leadership development – Page 14 – Doug Dickerson on Leadership

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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Choose One Chair: Three Questions Every Leader Must Answer

Posted March 25, 2019
by admin

Credit: Google Images

“Yesterday all my troubles seemed so far away. Now it looks as though they’re here to stay. Oh, I believe in yesterday.”- “Yesterday”, by Paul McCartney and John Lennon

In Guidepost Magazine, Luciano Pavarotti relates a story from when he was a boy and his father introduced him to the wonders of song. He recounts:

“He urged me to work very hard to develop my voice. Arrigo Pola, a professional tenor in my hometown of Modena, Italy, took me as a pupil. I also enrolled in a teachers college. On graduating, I asked my father, ‘Shall I be a teacher or a singer?’ “‘Luciano,’ my father replied, ‘if you try to sit on two chairs, you will fall between them. For life, you must choose one chair.’ “I chose one. It took seven years of study and frustration before I made my first professional appearance. It took another seven to reach the Metropolitan Opera. And now I think whether it’s laying bricks, writing a book–whatever we choose–we should give ourselves to it. Commitment, that’s the key. Choose one chair.”

At some point, every leader has that moment of awakening when one chair wins over another. The process of getting there will vary from person to person, but that day will ultimately come.

Your growth and development as a leader is a fluid process. Foundational character principles that guide you on your journey will not change, but for the sake of future growth and development as a leader, you must be open to change and new ideas.

As leaders, we also know that the only constant is change. What worked for you in years past may not be sufficient today. If you are content to just “phone it in” and coast as a leader on how it was done in years gone by then you may like have lost your edge. So what is a leader to do? Here are three basic questions you need to answer. Reaching your destiny as a leader may very well depend on it.

Is yesterday’s passion enough?

Passion is the fuel of your leadership. With it, the sky’s the limit in terms of your potential and destiny. It’s what keeps you up late at night and gets you up early in the morning. It’s the “why” that gives your life meaning and purpose.

Yet perhaps the wear and tear of the daily grind have taken its toll on you. Perhaps your dreams haven’t been realized and you feel there is no use in going forward. Let me encourage you today to buy-in to the words of Joel Osteen when he said, “If you’re alive and breathing, you can still become everything God has created you to be.” Becoming a leader of destiny requires a new passion for going forward. While the passion you started out with may have been sufficient at the time; today’s goals, dreams, and destiny will require more. Click To Tweet

Is yesterday’s attitude adequate?

If passion is the fuel of your leadership then your attitude determines your mileage. How far you go is about possessing the right attitude. Your attitude in years gone by may have served you well up to a point, but to get to the next level you may have to step it up a notch. Click To Tweet

Zig Ziglar said, “Your attitude, not your aptitude, will determine your altitude.” And that is the secret to achieving your leadership destiny. Leaders who have stood the test of time understand the importance of a positive attitude. Every leader has also dealt with the challenges-both internally and externally, of right thinking. Your attitude will cause you to reach your destiny as a leader or it will prevent it. Be sure it’s a good one.

Is yesterday’s mindset working?

One of the greatest threats to your leadership today is holding on to a “this is the way we’ve always done it” approach of years gone by. Evolving as a leader is not about disrespecting the past but has everything to do with letting it go for the sake of your future. Click To Tweet

While values are timeless your methods must be current and relevant to today’s world. Are you still open to new ideas? Do you still have the attitude of a student who is humble enough to learn? Don’t forfeit the destiny that could be yours because of limited thinking. Stay current, be relevant, and keep growing.

When Pavarotti chose his one chair it changed the course of his life. It was that singular decision that put his destiny in motion. In like fashion you must choose your one chair and make sure that you have the right levels of passion, attitude, and mindset to take you to the top.

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False Reads and the Human Equation

Posted March 17, 2019March 17, 2019
by admin

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

Not long ago, I went to see the doctor with chest pains. A few weeks before, I was down with the flu and couldn’t seem to shake the effects of a lingering and nagging cough. Thinking the cough was to blame for my chest pains, I went to the doctor in hopes of getting some relief.

Chest x rays came back clear but with a concerned look on her face, the doctor told me that my EKG came back abnormal. “Have you ever had a heart attack in the past?”, she asked with a stern face. “Not that I am aware of I shot back.” “Well, according to the EKG, it says you have, and your heart skips a lot.”

With a referral in hand, I was left to my imagination as to when I may have ever had a heart attack in my past and was I in danger of having another before I could see the heart doctor? Needless to say, it was a long week of waiting coupled with many unanswered questions.

The visit to the heart doctor put my concerns (and my imagination) to rest. Not only did a new and more sophisticated EKG reveal no sign of a previous heart attack, it actually showed a heart that is in pretty good shape. As it turns out, the doctor explained, my first EKG was read by a computer, not a human. The doctor simply read to me what the computer said.

This experience served as a reminder to me of the importance of the human equation in leadership. Whenever leaders are content to settle for what’s seen on the surface we can miss important things that make a big difference. Here are a few good lessons for leaders going forward.

False reads happen

Sometimes your first read on the situations you deal with and the people you lead are not accurate. There’s always more to what meets the eye than you can see at the moment. Don’t be too quick to make judgments. Your snap decisions and assessments can be wrong. Better to take your time in making judgments than having to go back and clean up messes you made because of a false read. Click To Tweet Doing so is a disservice to your people and a setback to your leadership.

Second opinions matter

Even the most well-intentioned leader can read situations wrong now and then. But a smart leader will surround him/herself with other leaders who have more knowledge in some situations that can be valuable. When in doubt, defer to others who can help you make more accurate assessments and decisions. This cuts down on unnecessary tensions and helps you avoid costly mistakes. Always give your people the benefit of the doubt and the benefit of your maturity.

Relationships make the difference

While both doctors who attended to me were concerned, only one took the time-plenty of time, to talk to me, ask questions, gather history, and thoroughly explain things to me that made sense and put me at ease.

Your skill as a leader is developed not as you try to place everyone in a box and where relationships don’t exist. In fact, it’s just the opposite. Click To Tweet

The human equation in leadership is as important as ever, if not more so. For all of our advancements in technology and communication, there’s just no substitute for building relationships the old fashioned way. It matters that much.

False reads happen to all of us. Second opinions strengthen us. Relationships empower us. Don’t ever underestimate the power of the human equation.

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Get Off Your High Horse

Posted February 10, 2019February 14, 2019
by admin

The greatest among you shall be your servant. – Matthew 23:11 ESV

A few years back, a story was recounted in Today in the Word of how during the American Revolution, a man in civilian clothes rode past a group of soldiers repairing a small defensive barrier. Their leader was shouting instructions, but making no attempt to help them. Asked why by the rider, he retorted with great dignity, “Sir, I am a corporal!”

The stranger apologized, dismounted, and proceeded to help the exhausted soldiers. The job done, he turned to the corporal and said, “Mr. Corporal, next time you have a job like this and not enough men to do it, go to your commander-in-chief, and I will come and help you again.” It was none other than George Washington.

Learning the ropes in leadership can be painful. Just like in the above story. And it’s especially hard when attempting to lead others. You can lead by decree or you can lead by example.

There are a few leadership lessons that stand the test of time. They’re simple but yet serve as necessary reminders.

Not everyone with a title is a leader

Having a title means you have a position of authority within the organization. Most likely it conveys that you have some type of leadership potential or qualities. It doesn’t necessarily make you a leader. There’s a big difference between people respecting you because of your title and people respecting you because of your leadership. Understand the difference between the two and strive for the latter.

True leaders let their actions speak louder than their words

The corporal in the story was all about barking orders and telling the others what to do. Washington was about joining the men and completing the job. On your leadership journey, don’t mistake being loud for being competent. A true leader will show you more about leadership by his or her actions than they ever will by their words. Click To Tweet

True leaders are not afraid to get dirty

The corporal was content to watch his men work. Washington was all about working alongside them. A servant leader will get down in the trenches with his or her people and help get the job done. The person more concerned about the title will simply be a spectator. Click To Tweet If you desire to be a leader, you can’t be afraid to get your hands dirty.

True leaders are servant leaders

Washington didn’t pull rank with the corporal. He simply got off his horse and helped the men finish the job. He led by example and the sweat of his brow.

What will define your leadership is not found in the things that you do to make your life easier. It’s when you serve others and walk in humility. Click To Tweet

Perhaps by now, many of you have seen the photo of Bill Gates standing in line at a Dick’s Drive-In in Seattle.

The picture captivated millions around the world. Here’s the leader of Microsoft- the second richest man in the world, and he is quietly and patiently waits his turn in line. No special privileges, no airs about him, just being a regular guy waiting to order a burger and giving a powerful lesson in leadership all at the same time.

So often, the greatest impact you can make as a leader is not when you are being loud and obnoxious or when you are pulling rank, but with quiet strength, you are willing to get off your high horse and lead by example.

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

Posted January 21, 2019January 21, 2019
by admin

Laughter and tears are both responses to frustration and exhaustion. I myself prefer to laugh since there is less cleaning up to do afterward. – Kurt Vonnegut

I read a report in Lighthouse of a survey of 1,000 American employees conducted by Michelle McQuaid, which revealed that 65% of respondents would take a new boss over a pay raise.

In the same article, they cited another survey that found that 75% of employees consider their direct manager to be the worst part of their job. Ouch!

Are you surprised by this?

Many factors contribute to the attitudes and behaviors that exist in the workplace. And while every workplace is unique unto itself, I believe there are some common characteristics of leaders, who for better or worse, contribute to the culture of the organizations that they lead.

If you are a leader on any level in your organization, then you need to pay attention to my list of seven things you do as a leader that your team can’t stand. It’s not an exhaustive list, but these are certainly the more common ones. And just to be fair, in next week’s space the script will be flipped so stay tuned.

You are out of touch with your people

Any leader who is worth his or her salt knows that it’s your people who are the stars of the show. Do you know their hopes, their dreams, their fears, their joys, their concerns, their needs? If your people do not believe you are connected to them on any level, then what do you think motivates them to be invested in you as their leader? Click To Tweet

Your team can’t stand being out of sight and out of mind.

You don’t communicate values and vision

The connection of your people to your organization’s values and vision is not transferred to them by a piece of paper framed on the wall in the break room. It’s communicated and transferred from your heart to theirs. Your people need to see the big picture and hear how their part plays a role in attaining it. Your people need a clear understanding of where they are going and why. Click To Tweet

Your team can’t stand being in the dark.

You don’t have their backs

Let’s be clear- loyalty is a two-way street. Your people need to know that you not only believe in them but when the chips are down and the stakes are high, you have their backs. They need to know that you are a leader who is willing to go to the mat for them. You can do this by taking a little bit more of the blame and little less of the credit.

Your team can’t stand being thrown under the bus.

You don’t call out bad behaviors

If you are turning a blind eye or a deaf ear to toxic behaviors and attitudes, then- simply put, you are demoralizing your team. And you can rest assured the good ones whom you can’t afford to lose are probably already looking to make their exit. And why not? If you are not calling out bad behaviors then why should your team place their confidence in you as a leader? What you tolerate you promote.

Your team can’t stand you not having a backbone.

You don’t empower your people

There’s a fine line between being engaged and overreach as a leader. Engaged involves knowing and contributing and then stepping back and unleashing the talents of your people. Overreach is meddling and micromanaging. Sometimes the greatest hindrance to progress isn’t team members not doing their jobs, it’s team members not allowed to do their jobs because they are not empowered by their leader. Click To Tweet

Your team can’t stand you holding them back.

You don’t easily embrace change

Your ability to adapt as a leader is what gives you a competitive edge professionally. The same is true personally. But if you are a leader who is stuck in your ways and you are not able to adapt to your changing environment you are taking away your competitive edge. Your team can’t move forward and remain relevant if you are the last one on board. Click To Tweet In other words, the train will leave with or without you. Don’t give away your competitive edge because you are stuck in a mindset and way of doing things that only served you well twenty years ago.

Your team can’t stand waiting for you.

You don’t realize that everything rises and falls on leadership

This point is attributed to John Maxwell who coined the phrase. But as you read through my list you will see that at the heart of every issue that gives your team grief, at the core, is a leadership deficiency that drives it. While this is problematic, there is a silver lining to be found. You can right the ship and make corrections. But you must put yourself on a leadership track that will help you. In order to lead your people, you must first know how to lead yourself.

Your team can’t stand you not being a strong leader.

You don’t have to be the boss or leader that your team can’t stand. Are you ready to rise to the leadership challenge?

Resources: If you are new on your leadership journey then I’d like to suggest two books for you:

Developing The Leader Within You 2.0 by John Maxwell. Order it here from Amazon

Leaders Without Borders: 9 Essentials For Everyday Leaders by Doug Dickerson. Order it here from Amazon

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Bring Back Meaningful Conversations

Posted January 13, 2019
by admin

The most fruitful and natural exercise for our minds is, in my opinion, conversation. – Michel de Montaigne, The Essay: A Selection

As I was being escorted to a table in a restaurant not long ago, I passed by a family seated at a long table. There must have been five or six gathered around. What struck me as I passed by was not that they were all together or that they were laughing and talking and otherwise engaged with one another. Sadly, it was an all too familiar sight.

Every person at the table had their smartphone device in their hand and was using it. No conversations were taking place. It was just a group of people sitting together, but very far removed from one another.

According to Google, a survey by Pew Research Center revealed that many people find phone usage during dinner obnoxious. Of those people surveyed, 88 percent think it is okay to use a phone during dinner and 82 percent thinks that using a phone in social settings can hurt conversations.

I realize that we are addicted to our devices. I am clear-eyed in my understanding that it’s just a part of the fabric of our culture for better or worse.

Be it because of our electronic devices or any other distractions that come along, we are increasingly losing the art of meaningful conversation. It takes a toll on relationships, and yes, it can take a toll on your leadership if you are not careful.

Writing in his book, Didn’t See It Coming, bestselling author, Carey Nieuwhof devotes a chapter as to why so many us feel alone and to the demise of genuine conversation. He writes about what many have come to know. He writes:

“Sadly, conversations seem to be developing into an exchange of monologues among people who don’t seem terribly interested in one another. People today appear to be talking at one another more than they’re talking with one another. Next time you’re in a conversation with someone, wait to see how often you get asked a question.”

What about you? What’s been your experience with this issue?

From a leadership point of view, I believe having meaningful conversations is one of the key ingredients to developing effective leadership skills. Here’s why I think it so important and why we must return to them.

Meaningful conversations put you squarely in the moment

Unlike an email that can be put off or an incoming call or text that can be ignored, meaningful face to face conversation puts you in the moment as nothing else can Click To Tweet. It’s your chance to give someone else your undivided attention. Be in the moment.

Meaningful conversations give you the necessary context

There’s just no substitute for meaningful conversations. It gives you the advantage of understanding fully from the source in a way that other forms of communication can’t deliver. Meaningful conversation strips away any chance of misunderstanding when you’re engaged with the source. Leadership in context is invaluable. Click To Tweet

Meaningful conversations teach you to slow down and listen

Leaders are busy people. Too busy at times. But when you engage in meaningful conversation it’s sharpening this all-important leadership skill. Too often our thoughts are elsewhere and we are not really tuned in when talking with our people. Meaningful conversations are not rushed. They’re thoughtful. It may try your patience or seem inconsequential to you, but it can make all the difference to the one you are conversing with. Slow down and listen.

Meaningful conversations enhance trust

Nothing can build trust like meaningful conversations. They accomplish more than the tech devices that supposedly making communicating easier. Trust is the glue that binds your organization together and gives your leadership the credibility its due. Don’t allow your busy schedule or other demands rob you of this most essential leadership ingredient. Initiate meaningful conversations. Have meaningful conversations. Build trust.

Meaningful conversations are all about relationships

The secret sauce in leadership is relationships. It’s all about people. The depth of your relationships in large part depends upon the depth of your conversations. Let the focal point of your conversations be more about the people you lead. Listen more. Talk less. When the people you lead have your ear, you will have their heart. Click To Tweet Don’t pretend it’s all about you. It’s not. You will build stronger relationships by having more meaningful conversations.

It’s time to get back to meaningful conversations. Your leadership depends on it.

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Four Things All Humble Leaders Do

Posted November 4, 2018November 6, 2018
by admin

Humility is not thinking less of yourself, it is thinking of yourself less. – C.S. Lewis

Pride and arrogance. It’s been the Achilles-heel for leaders it seems for as long as anyone can remember. There’s a fine line and big difference between a leader who instills pride among his or her people and in doing so lifts morale across the board throughout the organization.

But then there’s the leader who is simply arrogant and prideful in that they are haughty, think they know it all, look down on others, ignores input, is condescending, and are basically just jerks. Chances are, you already have a visual image of this person in mind, don’t you?

Yet one of the most endearing qualities of leadership is found in the person who genuinely walks in humility.

But what sets this leader apart? How can you spot them? What are their characteristics? Here are four that are obvious.

They ask a lot of questions

Humble leaders are not afraid to ask questions. It’s a leadership hack that is lost on many aspiring leaders due to pride. The proud and arrogant leader had rather make you think they know it all by not asking a question. The humble leader had rather ask questions and be sure of it.

In his book, Good Leaders Ask Great Questions, John Maxwell writes, “Any leader who asks the right questions of the right people has the potential to discover and develop great ideas”. And this is true of you.

Your road to success as a leader is not achieved through pride and a know-it-all attitude. It comes from a humble attitude and by asking questions. Click To Tweet

They put others first

In an age when so many are only looking out for themselves, the humble leader knows how to put others first.

Putting others first is all about putting the needs of the team ahead of your own. It’s not just about making decisions within your organization that best fits your needs, but is about empowering all people across the board. The humble leader is willing to make sacrifices others won’t. It’s done out of service and duty to a cause, purpose, and mission greater than self.

They bring people together

This characteristic of a humble leader is worth highlighting because this leader understands that they alone are not the source of all knowledge.

The humble leader is smart enough to know that the way forward is not alone, but with others. Click To Tweet The humble leader knows that in order to sustain momentum and move forward it takes everyone working together. The humble leader is all about bringing people to the table for all voices to be heard.

The humble leader taps into the wisdom and knowledge of all his or her people in order to move the team forward. He does so not by feeling threatened by those voices but by appreciating them. Click To Tweet

They speak less and listen more

The one with the title talks- a lot. The humble leader is prone to speaking less and listening more.

Stephen Covey said, “It takes humility to seek feedback. It takes wisdom to understand it, analyze it and appropriately act on it.” And this is what humble leaders desire to do. Humble leaders are like sponges- learning all they can.

Humble leaders are like a breath of fresh air. They are confident in who they are, what they know, and the skills they have. But they are not so arrogant that they are afraid to ask questions, put others first, bring people together, and speak less (or as Simon Sinek suggests – speak last) and listen more. In this day and time, we could use some humble leaders.

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Take The High Road: 20 Quotes to Reflect On

Posted October 28, 2018October 28, 2018
by admin

So now faith, hope, and love abide, these three; but the greatest of these is love – I Corinthians 13:13 (ESV)

Without question, we live in tumultuous times. The news headlines we see today are enough to discourage anyone as we see what is happening in our society.

In the midst of all the divides us, I wanted to devote space this week to remember what’s more important in times like this–taking the high road. There’s enough division out there to go around. We need to unite. Let’s be reminded that what we’d like to see in others first begins in us. Click To Tweet

I’ve chosen 20 quotes for reflection. Take them to heart and pass them along.

“If you don’t like something change it. If you can’t change it, change your attitude.” – Maya Angelou

“Nothing gives one person so much advantage over another as to remain always cool and unruffled under all circumstances.” – Thomas Jefferson

“Your beliefs don’t make you a better person. Your behavior does.” – Toby Mac

“Darkness cannot drive out darkness; only love can do that. Hate cannot drive out hate; only love can do that.” - Dr. Martin Luther King, Jr. Click To Tweet

“The high road is always respected. Honesty and integrity are always rewarded.” – Scott Hamilton

“Spread love everywhere you go. Let no one ever come to you without leaving happier.” – Mother Teresa

“Unless someone like you cares a whole awful lot, nothing is going to get better, It’s not.” – Dr. Seuss

“Kindness is the language which the deaf can hear and the blind can see.” – Mark Twain

“Wherever there is a human being, there is an opportunity for a kindness.” – Seneca

“If you want others to be happy, practice compassion. If you want to be happy, practice compassion.” – Dalai Lama

“Everyone you meet is fighting a battle you know nothing about. Be kind. Always.” – Brad Meltzer

“We are not here to curse the darkness, but to light the candle that can guide us thru that darkness to a safe and sane future.” – John F. Kennedy

“In the long run, the sharpest weapon of all is a kind and gentle spirit.” – Anne Frank

“No one can make you feel inferior without your consent.” – Eleanor Roosevelt

“I’m going to take the high road because the low road is too crowded.” – Mia Farrow

“Make sure you see people through the eyes of love, not the eyes of judgment.” – Joel Osteen

“Teach me to feel another’s woe, to hide the fault I see, that mercy I to others show, that mercy show to me.” – Alexander Pope

“As a leader, the first person I need to lead is me. The first person I should try to change is me.” - John Maxwell Click To Tweet

“Have a heart that never hardens, and a temper that never tires, and a touch that never hurts.” – Charles Dickens

“Therefore encourage one another and build one another up…” – I Thessalonians 5:11 (ESV)

Bonus: “What unites us, is much greater than what divides us.” – Pope John XXIII

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Potential Principles That Matter

Posted September 16, 2018October 8, 2018
by dougdickerson

When leaders of organizations articulate and live their values, they drive them throughout the organization, and they become a way of being. – Howard Behar

Tune in to any talk in leadership circles today and you will hear all about living up to your potential. We instill it in our children from the day they start school and suit up for Little League. We remind them again at graduation and send them off to the real world full of promise and the hope that they will live up to the potential and hopes we placed in them.

But what happens when the realities of the real world sink in and living up to one’s potential becomes a dead end chase? Is there a way forward? Is living up to one’s potential still attainable?

Gallup research reported on in Inc. magazine says that “70% of employees aren’t working to their full potential. Adding insult to injury, 52% of those are just sleepwalking through their day.” The article states, “When a company raises employee engagement levels across every business unit through great management of people, it leads to higher profitability, productivity, and lower turnover.”

This sounds reasonable enough at first glance so where is the disconnect? Let’s take a closer look. “And therein lies the problem.” the article continues, “ to remedy the 70% crisis you first have to find those managers. Gallup reports that companies fail to choose the right management talent for the job a staggering 82 percent of the time.”

When companies fail to find the right managers 82 percent of the time, and when 70 percent of employees aren’t working to their full potential, then perhaps it’s time to rethink our approach as to what management potential looks like. Here are a few ideas for consideration.

Potential must be measured against values, not skills

Perhaps one of the reasons why so many companies hire the wrong managers is that they are looking at skill sets when they should be looking at values. Managers without a clear set of values such as honesty, integrity, trustworthiness, etc., can only lead for so long and take the company so far. Without a clear set of values in place, that leader has no true north, and the people have a leader with limited capacity. Click To Tweet

Potential and leadership development go hand in hand

Without question, companies want to hire highly qualified managers who can add value to the organization. No company purposefully sets out to hire the wrong managers. But along the way, companies are missing the mark. The good news is that it can be fixed. A great starting place is in leadership development.

Some time ago, Jack Zenger writing in The Harvard Business Review shed light on the fact that we wait too long to train our leaders. His research points out that the average age of managers who receive leadership training is 42, but the average of supervisors in these firms is 33. Zinger states, “It follows then, that if they’re not entering leadership training programs until they’re 42, they are getting no leadership training at all as supervisors. And they’re operating within the company untrained, on average, for over a decade.”

And this is the disconnect between someone not living up to their potential and someone with it. Leadership makes the difference.

Your potential and capacity is not defined by others

The premise of the Inc. article states the reason people are not living up to their potential is that companies are promoting the wrong people to management. While the argument has some merit, I believe that the premise lacks clarity.

To be sure, bad managers can be a drag on the culture of the organization. But it doesn’t have to be a deal breaker. You can reach your potential without them. Click To Tweet It’s no excuse for “sleep-walking through the day”, and opting not to perform at your best. Commit yourself to growing, learning, and developing your skills and your potential will be realized.

To be sure, bad managers can be a drag on the culture of the organization. But it doesn’t have to be a deal breaker. You can reach your potential without them. Click To Tweet

When your potential is grounded in your values, in leadership development, and individual responsibility, you can certainly reach all of your potentials. It will make a world of difference for you and to the organization you serve.

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Leadership In A Word: Yesterday

Posted June 17, 2018October 10, 2018
by dougdickerson

Yesterday, all my troubles seemed so far away, Now it looks as though they’re here to stay oh I believe in yesterday – John Lennon

A word about yesterday

In his book, No Limits, John Maxwell presents a most thought-provoking question that is worth some consideration. He asks: “When was the last time you said goodbye to something that was special that no longer works today?”. It is a truly intriguing question.

Perhaps in our more nostalgic moments, we look back with some degree of fondness and recall a particular time in our leadership journey that was important to us. Maybe it was a particular success or big win that propelled you to where you are today.

But if we are not careful, we can get stuck in a place, time, and mindset that no longer serves us or the people around us very well. We become stagnant and are looking backward to the “good old days” rather to the future. Sound familiar?

Maxwell continues by asking, “Are you willing to let go of some things you love? If not, you’re going to have a hard time being creative and becoming any better than you are today”. Now, that truly is thought-provoking indeed.

Obviously, reading this caused me to think about my own practices, routines, and my mindset. Have I been guilty of this? Am I guilty of this? In what ways is this mindset hurting me?

My reflections led me to these conclusions. Perhaps you will relate. Perhaps you could add to the list. But here are just a few of my observations.

Yesterday’s creativity will not sustain me

Creativity is the life-blood in leadership. The creativity I had thirty years ago when I was first starting my leadership journey may have served me well then, but it has no bearing on the creativity I need to succeed today. The landscape today is much different.

Leadership Checkup: Are you availing yourself of every opportunity to grow and learn new things?

Yesterday’s structure will not carry me

Leadership and management styles have drastically changed over the past few decades. The flow charts of top-down, bottom-up have mostly been replaced by more lateral lines with collaboration as the approach of choice by many.

Richard Branson observed: “People often remark to me that it’s great how Virgin thinks outside the box. They are genuinely surprised when I tell them, “Actually we don’t! We just never let the box get built in the first place.’”

Leadership Checkup: Are you relying on yesterday’s structures to guide you today or are you finding new approaches to new problems?

Yesterday’s attitude will not equip me

The attitude, faith, and mindset I needed all those years ago may have been sufficient at the time, but no longer. Not because I have arrived, but because my goals, dreams, and aspirations of today demand it. Going to a higher level of achievement requires an exchange. And it will be required in your leadership as well. The exchange will be to give up some things from the past that you loved in order to have the growth and success you desire today.

Leadership Checkup: What attitudes and mindsets of the past do you need to let go? Are you still surrounded with people whose mindsets are holding you back?

Quotes about yesterday

“It’s no use going back to yesterday, I was a different person then”. – Lewis Carroll

“What worked yesterday doesn’t always work today”. – Elizabeth Gilbert

“…But this one thing I do: Forgetting what is behind and straining toward what is ahead”. – Philippians 4:13

“You can’t have a better tomorrow if you’re thinking about yesterday”. – Charles Kettering

“Yesterday was not your defining moment. The calendar moved forward; why not you?”. – Steve Maraboli

A final word

We gain wisdom, understanding, and perspective from our past, for better or for worse, our past shapes us. While it’s certainly appropriate to reflect on the good things in our past, we must live in the moment and be forward in our thinking. It’s also time to let go of the past with all of its mistakes and failures and seize the moment that a new day brings. The challenge in leadership is to never stop growing, learning, adapting, and applying all that we can.

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