HR – Page 6 – Doug Dickerson on Leadership

Three Things to Know…About Lifting the Load of Your Leader

Posted December 8, 2014
by admin

If you have the willingness and capacity to lift the load of your leaders when they need it, you will have influence with them – John Maxwell

Regardless of where you are in your organizational structure you have the potential to be a person of great influence as you seek to lift the load of your leader.

Let’s face it – at the end of the day you are either lifting the load of your leader or you are adding to it. If you want to position yourself as a load-lifter then you will possess these three characteristics (among others) that will cause you to stand out.

Load lifters have the right attitude

Load-lifters are a cut above. They possess an excellent attitude. They are unique in the sense that they had rather exert their energies on making things right rather than complain about what’s wrong.

Those that add to the load of the leader do just that – complain about what’s not fair, do mediocre work, have a bad attitude, and wonder why they never get ahead.

Load-lifters are not worried so much about titles or positions, but rather they focus on doing their best, encouraging their leader, and having an attitude of excellence.

Load lifters understand the big picture

This is an opposite take from those persons who add to the load of the leader. Those people are concerned primarily about one person – the one they see in the mirror. They are concerned about the pecking order, getting ahead, and what’s in it for them.

The load lifter sees the big picture. They realize and understand that when they help their leader succeed – they succeed. When they help the leader look good they look good. They are focused more on the big picture that causes everyone to move upward not just themselves. In understanding the big picture they realize it’s a team effort and they make great team players.

Load lifters create momentum

Imagine for a moment how different things would be in your organization if more people took on the attitude if being a load lifter. What would be different if all of your colleagues checked their egos (and titles) at the door each morning and totally committed themselves to the idea of being a load lifter?

Load lifters create a momentum that once embraced, can take your organization to a new level of productivity and synergy. Is your organization stuck and trying to figure out how to get to that next level? Are you in need of some type of infusion of energy to get things moving? The answer is found in load lifters who can create the energy and momentum you need to go forward.

Load lifters are not necessarily the most talented, gifted, or smartest people – they are just bright enough to know that if they lift the load for their leader they can catch the wave and go to new heights with them.

Are you a load lifter?

Please follow and like us:

Your Life in Leadership

Posted November 26, 2014
by admin

Life is too short to be little. – Benjamin Disraeli

As defined by John Maxwell, leadership is influence. With the influence you have as a leader, you can add value to the lives of others by your leadership style. The alternative is often characterized by missed opportunities. How you see yourself determines the direction you travel.

Italo Magni said, “If you’re talking with your head, you’re going to speak to their heads. If you talk with your life, you’re going to reach their lives.” So, here is the question: On which level do you want to lead? Discover these simple secrets and understand the most effective way to lead.

When you lead with your head you can help.

You can draw a person in with your knowledge, but if you want to make a difference there has to be more.

When you lead with your heart you can make a difference.

Until you connect with the heart you will never get to the life-changing encounters that come from leading with your life.

When you lead with your life you can change the world.

Leading with your life is the most powerful form of leadership. This level of leadership embodies all that you know and all of your passions and unites them into a life committed to adding value to others.

When you lead with your life, your influence has no limits. What will be the measure of your leadership?

This post is an excerpt from the book, Great Leaders Wanted, which can be purchased by visiting the “Order Doug’s Books” page when you click on the tab above.

Please follow and like us:

Four Things to Know…About Being a Team Player

Posted November 18, 2014
by admin

Talent wins games, but teamwork and intelligence wins championships. – Michael Jordan

How well you work together as a team matters. The consequences are real. The success you strive for are too important to leave it to those who are not team players and insist on having their own way.

What team characteristics do you think are needed for success? How do you turn personal leadership qualities into successful teamwork strategies? Let’s examine a few possibilities.

A team player has the right temperament.

A team player has a pleasant combination of what the dictionary defines as, “the combination of mental, physical and emotional traits of a person or disposition.” In other words, team members blend well with each other. The team member thinks in terms of what is best for the whole team, not just his or her own needs or wants.

A team player sets the right example.

A team player models behavior that inspires others to be their best. As Mark Twain once said, “Few things are harder to put up with than the annoyance of a good example.” A strong team player inspires others by a good example of selfless behavior.

A team player has the right attitude.

The attitude of the leader at the top of the organization sets the tone for everyone else in it. John Maxwell said, “A leader’s attitude is caught by his or her followers more quickly than his or her actions.” A team player contributes to the team with a good attitude.

A team player has the right motivation.

A strong team player is motivated to perform at his or her very best. A team player is always thinking of ways to improve and move the team toward success, which requires a willingness to set aside personal agendas for the sake of the team.

When you are developing these four attributes in yourself and building them among your team you are well on your way to building an environment where teamwork can thrive and success can be achieved.

This was adapted from my book, Leaders Without Borders: 9 Essential for Everyday Leaders. Visit the “Order Doug’s Books” page for more information and to place your order.

Please follow and like us:

Three Things to Know…About Jerks at Work

Posted November 11, 2014
by admin

We don’t devote enough scientific research to finding a cure for jerks. – Bill Watterson

Whose face comes to mind when you hear the word “jerk”? Not much hesitation there was it? Identifying jerks is not hard – so what do you need to know?

Jerks are everywhere. Your organization does not have a monopoly on the number of jerks it has working in it. Every organization has their fair share of them so don’t think you are unique because you have more than one.
Jerks procreate. Most of the jerks I know have it in their DNA to be that way. Here are a few questions to consider: Do the contributions of the jerk(s) make it more or less feasible to overlook their obnoxious behaviors? At what point do they become more of a liability rather than an asset? Is your organization a jerk magnet, and if so, why?
Jerks will have their day. Whether it’s in the form of bullying or some other type of intolerable workplace behavior –it’s just a matter of time before the jerks meet with enough resistance to change or move on, or be brought down by their own actions. Best advice here? Be patient.

A few final takeaways…

Stay above the fray. Don’t be drawn in by the behaviors of the jerk(s) regardless of their following.
Keep your attitude right. It’s not easy dealing with the jerks and it can be very frustrating especially when you think nothing is being done about it. Regardless, keep your heart right. Don’t let the jerks drag you down!
Set the right example. Let others (and the jerk) know that there is a better way to conduct yourself. When you treat people with dignity and respect and know how to mind your manners you are setting the right tone. Show the better way to lead.

Please follow and like us:

A Tale of Three Leaders

Posted November 7, 2014
by admin

The pessimist complains about the wind; the optimist expects it to change; the realist adjusts the sails. – William Arthur Ward

One of my favorite stories is from John Maxwell. In it he shares about the turkey chatting it up with the bull. “I would love to be able to get to the top of that tree,” sighed the turkey, “but I haven’t got the energy.”

“Well,” replied the bull, “why don’t you nibble on some of my droppings? They’re packed with nutrients.”

The turkey pecked at a lump of dung and found that it actually gave him enough strength to reach the lowest branch on the tree. The next day, after eating some more dung, he reached the second branch. Finally after a fourth night, there he was proudly perched on top of the tree. But he was promptly spotted by a hunter, who shot him down out of the tree.

The moral of the story: BS might get you to the top, but it won’t keep you there.

Every leader I know wants to make it to the top. I’ve yet to find one that doesn’t want to be successful. Your leadership point of view – how you see your world, will set into motion the realities of your leadership and to a certain extent the success you have. Will your present leadership style get you to the top? Will it keep you there? Here are three style of leadership for your consideration.

The pessimistic leader

This is the leader who always sees the glass half empty. For this leader the next disaster is just around the corner and no one is prepared for it. The pessimistic leader assumes the worst and usually creates self-filling predictions.

It’s hard to wrap our minds around this type of leadership style but it’s one that in some circles exists. The only thing more demoralizing than working for this type of leader is being one. But know this; a pessimistic leader is one by choice. The pessimistic leader is not the only leader to face adversity, setbacks, personnel issues, economic challenges, etc. It comes with the territory. Then what’s the deal breaker? In a word – attitude.

The pessimistic leader’s lid of limitation is his or her attitude. Until this leader drops their pessimistic ways they never make it to the top. Zig Ziglar was right when he said, “Your attitude, not your aptitude, will determine your altitude.” Change your attitude and you will change your point of view.

The optimistic leader

The optimistic leader has an easier path to the top. Why? For the opposite reason the pessimistic leader will not reach it. Optimism is the fuel that drives you and it’s contagious. A healthy dose of optimism will give you and your team the competitive advantage you need to climb your way to success.

But is optimism alone enough or is more needed? Just as you need a dream or a goal to shoot for, optimism alone is not sufficient. You must be awakened to your dream and work it. You can dream all day but until you go to work you are just a daydreamer. You need an optimistic frame of mind that causes you to believe that anything is possible-and it is- but you must channel that optimism through hard work and measureable results.

An optimistic leader expects challenges and is prepared for them. But the optimistic leader needs to know how and when to pivot and be prepared to make adjustments. It’s hard to remain optimistic for long if you are going in the wrong direction.

The realistic leader

The realistic leader knows how to discern the BS, adjust the sails, and make the best of every challenge and opportunity. The leader wearing the realistic hat will tell you the truth no matter how sobering it may be. It may sound something like this, “Times are tough. We’re not where we want to be or should be. We’ve been blindsided, and at times we’ve dropped the ball. We’re going to make some changes and if we will pull together and work hard, together we can turn this around.” It’s acknowledging problems and accepting responsibility with optimism still in place.

The realistic leader walks a tightrope. If the tone is too harsh it can have negative consequences. If the message is not delivered forcefully enough the perception can be that problems are being swept under the rug. But optimism devoid of reality sets people up with a false hope. People need to know what’s optimistically within reach.

A realistic leader’s greatest asset in order to be successful is trust. When people trust their leader to not BS them and give it to them straight, and have their backs, the sky is the limit as to how high they can go.

Which type of leader are you?

Please follow and like us:

Leadership Minute: Fluffy People

Posted November 2, 2014
by admin

If the person you are talking to doesn’t appear to be listening, be patient. It may simply be that he has a small piece of fluff in his ear. – A.A. Milne, Winnie the Pooh

Winnie the Pooh puts a kind spin on some of the people you will deal with as a leader. You know the type. They seemingly go through the motions of listening but deep down you know they have fluff in their ears. As a leader communication is important. What you say, how you say it, and making sure the message gets through is essential to your success. If you are like me at times, patience is not your best virtue, so you don’t like to waste time repeating yourself. There are times when it’s not the message or the recipient that’s at fault – it’s the timing. Make sure that your communication is carefully planned so as to maximize delivery and increase reception. Remember, communication is a two-way street and not everyone is be tuning you out, so don’t blame it on the fluff.

Please follow and like us:

The Makings of a Jealous Leader

Posted October 31, 2014
by admin

The jealous are troublesome to others, but a torment to themselves. – William Penn

Dr. Gary Collins shares a story about Sir Walter Scott. For many years Sir Walter Scott was the leading literary figure in the British Empire. No one could write as well as he. Then the works of Lord Byron began to appear, and their greatness was immediately evident. Soon an anonymous critic praised his poems in a London Paper. He declared that in the presence of these brilliant works of poetic genius, Scott could no longer be considered the leading poet of England. It was later discovered that the unnamed reviewer had been none other than Sir Walter Scott himself!

Jealousy is one of those emotions that can cause much harm to your leadership and one that you must keep in check. It’s also an emotion that you must be willing to confront. Let’s be honest, at one time or another we’ve all had a bout with it. So what happens when you allow jealousy to enter into the DNA of your leadership style? What are the consequences and how can you stop it? Here are a few ways it might be impacting your leadership.

Signs of a jealous leader:

Jealousy makes you feel threatened

Jealousy materializes when you can resent the success of your peers rather than celebrate it. Instead of what is seen as a win for the team is a threat to one – you. Jealousy has an unflattering way of revealing motives and exposing serious leadership flaws. Jealousy reveals your insecurities, not your strengths.

Jealousy causes divisions

If left unchecked, jealousy leads to divisions and poses serious threats to the health and culture of your organization. The triggers can vary – you were passed over for a promotion that you thought was yours. You didn’t get the recognition you thought you were due. Rather than working through the issue jealousy caused you to act out in unbecoming ways. Jealousy creates strife, not harmony.

Jealousy skewers your judgment

One of the unfortunate side effects of a jealous leader is that your judgment becomes impaired. Rather than looking at situations objectively you now act out in ways that speaks more of pettiness and retaliation. When jealousy is in your heart it will reflect in the decisions you make.

How to fix it?:

Be honest with yourself

Being honest about jealous feelings is the proverbial first step in weeding it out. Don’t let pride be your downfall by refusing to deal with it. We’ve all had a jealous moment or two in our lives, but we don’t have to lead that way. You can’t build trust with your people if you are not honest with yourself.

Be comfortable in your own skin

As a leader you don’t have to compare yourself to anyone. Don’t allow personal insecurities lead to your demise. Be confident in the talents and abilities you possess and do all that you can to inspire the same in others. Recognize that the skills and abilities you have will be different from those around you. See your colleagues not as you adversaries but as allies. You win and succeed by getting along not by being jealous.

Be accountable to others

Your success as a leader is a work in progress. Jealousy is a toxic emotion that can derail it. But if you will allow a trusted confidant or mentor to hold you accountable it can save you a lot of grief in the future. Leading others is an awesome responsibility. Leading yourself takes some work. Accountability makes it all possible.

What do you say?

Please follow and like us:

Leadership Minute: Lead the Peace

Posted October 31, 2014
by admin

Blessed are the peacemakers, for they shall be called sons of God. – Matthew 5:9 (Jesus)

This is perhaps one of the biggest dichotomies of leadership. Being a peacemaker is often seen as a sign of weakness when in reality it’s a sign of strength. Keeping the peace is about making hard decisions that are not necessarily seen as peaceful. Leadership weakness is found in a passive or casual style of looking the other way and tolerating things that otherwise would be looked upon as offensive. The decisions you make as a leader have consequences. It can please the masses or anger them depending on the day. But that’s a non-factor for the leader who bases his or her decisions on values and principles rather than on what’s expedient. Leading the peace occurs when you apply your leadership skills to make the case for the direction you are going. You can lead the peace or preside over appeasement, but know this; you will not know peace if you choose the latter. My suggestion? Be a peacemaker.

Please follow and like us:

Leadership Minute: Enjoy the Journey

Posted October 25, 2014
by admin

The simple fact is that if you don’t enjoy what you’re doing and the people with whom you’re doing it, then there is no possible way that you are ever going to do it as well as something that you do enjoy – Richard Branson

Do you enjoy what you do and the people you do it with? That is a rather sobering question but one of necessity for a leader who wants to achieve any level of success. If you don’t enjoy what you do then you don’t need me to tell you that you won’t do it as well as something you do like. One of the reasons why you enjoy doing what you do is because of the people you have surrounded yourself with. When you enjoy the company you keep you can build camaraderie that will project you to a higher level of performance. When the chemistry is right then you can excel. Not everyone can take the leadership journey with you nor should they. But regardless of who comes or goes; make sure you stay true to your your passions and what you love to do. Life is too short to settle for anything less.

Please follow and like us:

Building Bridges and Tearing Down Walls

Posted October 24, 2014
by admin

Management is about arranging and telling. Leadership is about nurturing and enhancing. – Tom Peters

The Great Wall of China was built over hundreds of years to keep China’s northern enemies from invading. The Great Wall is so wide that chariots could ride across the top. It is one of the few manmade objects that astronauts can see from space as they look back on the earth.

But the Great Wall did not keep the enemy out. Do you know why? All the enemy had to do was bribe a gatekeeper. Despite the massive wall, there was an enemy on the inside that let the enemy on the outside in.

One of your most important responsibilities you have as a leader is to grow your corporate culture in a way that benefits everyone. But what happens when office gossip, professional jealousy, and turf wars build walls that place your company at risk? What is the fallout when walls go up and camaraderie is a faint memory of the past? Here are four critical areas that are impacted in your organization if walls are built or allowed to remain.

Loss of trust

The first line of defense for you as a leader as it relates to your corporate culture is the establishment of trust. When walls go up among your people trust is one of the first casualties along with it. Trust among your team is essential to your operation. If it doesn’t exist internally it’s going to be hard to nurture and develop it externally.

Trust is the foundation of your corporate culture. If there is no trust among the members of your team then your team is simply going through the motions. Trust is built when the walls come down and your people learn to work in harmony with one another. When they see each other as allies and advocates rather than adversaries then you trust can be established.

Lack of communication

When there is no trust then communication is going to suffer. If information is being withheld and secrets are kept, then good corporate culture is lacking. Walls keep people apart and when this occurs then the life blood of your company is missing. Everything rises and falls on trust and communication.

Consider for a moment how different things in your organization would be if there were not impediments to communication. Good communication can be a challenge in the best of times when there are no walls much less when they do exist. Communication in your organization will exist and thrive when you bring people together and make it a priority.

Lack of collaboration

Whatever the cause for the walls that exist – clicks, territorial disputes, petty office politics, etc. one thing is certain – relationships suffer. A strong work environment and the collaborative process are dependent upon good relationships – the very thing the walls have destroyed.

A healthy collaborative process can be very beneficial. When team members come together and check their baggage and their egos at the door, it can make a huge difference in the productivity of the organization. But this can’t happen within the confines of walls that are far too often supported by pride. When team members see their differences as strengths and their diversity as an advantage then collaboration can thrive.

Lack of credibility

Walls can be detrimental to any organization and every leader faces the challenge of how to deal with the underlying issues that lend itself to their creation. It’s a frustrating process and I understand the challenge it presents.

But the credibility of your organizational structure is on the line when walls of division that lead to a lack of trust, communication, and collaboration are allowed to linger. Chances are it’s only one or two disgruntled people who are the chief antagonists giving you this headache. But nonetheless, walls are being built because well-meaning team members may know of no other way to deal with it.

As a leader you must be proactive in the implementation and development of your corporate culture. It’s not an auto-pilot feature that you can turn on and then ignore as you move on to other issues. As a leader the best things you can do is learn how to build more bridges and tear down a lot of more walls.

What do you say?

Please follow and like us: