorities

Successful people have a clear set of priorities. They think and act different. They have an “eye for the essential.” The crux of the matter, as Keller points out is that “the majority of what you want will come from the minority of what you do. Extraordinary results are disproportionally created by fewer actions than most realize.” Success comes not from a long to-do list you check off one by one, it come from focusing your time, energy, and creativity around a short list that you have prioritized (Pareto’s 80/20 principle). Success is not doing many things half-heartedly, it is achieved by making the list smaller and smaller and pouring yourself into it.

Making the transition from busy to productive to successful comes about as you make your list smaller not larger. It comes from clear priorities and understanding that not everything is equal. Do yourself a favor as a leader and get off the hamster wheel of being busy and start being successful. It will make all the difference in the world.

What’s on your success list?

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