Leadership Culture – Page 2 – Doug Dickerson on Leadership

Leadership and the Law of Timing

Posted September 29, 2019
by admin

We keep moving forward, opening new doors and doing new things, because we’re curious, and curiosity keeps leading us down new paths. – Walt Disney

The story is told of two men riding a tandem bicycle up a steep hill. After much effort, they finally made it to the top of the hill. The front rider said, “That was a tough ride.” To which the second rider replied, “Sure was, and if I hadn’t kept the brake on we might have slipped backward.”

While that humorous story may bring a chuckle, there’s not much to smile about when that same mindset is at work within your organization.

You know the type of people I’m talking about – those who are the last to adapt to change, those who always seem to hold up progress, and those who always have a reason as to why things can’t be done. They are the ones applying the brakes.

Identifying those who are applying the brakes within your organization may not necessarily be hard to figure out, but the greater question is why they are doing it. So let me ask you – is everyone who applies the brakes an obstructionist? Are there times when it’s actually a good option?

Allow me to share six quick insights with you. The first three are the times when a person in your organization is applying the brakes for negative or selfish reasons. The last three are when it’s in your best interest to hit the pause button for the moment.

Fear of the future

Those who hold the brakes can be those who are simply afraid of the future. This can be the case because they fear that you will be unable to replicate the successes of the past or a fear of repeating its mistakes. Either way, it’s fear that motivates them to hold the brakes going forward.

Traditions die hard

Some hold the brakes because they just can’t let go of the way things have always been done. It’s the proverbial mindset of “if it ain’t broke, don’t fix it”, that stifles creativity and holds the team back and prevents progress. Some traditions die harder than others, but so long as people hold onto them they are hindering progress. Click To Tweet

Loss of control

It’s sad to say, but true nonetheless -some people apply the brakes because it’s the only option they have left. If they can’t be in control of the future direction of the organization then their last tactic is to hold up progress for everyone else.

The mission isn’t clear

Some of your team may be applying the brakes because the mission isn’t clear and going forward without that clarity may not be the best option. To be sure, sometimes the brakes are applied out of personal grievances, but sometimes the brakes need to be applied because there’s no clear path forward. Knowing the difference is the key to smart leadership.

The objective is right but the timing is wrong

Timing is everything when it comes to your organizational mission. The best goals executed at the wrong time can sink you. Click To Tweet Understanding the law of timing is essential to your leadership and to your success.

Not everyone has bought in

Sometimes you need to apply the brakes before going forward because not everyone on the team is on board. You need all of your team members moving in the same direction with clarity of purpose. It’s up to you as a leader to get them there. When the timing is right and the mission is clear then you can release the brakes and unleash your potential.

Essential to your leadership development and organizational growth is knowing when to apply the brakes and when to release the brakes. It will make all the difference going forward.

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Stop Throwing Your Leader Under The Bus

Posted September 15, 2019
by admin

A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves. – Lao Tzu

I read the story of a young man who applied for a job as a farmhand. When asked for his qualifications, he told the farmer about his previous experience then said, “I can sleep when the wind blows.” This puzzled the farmer, but he took a liking to the young man and hired him.

A few months later, the farmer was awakened in the night by a violent storm. He ran outside to make sure that everything was secured. He found the barn doors tightly shut and the shutters closed. The storage shed and machinery was already properly taken care of. That was when the farmer realized the significance of the statement, “I can sleep when the wind blows.”

Just as the farmer found the type of worker he needed in the young farmhand, so too, do employers need those dependable people within their organizations. They need those who know what to do when the winds blow and the storms rage.

In my space here last week, I wrote about leaders not throwing their people under the bus. This week, we flip the script. The measure of your value to your organization is in how you treat those in positions ahead of you.

Thriving and successful organizations are so because those in leadership and all within it place premium value on relationships, communication, trust, clearly defined values and goals, and collaboration to name a few.

But when people within the organization are throwing the leader under the bus then the health of the organization is at stake. And for the sake of context here, I am not talking about incompetent bosses, bullies, and jerks which is a topic for another day. I am more directly addressing the issue of an otherwise good leader performing well.

So what are some of the more common ways leaders are thrown under the bus and what are the consequences. Let’s explore these four ways.

You throw your leader under the bus when you elevate your agenda ahead of the organizations’ agenda

When you put your personal agenda ahead of the organization’s agenda, then you are undermining those in leadership. If you are placing what’s best for you ahead of what’s best for everyone then you are only serving your own interests. The way you get ahead is not by cutting the legs out from underneath those in leadership but by elevating them. Click To Tweet When you help your leader succeed you will succeed.

Leadership Truth: No matter what our circumstances, our greatest limitation isn’t the leader above us-it’s the spirit within us. – John Maxwell

You throw your leader under the bus with whisper campaigns

It usually sounds something like, “If I were the one in charge…”, or “She’s in way over her head” and of course this one, “He’s always playing favorites”. And from there it takes on a life of it’s on. Instead of adding value to your leader by “leading up”, many find it easier to just throw them under the bus. But when you see that your success is tied to your leader’s success you will begin to see things in a new light. Maybe instead of water cooler whispers, you can try having their back.

Leadership Truth: If you want to get ahead, leading up is much better than kissing up. – Dan Rieland

You throw your leader under the bus when you withhold your best and don’t offer solutions

When you withhold your best from your leader and don’t offer solutions you are making the work of your leader harder. You are denying your organization the leverage they need to move forward. Solutions withheld is progress denied. By not giving your best, offering your best, and being your best, you are more of an obstacle to progress than you are a help. Click To Tweet Those in leadership need you at the top of your game, not holding back. They need to see that you are a strong team player.

Leadership Truth: The team with the best players wins. – Jack Welch

You throw your leader under the bus when you are unable to adapt

Flexibility is essential to a thriving workplace culture. So long as you have a “this is the way we’ve always done it,” attitude and are unable to make adjustments, then you are throwing your leaders under the bus. When the wind blows and the storms come, you should be able to demonstrate to your leadership that you can sleep in the wind. Let your leadership see that you can adjust your sails and not only adapt to change but you can lead it.

Leadership Truth: Growth is painful. Change is painful. But, nothing is as painful as staying stuck where you do not belong. – N.R. Narrayana

I know this to be true – no one likes being thrown under the bus. We need more people on it and no one thrown under it. It’s time to find a better way and lead by example.

Additional resources from my website:

Hope For Discouraged Leaders

Four Things All Humble Leaders Do

A Message To Broken Leaders

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Don’t Throw Your People Under The Bus

Posted September 8, 2019September 8, 2019
by admin

See the light in others, and treat them as if that is all you see. – Wayne Dyer

I read a story about a farm boy who accidentally overturned his wagon-load of corn in the road. The farmer who lived nearby came to investigate. “Hey, Willis,” he called out, “forget your troubles for a spell and come on in and have dinner with us. Then I’ll help you get the wagon up.”

“That’s mighty nice of you,” Willis answered, “but I don’t think Pa would like me to.”

“Aw, come on, son!” the farmer insisted.

“Well, okay,” the boy finally agreed. “But Pa won’t like it.”

After a hearty dinner, Willis thanked his host. “I feel a lot better now, but I just know Pa is going to be really upset.”

“Don’t be foolish!” exclaimed the neighbor. “By the way, where is he?”

“Under the wagon,” replied the boy.

Being under the wagon is not a fun place to find yourself. Sadly, that’s exactly where too many have found themselves as it relates to their boss.

A study reported on in HR Drive says that three out of four people have had a toxic boss. According to a Monster survey they cite, more than one-quarter have described their bosses as “power-hungry” who are looking out only for themselves.

With survey results like this, is it any wonder that many employees feel being thrown under the bus is just part of the culture?

As a leader, how you treat your people speaks volumes about your leadership. While it’s a given that your people don’t want to be thrown under the bus as a result of poor leadership skills, let’s not assume that you understand this.

Here are a few essentials you need to remember going forward.

Your people are the greatest appreciable asset you have

As a leader, your people are the greatest appreciable assets you have. How you treat them, equip them, empower them, invest in them, and serve them reflects on the integrity of your leadership like nothing else will. If you think that I am overstating this, then answer this question – where would you be without them?

Your people want your loyalty and respect

Loyalty is a two-way street. You can’t rightfully expect your people to extend loyalty to you if it’s not been given by you.If all your people do is doctor the wounds from the tire prints left by the bus you’ve thrown them under then don’t expect their loyalty in return. Click To Tweet The respect that you show is the respect you deserve.

Your people don’t care how much you know

You’ve heard the old adage, “people don’t care how much you know until they know how much you care”. And that much is true. But beyond how much you know, they want to know that you are authentic and real. They want to know that you are not only there for them in the good times, but that you will be right there in the trenches with them in the bad times. Your people don’t care as much about the facts and figures in your head, they want to know what’s in your heart. Click To Tweet

Your people are invested in what they help create

More than anything else, your people want to know that they are a part of something greater than themselves. They want to be on a team with like-minded people and know that they are valued. This leadership mindset begins with relationships and is sustained by trust.

In short, your people don’t want to be thrown under the bus by an insecure, ego-driven leader. They want to be on the bus – in the driver’s seat, delivering excellence every day. Don’t be an obstacle to the progress that could be yours. Your people are more valuable as contributors on the bus, not when they are being dragged beneath it.

Additional Resources:

Check out these articles from my archives:

7 Things You Do As A Leader That Your People Can’t Stand

How To Defeat A Culture Of Apathy

Get Off Your High Horse

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Sacred Cows and Breaking Rules

Posted June 19, 2019June 19, 2019
by admin

Hell, there ain’t no rules. We’re trying to accomplish something here. – Thomas Edison

As a photography enthusiast, I have evolved over the years with the evolution of the camera. I remember the days of the Polaroid camera, the Kodak Instamatic, and still have very fond memories of my first 35mm camera- a Canon AE1 program. I was euphoric over the advent of the digital camera – my first was a Sony 3.2 megapixel Canon Cybershot that set me back a whopping $300+ dollars at the time.

Times have certainly changed with photography over the years. The quality is better as is the cost. It’s a great time to be an avid photographer. Innovation a great thing.

I am appreciative for the photography skills I learned back in the day. It made me a better photographer. But think of what I would be missing out on if I had not adapted over the years. What if I held onto an Instamatic mindset in this digital age?

Oddly enough, history is filled with organizations and leaders who have done just this.

In a blog post entitled 50 examples of corporations that failed to innovate, Katrina Aaslaid profiles 50 companies that “failed to innovate, and some ended up in failed businesses. Some are the biggest companies in the world.” Included on the list are Kodak, Blockbuster, MySpace, Nokia, Sears, Polaroid, AOL, and Hummer, just to name a few.

Be it major companies, mom and pop retail shops, businesses large and small, and leaders in general, etc. one thing is clear – those who do not innovate and adapt to change will be on future lists like the one mentioned here.

Two of the largest obstacles to change and innovation come in the form of our traditions or sacred cows, and our rulebook. Both rob us of a future that could be ours.

So when is it appropriate to let go of the sacred cows and break the rules? Here are a few clues.

When your rules are no longer relevant

In his acclaimed book, It’s Not About the Coffee, Howard Behar advocates replacing the rulebook with a playbook. It’s a game-changing idea if embraced. Think about it – rulebooks are rigid, confining, predictable, and restrictive. A playbook, on the other hand, serves the opposite purpose. It’s liberating, creative, and has unlimited potential.

Think about your current “rulebook” those written or unwritten, spoken or unspoken ways of doing things. How are they working for you? So long as you are boxed in with dated thinking, old and tired solutions, with the same predictable outcomes, how can you honestly expect anything to change? Click To Tweet Perhaps it’s time to bid farewell to the rulebook and embrace the playbook and unleash your best and brightest to take you to a new level. Otherwise, the view will always remain the same.

When sacred cows are worshipped on the altars of progress

It’s a sad day when progress and innovation are put on indefinite hold because we are too afraid to let go of our institutionalized sacred cows. It’s the proverbial “we’ve never done it this way before” approach or the holding onto mission or vision statements that are no longer relevant to the times in which we live.

Please know, I am not advocating disrespecting the past as it relates to the hard work, values, and sacrifices that made organizations great. What better way to honor the life and legacy of a good organization than to build upon it and make it better?

While your values must be bedrock and clear, the way you innovate and adapt to change will determine your future. What’s the point of holding onto the sacred cows of the past if they are not serving you well today? Would you rather have an organizational future based on innovation and change or an organizational funeral based on traditions and sacred cows that you were afraid to abandon? Click To Tweet

We know that change and innovation do not come easy. Righting the ship is hard work. But you must decide – preside over change and innovation with a bright future or preside over the status quo and decline.

For the sake of your future, maybe it’s time to break the rules and leave the sacred cows behind.

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7 Reasons Why Your Leadership Style is Causing Workplace Drama

Posted March 31, 2019
by admin

A leader’s job is not to do the work for others, it’s to help others figure out how to do it themselves, to get things done, and to succeed beyond what they thought possible. – Simon Sinek

Workplace drama. It’s nothing new and has been around for a while. We get it. But have you ever stopped to consider the impact of such drama to your bottom line? According to an article in Success, dramatic interactions in the workplace, as cited by Gallup, costs U.S. businesses as much as $550 billion a year.

How much can your organization afford to lose due to office drama? What amount is acceptable?

It is our belief that it is the leader who is, in many ways, responsible for the level of drama that exists within your organization. Clearly, not all drama is the creation of you as a leader, but here are seven ways that your leadership stirs it up.

You hoard knowledge and information

When your people are left in the dark concerning information that they need, you leave them no choice but to speculate and talk among themselves. This can lead to unnecessary confusion, rumors, and gossip. This action on your part fans the flames of workplace drama. How can you expect your people to perform at their best when you leave them in the dark?

You make teamwork difficult

The effectiveness and productivity of your workplace are realized when your people work as a team. But your leadership style of hoarding knowledge and information could be the reason why there’s so much drama. Perhaps you play favorites and the drama and tension are just too much to overcome. Without clear directives and unity, teams will flounder. It’s when you create an atmosphere of teamwork that your workplace will be productive and your people will be engaged. When teams are not working together it’s just a breeding ground for drama. Click To Tweet

You pit employees against each other

As a leader, your responsibility is to bring your people together, not keep them apart. It’s when everyone knows their roles and everyone has respect for what the other contributes and brings to the table. If an “us vs. them” mentality exists- it’s your responsibility as the leader to identify it, stop it, and correct it. As long as your people are pitted against each other there will be workplace drama. Click To Tweet

You create a crisis so you can solve it and be seen as the hero

You, as a leader, need to be confident in your abilities and value. When leaders feel insecure they often, consciously or unconsciously, create crisis situations within their team. This allows them to step in, resolve the issue, and get the credit for being the hero. Not only does this negatively impact productivity, but your team members will also begin to see through your veiled actions and you will lose their respect as well as the respect of any other leaders you are trying to impress. This lack of respect and continually operating in crisis mode is a key contributor to drama in the workplace.

You cause strife between other departments

Success is a win-win situation. If in striving to help your team succeed, you cause strife between other departments, you are causing failure as a whole. It is your responsibility to ensure that your team works well across departments. This collective teamwork is the solid foundation that allows your organization to thrive and you to be seen as an effective leader. Constant strife between departments feeds drama in the workplace.

Your meetings always involve the same few people or the wrong people

One of the quickest ways to cause workplace drama is to continually include the same few people or the wrong people in all your meetings. Click To Tweet Your team needs to know that they are valued; when you exclude them from meetings addressing their areas of responsibility you send a clear message that you do not see them as valuable contributors. You also start losing their trust because you appear to be secretive and manipulative; why else would you leave them out of the loop? This contributes to the poor morale and drama that, as a leader, you are always struggling against.

You embrace an environment that creates heroes and rewards them lavishly

If we spent a day in your organization, would we be able to identify the “teacher’s pets”? We believe so. Without even recognizing it, leaders often develop work environments where heroes are created and rewarded far beyond other team members. These individuals rarely shine consistently above everyone else in the organization, they have simply become the “teacher’s pet” and as such, can do no wrong. This creates resentment among other team members who work just as hard but go unnoticed and unrecognized for their efforts. Resentment fuels gossip and drama like gas to a flame.

A certain level of workplace drama is inevitable, but it is a productivity and morale killer. Your organization cannot afford for you, as a leader, to be creating more drama than emerges naturally from business and human interaction. Start minimizing the drama in your workplace by sharing knowledge and information, inspiring teamwork, encouraging employees to together instead of against each other, avoiding the creation of crisis situations, helping departments to work together, including the right mix of people in your meetings, and eliminating the “teacher’s pet” environment.

You are the leader; it’s time to stop stirring up workplace drama and set a good example for your employees to follow.

Read more from Liz Stincelli at https://lizstincelli.wordpress.com/

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7 Habits of Teachable Leaders

Posted March 3, 2019March 16, 2019
by admin

What I believe is that all clear-minded people should remain two things throughout their lifetimes: Curious and teachable. – Roger Ebert

An article in Pew Research revealed about a quarter of American adults (24%) haven’t read a book in whole or in part in the past year, whether in print, electronic or audio form. Think it’s just the younger generation not reading? Not so fast. The survey revealed that older adults are a bit more likely than their younger counterparts not to read a book. The survey revealed that some 28% of adults ages 50 and older haven’t read a book in the past year.

As an avid reader and author of books, I find the results of this survey both disappointing and revealing. Do these statistics surprise you?

As a leader, the one thing that will give you a distinct advantage both personally and professionally is that you are teachable. Your personal growth and development are non-negotiable if you are a leader who desires to succeed.

It’s important to keep in mind that your growth and development is the result of intentional behaviors that you embrace. You have to be disciplined. So what are some of the habits of teachable leaders that must be embraced? Here are seven for your consideration.

Teachable leaders are readers

You can come up with every excuse in the book (pardon the pun), but teachable leaders are readers. There are just too many options now available not to. From traditional prints books, audio, or on your device, there’s no shortage of access or books, blogs, and magazines to choose from. If you are not teachable and reading then how can you effectively lead the people who are? Click To Tweet (See my current reading list below)

Teachable leaders are listeners

It’s part of a leaders responsibility to talk, engage, articulate vision, etc. which requires being out front and being the voice that brings clarity to the mission. But what’s equally as important if not more so, is being a good listener. How else are you going to know what’s on the hearts and minds of your people other than by listening to them? When you cultivate the art of listening, you demonstrate a teachable attitude. Talk less, listen more.

Teachable leaders are humble

The older I get the more I’ve come to realize just how much I don’t know. It’s humbling. Over the years, I’ve come across people who think that they are “experts” on everything. No matter what the subject, they seemed to know it all. Teachable leaders, on the other hand, are wise enough to know their limitations and are willing to surround themselves with those who complement them and make them better. A teachable leader has the self-awareness to know that they don’t possess all the answers and are humble enough to keep learning and growing.

Teachable leaders ask a lot of questions

For the teachable leader, this is where genuine humility pays off. Teachable leaders ask a lot of questions because they want to keep growing. The advantage teachable leaders have over others is the ability to set aside pride and humble themselves and ask the questions others won’t. Click To Tweet It’s in the asking of questions – not in your silence- that growth takes place.

Teachable leaders have positive attitudes

Nothing will get in the way of the learning process more than a bad attitude. Henry Ford was right when he said, “Whether you think you can or think you can’t, you’re right.” As a leader, your attitude will be your greatest asset or the greatest liability that holds you back. You choose it and you own it. Teachable leaders will succeed or fail, by and large, with their attitude.

Teachable leaders seek wise counsel

In as much as teachable leaders are readers, they also understand that they need people speaking truth into their lives. A teachable leader seeks out the counsel of people who can give them guidance and insights from their experiences. As leaders, we all need people in our lives who can inspire us, challenge us, and hold us accountable. Click To Tweet

Teachable leaders are lifelong students

Class is always in session for the teachable leader. Once you discover the joy of a teachable spirit then you will never stop growing.

These seven habits can put your leadership journey on a whole new path of fulfillment. Embrace these habits and watch your influence grow.

Are you a teachable leader?

Here’s what I am currently reading:

Leader Shift: The Eleven Essential Changes Every Leader Must Embrace by John Maxwell

Didn’t See It Coming: Overcoming The 7 Greatest Challenges That No One Expects And Everyone Experiences by Carey Nieuwhof

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Why Your Employees Stand On The Sidelines

Posted November 11, 2018
by admin

I like work; it fascinates me. I can sit and look at it for hours. – Jerome K. Jerome

According to Gallup’s 2017 State of the American Workplace, only 33% of full-time employees in the U.S. are engaged at work. The majority of employees are indifferent.

Chances are you know one of these persons. They show up at work. They do their job. Then they go home. They don’t go above and beyond what’s required of them to improve the company or advance its goals.

We’ve known for some time that engagement in the workplace is a challenge. It’s been written about extensively.

Sideline employees make up what Gallup identifies as the “actively disengaged” – those who do not enjoy going to work and are sucking the morale out of your organization. They’re unhappy and everyone knows it.

Why employees opt for the sidelines will vary from organization to organization. Understanding why is crucial. While this is not an attempt to identify all of those reasons, perhaps these observations will help.

Indifferent leaders produce indifferent employees

Leaders set the tone for the organization. If the leadership is indifferent towards its team members – not engaged with them, listening to them, empowering and equipping them, then it’s going to be a stretch to think the team members will be enthusiastic about coming off the sidelines. If you want your employees to have skin in the game they first need to see your investment.

The mission isn’t clear

If your team members can’t identify the mission of the organization then don’t expect them to commit to uncertainty. Click To Tweet. Team members will come off the sidelines when they know the mission when the vision is clear, and when they know what impact their contribution will make. Don’t expect your team members to stick their necks out for what you as a leader haven’t made clear.

The risk isn’t worth the reward

Leaders move employees off the sidelines by not only sharing the mission and vision but painting a picture of what victory looks like. Engaged employees had rather risk defeat by being in the game and contributing than watching others celebrate a victory they had nothing to do with. Click To Tweet It could be that some on the sidelines are there because there’s no incentive to be in the game.

Poor company culture

According to YouEarnedlt, 49% of employees say culture influences their employee experience more than the physical environment or the technology to do their job. Company culture is a two-edged sword that cuts both ways for sideline employees. They are on the sidelines because of their perception of a poor company culture but are too indifferent to step up to change it. The culture of your organization sets the tone for the productivity of your people. As a leader, you must accept responsibility for this. Click To Tweet

Moving your people from the sidelines to an all in commitment requires strong leadership. The foundational principles are relationships, communication, engagement, and culture. It’s time to get your players in the game!

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Leadership In a Word: Limitations

Posted April 30, 2018
by dougdickerson

Life has no limitations, except the ones you make. – Les Brown

A word about limitations

One of the challenges in leadership is learning how to leverage your limitations. The more you grow as a leader, the more responsibilities you acquire. This means you give up certain rights in the process. It’s taking the old-school leadership pyramid where the leader is at the top and turning it upside down.

When one normally thinks of limitations it’s done so in a negative connotation. It often implies some type of handicap or restriction is holding you back. But that is not necessarily the case.

As a leader, having limitations does not mean you won’t be successful. It just means that success it will look different to you. It will come in different ways. It’s all about how you leverage your limitations. But how? Here are two different ways to think about leveraging your limitations.

Limitations help you to share the responsibilities

As you come to understand your role as a leader, which is fewer rights and more responsibilities, you come to learn how to include more people in the process. You are now in a position extend and expand your influence. When you do this you become stronger as a result.

Leveraging your limitations is about bringing people together to do what you can’t do alone. What may be a limitation for you is now a tremendous opportunity for the team. Where once before it was about leveraging yourself for success, you are now positioning your team for success. It may seem inconsequential, but the payoff can make a huge difference.

Limitations help you discover your strengths

The traditional view of limitations bends toward restrictions placed on a person- what they can’t do. But I believe that your limitations can expose you to your strengths – what you are really good at. It’s all about your point of view.

Reader’s Digest some time ago shared a story about George B. Dantzig. During his first year of graduate study at the University of California at Berkeley, he arrived late for a statistics class. He saw two problems on the blackboard. Assuming they were homework, he copied them and a few days later turned in his solutions. One Sunday morning six weeks afterward, the professor appeared at Dantzig’s door, waving a manuscript. It turned out that the professor had merely written two examples of unsolvable problems on the blackboard. The manuscript was Dantzig’s work readied for publication.

Fortunately for Dantzig, he was not in class when the professor told the students that the problems could not be solved. You leverage your leadership and your limitations when you discover your strengths and stop listening to people who tell you what you can’t do or accomplish.

Limitation quotes

“Never interrupt someone doing what you said couldn’t be done.” – Amelia Earhart

“Set high standards and few limitations for yourself.” – Anthony J. D’Angelo

“There are no limitations to the mind except those we acknowledge.” – Napoleon Hill

“”Out of limitations comes creativity.” – Debbie Allen

“If we can see past preconceived limitations, then the possibilities are endless.” – Amy Purdy

A final word

Often time the greatest limitations we have are the ones we create by our mindsets and attitudes. If you want to overcome your limitations begin there. Every other limitation you face is a creative opportunity to increase your leadership and influence. Don’t allow your limitations to define who you are and who you can become.

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Leadership In a Word: Legacy

Posted February 22, 2018
by dougdickerson

The greatest legacy one can pass on to one’s children and grandchildren is not money or other material things accumulated in one’s life, but rather a legacy of character and faith. – Billy Graham

A word about legacy

The world was saddened to hear the recent news of the passing of Rev. Billy Graham. His life and ministry were one of selfless service to the world.

If you were to look back on the landscape of history the past one hundred years or so and point to leaders who have made a lasting impact for good upon the world, Billy Graham would most certainly be on the short list of those people.

In a world filled with so much division and strife, his passing is a reminder to us of a better way.

Ours is a culture that in many ways has forgotten what selfless service, love, grace, and forgiveness is about. The opening sentence in Rick Warren’s The Purpose Driven Life crystallizes the point that must be made, “It’s not about you.” Yet, too often our lives and actions say otherwise.

The legacy of Billy Graham is not one of just numerical measurements. Yet, a report I read said he conducted 417 crusades around the world. The impact of those crusades will only be known in eternity.

The legacy of Billy Graham will be marked by a life lived in obedience to God’s calling and his selfless service to others. His life modeled servant leadership. It was a life well lived.

What about you? Your life and legacy as a leader may not rise to the scope and reach of Billy Graham, but your service matters.

It matters to the people you serve in your community.

It matters to the children you foster in your home.

It matters to the people you serve in your local soup kitchen.

It matters to the colleague you work alongside who needs your encouragement.

It matters not so much in the big things we do but in the small.

How you will be remembered tomorrow is created by the random acts of kindness that you do today. Your legacy is a choice. Today matters.

Legacy quotes

“God has given us two hands – one to receive with and the other to give with. We are not cisterns made for hoarding; we are channels made for sharing.” – Billy Graham

“Carve your name on hearts, not tombstones. A legacy is etched into the minds of others and the stories they share about you.” – Shannon L. Alder

“If you would not be forgotten as soon as you are dead, either write something worth reading or do something worth writing.” – Benjamin Franklin

“The great use of life is to spend it for something that will outlast it.” – William James

A final word

I am thankful that I can say I was able to attend a Billy Graham crusade in my lifetime. His life and legacy will always be remembered. He set the bar high as it relates to living a life of service to others. I am glad he did. The world is a better place for it.

What legacy are you preparing?

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Leadership In A Word: Courage

Posted January 2, 2018
by dougdickerson

It takes courage to grow up and become who you really are. – E. E. Cummings

Word Study

1300, from Old French corage (12c., Modern French courage) “heart, innermost feelings; temper,” from Vulgar Latin *coraticum (source of Italian coraggio, Spanish coraje), from Latin cor “heart” (from PIE root *kerd- “heart”). Words for “heart” also commonly are metaphors for inner strength. In Middle English, used broadly for “what is in one’s mind or thoughts,” hence “bravery,” but also “wrath, pride, confidence, lustiness,” or any sort of inclination. Replaced Old English ellen, which also meant “zeal, strength.” Source: etymonline.com

A word about courage

Author Leo Buscaglia tells a story about his mother and their “misery dinner.” It was the night after his father came home and said it looked as if he would have to go into bankruptcy because his partner had absconded with their firm’s funds. His mother went out and sold some jewelry to buy food for a sumptuous feast. Other members of the family scolded her for it. But she told them that “the time for joy is now when we need it most, not next week.” Her courageous act rallied the family.

Courageous leadership is not a hard thing to summon when times are good. But it can be more challenging in the face of adversity. For you, as a leader, it can be a game changer. It can make the difference between success and failure.

Think for a moment about where you are in your leadership journey. In what areas do you need to be more courageous? What fear or attitude is holding you back? As you go into 2018, let me encourage you to find courage in three specific areas.

Courage to run your own race

Your leadership journey is just that – yours. Let 2018 be the year to once and for all stop measuring your value and worth up against someone else’s. Stop with the comparisons. Embrace your own worth, value, and God-given abilities and stop worrying about what other people say or think.

Courage to break new barriers

Barriers to your leadership and how far you can go are not always defined by other people. Sometimes we are the ones holding ourselves back with our own limited thinking and attitudes. I’d like to challenge you this year to summon the courage to break new barriers and pursue your dreams. New opportunities are achieved and barriers are overcome by developing a courageous mindset and belief system.

Courage to embrace change

One of the keys to your success as a leader is to embrace the changes that will ultimately come your way. Find the courage to think to think differently when required, to change your perspective, and be open to new ideas. Values and principles are largely settled matters of leadership. Practices tend to be fluid and evolving. Your learning and application are constant. Summon the courage to embrace change.

Courage quotes

“Efforts and courage are not enough without purpose and direction” – John F. Kennedy

“Jump and you will find out how to unfold your wings as you fall” – Ray Bradbury

“Courage is grace under fire” – Ernest Hemingway

“Have I not commanded you? Be strong and courageous. Do not be frightened, and do not be dismayed, for the Lord your God is with you wherever you go.” – Joshua 1:9 ESV

A final word

As a leader in today’s world, you need courage. The courage you need to lead is gained with the confidence you have in yourself, with the people you surround yourself with, and your faith.

Let 2018 be your year for courageous leadership.

*Note: Leadership In A Word is my writing theme for 2018. Each week the focus will be on a word that impacts you as a leader. My style is new but my message and commitment to delivering fresh leadership insight to you are the same. It’s my sincere desire to help you grow as a leader and to partner with you in reaching your full potential.

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