Uncategorized – Page 2 – Doug Dickerson on Leadership

Leadership Tested By Fire

Posted October 2, 2017
by dougdickerson

Cades Cove in the Great Smoky Mountains National Park
-Provided by the author.

“Consider it a sheer gift, friends, when tests and challenges come at you from all sides. You know that under pressure, your faith-life is forced into the open and shows your true colors”. – James 1:2-3 (The Message)

In November 2016, terrible fires raged through the Great Smoky Mountains National Park. Fires ripped through popular destinations such as Gatlinburg and Pigeon Forge in Tennessee. It was reported that roughly 10,000 acres of land were burned.

Many thought at the time that the recovery of the forests would be years in the making. But to the amazement of many, life is returning sooner than many predicted.

In a local CBS news story, the headline reads, “New Life Sprouting In The Smokies”. Highlights of the story are given by Dr. Andrew Miller, a mycologist from the University of Illinois working in conjunction with the University of Tennessee and Savannah State University to study the effects of the fire.

Dr. Miller states, “It’s only been a few months, but we can already see fungi are growing back again”. He added with this incredible observation, “They’ve basically been sitting in the soil as spores waiting for the fires to come along, and as soon as that happens they fruit in abundance and they’re basically all over the place”.

If you hang around in leadership long enough, you will go through the fire and times of testing. It comes with the territory. So the greater question I’d like to explore with you is this: How do you plan to come through it? Your leadership can, like the fungi, rise from the ashes stronger, or it’s the place where it will die.

After 30 plus years of leadership, here are a few things I’ve learned and some encouragement I’d like to pass along.

It’s in the fire you are pruned

Dr. Miller stated, “These fungi are the first to come in, they decompose all the other stuff until the rest of the growth comes in”. What a powerful statement.

The fires you go through in your leadership are the necessary times of pruning you need for future growth. Just as the fungi decompose all the other stuff in order for the rest of the growth to come in, so too, are the times of testing that comes your way. Growth will not occur until all the things that don’t belong like bitterness, jealousy, and unforgiveness- things that you need to let go of, are gone.

Right now you may not like going through the fire, but it could the best thing to happen to you in the long run.

It’s in the fire you are prepared

Another highlight from the story is that the tiny pyro-nema fungi that they’ve discovered only grow after a fire. It’s job? The tiny particles are the food for the plants and trees to grow again.

When you go through the fire, you will learn and discover new things about your leadership that you may not have known before. The fire can expose things that may not have otherwise surfaced had you not gone through it

It’s after we come through the fire we can be more empathetic, more understanding, and more mindful of growing and developing the leaders around us. How do we get new growth and new skills? By going through the fire.

It’s in the fire you are proven

I’ll be honest with you – I don’t like going through the fire any more than the next person. It’s painful and it hurts. But it’s in the fire that your leadership is proven.

Dr. Andy Methven, a biologist at Savannah State said, “It was a high-intensity burn and pretty much everything was burned down to the ground, and to see things coming up in that area just a few months after the fires is impressive,” He added, “I’ve been impressed with how quickly the plants have sprouted, even in the last month, it’s amazing how quickly it’s recovering.”

How will you recover after going through the fire in leadership? What will be the observations others make about you and your growth? What differences will they see in you? It’s in the fire that your leadership is proven and will shine.

It’s in the fire that you are productive

It’s when we’ve successfully come through the fires in leadership that we have new growth, a new perspective, a new outlook. Your leadership will take an incredible turn for the good if you keep the right attitude.

Regarding the fires, Dr. Miller made one last remarkable statement, “Probably this time next year you’re going to have a hard time telling a fire even came through this area. The soil is going to be pretty much back to the way it was before”.

I don’t know what fires and testing you are going through right now – but I do know this much- it’s a time of great challenge to your leadership. There will be times you will want to walk away, throw in the towel, and move on to something else.

But if you will keep your heart right, your faith strong, and see it for what it is – a season in your leadership when you are being pruned, prepared, proven, and productive – God will bring you through, and you will come through it stronger than ever before.

Let the fire, as painful as it is, do its work and don’t let the ashes bury you. Your destiny as a leader depends on it.

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Leadership Podcast

Posted August 25, 2017
by dougdickerson

I am excited to announce that I have returned to hosting a podcast. I would be delighted to have you subscribe to the show and share it with a friend!

Shows will be posted on Monday, Wednesday, and Friday’s. I look forward to sharing these shows with you. Thank you for your support!

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Why Can’t You Retain Top Talent?

Posted June 22, 2017
by dougdickerson

“Being the best at whatever talent you have, that’s what stimulates life.” – Tom Landry

The competitive nature of today’s global economy stipulates that you have and retain the top talent in your organization. We acknowledge that to do so is as great of a challenge as it has ever been.

A recent article in USA Today highlighted how American workers are on the move. They reported that “27 percent of employees switched jobs in the 12 months ending in the first quarter according to payroll processor ADP, the most since the firm began tracking the figure in 2014.”

So what is a leader to do in order to retain and recruit top talent for their organizations? We have identified several characteristics that may shed some light on why your top talent may be headed through that revolving door. We believe as you take care of these leadership issues you can build the type of team that people would want to work for and think twice about leaving. But first, why are they leaving?

Lack of clear expectations

Nothing will frustrate your top talent more than a lack of a clear set of expectations and vision. Without it, your organization is adrift and your people struggle to find their way. Employees have to fight extra hard to succeed when they do not clearly understand what is expected of them in the first place. The constant feeling that they are not performing at an acceptable level, even if they don’t know what that level is, will send top talent running for the door.

Lack of investment

Your top talent needs to know that you are totally invested in their success. The buy-in is a two-way street and it needs to be demonstrated in tangible ways that reinforce your commitment to their success. Your investment in them shows that they are valued and that you are confident in their ability to make a meaningful contribution to the organization. When top talent feels that you do not value them enough to invest your time and resources in them, they will begin to seek an employer who will.

Perceived lack of respect

The culture and morale of your organization rest on foundational leadership principles. Namely among them are trust and respect. Top talent is especially attuned to the respect or lack thereof, that you have for them. These employees have devoted much of their lives to developing the skills, knowledge, and experience that make them so valuable. If the people in your organization perceive that you do not respect them, then it only stands to reason that they will be a part of a future exit from your organization.

Lack of a clear path forward

We want to be very clear about this leadership principle. Unless your people have a clear path forward, it will be clear to them that they are in the wrong place. In his book, The 21 Irrefutable Laws of Leadership, John Maxwell writes, “You can find smart, talented, successful people who are able to go only so far because of the limitations of their leadership.” It could be that the top talent in your organization is leaving, not because of a lack of opportunity, but because of a lack of leadership and a clear vision as to where they are going. It is incumbent upon you as the leader to provide it.

Lack of authentic leadership

Nothing will demoralize your people or your team members more quickly than a phony leader. Besides, too much is at stake for a leader to be anything other than genuine. Authenticity is the foundation for trust. No one wants to work for a leader who cannot be trusted. If you lack authenticity, employees will start to question your motives; they will perceive that you have hidden agendas that are not in their best interests. If the top talent within your organization can’t find authentic leadership where they are, they will look elsewhere for it.

We all have the desire to succeed; we want to know that our contributions are valued and that we are making a difference. Top talent has sacrificed far too much to achieve their level of skill to compromise on the leadership environment they work in. Provide them with the clear expectations they need to be successful. Invest your time and resources in helping them achieve great things. Leave no doubt as to how much you respect and trust them and their abilities. Provide them with a clear path forward and the means to follow that path. And, be an authentic leader, someone that top talent can look up to and emulate.

Your organization can only rise as high as your top talent. Isn’t it time to start retaining those employees who have the potential to add so much value? What adjustments will you make to your leadership today?

Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the Founder of Stincelli Advisors where she focuses on helping organizations change attitudes, change communication dynamics, improve collaboration and problem-solving, engage employees, and strengthen organizational culture. Liz holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Liz by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at [email protected].

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Merry Christmas

Posted December 25, 2016
by dougdickerson

christmas

I’d like to take a moment to wish all of my readers around the world a Merry Christmas and prayers for a blessed New Year!

May 2017 be your best ever!

Doug

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Plowing Through Adversity

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

An old farmer had plowed around a large rock in one of his fields for years. He had broken several plowshares and a cultivator on it. After breaking another plowshare one fall, and remembering all the trouble the rock had caused him through the years, he finally determined to do something about it. When he put his crowbar under the rock, he was surprised to discover that it was only about six inches thick and that he could break it up easily.

As he was carting it away he had to smile, remembering all the trouble that the rock had caused him and how easy it would have been to get rid of it sooner. There is often a temptation to bypass small obstacles when we’re in a hurry to get a large problem solved. We simply don’t want to stop and take the time to deal with it now. Like the old farmer, we “plow” around it.

If you hang around in leadership long enough you will face more than your fair share of adversity. It comes with the territory. While adversity is part of leadership, so too, is our response to it.

The old farmer teaches us a few leadership principles we should consider as we face adversity. His responses are not unfamiliar. His choices are ours. When it comes to adversity here are our options.

Avoid it

I’ve yet to meet a leader who thrives on adversity. We like to think that our leadership is such that everyone likes us and no adversity will ever come our way. But that’s not the world we live in.

Year after year the old farmer plowed around the rock. It was an obstruction and he avoided it. Sound familiar? To understand the old farmer and his decision is to understand ourselves. How often as leaders do we just plow around issues because we don’t want to deal with it? We don’t want to make the hard decisions or ruffle the wrong feathers. We know we have an issue but we just side-step it.

How’s this approach working for you? Avoidance of adversity doesn’t make it go away. It makes you miserable.

Confront it

One day the old farmer had enough. The time for action was at hand. And what he discovered shocked him. The rock he plowed around for years could have easily been removed a long time ago.

I am not suggesting that every adversity you face will be as easily resolved as the one for the farmer. We know life doesn’t work that way. But until you face your adversities head-on you will never know. Often the problems we face are magnified over time and we become the victims of our own imaginations.

Allow me to encourage you to be like the old farmer. Get off your tractor, lift up the rock, and find out firsthand what you are up against. Don’t assume year after year that the adversity you are up against can’t be removed. The truth is, you will never know until confront it.

Overcome it

What is your tipping point with adversity? What will it take for you to come off the tractor like the old farmer and take a crow bar to the rock of your adversity? At what point do you make your declaration, “No more!”

That is both the challenge and the test to your leadership. It’s how it works. There are no exceptions.

How long it takes to plow through your adversity is hard to predict. Longer of course if you take no action. But adversity in leadership will always be your companion. It will always be nipping at your heels. It’s the price you pay.

In closing let me remind you that on your leadership journey you don’t walk alone. There is hope and your adversity is making you a stronger leader. Be encouraged by this Franciscan blessing:

May God bless you with discomfort at easy answers, half-truths, and superficial relationships, so that you may live deep within your heart.

May God bless you with anger at injustice, oppression, and exploitation of people, so that you may work for justice, freedom, and peace.

May God bless you with tears to shed for those who suffer from pain, rejection, and war, so that you may reach out your hand to comfort them and turn their pain to joy.

And may God bless you with enough foolishness to believe that you can make a difference in the world, so that you can do what others claim cannot be done.

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Three Characteristics of Exemplary Leaders

Posted January 7, 2016
by admin

example

Leadership is a matter of having people look at you and gain confidence, see how you react. If you’re in control, they’re in control. – Tom Landry

A story is told of Gen. George C. Marshall when upon taking command of the Infantry School at Fort Benning, GA, found the post in a generally run-down condition. Rather than issue orders for specific improvements, he simply got out his own paintbrushes, lawn equipment, etc., and went to work on his personal quarters. The other officers and men, first on his block, then throughout the post, did the same thing, and Fort Benning was brightened up. Leadership by example.

Many a leader want to equip their teams to achieve certain results, move the company forward, set new sales records, etc., but fall short at the most basics leadership practices to get there.

Living a life of exemplary leadership is not an elusive goal that only a select few can attain. You can live it every day if you will simply follow the example of Gen. Marshall. Here are three observations from the story that can elevate your leadership.

Exemplary leaders are decisive

Arriving at Ft. Benning, Gen. Marshall found run-down conditions. Rather than assess blame or pull rank by assigning the task to men under his command, he took decisive action and began the work himself.

There is a time and place to forge strategy, communicate across the spectrum, and otherwise set plans into motion that will best serve your organization. But there is also a time to act.

Do you want to be a decisive leader? Exemplary leaders are those who see what needs to be done and do it.

Exemplary leaders are engaged

One of the largest complaints among employees that you will find in most any survey is that they have a manager or boss who is disengaged. In fact, in a story by US News and World Report, (http://bit.ly/1O7c5vT) it was revealed that, “Only 18 percent of managers at U.S. jobs had “high talent” for leadership skills, including the ability to encourage accountability in the workplace, motivate workers and build relationships with them.” Sobering, isn’t it?

Being engaged as a leader can’t be phoned in, faked, nor neglected. If you want to lead on a level that engages your team then you have to be engaged with your people and be intentional about creating a culture in which your people can thrive.

Do you want to be an engaged leader? Just as Gen. Marshall took out the paint brush and went to work, so too must you roll up your sleeves and not be afraid to get your hands dirty. Get engaged and get involved with your people.

Exemplary leaders take responsibility

Maybe in some circles taking responsibility has become a lost art, but it still works. Upon arriving at Ft. Benning, Gen Marshall saw what had to be done and went to work. Beneath the dignity of a General? Maybe. Below his pay grade. No doubt. But exemplary leaders are not worried about either- they just see what needs to be done and get busy.

Peter Drucker said, “Rank does not confer privilege or give power. It imposes responsibility.” And that is the essence of exemplary leaders. When you worry less about your title and position and more about the responsibilities that come with it the greater your impact you will have as a leader.

Do you want to be a responsible leader? Play the hand you are dealt. Find solutions and not fault. Set the example by being the example of what exemplary leadership is all about.

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Four Attitudes for an Extraordinary New Year

Posted January 1, 2016
by admin

attitude

And now we welcome the New Year. Full of things that have never been. – Rainer Maria Rilke

Welcome to 2016! As we kick off the New Year we are once again reminded of resolutions made, resolutions kept, and resolutions that fell by the wayside. What about you? Did you make any resolutions?

In a post on Static Brain (http://bit.ly/1bI3WMg) the Top 10 resolutions of 2015 were to lose weight, get organized, spend less-save more, enjoy life to the fullest, stay fit and healthy, learn something new, quit smoking, help others in their dreams, fall in love, and spend more time with family. Sound familiar?

As leaders it’s important to keep our goals fresh and review our priorities. It’s how we stay focused and achieve our goals. As we enter 2016 allow me to share four simple attitudes with you that serve as reminders for our growth and how you can make 2016 extraordinary.

The attitude of a learner

Your year will be extraordinary as a leader as you embrace the attitude of a learner. It’s when you think you know it all that you stop growing and become stagnant. Your personal growth and development hinges on an attitude of learning, not on an attitude of coasting off past experiences.

For the leader, school is always in session and the opportunities are limitless. Devote yourself to learning all you can, reading all you can (http://bit.ly/1R08GCO), and growing all you can as a leader in 2016.

The attitude of a winner

Your success in 2016 begins with your own thinking. It begins when you take responsibility for your attitude. When you embrace the attitude of a winner then good things will begin to happen for you. Of course, it takes more than a good attitude to succeed such as your work ethic, but if your attitude stinks you won’t go far.

As a leader this will always be one of the greatest challenges you will face. Negative people and attitudes are not hard to find, so you will have to work extra hard to rise above all the negative voices. That being said, do it- and do it at all costs. Your extraordinary year depends on it.

The attitude of a giver

Think for a moment what the impact would be if every leader you know, starting with you, took to heart the attitude of being a giver? The world around you would look a lot different wouldn’t it? Significance as a leader begins with the attitude of giving. It becomes extraordinary when you influence others to do the same.

John Maxwell says, “If we want to achieve significance then we need to become intentional about getting beyond ourselves and putting other people first.” Extraordinary leadership begins when you get the focus off of yourself and put it on others.

The attitude of a listener

What will set you apart as an extraordinary leader is being one who listens. I know for some it runs counter to what they like to do, but leaders who excel are those who know when it’s time to speak and when it’s time to listen.

Larry King said, “I remind myself every morning: Nothing I say this day will teach me anything. So if I’m going to learn, I must do it by listening.” What a great philosophy. Learning and listening are synonymous to each other. What we have to say and offer as leaders is only as valuable as what we take in by listening.

Make it your purpose in 2016 to live an extraordinary life as a leader. It all begins with your attitude. Happy New Year!

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Leadership Toolkit: When the Visionary Leader Meets the Strategic Leader

Posted July 2, 2015
by admin

Leadership is the capacity to translate vision into reality. – Warren Bennis

About 350 years ago, as the story is told, a shipload of travelers landed on the northeast coast of America. The first year they established a town site. The next year they elected a town government. The third year the town government planned to build a road five miles westward into the wilderness.

In the fourth year the people tried to impeach their town government because they thought it was a waste of public funds to build the road westward into a wilderness. Who needed to go there anyway?

Here were people who had the vision to see three thousand miles across an ocean and overcome hardships to get there. But in a few short years were not able to see five miles out of town. They had lost their pioneering vision.

Visionary leaders (those who see the big picture) and strategic leaders (those who create the plan) are essential for the future growth and development of any organization. But can the two co-exist? It can be a challenging relationship but not an impossible one if you follow these basic rules of engagement.

Embrace your differences

Visionary leaders tend to be your charismatic type leaders who can cast the vision with great enthusiasm and confidence. They have a clear picture in their heart and mind of where they are going and why you should too.

But visionary leaders can at times be hard to work with. In his book, Rules of Thumb, Alan M. Webber writes, “Great idea people are rare- and also frequently hard to live with. They see things the rest of us can’t see, which is their gift. They can’t see what you and I see easily, which is their burden. Still, you need them and they need a home where they can contribute.”

Strategic leaders can be a great asset to the visionary leader by breaking down the vision into doable and measurable action steps which creates the vision. The strategic leader is the one who puts the puzzle together.

Leadership key: Your differences are your strengths. Embrace them and work together. You need each other.

Build a bridge

What strategic leaders and visionary leaders need is a way to connect. The divide between ideas and implementation must be joined. There has to be a way as Webber says to “build a bridge the great ideas can walk across from those who have to those who can make them real.” For the vision to materialize this is a necessity. So what is a leader to do?

The vision needs a strategic plan. It has to be clearly communicated and thoroughly understood before the pieces of the puzzle can be created. From there roles can be assigned and teams put into place, and the execution can begin. The hard part will come later.

Leadership key: Before you build your vision build your relationships. The vision rises and falls on the strength of your communication and relationships.

Give each other space

The role of the visionary leader is not the same as the strategic leader, and vice versa. The relationship is one of isolation and interdependency. Boundaries must be set, observed, and protected while at the same time staying bridged with a unified goal and vision. It’s tricky.

The temptation of the visionary leader is to tinker, mettle, and tweak. Their greatest asset can now become their greatest liability. While they are excellent at creating the vision they can be terrible at designing the plan. As long as they keep interjecting themselves into the details of execution they will stifle the execution.

Strategic leaders thrive on creating the plan and seeing it come into existence. The visionary leader has to learn to give this person the space they need to work. It is a relationship of necessity, one of complexity, but most of all trust. The partnership will only survive if it’s built on mutual trust. The respective leaders have to know how to embrace a shared vision but then give each other the space needed to bring it to pass. When they do it can lead to overwhelming success.

Leadership key: Out of respect give each other space. Out of trust let each other work.

What do you say?

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Six Ways to Rise Above Your Critics

Posted June 19, 2015
by admin

To escape criticism- do nothing, say nothing, be nothing. – Elbert Hubbard

A story is told of Winston Churchill and his extraordinary integrity in the face of opposition. During his last year in office, he attended an official ceremony. Several rows behind him two gentlemen began whispering. “That’s Winston Churchill. They say he is getting senile. They say he should step aside and leave the running of the nation to more dynamic and capable men.” When the ceremony was over, Churchill turned to the men and said, “Gentlemen, they also say he is deaf.”

Critics. Every leader has them and every leader will. How you respond to critics is an important component of your leadership development. It’s all too easy to get defensive when critics rub us the wrong way or misunderstand us. But can you appreciate a critic when he or she is right? Rising above your critics takes courage. Here are six ways to do it.

Keep a positive attitude.

“Your attitude, not your aptitude, will determine your altitude,” is a famous Zig Ziglar quote. How high and how far you go as a leader will be determined by your attitude. Nothing will give you a bad attitude any quicker than a wrong reaction to a critic. Basic things you will want to know regarding a critic are the source, the accuracy, the ramifications, and your reaction – if there even needs to be one. Regardless, stay positive and focused on the big picture.

Stay true to your values.

Don’t allow your critics to throw you off of your game. Stay grounded and connected to the values that have guided you to where you are. Values do not change but are guideposts when your circumstances do. The values and principles that brought you to where you are will keep you there so handle your critics with that in mind.

Speak no evil.

Seriously? Yes. Engaging in mud-slinging with your critics only hurts you in the long run. Unless what they have spoken or done is libelous then don’t waste your time in a verbal battle. Be content in knowing that the truth is on your side. There is no greater satisfaction than in knowing that you can look yourself in the mirror and lay your head down at night with a peace that comes from knowing you did the right thing regardless of how others behaved.

Don’t retaliate.

There will be times when you will want (and those close to you) to retaliate against critics. There is something about human nature that wants to fight back and get revenge and settle the score. I get it. But again, the end result will never be good for you. As hard as it may be there are times when you just have to let it go. Don’t worry if you lose a battle today, you are going to win the war if you keep your heart right.

Give them more ammo.

Most of the critics you will encounter are simply those who have some kind of vendetta or jealousy directed toward you. As opposed to stooping down to their level why not give them more ammo? As you do the right thing by continuing to work hard and by exhibiting good leadership, you will only become more successful. Nothing will annoy your critics more than your continued success.

Don’t lose your sense of humor.

One of the most important leadership skills you can develop is a sense of humor. Churchill exhibited it towards the men who spoke ill of him. Bill Cosby said, “Through humor, you can soften some of the worst blows that life delivers. And once you find laughter, no matter how painful your situation might be, you can survive it.” Your critics will stir up a wide range of emotions and reactions that you will want to run with. But if you laugh – at them, and at yourself, half the battle is won.

What do you say?

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Three Things Every Leader Needs To Know About Criticism

Posted April 10, 2015
by admin

Criticism may not be agreeable, but it is necessary. It fulfills the same function as pain in the human body. It calls attention to an unhealthy state of things. – Winston Churchill

I came across a story about Grace Coolidge, the wife of President Calvin Coolidge who tried to surprise her husband by having his portrait painted. When it was finished, she hung it in the library of the White House. Later the same morning the President happened to walk into the library accompanied by a senator. They stared at the picture together in silence. Finally Coolidge commented quietly: “I think so, too.”

When you hear the word criticism what is the first thought that comes to your mind? Many take on a defensive posture as it relates to critics. We are quick to defend our words, actions, and decisions.

Often times, however, our growth in leadership does not always come via the praise or accolades of adoring followers. In fact, a lot of it comes during our dark times that are usually quite lonely.

Conventional wisdom says to keep your friends close and your enemies closer. What about critics? Should you keep them at a distance or keep them close? Here are three insights that hopefully will give you some perspective.

Every leader needs a constructive critic

As a leader you will have plenty of critics. Many of them will not be constructive. But when you are committed to your own personal growth and to the success and growth of your people then finding a colleague who can be your constructive critic should not be hard to find.

Your constructive critic is the one who can help you see all sides of an issue, help guide you in your decision making, and cares enough to call you out when needed.

You need constructive critics in your life and you should welcome them in. One constructive critic will be more valuable to you than a room full of “yes people” ever will.

Every leader needs to be accountable

The purpose of a constructive critic is not to make your life miserable but to keep you accountable. A leader should never ascend to the place either in position or in mentality that they are above criticism. We need trusted advisors near us to help us.

I know that many leaders take criticism personal and see those who would dare to criticize as less than loyal, out to cause harm, or advance their own agenda. As a result relationships are strained due to insecurities and people are looked upon with suspicion. It’s a fragmented culture that is hard to reverse.

But when you as a leader set the example for what accountability looks like it can be healthy for the whole organization and it can make a world of difference.

Every leader needs to set the example

John Maxwell said, “Effective leaders know that first you have to touch people’s hearts before you ask them for a hand.” This is a profoundly simple rule of leadership. It’s also, I believe, the springboard of constructive criticism.

As a leader you will give more constructive criticism than you will receive and it’s important to do it right. Constructive criticism will be better received and more effective when it’s born out of a good relationship. If the only time you interact with a person you lead is to be the messenger of how to do something better or to point out something they have done wrong then it will build resentment.

Critics and criticism will be a constant on your leadership journey. Learning the keys to receive it and give it will make you a wiser and more effective leader.

What do you say?

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