Leadership basics – Doug Dickerson on Leadership

Stop Assuming, Start Connecting

Posted November 7, 2021November 7, 2021
by admin

You can make more friends in two months by becoming more interested in other people than you can in two years by trying to get other people interested in you. – Dale Carnegie

In the book Leadershift, John Maxwell shares a story about being invited to a game by Pat Summit, the late head coach of the Lady Vols basketball team at the University of Tennessee.

He recounts how he was able to go into the locker room at halftime which served as a major “aha” moment for him. In the locker room, Summit and a few coaches gathered to talk about what took place in the first half of the game. The players gathered around a whiteboard in a semicircle to answer three questions written on it: What did we do right in the first half? What did we do wrong? What do we need to change? When the girls had answered all three questions, Summit and her coaches would then go over and talk about their responses, and then she would send them back out to warm up for the second half of the game.

Curious about this, Maxwell asked Pat Summit about this technique. She replied, “Too many lead by assumptions. They assume they know where their people are. That halftime exercise lets me find my players so I can lead them. That can only be done by asking questions and listening to their answers.”

In her remarkable career at Tennessee, Pat Summit won eight national championships. Her leadership on and off the court left an indelible impression upon many and she is greatly missed today.

Her insights into connecting with her players still have relevance today. Look at most any survey on employee-employer relations and you will consistently at the top of any list are complaints like not listening, favoritism, micromanaging, not showing appreciation, overbearing, and the lists go on.

It’s been said that assumptions are the termites of relationships. I believe this to be true in leadership. But as leaders why do we do it? What are some of the mistaken assumptions we make that hurt our leadership? Here are a few for your consideration.

We assume everyone shares our perspective

While you may wish it were true, not everyone in your sphere of influence shares your perspective and sees things your way. When you assume that they do, it can create misunderstandings that you caused but the shift in blame usually falls elsewhere. At the end of the day, if you want a culture of shared values, mission, and purpose, then you have to quit assuming it exists and connect with your people to create it. Click To Tweet A key to effective leadership is found when you purposefully connect with your people and respect everyone’s voice.

We assume everyone else will eventually come around to seeing things our way

In as much as we mistakenly believe that everyone shares our perspective, we can also assume that over time, everyone will eventually fall in line and see things our way. Let’s be honest – wearing your people down is not a good leadership strategy. However, when you listen to your people, as Pat Summit listened to her players, then you can connect and build relationships with your people which in turn elevates morale and creates wins for the team.

We assume everything is dependant on us

“It’s not about you,” is the opening sentence of the acclaimed book The Purpose Driven Life by Rick Warren. It pointedly encapsulates everything you need to know about living a life that matters and also your life in leadership. The assumption that everything is dependant on us or it all goes down the tubes is a misnomer. Perhaps we need to rediscover a renewed sense of humility in our leadership which makes the whole idea of connecting with others more meaningful when we understand that we truly need each other. Click To Tweet

Final Thoughts

Connecting with others and building relationship is one of the greatest privileges in leadership. We should never take it for granted and always remember that what we can accomplish together is greater than what we can do on our own. In order to do so, we need to stop assuming and start connecting.

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Three Truths About Encouragement in Leadership

Posted October 29, 2020
by admin

How do you know someone needs encouragement? They are breathing. – S. Truett Cathy

A young boy, on an errand for his mother, had just bought a dozen eggs. Walking out of the store, he tripped and dropped the sack. All the eggs broke, and the sidewalk was a mess. The boy tried not to cry.

A few people gathered to see if he was okay and to tell him how sorry they were. In the midst of the words of pity, one man handed the boy a quarter.

Then he turned to the group and said, “I care twenty-five cents worth. How much do the rest of you care?”.

In many ways, encouragement is the lifeblood of leadership. So long as you are around a person who’s breathing they need encouragement.

While it may not be hard to imagine what your organizational culture would be like without encouragement taking place, imagine what the possibilities would be like if it were? The challenge in leadership as it relates to encouragement is to be as generous as possible.

Encouragement is the lifeblood of any organization. Here are a few reasons why you need to pass it along.

Encouragement can be a game-changer

A word of encouragement given at the right time can make the difference between success and failure for the person receiving it. And in some cases, it’s not so much the uplifting word spoken that made the difference, but the timing of it that turned things around.A word of encouragement given at the right time can make the difference between success and failure for the person receiving it. Click To Tweet

It’s been said that everyone is facing struggles we know nothing about. You never know how your word of encouragement can give a person that extra dose of confidence to continue on and not give up. Never underestimate the power of a kind word.

Encouragement is a unifier

Just as gossip and office politics tends to divide, encouragement sets the bar at a higher level. Encouragement tends to bring people together in a way that destructive words never will. Your organization will grow stronger and healthier when words of encouragement are at the center of your conversations.

If you are looking for ways to bring your people together, look first at the way in which you communicate with your people. Click To TweetBringing your people together begins with words of encouragement. So long as your people know you have their backs it makes every other conversation better.

Encouragement builds relationships

One of the benefits of encouragement is that it builds bonds between you and your people. It’s easy to come together over words of encouragement, but the relationships that emerge from it are where you can really make improvements. This is where you can take your people to a higher level and out of their comfort zones.

Developing relationships takes time and commitment. It begins with the power of your words. Encouragement for the sake of encouragement is always good. But at some point, you want to take your people to a higher level. Encouragement sets the table to do so.

Final Thoughts

If there’s ever been a time for encouragement in the workplace it’s now. Many of your colleagues and friends are hungry for an encouraging word of support. Be the voice of hope. Be the voice of understanding. Be the voice of encouragement that others need.

Who have you encouraged today?

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When Leadership Gets Squirrely

Posted May 11, 2020May 11, 2020
by admin

Some people are like clouds. When they go away, it’s a brighter day. – Anonymous

I have to start this with a disclaimer. I am not a hateful person. I was raised better. So here goes my confession – I hate squirrels. I hate them with a passion. I have on occasions questioned God as to the reason for their miserable existence. But, I digress.

You see, one of my great joys is birding. I have somewhat of a bird sanctuary in my backyard at home. I love the beauty and majesty of the many birds that visit the feeders every day. They are beautiful creatures and it brings me a great deal of satisfaction to feed them and to create space for them in my yard.

But, I hate squirrels.

I hate having to chase them away from the feeders. I hate having the “experts” in the specialty stores recommend me to buy their guaranteed product that will keep them away. They don’t. Squirrels are a nuisance of the highest order.

Hang around in leadership long enough and you will run into squirrely characters. Over the years, I’ve come across plenty. Who are these squirely characters you have to contend with in leadership? In what ways are they like the menacing squirrel? Here are a few examples.

They are self-serving

At times in your organization, you will run across people who are self-serving. They make decisions based entirely on what’s good for them. Typically, these people have hidden agendas that over time become not so hidden. Then one day you have that aha moment and you realize that everything that they have been doing has only had one benefactor-themselves. Like the squirrel, they take what they want and leave the rest with no thought to the consequences.

They stick together and sow discord

Negative people tend to attract negative people in the same way positive people attract positive people. It’s one of the reasons why attitude is so important. Left unchecked, this pact of negative influencers can grow like cancer and pull everyone down. This is not to say every organization has this pact within it, but most have at least one. And so long as there is one sympathetic ear then there’s the potential for disruptions in the morale of your organization.

They are indecisive – until they aren’t

Have you ever seen a squirrel try and cross the road? They zig-zag back and forth in either direction until they finally dart across the road before they meet their demise. Sometimes in your organization, you will run across those squirrely and indecisive leaders who can’t seem to make up their mind. Their ability to lead is hindered by the obvious fact that they don’t know where they are going or why. This, of course, only frustrates the dynamic of the organization due to a lack of leadership skills which makes everyone else want to pull their hair out.

They destroy to get what they want

Over the years, I’ve had more than one bird feeder destroyed by squirrels. It’s just what they do to get to the seed. In every good, efficient, and profitable organization there are a group of dedicated and committed people who have the buy-in and determination to bring their vision to life and succeed. And then there are those squirrely people who are only in it for themselves and what’s good for them. And unfortunately, they will cause more harm than good until they are dealt with.

Final Thoughts

Sometimes when I see a group of squirrels in my yard, I call for my dog, Shakespeare. It’s a fun little activity as he anxiously waits for me to open the door while channeling his inner Mufassa with all of the energy his seven-pound Morkie body can muster. Then it happens – he charges through the door to defend his yard. The chase is on! It ends almost as quickly as it begins – the squirrels win again!

But in real life, it’s not as easy, and it’s certainly not amusing. Too much is at stake. As a leader, you will be surrounded by people who bring you joy and delight like the birds. They are pleasant to be around and are good team players.

And then you have a few squirrels.

Next week, I will devote this space to how we deal with those squirrely people and help you see your path forward.

Until next week, keep feeding the birds. It’s worth it.

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When Things Aren’t Always Clear

Posted November 10, 2019
by admin

The single biggest problem in communication is the illusion that it has taken place. – George Bernard Shaw

Communication is the lifeblood of any good organization. With it, things run smoothly. Without it, it’s a constant struggle.

Consider this humorous story I came across not long ago. It was about a man who lacked tact. He was the type of person who just couldn’t say anything graciously.

He and his wife owned a poodle. They loved this dog. It was the object of their affection. The wife was to take a trip abroad, and she made it to New York on the first day. She called home and asked her husband, “How are things?”

He said, “The dog’s dead!”

She was devastated. After collecting her thoughts, she asked, “Why do you do that? Why can’t you be more tactful?”

He said, “Well, what do you want me to say? The dog died.”

She said, “Well, you can give it to me in stages. For example, you could have said, ‘The dog went out on the roof.’ And then when I travel to London the next day and call, you could tell me, ‘Honey, the dog fell and had to be taken to the vet. In fact, he’s in the hospital, not doing well.’ And finally, when I call you from Rome, ‘Honey, brace yourself. Our dog died.’ I could handle that.”

The husband paused and said, “Oh, I see.”

Then she asked, “By the way, how’s Mother?”

He said, “She’s on the roof.”

Communication. How would you rate it in your organization? Is it good? Bad? Why is that? If it’s bad, is that a reflection of the culture at large or is it more random? Regardless of your answers, one thing is for certain – good communication matters.

As a leader, you want to make sure that your communication systems are working. It needs to be C.L.E.A.R.

C – Correct.

It’s not enough that communication in your organization is taking place. The information that is flowing within and out of your organization needs to be accurate. Expediency serves no purpose if the information is wrong Click To Tweet. Make sure it’s correct. Nothing is more frustrating than inaccurate information being disseminated. It makes you look bad and frustrates the very people you are trying to serve.

L – Logical

A necessary ingredient to good communication is that it’s logical. Make sure that it serves a useful purpose and is beneficial to those who receive it. If the information you are trying to communicate is important enough to be distributed to those in your organization and beyond, then it’s important that it’s done right. Don’t put forth information that is irrelevant or hard to understand.

E – Essential

It’s one thing to communicate regularly, but how much of that communication is essential? How would a communication audit look for you and your organization? How much of what you communicate in a meeting could have been handled in an email? Click To TweetHow do you recoup that lost time in productivity? What about those unnecessary emails that clutter up the inbox? Good communication is necessary but make sure that what you are communicating is essential. Don’t waste people’s time with the trivial.

A – Accessible

Information that your people need should be accessible through good communication channels. Make sure that people who are supposed to be in the loop are in the loop. Don’t make access to information difficult or make assumptions that it’s been received. Nothing will frustrate your people more than being in the dark on matters that they should know about. Be intentional with your communication and make it accessible. Click To Tweet

R – Regular

Good communication within your organization should be regular. In other words, good communication practices should be a part of the routine of your organization. It’s dependable, it’s reliable, it’s accurate, and you’ve built a reputation upon it. Avoid the pitfalls of poor communication and poor morale by good communication a priority. Too much is at stake not to.

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7 Things You Do That Your Leader Can’t Stand

Posted January 28, 2019January 28, 2019
by admin

The cost of leadership is self-interest. – Simon Sinek

In this space last week, I wrote about The 7 Things You Do as a Leader Your Team Can’t Stand. It was an attempt to pull back the curtain and look at the things that you do as a leader your people struggle with.

As promised, this week the script is flipped. It’s time to take a look at the things that people in the organization do that the leader can’t stand. It’s only fair considering the number of people who at one time or another have said they work for an idiot.

Keep in mind, the observations from this article including the one from last week are not designed to be used as ammunition to go after one another. It’s designed to put into context the necessity of a greater conversation that’s needed. Next week, I will devote this space to how both sides can come together, work through these issues, and be a stronger organization.

So what are the seven things you do that your leader can’t stand? Just like last week, this isn’t an exhaustive list but represents some of the more common ones.

You are not a team player

This one thing will irritate your leader quicker than anything else. When the reality or the perception is that you do what you do more for the benefit of yourself than for the benefit of the team it will rub your leader the wrong way. You have little credibility when railing against your organization or leader when all of your actions demonstrate that you are using them for your own gain. Team players lift their leader, their peers, and thus, the entire organization. Click To Tweet

Your leader can’t stand your self-centeredness.

You play politics

When you elect to engage in the office politics game it’s a demonstration that you have lost your focus and calls your motives into question. What your leader needs is not your skill at manipulating others but your ability to empower others. Your leader needs people on the team who are more concerned with reaching their goals and lifting those around them to do the same. Playing politics to get your way or get ahead is the lowest form of leadership.

Your leader can’t stand you stirring up dissension.

You point out problems, provide no solutions

I’ve yet to find a perfect organization. Chances are, yours isn’t one of them. But if all you do is point out problems without providing solutions it can be a force of frustration for your leader. Henry Ford said it well, “Don’t find fault, find a remedy.” The next time you have a problem to take to your leader be sure to take a few solutions with you. Simply pointing out a problem means little if you are not willing to be a part of the solution. Click To Tweet

Your leader can’t stand you griping about things you’re not willing to fix.

You don’t go above and beyond what’s required

The ability of your organization to move beyond the level of mediocrity rests with its people willing to go the extra mile to make it happen. But whenever people are not willing to embrace an above and beyond work ethic, it will be hard to rise above that level of mediocrity. So long as people are content to show up and do the minimum amount of work in order to get a paycheck, it will always be a struggle to move your organization forward. Click To Tweet

Your leader can’t stand people who only give minimal effort.

You are not willing to take risks, you play it safe

This is not about taking reckless risks or behaviors that would otherwise put the organizations in jeopardy. But it does demonstrate that you are willing to think outside the box, that you are open to creative solutions, and that you take nothing for granted in terms of where the organization is and where it expects to go. Yet when you had rather play it safe and avoid risks’ then you are not moving the ball forward.

Your leader can’t stand small thinking.

You stop growing and learning

No matter how good you are at doing what you do, there will always be room for improvement and something to learn. As John Maxwell said, “No matter how much it costs you to keep growing and learning, the cost of doing nothing is greater.” What signal does it send to your leader when you stop growing and learning? What do you think he or she thinks of your capacity to be a future leader in your organization if you are not growing and learning?

Your leader can’t stand your limited thinking.

You don’t lead yourself well

In the final analysis, your ability to lead yourself is what matters. You must take responsibility for your personal growth and development. Before fixing everything around you, you must fix what’s wrong within you. So long as you are not leading yourself well you will never rise to a level of effectively leading those around you. Click To Tweet When you invest in your leadership you invest in your future. If your leader sees that you can’t lead yourself then what motivation does he or she have elevating you beyond where you are now?

Your leader can’t stand you not growing as a leader

Now that the 7 things have been named and brought to light on both sides, next week I will look at win-win solutions. It’s time for some conversations. I invite you to join in.

Resources I recommend:

The Ideal Team Player by Patrick Lencioni

Order it here from Amazon

The Five Levels of Leadership by John Maxwell

Order it here from Amazon

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The Power of Purpose Driven Leadership

Posted September 23, 2018October 8, 2018
by dougdickerson

When you’re surrounded by people who share a passionate commitment and common purpose, anything is possible. – Howard Schultz

There is a story involving Yogi Berra, the well-known catcher for the New York Yankees, and Hank Aaron, who at that time was the chief power hitter for the Milwaukee Braves. The teams were playing in the World Series, and as usual, Yogi was keeping up his ceaseless chatter, intended to pep up his teammates on the one hand, and distract the Milwaukee batters on the other. As Aaron came to the plate, Yogi tried to distract him by saying, “Henry, you’re holding the bat wrong. You’re supposed to hold it so you can read the trademark.” Aaron didn’t say anything, but when the next pitch came he hit it into the left-field bleachers. After rounding the bases and tagging up at home plate, Aaron looked at Yogi Berra and said, “I didn’t come up here to read.”

The story is a great reminder of why having and knowing your purpose is important. Do you know your company’s mission or vision statement? If not, sad to say, you are not alone. According to a survey conducted by TINYPulse of over 300 hundred companies and 40,000 anonymous responses, the survey revealed that only 42 percent of employees know their organization’s vision, mission, and values.

If your employees do not know your company’s vision, mission, or values then they will be poor representatives of your company. If you, as the leader, have not clearly communicated those core values then you have fallen down on the job. How can your employees represent what they do not know? Purpose-driven leadership is essential to your success. Here are three reasons why.

It gives context to your past

In order to understand where you are and where you are going, it is important to understand your past. Click To Tweet Knowing the back-story of your organization – all the successes and failures and how it emerged in the formative years is foundational information worth understanding.

Marcus Garvey said, “A people without the knowledge of their past history, origin and culture is like a tree without its roots.” Seek to understand where you have come from in order to make sense of where you are going. From that knowledge, you can have a greater understanding and appreciation for where you are today.

It keeps you focused on the present

When your purpose and vision is clear it gives your employees the focus they need to succeed. If your team is in the dark about its mission and vision they are without the most basic of tools needed for success. Your employees cannot lead your organization to its intended destination if they do not understand why they are going there or the values that will guide them. Click To Tweet

A clear understanding of your purpose gives them the ability to focus like a laser on accomplishing their goals and objectives. Just as Hank Aaron was able to tune out the distraction at home plate and hit a home run, so too, will your team succeed when they focus on their mission.

It gives you direction for the future

When you can put your past in context and focus on the present then you can build for the future. When you have a purpose that is known, with employees who are engaged, then you have a future that is promising. Click To Tweet

“Even though the future seems far away,” said Mattie Stepanek, “it is actually beginning right now.” Purpose-driven leadership is about empowering and equipping your team. Purpose-driven leadership is the rudder of your ship and will keep you on course. Your future is only as promising as your ability to empower.

The time is now to lay claim to your purpose, make known your mission and vision, and discover the possibilities before you.

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Leadership In A Word: Rest

Posted August 11, 2018October 4, 2018
by dougdickerson

Rest when you’re weary. Refresh and renew yourself, your body, your mind, your spirit. Then get back to work. – Ralph Marston

As summer slowly draws to a close, I came across a rather interesting article about the workplace and how employees are using their vacation time. A Glassdoor survey last year reported that millions of Americans are giving back their vacations to their employers. At first glance, I thought perhaps my eyes were playing tricks on me. Say it ain’t so! But here’s the explanation:

“Why don’t they take what’s due? “Fear,” says Scott Dobroski, career trends analyst at Glassdoor. “That’s the underscoring theme.” They fear getting behind on their work (34%), believe no one else at their company can do the work while they’re out (30%), they are completely dedicated to their company (22%), and they feel they can never be disconnected (21%). As workers shoulder a heavier work-load post-recession, he says others are afraid of not meeting goals.”

That millions of Americans are giving back vacation time because they fear getting behind on their work, that no one else in the company can do their work while they are out, complete dedication to their company, and that they can never be disconnected to their work, speaks to the importance of my series theme word this week*.

While the reasons listed for not taking vacations might sound noble on the surface, it does speak to other underlying leadership concerns such as the need for cross-training, having a healthy work-life balance, and what is a healthy workload with recognizable boundaries that management has in place.

A hard truth that is lost on many is that we are not indispensable. We can be replaced. And while the above-listed reasons for not taking vacation sound valid, one can do more harm than good – to themselves and their company- by not taking time to rest.

I will not presume to say what that should look like. But here are a few simple reminders as to why rest is important.

It’s a time to recharge

This is the value-added consequence of taking the time to rest. Your body, soul, and mind, can only run for so long and still be useful to you. Rest affords you the opportunity to recharge mentally, emotionally, relationally, and spiritually.

Recharging your leadership through the lost art of rest will do you a world of good. Click To TweetWhen you are recharged you give yourself a fresh perspective on the issues at hand and it will give you the energy needed going forward. Rested and recharged you will position yourself for a great second half of the year.

It’s a time to reflect

During downtime and rest is the perfect time to reflect. It’s a time to look back at the first half of the year to see where you’ve come- to put it all in perspective. It’s a time to look ahead, not in the heat of the moment when there is no time to properly absorb what is taking place – but to do so in a state of mind that gives you the context you need.

In your time of rest and mid-year reflecting it’s also important to be present in the moment. “We always project into the future or reflect in the past,” says Marina Abramovic, “but we are so little in the present.” How much do we miss as leaders – family, children, memories we can never have again – simply because we were too busy and missed living in the moment?

It’s a time to reconnect

The benefits of rest can be substantial. Times of rest is important for us in ways already mentioned. But the good it can do for you as a leader will make you a better one.

A rested leader is a more effective leader. Your thinking clearer, your instincts are sharper, and your temperament is more balanced. Click To TweetYet, none of these benefits would be possible without making the conscientious decision to rest. Rid yourself of the stigma that to rest is wrong, and embrace this important area of your leadership.

Rest is the secret ingredient to your balanced life and leadership. Discover this secret and you will be better for it.

*(Leadership In A Word is my writing theme for the year. See my website at Dougdickerson.wordpress.com to catch up on all my entries to date).

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