leadership development – Page 11 – Doug Dickerson on Leadership

Reimagining the Heart of Leadership

Posted January 11, 2021January 11, 2021
by admin

People will follow a leader with a heart faster than a leader with a title – Craig Groeschel

I once read the story about a young woman who wanted to go to college, but her heart sank when she read the question on the application that asked, “Are you a leader?” Being honest and conscientious, she wrote, “No”, and returned the application, expecting the worst.

To her surprise, she received this letter from the college: “Dear Applicant: A study of the application forms reveals that this year our college will have 1,452 new leaders. We are accepting you because we feel it is imperative that they have at least one follower.”

One of the hardest things for new and aspiring leaders to learn is that leadership is not about titles or positions. It’s one of the hardest things for veteran leaders to remember.

I don’t have to tell you that we live in a divisive culture on many fronts. My focus in leadership is not to get into the weeds of what divides us, but rather in the context of those things, point us in a better direction.

Reimagining the heart of leadership begins when we make shifts to the following five areas in our lives. This list is not an exhaustive one but rather a starting place on the journey.

Reimagining the heart of leadership begins with humility

In my 30+ years in leadership, the most inspiring and most memorable leaders I’ve come to know are those who lead with humility. During this time, I have met my fair share of leaders who live it, and I’ve met those who talk about it but whose actions are far from it. How about you?

I like the way Paul David Tripp defines humility. He puts it this way, “Humility means you love serving more than you crave leading.” The day your desire to serve others is greater than your desire for recognition, power, or a position, is the day you can reimagine what the possibilities of your leadership are. Click To Tweet

Reimagining the heart of leadership begins with empathy

One of the defining characteristics of your leadership is the ability to translate empathy into action with your people. A seasoned leader can relate to the one just starting out and can serve a valuable role in his or her leadership development.

“Empathy is about standing in someone else’s shoes,” said Daniel Pink, “feeling with his or her heart, seeing with his or her eyes.” As an empathetic leader, your possibilities are endless.

Reimagining the heart of leadership through empathy will move you from being an observer of your people to being a developer of your people. Empathy is a great instrument in your leadership toolkit.

Reimaging the heart of leadership begins with your attitude

The game-changer in your leadership has been and always will be your attitude. In the culture in which we live it’s easy to be cynical or discouraged. Many have lost hope.

Reimagining the heart of leadership happens when you realize that you will never rise above the attitude you have. As John Maxwell said, “The greatest day in your life and mine is the day we take total responsibility for our attitudes. It’s the day we truly grow up.”

You and I have a choice as it relates to our attitudes and we must do everything within our power to protect it. No one can do it for you. It’s an inside job so be intentional when it comes to attitude changes you need to make.

Reimagining the heart of leadership begins with relationships

Relationships are essential in leadership. They matter now more than ever. If we’ve learned anything in the last year during this pandemic, we’ve learned that people have an innate desire to be together.

Relationships certainly look a lot different now as compared to a year ago. But the need for them is greater than ever. Click To Tweet

Reimagining the heart of leadership begins when we all remember that it is through relationships that we grow, reach our potential, and accomplish more than we could ever have imagined by ourselves.

Reimagining the heart of leadership begins with transparency

One of the greatest challenges you will deal with as a leader is that of transparency. Many leaders tend to be guarded. They don’t like the vulnerability that comes with it and tend to build walls that too few are able to see above.

Mother Teresa gave us this advice, “Honesty and transparency make us vulnerable. Be honest and transparent anyway.” And this is the call to leadership that we need today.

Reimagining the heart of leadership begins with an understanding that we are all works-in-progress. And so long as we remain humble and teachable our transparency will set us free to be who we are as we strive to be all God created us to become.

Are you ready to reimagine the heart of your leadership?

The Cardinal Point Leadership Podcast is coming in January 2021! The Cardinal Point Leadership Podcast is for leaders young and old. My desire is simple – to cut through the clutter and deliver leadership content that is relevant, practical, and useful. Here we will talk about leadership development, employee engagement, servant leadership, and much more.

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Building a Culture of Empowerment

Posted December 28, 2020
by admin

The greatest leaders aren’t necessarily the ones who do the greatest things. They are the ones who empower others to do great things.- John Maxwell

When the great singer Enrico Caruso had his first voice lesson, his teacher was less than impressed. “You can’t sing.” his teacher exclaimed, “Your voice sounds like a wind in the shutters”.

Not deterred by the review, Caruso’s mother believed that her young son indeed could sing. She was very poor, but she scraped up enough money to pay for his voice lessons. She believed in her son and made great personal sacrifices to help him along.

In order for your organization to move forward and succeed it needs a leader at the helm who will dare to defy the words of its critics and believe in its people. For an aspiring singer like Caruso, he had a mother who believed in him and made sacrifices for his success. Who do your people have?

Building a culture of empowerment is one of the single most important roles you have as a leader. In order to get it right, you have to be intentional. Here are four ways to begin.

Encourage Ownership

Chances are, within your organization are individuals who have a ‘take the bull by the horn’ mentality- those who contribute in significant ways to moving your organization forward. Then again, there are those who simply need encouragement to embrace their skills and overcome their fears in order to rise to their potential.

As a leader, make it your priority to empower your people to own their work, make decisions in real-time, and to act in harmony with your values. When ownership increases so does morale which leads to greater wins for everyone.

Promote Collaboration

When the people within your organization learn how to work in collaboration with one another it builds a momentum you would not otherwise experience. This type of energy is not created alone nor is it sustained alone. It takes a group of dedicated people working together to make it happen.

As a leader, it’s important to understand the power of collaboration. When your people see each other as allies instead of competitors, it will change the dynamic of your organization Click To Tweet. When you promote collaboration and you promote empowerment.

Challenge Traditions

The most deadly words in any organization -’ this is the way we’ve always done it’, will have the same consequences for your organization if you do not challenge traditions. If 2020 has taught us anything in leadership, it’s taught us how to pivot and has upended many traditional ways of doing things. When your people have the freedom to shake things up a bit it creates new energy of empowerment that can move your team to a higher level.

As a leader, you must empower your people to challenge traditions that have lingered too long or serve no practical purpose now. Don’t forsake the values that brought you where you are, but be willing to take a fresh look at those practices going forward.

Elevate Everyone

Your people are the most appreciable asset you have as a leader. When you elevate your people with your words, your actions, and your daily decisions, you demonstrate their importance in tangible ways. This type of empowerment has a lasting impact that is an extension of your leadership.

While empowering your people is one of the most important things you can do for your organization, being the type of leader that adds value to others is your highest calling as a leader. Click To TweetMake it your practice to add value above all else.

Final Thoughts

One of the greatest returns on your leadership is not in what you can get others to do for you, but in what you can do for them. The day you realize that it’s not about you is the day you will begin to empower others.

The Cardinal Point Leadership Podcast is coming in January 2021! The Cardinal Point Leadership Podcast is for leaders young and old. My desire is simple – to cut through the clutter and deliver leadership content that is relevant, practical, and useful. Here we will talk about leadership development, employee engagement, servant leadership, and much more.

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A Season for Reflection

Posted December 7, 2020
by admin

Follow effective action with quiet reflection. From the quiet reflection will come even more effective action – Peter Drucker

Somewhere at the beginning of each day, you probably find yourself looking at your reflection in the mirror. Many of us never give a second thought as to how that reflection is produced. All surfaces reflect some light, but only a special type of surface reflects light in such a way that it can form a mirror.

In 1835, German chemist Justis von Liebig devised a process for coating plates of glass with metallic silver. This was the beginning of the mirror as we know it today and helped it become a household item. The mirrors in our homes are made in a similar fashion by evaporating a very thin layer of silver onto a glass.

If you’re like me, spending a lot of time in front of the mirror is not a good thing–for the mirror. But during the month of December in the lead up to Christmas and when thoughts turn toward the new year, it is a time of reflection.

What about you? What are you reflecting on? What are you thankful for? What are you celebrating? What are you mourning?

Times of reflection as a leader is important and every leader needs to do it. Here are a few ways it can help you grow in your leadership.

It puts your past in perspective

When you look back on 2020, it will generate mixed emotions and responses for sure. But the lessons you’ve learned serve a greater good when you stop to consider all that you’ve been through.

While you may not have chosen every event that came your way, you found a way to face it. You found a way to pivot, improvise, and adapt. Was it easy? Certainly not. Were their setbacks and disappointments? Yes. But here you are, and you are here for a purpose.

Reflect on this: You are not defined by your past. You have a purpose to fulfill.

It gives context to your present

Reflection gives you the opportunity to put your present situation into context. One year ago, many would not have imagined they would be in the situation they find themselves in today. In the past year, I have celebrated the birth of a new grandchild, mourned the passing of my mother, and faced the challenges of a pandemic with my fellow human race.

Nibo Qubein said, “Your present circumstances don’t determine where you can go, they merely determine where you start”. And this is the point of reflection – not to see how far you’ve come but to get a good look at the starting line going forward.

Reflect on this: What actions do you need to take today to get a fresh start on your future?

It provides clarity for your future

Richard Carlson was right when he said, “Reflection is one of the most underused yet powerful tools for success”. And this is one of the primary benefits of it. Not only does reflection give you the benefit of putting your past in perspective and context to your present, but it can give you a blueprint for your future. Click To Tweet

Every lesson you’ve learned this year has prepared you for this moment. You are not the sum of your failures, fears, or setbacks. I believe that you’ve been prepared by them for a future brighter than what you’ve imagined.

Reflect on this: What attitudes do I need to embrace and who are the people that I need to surround myself with going forward?

Final Thoughts

Times of reflection can be invaluable to you as a leader. It can give you the clarity you need as you lead your people who rely on it. Embrace times of reflection and develop it as a discipline. You will be the wiser leader for it.

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Employee Engagement in the Pandemic Era

Posted November 12, 2020
by admin

Life grants nothing to us mortals without hard work. – Horace

A new report issued by the Gallup organization sheds new light on the state of employee engagement in the midst of the pandemic.

The report states that those who are “highly involved in, enthusiastic and committed to their workplace-has dropped back (from a previous high of 40%) to just slightly above the pre-COVID-19 rate of 35%, to 36%”. The report goes on to say that “the percentage of workers who are “actively disengaged”–those who have miserable work experiences and spread their unhappiness to their colleagues–in this latest survey remains the same, at 13%”.

Two more noteworthy takeaways from the report say that the largest decline in employee engagement was among those in managerial or leadership positions and that the drop was also sharper for people working on-site versus at home and among blue-collar or service workers. The drop was larger for men than women.

How do these findings stack up against what you know and are experiencing at your place of work?

To be sure, the COVID pandemic altered the way in which we work, collaborate, and daily find satisfaction with our careers. It’s been challenging on multiple levels. And as leaders, we know and understand that the challenges presented to many at the beginning of the pandemic continue with us today.

We realize that the challenges of employee engagement will vary from business to business and from person to person. Here, we want to offer some tips for leaders to help you process what’s taking place and give you some encouragement going forward.

Acknowledge where you are today

It can be overwhelming to think about slips in employee engagement merely by looking at survey results. Before you embrace the results of this or any other survey, embrace what is true and peculiar to your people and in your organization.

Acknowledge what is true about your organization and build from there. At the end of the day your numbers may reflect something direr, it may reflect something more positive, but either way, start with where you are at.

Focus on managers and leaders

As stated in the report, the single largest drop in employee engagement was among those in managerial and leadership positions. If engagement is waning among your managers and among your leadership team, then it is incumbent upon you to get ahead of it and figure out where the deficiencies are. Before you can stop the disengagement among all of your employees, you must stop it among your leaders. Click To TweetDuring this time, worry less about the cosmetics of it and focus more on content and relationships.

For each day and week that goes by without correcting the course, it only moves you further in the wrong direction. Rally around your management team and give them the support they need. This will not only help them but they in turn will be able to plug the holes elsewhere.

Acknowledge that these are not normal times

While it is tempting to want your company leadership, management team, and even employees to get back to work as if things were normal, they aren’t. This expectation just adds to the stress and disengagement you are experiencing in your organization. When we are stressed, we easily become distracted from the tasks we need to focus on and turn our attention to the very thing that is causing us stress.

Acknowledging that things are not normal and helping your entire organization accept that work will look and feel different for the foreseeable future goes a long way in alleviating stress in the workplace. Be transparent in communicating where the organization is right now, what the projections are for the short-term, and what your strategic plan is to mitigate the negative impact that COVID has on your workforce. Solicit input from your teams as to what they need in order to perform during this stressful time.

A little gratitude goes a long way

This is no time to take your people for granted. Everyone is operating under less than optimal circumstances. Your teams have had to adapt, in the blink of an eye, to new ways of getting work done. While engagement may have taken a hit during this time, how many of your people have stepped up to the plate?

Showing your gratitude for their hard work during times of stress and uncertainty will go a long way. When you make your people feel appreciated, you gain loyalty and a renewed commitment to their responsibilities. Click To TweetShow enthusiasm toward them and the vital role that they play in the success of the organization.

Final Thoughts

Employee engagement is waning and we are all wrestling with the challenges of how to work and collaborate effectively during the COVID pandemic. As a leader, it is your responsibility to step into the gap, reach out, and provide support and encouragement during this stressful and uncertain time. Your company leadership, management team, and employees need to know that you are in this with them more than ever. Your positive and inspiring leadership during this time of hardship will result in improved loyalty, morale, productivity, and yes, even engagement.

Check out these additional resources on employee engagement by Doug and Liz:

Maintaining Culture Remotely

Moving From Buy-In to Engagement: Why Buy-in May Not Be Enough

7 Reasons Why Your Leadership Style is Causing Workplace Drama

Read more from Liz Stincelli at http://www.stincelliadvisors.com/

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Three Signs That Pride is Impacting Your Leadership

Posted November 5, 2020
by admin

Don’t accept your dog’s admiration as conclusive evidence that you are wonderful. – Ann Landers

A turtle wanted to spend the winter in Florida, but he knew he could never walk that far. He convinced a couple of geese to help him, each taking the end of a piece of rope, while he clamped his vise-like jaws in the center.

The flight went fine until someone on the ground looked up in admiration and asked, “Who in the world thought of that?”

Unable to resist the chance to take credit, the turtle opened his mouth to shout, “I did.”

Just as it was for the turtle, pride can be the source of your downfall in leadership. To be sure, we want to take pride in our work and do the best we can, but it’s another thing to allow pride to become detrimental to our leadership.

What does runaway pride look like on a day-to-day basis and why does it matter? Here are three traits to watch for.

An arrogant attitude

This is perhaps the most noticeable prideful trait you’ll display among your peers. To you, it’s a sign of confidence that says you believe in yourself and that you are in control. But an arrogant attitude in leadership does not come across that way to the people around you.

An arrogant attitude hurts your leadership because it sends the message to those around you that you think you are better than everyone else and gives off an air of superiority. Click To Tweet This, in turn, makes it much more difficult for your people to approach you or seek out your help for fear of ridicule. Drop the attitude and give your people a break.

An out of control ego

While an arrogant attitude may be the most noticeable prideful trait, an out of control ego can potentially be the most damaging. When your ego is out of control, over time your behaviors become more irrational. You eventually come to the place where you think everything is about you and take credit for things that you had nothing to do with.

An out of control ego not only hurts you as a leader, it also hurts those around you. When your team members are subservient to your ego and not focused on the mission, everything is in jeopardy. Get your ego in check. It’s not about you.

An overbearing management style

When an arrogant attitude and an out of control ego join forces the only possible outcome is an overbearing management style. This, of course, is the by-product of a leader who isn’t self-aware enough to notice what’s taking place. The result of this can be devastating to the people and to the organization unless the leader changes course.

The people who work under an overbearing leader will ultimately leave. They almost always do. This is why pride can be so detrimental to your leadership and is why you must always guard your heart.

Final Thoughts

It’s normal and natural to take pride in our work and pursue excellence. As leaders, you must be on guard not to allow pride in your work to become pride in your heart. When pride takes root in your heart, your leadership will always suffer.

As leaders, we must walk in humility and remember that it’s not about us.

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Cultivating Culture

Posted October 14, 2020October 14, 2020
by admin

Every time you reinforce the culture, you reinforce the fabric of the company. – Arthur M. Blank

How’s the culture in your organization? The question is not meant to be a subjective one based upon your preconceived ideas of what you think it ought to be or how you see it. That focus is too narrow. The answer is and must be more inclusive and broad.

Your role as a manager and leader within your organization is critical to the culture in it. A study by Gallup reports that 70% of the variance in team management can be traced back to their managers behavior. In addition, only four in ten U.S. employees strongly agree that they get to do what they do best at work. Over half are actively looking for a new job or are open to one- and when they do land a new role, 91% of the time it’s with a new company. So, again, how is the culture in your organization?

How we as leaders cultivate culture within our organizations is an ever-present challenge and opportunity. A hands-off approach to building culture will not work no more than an overbearing presence can boost morale. Is there a better way?

I was intrigued as I read a review in Inc., of the forthcoming book Good Company by Home Depot co-founder Arthur M. Blank. I won’t give away all the details of the review, but I will share what he identifies as the most important question you can ask your employees: Is this organization worth your life? If the answer is yes, Blank explains, “it’s an indication that the company’s culture is thriving, and that it’s employees feel confident in making the best decisions for both the customers and the company.”

How can you reinforce the culture in your organization? What are some practical , even small things, that can make a difference? Here are a few ideas for starters.

Focus on ‘we’, not ‘me’

It takes a group of dedicated individuals who are willing to set aside personal agendas to advance the team. As Babe Ruth said, “ The way a team plays as a whole determines its success. You can have the greatest bunch of individual stars in the world, but if they don’t play together, the club won’t be worth a dime.” Hire the best talent you can find, but instill the concept of teamwork from the beginning. Click To Tweet

Play to strengths

It’s already been alluded to, but your people will thrive best when they do what they love. There’s a fine line between cross training and cross contamination. Your people will thrive when they are free to do what they do best. When this happens you won’t have to manufacture a healthy culture and morale, it will take care of itself.

Prioritize relationships

Healthy relationships are the backbone of your employee relations. Your employees are the face of your organization and create the bond with your customers. If relationships are weak then the links to the most important people you serve will be strained. Every part of your cultural and customer experience will rise and fall on relationships.

Clarify values

Your values must be clear to your people. They can’t have buy-in to your organization without it. Roy Disney put it this way, “When your values are clear to you, making decisions becomes much easier”. Your people must know the ‘why’ of their work and why it matters to the marketplace. If your people are confused then so are the people you are trying to serve. Click To Tweet

Have each other’s backs

Loyalty within your organization goes a long way in building culture. When you have the backs of your people and stand by them, they will not soon forget. It’s an essential part of your leadership that will see you through the good times and bad. No organization is immune from adversity, but every organization can endure it when the people in it have each other’s backs and stand united.

Final Thoughts

Cultivating culture in your organization is a process. It takes time and commitment from all those in it. Acting in good faith and with open communication are essential to your success. What the culture in your organization looks like all depends on the level of commitment of the people in it. It all starts with you.

Preorder your copy on Amazon

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Recovering Humility in Leadership

Posted October 1, 2020
by admin

Do you wish to rise? Begin by descending. Do you plan a tower that will pierce the clouds? Lay first the foundation of humility. – Saint Augustine

Shortly after he took over as the president of Tuskegee Institute in Alabama, Booker T. Washington was walking in an exclusive section of town when he was stopped by a wealthy white woman. Not knowing the famous Mr. Washington by sight, she asked if he would like to earn a few dollars by chopping wood for her.

Because he had no pressing business at the moment, Mr. Washington smiled, rolled up his sleeves, and proceeded to do the humble chore she had requested. When he was finished, he carried the logs into the house and stacked them by the fireplace. A little girl recognized him and later revealed his identity to the lady.

The next morning the embarrassed woman went to see Mr. Washington in his office at the Institute and apologized profusely. “It’s perfectly alright madam,” he replied. “Occasionally I enjoy a little manual labor. Besides, it’s always a delight to do something for a friend.” She shook his hand and warmly reassured him that his meek and gracious attitude had endeared him and his work to her heart.

Not long afterward, she showed her admiration by persuading some wealthy acquaintances to join her in donating thousands of dollars to the Tuskegee Institute.

Have you ever had the privilege of running across a leader like this? Refreshing, isn’t it? Unfortunately, we live in a culture that’s turned toxic on many levels and the most basic virtues of leadership are diminished before our eyes on a daily basis. I submit, we can and should be better.

John Maxwell was right when he said, “If leaders can move past arrogance and work toward humility, they can become the very best.” And this is one of the greatest challenges I see in leadership today. When you see leadership as a right and not as a privilege, and when servant leadership is beneath you, then your pride will always hold you back.

In this environment in which we live, is it possible to recover one of the essential ingredients to good leadership that’s found in humility? I believe so. Here are a few ways to do it.

We must model servant leadership

The most important lesson you will learn as a leader is that it’s not about you. Your capacity to lead is proportional to your capacity to serve your people. Click To TweetThis is what allows you to be comfortable in your own skin and lead with humility. Your greatest satisfaction as a leader is found in what you can do for others, not in what they do for you.

We must remember our beginnings

I see this often with leaders. In the beginning of their careers they are finding their way and working their way up. But at some point, they forget the past, they forget the struggle, they forget the sacrifices made that got them where they are. Now they enter into a sense of entitlement having “paid their dues” so they believe that they can behave any way they want. In order to recover the virtue of humility will require a sense of remembering and gratitude in recognition of where you are today. No matter how far you’ve come, be grateful and thankful and remember it hasn’t given you the right to act like a jerk. Click To Tweet

We must remain teachable

If you are going to last as a leader you must remain teachable. The pace of information and technology in today’s global economy requires it of you. To be sure, there are bedrock principles of leadership that are timeless. But your ability to remain relevant is only guaranteed as you commit to being teachable and not falling back on what you learned in years past. Leading with humility begins the day you realize how little you know and as you commit to improving yourself daily.

Final Thoughts

As a leadership trait, humility is not to be mistaken for a sign of weakness. Rick Warren put it this way, “Humility is not thinking less of yourself; it is thinking of yourself less.” And herein lies the leadership secret of humility. It’s being secure in your power to not abuse it, secure enough in your position without flaunting it, and secure enough in your title that nothing is beneath you.

We’ve seen the abuses of power and the destruction it leaves. Perhaps now it’s time to see a return to humility in leadership.

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Talking Up Feedback

Posted September 16, 2020
by admin

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

A story is told of a man who dialed a wrong number by mistake and got the following recording, “I am not available right now, but I thank you for caring enough to call. I am making some changes in my life. Please leave a message after the beep. If I do not return your call, you are one of the changes.” Talk about your not so subtle message.

Employee engagement and the manner in which you communicate as a leader is essential to the success of your organization. It matters now more than ever especially during this time of remote work that so many are still participating in.

One of the barriers to good communication and employee retention is found in the ability of your people to not only receive good feedback but also in their ability to give it. Click To TweetThis was pointed out recently in a TinyPulse article regarding employee retention.

In the article, it was brought out that employees that don’t feel comfortable in giving upward feedback are 16% less likely to stay at their companies. It went on to say that while 60% of employees have a way to provide feedback about their employee experience, only 30% said that their feedback is acted upon. And this is where change can and should occur.

As a leader, you know how important your workplace culture is to your overall success. You also know that the way in which you provide feedback to your people is equally important. But feedback is only as effective as each person’s ability to receive it and give it.

What is the ultimate benefit to the health of your organization if the only feedback given is top-down? What purpose does this serve and in what realistic way do you think you benefit as a leader if your people do not have a regular means of talking to you?

Here are four simple tips to consider for the benefit of everyone as you think about employee engagement and employee retention.

Be intentional

You must make it known that you are always available to talk with anyone who wants that opportunity. But you need to do more than just provide lip service. Give specific times and days when you make yourself available for conversations and not just ask for feedback in writing. Many things get lost in translation. Have an open-door policy and make it known.

Be receptive

If you really want the feedback to mean something, be receptive to what you hear. Listen with an open mind and try not to be defensive. Listen to what your people have to say with the understanding that this is likely not easy for them. But when the conversation is over your people need to leave with the confidence that they were heard and respected.

Be responsive

The worst thing that can happen is for one of your people to come and give feedback and feel that they have been dismissed or not taken seriously. Be responsive to their feedback and listen with an open mind. Typically, those closest to the problem or concern have the greatest sense of clarity regarding the issue. Click To Tweet Listen respectfully and respond accordingly.

Be appreciative

As mentioned already, giving upward feedback may not be the most comfortable thing your people do so don’t make it any harder for them. Be appreciative of the fact that your people are invested enough to come to you. It means that they care.

Final Thoughts

Just as loyalty is a two-way street, so too is feedback. And while not every idea or concern is something that you can address or satisfy to their liking, you can set a positive tone in your organization by being a leader who listens.

Employee engagement and retention is up to you. If your people do not believe that they are being taken seriously or are valued then they will find a place where they are.

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How To Be A Good Follower

Posted September 10, 2020October 15, 2020
by admin

The most difficult instrument to play in the orchestra is second fiddle – Leonard Bernstein

I read a story once of a young woman who wanted to go to college, but her heart sank when she read the question that asked, “Are you a good leader?” Being both honest and conscientious, she wrote, “No,” and returned the application expecting the worst.

To her surprise, she received this letter from the college: “Dear Applicant: A study of the application reveals that this year our college will have 1,42 new leaders. We are accepting you because we feel it imperative that they have at least one follower.”

I suppose being a follower runs counterintuitive to being a good leader. But I submit that good followership is good leadership. They are not mutually exclusive.

So what does good followership look like and why is it important? In his book, Creative Followership, Jimmy Collins says, “If you’re not selling chicken, you better be supporting someone who is.” Understanding the value of good followership can add tremendous value to any organization. Here are three ways how.

Followership drives the vision

Simply put, good followership; the buy-in if you will, is the fuel that drives the mission and vision of your organization. Taken in its proper context, followership is not abdicating your position within your organizational structure. If anything, it’s empowering it Click To Tweet. Rather than relying on a title to move you forward off the backs of those around you, being a good follower is getting behind the best ideas- regardless of the source – and everyone working toward shared goals.

When the vision is clear and buy-in has taken place, then somehow positional leadership loses its appeal. Rather than turf wars and politics being your driving force, you can purposefully pursue your vision and where you are in the pecking order becomes secondary.

The leader who knows how to follow will outlast the leader who only wants to lead the parade.

Followership builds teamwork

A team is only as strong as the collective effort of its team members. So long as everyone on the team only wants to be the captain and call the plays, you will never make the advancements you desire to achieve. Babe Ruth summed it up nicely when he said, “The way a team plays as a whole determines its success. You may have the greatest bunch of individual stars in the world, but if they don’t play together, the team won’t be worth a dime.” And this is the essence of teamwork.

The myth that needs to be dispelled here is that you never lead when you are a follower. Within your organization, there will be times when your role is that of being a good follower. Other times, you’ll be the point person on a certain project. The point being, you are not just a follower, or just a manager or supervisor. When you work as a team you play to your strengths and everyone adapts to seize the momentum you need at the moment.

Being a good follower on your team is allowing everyone to play to their strengths and everyone doing whatever it takes for the win. Knowing how to follow makes the difference.

Followership builds the future

The success of your organization relies upon leaders being able to embrace being a good follower. You will never rise above your ability to serve. If serving and following is beneath you then leadership is beyond you. Your future as a leader and the future of your organization rests upon people being comfortable in their own skin and embracing roles that don’t necessarily embody their title or rank. Click To Tweet

When you learn to set aside your own agenda for the good of the team and embrace a followership attitude, you will build a future that you can be proud of, but you have to set aside your pride to make that happen.

Final Thoughts

How about you? Are you a good follower? What issues do you need to work on in order to be a good follower? In a world where everyone competes to be the leader “in charge”, how refreshing it would be to look around and find more followers.

Suggested Reading:

Creative Followership – In The Shadow of Greatness by Jimmy Collins

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When Critics Come Calling (Part 2)

Posted August 18, 2020October 19, 2020
by admin

No matter what happens, you’re always going to have those critics and haters. You just have to learn to deal with that. – Tim Tebow

During his last years in office, Winston Churchill attended an official ceremony. Several rows behind him two gentlemen began whispering, “That’s Winston Churchill.” “They say he is getting senile.” “They say he should step aside and leave the running of the nation to more dynamic and capable men.”

When the ceremony was over, Churchill turned to the two men and said, “Gentlemen, they also say he is deaf!”

Criticism is a way of life for the leader. It may not be a pleasant part of it, but it’s a constant companion nonetheless.

Learning how to deal with criticism is important for you as a leader. In part one of “When Critics Come Calling”, I shared three common reactions we have when critics come calling:

We take it personally
We retaliate
We put up walls

Any of those sound familiar?

While it’s just in our human nature to take on any or all of these postures, we also have to understand the unintended consequences when we do. While we don’t typically like criticism, we can cut ourselves off from voices around us that can help us if we are willing to listen.

So when critics come calling, why not take these questions into consideration.

What’s true about the criticism?

Not all criticism from your critics is meant to be harmful. And while your feelings or ego might be bruised, perhaps some introspection is in order. When you hear from your critics, stop and consider what parts have merit. From there you can determine if it’s just a case of sour grapes on their part, or if it’s something you work on to make better.

In the long run, your critic may be doing you a favor by pointing out a blind spot you didn’t see. Click To TweetOn the other hand, your critic may just be blowing off steam and it has no merit. But before dismissing it out of hand, as yourself if it’s true.

What’s the motive behind the criticism?

When hearing from your critics – directly or indirectly- you have to take into consideration the motivation behind it. Does the person have an ax to grind with you? Is there politics at play? Understanding the motivation behind the criticism will enable you to better know how to handle it.

A word of encouragement to you as a leader here – don’t look for ulterior motives that don’t exist. Don’t let your imagination run wild. Be more concerned as to why a person with a legitimate issue was not comfortable in approaching you to begin with.

What can I learn from criticism?

When the critics come calling is a good time to reflect upon your leadership. Is there any validity to the criticism? Was the criticism helpful? Some of your best growth opportunities will come not when everything is smooth and calm. It will come when you feel everyone is against you. Click To Tweet

Final Thoughts

“The final proof of criticism,” said Elbert Hubbard, “lies in being able to endure criticism without resentment.” And this will always be the test of your leadership. So the next time critics come calling ask yourself is it true? What’s the motive? What can I learn? Above all, keep your attitude in check and keep climbing upward.

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