coaching – Page 32 – Doug Dickerson on Leadership

A Prescription for Effective Teamwork

Posted October 6, 2012
by dougdickerson

The way a team plays as a whole determines its success. You may have the greatest bunch of individual stars in the world, but if they don’t play together, the club won’t be worth a dime. – Babe Ruth

A recent Gallup report revealed what many have believed about teamwork for quite some time. The world’s top performing organizations understand that employee engagement is a force that drives performance outcomes. In the best organizations, engagement is more than a human resource initiative-it is a strategic foundation for the way they do business.

The commitment of these top companies to a purposeful strategic plan that places an emphasis on employee engagement is not just lip-service but a fundamental component of its operation. The report highlights that in world-class organizations, the ratio of engaged to actively disengaged employees is 9.57.1 whereas in average organizations, the ratio of engaged to actively disengaged employees is 1.83.1

One shining example of an organization that understands the power of teamwork is the Mayo Clinic. Business Management Daily reports that after a diagnosis, patients at the clinic meet with a team of specialist who help them understand what’s happening so they can decide about their treatment together.

Asked why health care so often lacks collaboration that makes Mayo famous, president and CEO Denis Cortese traces the problem to medical schools, where he says students aren’t trained to work in teams. The problem is further complicated he says due to so many specialties and sub-specialties and that it’s difficult to take care of patients with five different conditions, and Cortese adds, “that requires teams.”

Is there a disconnect that exists in relation to our understanding of team concepts and the implementation of teamwork? Understanding the potential of teams and living out the reality of what successful teams can do is another. So how do we connect the dots and make sense of the power of teamwork. Here are three tips for consideration.

Personalize your definition of teamwork. The teamwork strategy for the Mayo Clinic may not be the best teamwork approach for your business. And while general principles such as communication may be standard, not all of the specific details will be the same. Simply put, find what works for you and do it.

It is important to remember what Gallup points out; employee engagement is the foundation of all top performing organizations. The key here is to personalize your definition of teamwork by including everyone, defining boundaries and objectives, and include routine performance assessments.

Promote a teamwork environment. The Gallup report sheds critical light on what happens when employees are actively disengaged in their organizations. It reveals that “disengaged employees erode an organization’s bottom line while breaking the spirits of colleagues in the process.” Gallup estimates this cost to be more than $300 billion in lost productivity alone.

World-class organizations have placed employee engagement at the foundation of their operation. The promotion of teamwork and employee engagement is not a guarantee of success, but world-class organizations did not attain that status without it. Smart leaders promote an environment where teamwork thrives and people willingly contribute.

Prioritize teamwork initiatives. A patient at the Mayo Clinic will meet with a team of specialist to formulate a treatment plan that is best for that person. Within your organization are people with certain skill sets that best formulate the chemistry needed to tackle the objectives you seek to accomplish. The pairing of these individuals is critical to the success of the team and to the organization as a whole.

The chemistry of the team, not to mention the egos involved, can be both a challenging and rewarding experience. When leaders empower teams to think creatively, seek unconventional solutions to uncommon problems, and not worry about who gets the credit, great things can happen. The secret to unleashing your potential is in releasing the genius and power of teamwork.

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

Follow @managemntmoment

Please follow and like us:

Lead to Please?

Posted September 29, 2012
by dougdickerson

I don’t know the key to success, but the key to failure is trying to please everybody – Bill Cosby

Ask any Green Bay Packers fan and they will tell you without any hesitation that the infamous call at the end of the game against Seattle was blown and it cost them the game. Before the lockout with the regular NFL officiating crew was ended, the replacement referees were in an unenviable situation of trying to please the players, coaches, and fans. It was a daunting task.

It reminds me of the story of the boy who rode on a donkey as the old man walked. As they went along, they passed some people who remarked, “It’s a shame the old man is walking and the boy is riding.” The man and the boy thought maybe the critics were right, so they changed positions.

Later, they passed some people who remarked, “What a shame, he makes that little boy walk.” They decided they both would walk. Soon they passed some more people who thought they were stupid to walk when they had a decent donkey to ride. So they both rode the donkey.

Now they passed some people that shamed them by saying, “How awful to put such a load on a poor donkey.” The boy and man said they were probably right so they decided to carry the donkey. As they crossed a bridge, they lost their grip on the animal and he fell into the river and drowned. The moral of the story: If you try to please everyone, you will eventually lose your a_ _.

Jules Ormont said, “A great leader never sets himself above his followers except in carrying out responsibilities.” And while he makes an excellent point it is worth bearing out that a leader’s greatest challenge is in trying to please everyone. Not only is it not possible, but it will stress you out in the process. So what is a leader to do? Here are three things to remember when it would appear you are about to lose you a _ _.

Be a leader of principle not of politics. One of the hardest things for new leaders to learn is how to stand on principle and not be swayed by the expediency of office politics. It is much harder to stand alone when making decisions that run counter to popular opinion. After all, who doesn’t want to be liked?

In their book, Winning: The Answers, Jack and Suzy Welch state, “Your number one priority is to win in the marketplace so that you can continue to grow and provide opportunities for your people. Of course, you want your employees to be happy. But their happiness needs to come from the company’s success, not from their every need being met.” That is excellent advice every leader must learn. Lead from your convictions and principles; not politics.

Be a leader of purpose not of power. This is where most in leadership slip up. Some make the mistake that it is the quest for power that matters most. But when the quest for power is your chief motivation then your purpose (mission and vision) tends to take a back seat.

“There seems to be two main paths for people to get ahead in organizations,” writes John Maxwell. “One way is to try to get ahead by doing the work. The other is to try to get ahead by working an angle. It’s the difference between production and politics.” He’s right. When your purpose is clear and everyone is committed to the vision, you will not have to worry about power. Be a leader of purpose, on purpose, and you will go far.

Be a leader for your people not your position. Whenevera leader thinks it is about his position and not about people he will not be a leader for long. In the process these naïve leaders fail to remember this simple rule of leadership: your position does not give you the advantage; leadership does. Positions come and go, but the leader who endures is the one who is committed to serving his people.

Leadership is tough enough without trying to please everyone. When you make it your practice to lead by your principles, lead on purpose, and lead your people then you will the leader who has earned the respect of the people.

Follow Doug at www.twitter.com/managemntmoment

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

Please follow and like us:

Dodging Bricks

Posted September 15, 2012
by dougdickerson

A successful man is the one who can lay a firm foundation with the bricks others have thrown at him? – David Brinkley

The nation watched in horror when the video tape emerged showing the bullying of 68-year old school bus monitor Karen Klein. According to ABC News more than 32,000 people went online and donated more than $700,000 to her after they saw the inexcusable way in which she was bullied by middle school students in a suburban Rochester, N.Y. suburb.

In the months since that incident Klein has moved forward with the next chapter of her life in a most surprising way. Actually, what she has done is quite admirable. Klein took $100,000 of the money and has started The Karen Klein Anti-Bullying Foundation. (http://bit.ly/PrLYmv)

If I have learned one thing about leadership over the years it is this: adversity brings out the best in leaders. It was Henry Ford who said, “Don’t find fault, find a remedy,” and that is what Klein is doing – finding a remedy. Klein’s actions compel me to look within my own heart and consider the way I would react if I were in her shoes. Could I have been so gracious as to do the same? How about you? What will you do with the bricks others have thrown at you? Here are a few tips to help you along the way.

Let it go. Leaders often find themselves in unique and unenviable situations. Leaders are easy targets not because they are like the brick throwers but because they are bigger. And when people throw bricks it can be a challenge. Leaders set themselves apart not when they pick up the brick with revenge in mind but a purpose. Klein’s purpose was clear. What was meant to harm is now being used to heal. The choice and the possibilities are powerful. When you learn to let it go you can go to a higher level of leadership.

Be an example. When generous people from across the country reached out through their donations she easily could have taken the money and fled. Klein’s actions are characteristic of leaders who have, through the school of hard-knocks, learned that the best revenge is to take the bricks others have thrown and do something useful. Anger and resentment toward those who wronged her would have accomplished nothing. Now, through the work of her foundation, Klein can educate others and make a difference. Klein, like all smart leaders, are empowered by adversity and use it to demonstrate what makes them so special. With your bricks you can build or bash, what will you do with yours?

Live your values. By choice and for little pay, Karen Klein worked as a school bus monitor because she cared. The way in which she responded to the bullying is testament to her character. Adversity did not shape her values it merely revealed them. The fact that she would take $100,000 and start an anti-bullying foundation should come as no surprise.

Here is a leadership truth worth remembering: values do not change with your circumstances but give you clarity when they do. In good times and in adversity your values shape you as a leader and as an organization.

Let’s be clear—bricks hurt. We don’t like being attacked. But when you learn to let it go, lead by example, and live your values there is a satisfaction and peace that gives you the courage to lead.

*This column originally appeared in the International Business Times
Follow Doug at www.twitter.com/managemntmoment

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

Please follow and like us:

Are You a Difference Maker?

Posted September 1, 2012
by dougdickerson

Make a difference about something other than yourselves. – Toni Morrison

In an interview with Open Forum (http://amex.co/SDQOLd), Johnny Rocket’s CEO John Fuller offered some fascinating business insights. Fuller says that one of their guiding principles is to be a difference maker verses a care taker. He explained that he wants people to feel that they can influence the department they are running in a proactive way. By this he means that if they are just a care taker and doing what someone else did before, or just doing the same thing, then they are not thinking and are not passionate about making it better.

Now in 32 states and 16 countries, this key concept among others is part of the formula for the success of Johnny Rockets. But make no mistake; the principles Fuller shares are not exclusive to the restaurant industry. Johnny Rockets is successful because the principles Fuller lays out are grounded squarely in smart leadership.

The strength of your organization or business will be determined by how well your team members carry out the same philosophy. Do you want your team members to be difference makers or care takers? When you embrace the difference maker philosophy it will change the culture of your organization. Here are three reasons why it matters.

Difference makers go the extra-mile. Difference makers are not content to settle for mediocre service or performance. Difference makers have one goal in mind and that is to consistently deliver exceptional service without excuses.

The leadership characteristic that drives the difference maker here is passion. When your team members are passionate about delivering value, and when they care about the company’s reputation, then they will go the extra mile and see to it personally that excellence is never sacrificed.

Difference makers turn problems into possibilities. Be it the restaurant industry or any other service-based business, good customer service is the life blood of your operation. How many potential possibilities are wasted every day because someone could not see past the problem or act to correct it?

The leadership skill in play here is empowerment. Think for a moment of the positive impact that can be made when team members are empowered to resolve problems and act in good faith on behalf of the organization. Face it; we are human and we all make mistakes. Do not make matters worse by not empowering your team to do the right thing, the right way, and right now. When you empower your difference makers you are unleashing the power of leadership.

Difference makers are the future of your organization. When difference makers are trained and understand the vision and expectations of your organization it is the best long term investment you can make. People are the most appreciable asset you have in the operation of your business. When you invest in them they will deliver for you.

The leadership model here is legacy. Difference makers build your brand not just for the benefit of today but secure it for the future. When you commit to the expectation of team members being difference makers you send the message loud and clear – we are not here to be care takers.

Are you a difference maker?

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

Please follow and like us:

The Language of Leadership

Posted August 19, 2012
by dougdickerson

A warm smile is the universal language of kindness. – William Arthur Ward

An entry in Reader’s Digest relates the story of an individual calling for information about one of his credit cards. He stated, “I got the following prompt: ’Please enter your account number as it appears on your statement.’ Then the system said, ‘Please enter your five-digit zip code.’ After that, he got the third message, ‘If you would like your information in English, press one.’”

That story is a reminder of the barriers of communication and how language plays such a relevant role in our everyday lives. As a leader, the words we speak and the manner in which we convey them is a matter of importance. The way in which you and your team communicate with each other and your clients is a reflection of your leadership vocabulary.

This truth was recently brought home to me in two unique ways. The first experience was in a fast food restaurant chain where my family and I had dinner. The behind-the-counter staff was exceptionally friendly and greeted us with a warm smile. Throughout our stay the hospitable employees communicated a friendly and professional attitude that ensured that our decision to eat there was a good one.

The other experience occurred at an automotive service center. I was there with my father-in-law and when he went to pay for the services rendered he asked the representative if that was their best price for an eight-year customer. The young man replied, “Well, you paid me every time you came in didn’t you?” Even if the price was not going to change it was clearly not the answer either of us expected and it was not delivered in a tone that demonstrated appreciation toward a loyal customer.

Many comparisons have been made highlighting the differences between management and leadership. And while there are valid defenses and needs for both, I have come to realize this one truth: Good management needs good leadership just as much as good leadership needs good management. And the language of leadership is crucial to both.

As a leader you need to find your voice, but it is imperative to speak the language of leadership. When you and your team members speak the language of leadership it will change the culture of your organization. Not sure where to begin? Here is a primer to help you build your leadership vocabulary.

The language of leadership is positive. How well you communicate and what you communicate is a reflection of your core values. While organizational structures and operations vary from place to place, the ability of a leader to communicate in any environment is imperative. From the two examples I cited it’s obvious which one spoke the language of leadership.

Surround yourself with any successful leader or organization and you will find this common characteristic among each one; a positive outlook, a positive attitude, with positive outcomes. Negativity is easy enough to come by but when you make positive language a focal point of your leadership practice you can change hearts and minds one positive thought at a time.

The language of leadership is polite. William Feather said, “Politeness is an inexpensive way of making friends.” When you make it your practice as a leader to be polite you are expressing another degree of leadership competence that will always be in style.

When politeness is the centerpiece of your language as a leader, it will not make all of your problems go away nor will it eliminate the difficult decisions you have to make in order to run your organization. But when you speak with politeness towards others it then becomes the benchmark by which all language is measured.

The language of leadership is passionate. Most successful leaders I know are passionate. But not only that, they speak with passion. That is something you cannot fake or manufacture. The language of leadership is filled with passion and a desire to make that passion known.

Nelson Mandela said, “There is no passion in playing small-in settling for a life that is less than the one you are capable of living.” What a powerful truth. When you tap into your passions and begin to communicate them you are speaking the language of leadership.

The language of leadership – are you speaking it? What would you add to the list?

Follow Doug at www.twitter.com/managemntmoment

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

Please follow and like us:

Are You A Believer?

Posted August 11, 2012
by dougdickerson

It’s okay to let those you lead outshine you, for if they shine brightly enough, they reflect positively on you. – Billy Hornsby

Last year MarketTools, Inc. conducted a survey on employee satisfaction. The results revealed that most employees may not feel appreciated. Nearly 50 percent of employees surveyed have considered leaving their jobs. And 21 percent have applied for another job in the past six months.

According to the study, salary was by far the leading cause of employee dissatisfaction, cited by 47 percent of study participants. Other leading causes of dissatisfaction cited included workload, lack of opportunities for advancement, and the employee’s manager or supervisor. The study also found that 72 percent of surveyed employee’s companies do not have a formal program to regularly solicit feedback, or the study participants weren’t aware of such a program.

Exercising due diligence in hiring the best and brightest by companies is smart. But it is equally important that the same considerations be given to doing the right things that will keep them there. While there may be some dissatisfaction among the ranks over certain issues, the real difference maker is leadership. A strong leader sets the tone for the climate of the organization. When a leader believes in his people it can change that culture in a positive way. Here are four ways a leader can do it and why it matters.

Leaders are believers in the vision. One survey I read recently said that as many as 40 percent of employees do not know or understand their company’s mission. That is a disturbing percentage and it goes directly to the heart of leadership and why without it you are at a distinct disadvantage. If your vision is not known internally then it will be of no value to anyone externally. If your team is clueless then so are your customers.

When leaders believe in the vision of their organization and communicate it on a regular basis it gives your team the fuel they need to succeed. Sharing the vision of your organization is a necessary ingredient in establishing the right climate and is a minimizer of unnecessary negativity. Leaders not only believe in the vision of where they are going but willingly share it.

Leaders are believers in his people. The most appreciable asset you have as leader is your people. It’s a simple rule of leadership – loyalty to the leader always precedes loyalty to the vision. When you honor, respect, and empower your people you will have little worries about their loyalty to you.

Building your business or organization takes hard work and commitment. While it is important that your people buy-in to your vision it is equally important that as the leader you buy-in to them. Believe in your people and they will believe in you. Never miss an opportunity to express your confidence and to encourage your people. Where would you be without them?

Leaders are believers in your purpose. Similar in nature to vision; believing in your purpose goes deeper. In general, vision revolves around a shared set of goals and objectives for the organization. On the other hand, purpose has more to do with the dreams and aspirations of the people.

As a leader when you believe in the individual goals of each team member- goals that may transcend those of the company, you are exercising a high standard of leadership that few attain. The mark of leadership at this level signals your unselfish commitment to the purpose of investing long term in the life of others. Believing in the purpose of your people is the beginning of fulfilling your destiny.

Leaders are believers in destiny. The formula of V (vision) + P (people) + P (purpose) = D: destiny. As a leader you face many challenges as well as opportunities. Achieving your destiny is not by accident or happenstance. It is a combination of all parts of the formula working in harmony to see it come to pass.

I believe you can achieve your destiny. I believe when you apply this formula with your faith that your destiny is within reach. Your destiny awaits you. Are you a believer?

Follow Doug at www.twitter.com/managemntmoment

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

Please follow and like us:

Five Leadership Lessons from Gabby Douglas

Posted August 5, 2012
by dougdickerson

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

One of the emerging stars of the 2012 London Olympic Games is Gabby Douglas. If you missed her performances with her teammates, the Fab Five, you missed quite a show. Douglas won the gold medal in the all-around contest and in the process gave NBC some of its highest ratings.

The poise of Douglas during the competition and in her interviews has revealed an impressive level of maturity beyond the 16-years of her youth. That she will emerge as a role model for young girls and aspiring gymnasts is a given. But her observations and reflections after winning gold are lessons not just for her generation but also for leaders in the boardroom. Here are five leadership lessons from Gabby Douglas and why they matter.

Dream big. In a first-person column for ESPN, Douglas said, “When my mom first took me to [Lin] Chow’s gym two years ago, she told him I wanted to be an Olympic champion someday. He told her he would do his best. He jokes now that he wasn’t so sure he could do it.”

Douglas’ dream was to be an Olympic champion. Through dedication and hard work she made her dream come true. In leadership, the difference between those who dream and those who achieve is found in the work ethic. Gabby had the right work ethic; all successful leaders do. What is your big dream?

Work through the pain. Growth and accomplishment don’t come without setbacks, sacrifice, and pain. Gabby writes, “When I first got here to London, I was in some pain from a tweaked muscle. I was feeling a little down. But Chow reminded me that everyone has pain.” Successful leaders also know pain but understand that it’s part of the growth process.

Gabby had to work through the pain to get to the gold. It’s what successful athletes and leaders do. The old adage, “No pain, no gain,” is a reminder to persevere and reap the rewards. Don’t give up.

Be teachable. World class athletes such as Gabby Douglas would not compete at Olympic levels without the guidance and tutelage of a superior coach. And without being teachable, Gabby would not have won gold. Gabby writes, “He (Chow) pushed me so hard, and some days I would wonder, ‘Why do I have to do this?’ In the end, though, he believed in me and all the hard work really did pay off. He and his wife Li have shaped me into a better gymnast than I ever thought I could be.”

Whether you are a seasoned athlete or CEO, each level of competition and success is characterized by a willingness to learn. Raw talent has its limits, but with an open mind and teachable attitude there are no limits to the accomplishments you can achieve. Never stop learning.

Be a team player. In her essay Gabby said, “Tonight I didn’t think about avoiding mistakes-that’s what gets you into trouble. Instead, I just thought about going out there and representing Team USA, my coaches, my family and myself as I best I could. I just wanted to enjoy the moment.” Did you notice her priorities? It was team, coaches, family, and finally, self.

It’s when you think and act like a team member that you realize your full potential. Individual accomplishment is achieved in harmony with the team not with your defection from it. Give your all to your team.

Give credit where credit is due. In her first tweet after winning gold, Gabby said, “Let all that I am praise the Lord; may I never forget the good things he does for me.” Successful Olympians and leaders by nature are thankful people. In the aftermath and celebration of winning gold, Gabby had the presence of mind and wherewithal to give credit where she felt it belonged.

How about you? As a leader, it’s easy to get caught up in the excitement and celebrations of the moment and forget to thank those around you. Who are you thankful for and when was the last time you expressed it?

It takes discipline to keep the essentials of leadership front and center. Thanks to 16-year old Gabby Douglas, we’ve now been reminded why it’s important.

Follow Doug at www.twitter.com/managemntmoment

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

Please follow and like us:

Understanding the Power of Competition

Posted July 31, 2012
by dougdickerson

I have been up against tough competition all my life. I wouldn’t know how to get along without it. – Walt Disney

The Olympic Games are underway. Are you enjoying them? If you are like me, you are a competitive person; especially in sports. I do not like to lose and will play my heart out to win. That, I suppose, is what competition is about; no one plays to lose. But in business, do you understand the purpose of competition? When you understand the purpose of competition then you will understand why it is good. Here are three observations to help you understand the power of competition.

Competition brings focus. When you are focused on the tasks at hand you have little time to worry about other things. Don’t lose focus of what’s really important. Rather than worry about who your competition is and what you can’t control, focus on your priorities and what you can control. Tune out your distractions so that you can concentrate on your objectives and achieve your goals.

Competition is a neutralizer. The lesson here is simple. Smart leaders will neutralize their competition not by obsessing over them, but by training their own teams to be better. The by-product is that they outsmart them. How? Through strategic planning, focused leadership, and excellence in customer service.

Competition is a motivator. Healthy competition is a good motivator. Whether the forum is in sports, business, or academics, etc., competition will motivate you to be your best. The secret is not to be distracted by the competition so as to lose your focus, but to allow it to bring out your best qualities that will give you a competitive advantage.

Competition is good and competitors make great teachers. The key for you is to learn from them, respect them, but never be intimidated by them. Let them bring you focus, neutralize them, and let them motivate you to be your best.

What do you think?

Follow Doug at www.twitter.com/managemntmoment

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

Please follow and like us:

4 Reasons Why You Need Patience…Right Now!

Posted July 28, 2012
by dougdickerson

It is not necessary for all men to be great in action. The greatest and sublimest power is often simple patience. – Horace Bushnell

A recent story in Business Management Daily about the success of online shoe retailer Zappos brought my attention back to one of leadership’s most needed and personally challenging virtues – patience. Like many, I am not always a patient person and continually need improvement which is one reason why the success of Zappos caught my eye.

That Zappos excels in customer service is a given, but when asked why more organizations are not like them CEO Tony Hsieh said, “Patience.” Hsieh says most firms won’t put in the time to build employee morale and customer service. “It’s whether you’re willing to make that commitment,” he said.

We have been taught from an early age that patience is a virtue, but to what end? To be sure, patience in employee relations, business negotiations, and in achieving strategic goals is important. Let’s look at the value of patience and how it can be a game changer both personally and professionally.

Patience builds your reputation. A well-rounded leader is set apart from the rest of the pack by mastering skill sets that lead to success. At times, many of us are driven more by impatience; with ourselves and others, than by the virtue of patience. Our impatience can be our demise. Thomas Edison said, “Many of life’s failures are people who did not realize how close they were to success when they gave up.” Building your reputation as a leader in these challenging times requires patience. Managing your reputation as a leader begins by mastering the skill of patience and not giving up.

Patience gives way to remarkable results. Part of the Zappos success story comes from strong employee engagement. Hsieh says, “The No. 1 focus and priority for the company, even though we want the brand to be about customer service, is company culture. Our belief is that if you get the culture right, most of the other stuff, like great customer service, will just happen.” Developing a culture of employee engagement like Zappos can only be realized through patient dedication. Building your brand and reputation takes times; it doesn’t happen overnight. Successful brand leadership begins with patience and a commitment to the due diligence necessary for excellence.

Patience leads to positive recognition. Ultimately, there is a reward for the virtue of patience. The reward may be greater sales, increased customer satisfaction, stronger profits, or a promotion. Whatever the measure of realization looks like for you it is the dividend of patience and hard work. But this realization begins with understanding the causes of impatience.

Vic Lawrence at selfgrowth.com says the most basic reasons for impatience are: lack of control, lack of understanding, lack of planning, lack of communication and unrealistic expectations. When you claim control of these issues you can claim the rewards that patience can deliver.

Patience is your most formidable resource. Many people in business are looking for a leg up on the competition and ways to improve company performance. Sharp business plans and the best talent money can buy are no substitutes for the virtues needed to guide you in the right direction.

Patience is not easy to come by and when it matters most you want to be the leader who is making smart decisions based upon sound principles rather than knee-jerk reactions. Patience is one virtue that will serve you well. I just wish it didn’t take so long to learn.

Follow Doug www.twitter.com/managemntmoment

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

Please follow and like us:

A Postcard from the Beach

Posted July 24, 2012
by dougdickerson

John Wooden once said, “It’s the little details that are vital. Little things make big things happen.” In life and leadership that is so true.

My family and I are currently in the middle of a vacation at the beach. Over the years I have enjoyed beaches in the Caribbean, Central America, and the Mediterranean to name a few. But when you live along the coast as I do, a long fancy trip to some distant isle is not necessary.

Leadership is about the big picture (vision), details (execution),and most importantly; people (relationships). And when it all comes together it is a beautiful thing.

As I have observed the ebb and flow of the tides, sunrise and sunset walks, I have come to once again appreciate the beauty of the journey. Remember, it’s the little things that make a big difference.

What little moments are you thankful for?

Follow Doug on Twitter @managemntmoment

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

Please follow and like us: