change – Page 2 – Doug Dickerson on Leadership

Leadership Minute: Change from Within

Posted May 12, 2014
by admin
1 Comment on Leadership Minute: Change from Within

When we are no longer able to change a situation- we are challenged to change ourselves. – Victor Frankl

One of the hardest things for a leader to come to terms with is his or her inability to facilitate change the way they would desire. Leaders are people of action and sometimes that action involves change. But change can be hard to come by. It may be a simple matter of bad timing. It could be something more complicated. After all, not everyone likes change. So when the change you seek to create does not happen then you are left with only one of two options. You can accept it and move on or change yourself. Changing ourselves can be a challenging proposition. It can be hard to look inward and focus on what we need to do. But if change is what you desire look within.

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Five Questions Every Leader Must Answer About Change

Change the changeable, accept the unchangeable, and remove yourself from the unacceptable. – Denis Waitley

The story is told of Karl Benz, who in 1866 drove his first automobile through the streets of Munich, Germany. He named his car the Mercedes Benz, after his daughter Mercedes. The machine angered the citizens, because it was noisy and scared the children and horses.

Pressured by the citizens, the local officials immediately established a speed limit for “horseless carriages” of 3.5 miles per hour in the city limits and 7 miles per hour outside the city limits. Benz knew he could never develop a market for his car and compete against horses if he had to creep along at those speeds, so he invited the mayor of the town for a ride.

The mayor accepted. Benz then arranged for a milkman to park his horse and wagon on a certain street, and, as Benz and the mayor drove by, to whip up his horse and pass them—and as he did so to give the German equivalent of the Bronx cheer. The plan worked. He mayor was furious and demanded that Benz overtake the milk wagon. Benz apologized but said that because of the ridiculous speed law he was not permitted to go any faster. Very soon after that the law was changed.

We all know that change can be hard to implement. One of the most challenging things you will do as a leader is to lead others through changes. It’s been widely written about and will continue to be a hot-button topic for leaders for years to come. Many oppose change because it leads them out of their comfort zones and because it’s something new. Others oppose change because of perceived risks. We know that life is full of risks and can never be fully eliminated. Sometimes you have to walk by faith. If you want to grow you have to change.

But I’d like to explore the other side of the coin with you. What about those times when change is not for the best? How do you know if it’s the right thing to do or not? Here are five questions to help guide you through the decision-making process.

Does the change compromise your core values?

Your core values are a reflection of who you are and every decision your organization makes flows out of these values. If the change you are considering in any ways compromises your values then change would not be advisable. If on the other hand they support and strengthen those values then proceed.

Does the change compromise your integrity?

At the end of the day your core values and integrity are the two most essential things you have that drive your business and the way in which you do it. If the proposed change you are considering compromises your integrity then the answer is a no-brainer. Don’t do it.

Does the change add value or subtract value?

Your success has been tied in large part to the value and service you have provided to others. If this change idea you have is going to subtract value in any way to your employees or to those you serve then perhaps it’s not the best change decision. Is there not a better way to move forward?

Does the change pass the smell test?

What is the underlying motivation for making this proposed change? Is it primarily a political one? Has it been hastily presented? These can be and usually are red flags that should not be overlooked. If it does not pass the smell test then chances are then the change idea is not a good idea.

Does the change inspire and call forth the best from your team?

Not all change is welcomed nor is it easy to execute. But you will know it is right when the enthusiasm of the buy-in far exceeds the negativity of the change. When your team has been inspired, challenged, and embraces this change then you know you have made a good decision. If the opposite is true then you may want to pivot and consider other options.

It was George Bernard Shaw who said, “Progress is impossible without change, and those who cannot change their minds cannot change anything.” Welcome change, embrace change, and desire change. But at the end of the day, make sure it’s the right change.

What do you say?

* This is a “Best Of” column that was originally posted in 2013. I will be out of the country April 6-11 on a trip to Costa Rica. The “Leadership Minute” columns will return when I get back!

I invite your feedback!

1. What is your greatest struggle with change?

2. What are two or three action steps you can take today to foster positive changes in your life?

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Leadership Minute: Change Happens

You must welcome change as the rule but not as your ruler. – Denis Waitley

Leaders are change agents. Change is not always popular but if you are going to grow and move forward you have to. To be sure, not all change is good. And not all resistance to change is necessary. Be open to opportunities to grow, learn and advance with change as the catalyst. Your ability to welcome change, inspire change, and lead change is going to be critical to your success as a leader. What change are you resisting? What change do you need to make? See change for what it is; a chance to move forward with a renewed purpose.

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Five Questions Every Leader Must Answer About Change

Posted December 7, 2013
by admin

Change the changeable, accept the unchangeable, and remove yourself from the unacceptable. – Denis Waitley

Does the change compromise your core values?

Does the change compromise your integrity?

Does the change add value or subtract value?

Does the change pass the smell test?

Does the change inspire and call forth the best from your team?

What do you say?

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Leadership Minute: Can You Change?

Posted November 5, 2013
by admin

Progress is impossible without change, and those who cannot change their minds cannot change anything. – George Bernard Shaw

Possessing a willingness to change is essential in leadership. We can make our plans and chart our course, but unless we are willing to adjust the sails from time to time we can end up at undesired destinations. A good leader if he or she is wise will always have an open mind and a willingness to adapt to fluid circumstances. Don’t be so rigid in your thinking that you forfeit better alternatives simply because you can’t change. Good leaders are open to change. Good leaders welcome change. Good leaders reap the rewards of change. Can you change?

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If you enjoy reading the Leadership Minute you will especially enjoy reading Doug’s books, Leaders Without Borders & Great Leaders Wanted! Visit Doug’s website to order your copies today.

Website: www.dougsmanagementmoment.blogspot.com

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Doug is available to speak for your business, civic, or church group for leadership development and keynotes. For speaking inquires email Doug at [email protected]

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Control the Controllable

Posted January 20, 2013
by dougdickerson

Life is 10% what happens to you and 90% how you react to it – Charles R. Swindoll

A story is told of two men who lived in a small village who got into a terrible dispute that they could not resolve. So they went to the town sage. The first man went to the sage’s home and told his version of what happened. When he finished, the sage said, “You’re absolutely right.”

The next night, the second man called on the sage and told his side of the story. The sage responded, “You’re absolutely right.” Afterward, the sage’s wife scolded her husband. “Those men told you two different stories and you told them they were absolutely right. That’s impossible—they can’t both be absolutely right.” The sage turned to his wife and said, “You’re absolutely right.” The sage controlled how each man approached their dispute by the simple power of agreement. How nice it would be if things really were so simple.

The humor from that story is not lost on CEO’s who look at their prospects for 2013 and how the global economy will affect their bottom line. A recent study released by The Conference Board (http://ow.ly/gXDaN) highlights their thinking and how they plan to approach this New Year with a different strategy. The point being, external global economic factors may be out of their control but not everything internally.

In data collected between September and November 2012, over 700 senior executives were asked to identify and rank the most pressing challenges they face, and their strategies for addressing each one. Worldwide, human capital – how to best develop, engage, manage, and retain talent- was named the leading challenge. Operational excellence stood in second place, followed by innovation and customer relationships. This new shift among CEO’s worldwide quite possibly fits the running narrative for your company in 2013.

American theologian Reinhold Niebur penned the words to what is commonly known as the Prayer of Serenity. It reads, “God grant me the serenity to accept the things I cannot change, the courage to change the things I can, and the wisdom to know the difference.” Like many CEO’s worldwide who participated in the survey your plans may have shifted from the uncontrollable to the controllable. The uncontrollable can be difficult to accept, but as you focus on what you can your perspective begins to change. Here are a few tips to help you chart the course and three questions you must answer going forward.

Bloom where you are planted with an eye to the future. What is out of your control now can be a bright spot in your future. Prepare today in order to prosper tomorrow. As you ride out external cycles you can train your talent, develop their skills, and raise up your leaders. When you bloom where you are planted you are putting down roots that will position you for the long term. The future can be promising but only if you are prepared.

Perfect your craft. Well within your control is the quality of your product and how it is delivered. Take the time while you have it to improve quality, delivery, and shore up customer relationships. Now is not the time to stress over things out of your control. Take the initiative and evaluate your systems, streamline for efficiency, and build your brand. It is only as you prefect that which you can control you will be prepared for what is now out of your control.

Create a culture of innovation. The survey highlights how important innovation is to your success. Rebecca Ray, Senior Vice President, Human Capital with The Conference Board said, “As CEO Challenge 2013 shows, human capital is not only a critical function in itself, but is also intimately connected with innovation, operational excellence and other challenges.”

Encourage and promote a culture of innovation with your team. Welcome ideas, reward innovation, and reap the benefits. Remove any and all barriers that stifle create thinking and improvement. Being prepared for what’s next can’t be achieved with narrow minds and lack of vision.

As a leader, you have to answer these three questions: What is out of my control? And then release it. What do I control? And then embrace it. What is the plan? And do it.

Visit Doug’s website at www.dougsmanagementmoment.blogspot.com

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Change is on the Way

Posted April 17, 2012
by dougdickerson

Today the Space Shuttle Discovery took its final flight atop a 747 enroute to Washington, D.C. for its final destination at the Smithsonian. I had the opportunity on a number of occasions over the years to witness Shuttle launches from Cape Canaveral which was always a spectacular show.

Many today bemoan the end of an era with the Shuttle program and wonder just what the future holds for the space program. And granted, as much as the space program has been a part of our national experience the past number of decades, I understand the sentiment.

The events of today cause me to think of an important leadership lesson that can be hard to embrace at times: change. I am reminded of what John Maxwell wrote about change when he said, “Once the leader has personally changed and discerned the difference between novel change and needed change, then that leader must become a change agent.” So, what about you? Do you embrace change and are you a change agent?

To be sure, nothing stays the same as we witnessed this morning. But unless you are willing to change for the sake of the future, you will always be living in the past with no clear vision for the future.

How do you embrace change? I’d like to hear your thoughts.

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

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