leadership development – Page 18 – Doug Dickerson on Leadership

How Delegation Raises the Bar of Leadership

Posted July 9, 2015
by admin

The inability to delegate is one of the biggest problems I see with managers at all levels. – Eli Broad

In the world of leadership development there is no shortage of material on the subject of delegation. It’s been a hot-button topic for as long as I can remember. Most of what I read about it falls into a “how to” category of “best practices” and delegation is relegated to independent acts of leadership as the need arises.

But is there another approach worth considering?

In his book, It’s Not About the Coffee, Howard Behar, the former president of Starbucks International, writes about what can happen when a business harnesses the creative power of its people. He states, “When any of us, from staff to managers to the CEO, think of ourselves and our colleagues as people- not workers or assets- we discover a wealth of knowledge and talent. When we allow ourselves and others to think creatively and make independent decisions based on common goals, we become more fulfilled, and we make a more worthwhile contribution.”

The concept here is a more lateral view of leadership rather than the traditional top-down approach. When the people in your organization are looked upon as people, not assets or workers, then your approach as a leader will be different and the relationship will be more personal.

When people are allowed to think creatively and make decisions based on common goals everyone wins. It’s what Behar refers to as people using a tool book instead of a rule book. It’s the difference between empowerment and stagnation.

How this plays out in terms of delegation can be a game-changer. Instead of a leader being a dispenser of decisions, or too insecure to delegate, the leader can now- without reservation- turn loose the best and brightest within his or her organization. The results can be transformational. This approach to delegation raises the bar or leadership throughout the organization. Here’s how.

Delegation that empowers the team

When the creative powers of your team are turned loose it creates a special momentum that can’t be duplicated by just one person. An empowered team- dutifully delegated to- can create an energy that is rare. Why? It’s the power not just of a buy-in on the part of the team (employee to employer) but a philosophical shift of “I’ve bought into you” (employer to employee) that makes the difference.

When a team is empowered and trusted, and its collective talents are respected, it raises the level of leadership for everyone.

Leadership Tip: Individual talents and skills are great but make sure your team members are playing to their strengths in the right place. If not, you are wasting valuable time and energy and will have little to show for it.

Delegation that rewards the team

Nothing frustrates a creative team more than an insecure leader who won’t act. The results can be detrimental and eventually the creative ones will leave because they are not fulfilled in their work. But when a leader respects and appreciates the individual as a person and the power of independent thinking- it will dramatically raise the bar of leadership. This approach pays dividends because team members will see their work as rewarding, valued, and appreciated. When this is the system-wide attitude and belief then productivity increases, morale is stronger, and the rewards are greater.

Leadership Tip: Delegation is not an abdication of your responsibility to make sure the vision and goals are clear and the work is being done. There’s a fine line between micro-managing and delegation. But once you delegate- get out of the way and trust your people to perform.

Delegation that elevates the team

When done right delegation will elevate the team to a higher level. When individual talents, skills, knowledge, and expertise come together with a unified goal and purpose, it’s hard not to envision such success. As a result, momentum rises and soon a new attitude and energy will propel your team. A new excitement in the air can be contagious. The bar of leadership has been raised. As a leader you now see and understand that delegation is not your stumbling block to success it is your pathway.

Leadership Tip: It’s incumbent upon you as the leader to channel this new found momentum and energy in the right direction. Unbridled energy moving in the wrong direction can be just as harmful as not enough energy toward the right direction. Keep the mission and vison in front of your people.

Richard Branson invokes an “in it together” attitude within his organization. When this is the approach to delegation it changes everything. Let your delegation empower, reward, and elevate.

What do you say?

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The 5 C’s of Employee Engagement

Posted April 24, 2015
by admin

Effective leadership is putting first things first. Effective management is discipline, carrying it out. – Stephen Covey

Randall Beck and Jim Harter teamed up to write a most revealing article in the Gallup Business Journal (http://bit.ly/1Jz4kv6) that every CEO, executive, manager, and leader should read. The findings, in short, reveal: only 30% of U.S. employees and 13% worldwide, are engaged, over the past 12 years those low numbers have barely budged.

In addition they add, “Knowledge, experience and skills develop our talents into strengths, but unless people possess the right innate talents for our job, no amount of training or experience will lead to exceptional performance.” Do you see the disconnect?

One thing we know for sure – the challenges in the workplace have never been greater. Too often people with “management potential” are elevated into those positions but do not have the necessary leadership skills to be effective. The result? Frustrated mangers who wonder why they can’t get anything done, companies with low morale, high turnover, and no sense of direction or vision.

Beck and Harter continue, “When a company raises employee engagement levels consistently across every business unit, everything gets better.” And herein lies the secret to raising the numbers – raising employee engagement.

Employee engagement is not a management skill; it’s a leadership skill. Employee engagement is a people skill that transcends management or business know-how. Management skill minus leadership skills can be detrimental, but when the two are combined it can be a powerful tool that can create great opportunity.

Key to the findings and to turning the low numbers around was managers who consistently engage their employees. The issues are complex and the solutions vary. That being said, here are my 5 C’s for Employee Engagement that can begin a process of improving employee engagement.

Be Current

A natural function of a manger is to focus on systems and structure. But if that is your only focus then you will always be a manger and likely never a good leader. Being current is not so much about numbers and the bottom line; rather it’s about being relationally up- to- date with your people. Before you can build your company you have to build relationships. John Maxwell was right when he said, “People don’t care how much you know until they know how much you care.” Be in the moment with your people and they will be invested in you.

Be Consistent

Your people need to see that you are sincere in your desire to connect with them. If your people are important to you, and they are, then you need to be consistent in the manner in which you interact with them. Being current and consistent is not just paying lip-service to appease a few disgruntled people. It’s a genuine relational investment on your part. That does not mean you have to take them to the lake with you on the weekends, but it does show that you care. Being consistent is just as much for your benefit as it is for your people.

Be Conducive

It’s helpful and encouraging to your people to know that you are attentive to their ideas, concerns, and that you welcome their input. When you build conducive and safe environments for your team to be engaged it builds trust, boosts morale, and elevates their level of commitment to the organization. Foster a culture that promotes engagement and you will see positive changes. Rather than be a manager that relies on controlling your people, you should strive to become a leader that inspires the trust of your people.

Be Challenging

An engaged leader will challenge his or her people to maximize their talents, dare to take risks, and take ownership of their future. A conducive work environment is of no value unless your people are producing. Managers are more concerned about maintaining the status quo while leaders strive for new levels of excellence. This happens when leaders challenge their people to be their best.

Be Clear

Employee engagement rises and falls on good communication. Consistent and clear communication is the life-blood of your organization. Your people rely and depend on it. Clear communication is one of the single best ways to build the kind of engagement you need to be successful. Managers can be secretive and keep information close to the vest, but a smart leader shares information and thus builds a community of engagement.

Everything gets better with employee engagement. These simple steps are but a beginning. What would you add to the list? What step(s) would be most helpful to you if implemented today? Employees have been disengaged long enough. It’s time to act.

What do you say?

Write Doug at: [email protected]

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Five Excuses That Kill Accountability with guest co-author Elizabeth Stincelli

Posted February 19, 2015
by admin

“The problem that we have with a victim mentality is that we forget to see the blessings of the day. Because of this, our spirit is poisoned instead of nourished.” – Steve Maraboli

As a leader there are few things more important than creating a strong and healthy organizational culture for your employees to thrive in. It’s up to you as the leader to be proactive and take the lead in developing the organizational climate you wish to have.

Unfortunately, many harmful behaviors threaten the fabric of the culture that you are trying to create. These behaviors include bullying, manipulation, office politics, etc., and they each pose a real threat. But there is one in particular that we would like to address – so here is our question: Is a victim mentality preventing accountability in your organization?

No doubt there are accountability measures in place within your organization that serve to track performance and measure each person’s progress. Accountability measures are healthy and necessary and keep everyone focused on shared goals and outcomes.

But what happens when a team member perpetuates a victim mentality? What does it sounds like? Here are five common claims that will give you some insight.

It’s not fair

The “it’s not fair” mantra is perhaps the oldest one in the book. It can be used when an employee feels that his or her work has gone unnoticed, was passed over for a raise or promotion, or has made an improper comparison of the value of their work in relation to a colleague. Whether justified or not, this feeling of being on the receiving end of unfair treatment is a source of concern. As a leader it is up to you to address it. Accountability makes sense when each person on the team has a clear picture of the value they bring to the organization. Don’t let an employee’s feelings of being slighted go unanswered. When they see and understand their importance they will not see accountability as a threat.

Finger pointing

Finger pointing is so destructive because it’s so easy. It’s the first gesture of the least accountable. Yet sadly, the blame game is alive and well. But clear expectations of employee performance along with useful accountability guidelines will go a long way toward bringing an end to finger pointing and fault-finding. As a leader, you must take ownership of these expectations. When employees can build a collaborative team environment around the idea that “we are in this together”, it can unleash everything that is good and creative about your people. Finger pointing now gives way to mutual accountability, and fault-finding takes a back seat to an “I’ve got your back” mentality. Which would you rather have?

It’s Not My Job

When employees have the mindset that they are only responsible for specific, outlined tasks, it is easy for them to dodge accountability with the simple statement, ‘it’s not my job’. The most effective organizations are the ones where everyone has the opportunity to make an impact. As a leader, you must create a culture of collaboration and teamwork where everyone feels they have a vested interest in the outcome. Let employees see you roll up your sleeves and do what needs to be done regardless of your formal job description. Achieve accountability by replacing the mindset of ‘it’s not my job’ with ‘I benefit when everyone participates as a whole’.

Feeling Powerless

Employees will not take accountability for decisions or tasks which they feel they have no control over. As a leader, you must provide employees with pertinent information and encourage them to ask questions. Then, give them the power to make decisions and design how their work gets done. Accountability will increase dramatically when employees are given power and control over their own work.

Denying Responsibility

Employees often deny responsibility out of fear or frustration. They fear the repercussions for failure or they are frustrated by a lack of clear expectations and control over their work. As a leader, you must create a team mentality. Help employees understand that when one team member fails to carry their weight, they drag down the performance of the whole team. Inspire in them shared values and clearly communicate expectations. Teach problem solving and creative conflict resolution skills throughout your organization. Increase accountability by removing the fear of failure and building employee confidence by giving them a sense of control.

As a leader, it is your responsibility to develop a culture that encourages accountability and discourages a victim mentality. If your employees willingly accept accountability for their decisions and actions, your organizational effectiveness will skyrocket.

*Elizabeth Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the CEO of Stincelli Advisors where she focuses on helping organizations engage employees and improve organizational culture. Elizabeth holds a Doctor of Management degree with an emphasis on organizational leadership. Learn more about Elizabeth by visiting her website, stincelliadvisors.com You can contact her by email at [email protected].

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Are You a Leader With an Identity Crisis?

Posted February 13, 2015
by admin

Getting in touch with your real self must be your first priority. – Tom Hopkins

A story is told of the renowned artist Paul Gustave Dore who lost his passport while traveling in Europe. When he came to a border crossing, he explained his predicament to one of the guards. Giving his name to the official, Dore hoped he would be recognized and allowed to pass.

The guard, however, said that many people attempted to cross the border by claiming to be persons they were not. Dore insisted that he was the man he claimed to be. “All right,” said the official, “we’ll give you a test, and if you pass it we’ll allow you to go through.” Handing him a pencil and a sheet of paper, he told the artist to sketch several peasants standing nearby. Dore did it so quickly and skillfully that the guard was convinced he was indeed who he claimed to be. His work confirmed his word.

It cannot be overstated how important your identity is as a leader. If you have a false sense of identity it will create a void in your leadership that will hurt you. Understanding your identity is Leadership 101 but if you don’t get this you will pay a price.

Are you a leader with an identity crisis? Here are three ways to find out.

You rely on your title instead of your values

This is a common mistake with new leaders. Leaders who do this tend to overplay their hand because they think their title or position carries enough clout to lead. This approach is an identity crisis waiting to happen. Here’ why.

When your values and character take a back seat to a title or position then it’s likely that you will wash out at some point. In, The 5 Levels of Leadership, John Maxwell states, “Your values are the soul of your leadership and they drive your behavior.” And this is the crux of your identity. Better to hold tight to your values than try to muscle your way to the top without them.

Key takeaway: In the end, what defines you as a leader is not your title or position; it’s your character and values. Whenever you confuse the two you are having an identity crisis.

You rely on rules instead of relationships

Leaders who rely squarely on their title as a means to enforce their rules tend to miss the big picture about relationships. Its been said that rules without relationships breeds rebellion. And when you are more concerned about dictating rules and regulations than you are about building relationships then you are a leader with an identity crisis. Here’s why this matters.

People tend to follow leaders they like and respect. If your people only see you as the office Sherriff and not someone they can relate to on a personal level then you are depreciating your potential as a leader. At the end of the day your people want a leader they can relate to not one that they fear.

Key takeaway: When you are heavy on relationships you can be light on the rules. Now you can devote your time and energy to what matters most – your people and your shared success.

You rely on receiving instead of giving

The magnitude and duration of your identity crisis in leadership is contingent upon learning these basic tenants. In short; it’s not about you. The depth, length, and reach of your leadership will never be measured by what you receive but by what you give. Here’s why it matters.

Leaders are givers. True leadership is about reproducing and raising up more leaders – not more followers. When this truth comes to light it creates a paradigm shift in your thinking, your actions, and your motives. J. Donald Walters expressed it this way, “Leadership is an opportunity to serve. It is not a trumpet call to self-importance.” Do the math: Creating more followers is about addition. Creating more leaders is about multiplication.

Key takeaway: Be generous. Don’t measure your success as a leader by accolades or plaques, but by how you invested your time, talents, and treasure in the lives of those you served.

What do you say?

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Five Routines for Growing Leaders

Posted January 23, 2015
by admin

There is comfort in rituals, and rituals provide a framework for stability when you are trying to find answers. – Deborah Norville

I came across a fascinating article in Business Insider (http://read.bi/155XpL3) about the daily routines of 16 famous creative people. The article featured the likes of Ludwig van Beethoven, Thomas Mann, Sigmund Freud, Maya Angelou, and Victor Hugo to name a few.

What were some of the more peculiar routines? Beethoven’s day began with breakfast which consisted of coffee which he prepared himself. He determined that there should be 60 beans per cup, and he often counted them out one by one for a precise dose.

Victor Hugo would start the day by taking a public ice bath. Charles Darwin’s focused work would be interrupted by occasional trips to the snuff jar. Honore´ de Balzac would spend a large majority of his day writing with the help of upwards to 50 cups of black coffee.

Insights into the routines of these creative people prompted me to think about the necessary disciplines for growing leaders. Your growth as a leader is not a passive and disengaged process. Not if you want to grow.

Over the years I have found routines that have worked for me. It has little to do with whether you are a morning person or a night person, a social butterfly or prefer to be alone. What is the tipping point? The disciplines you develop today will determine the type of leader you will become tomorrow. Here are five routines – leadership vitamins if you will, that will help you grow into a healthy leader.

The routine of reading

Leaders are readers. Fortunately, I come from a long line of readers and writers. It was in those formative years, and despite my struggles with dyslexia, where I formed a love for reading that stuck. If you want to grow as a leader there is no better way or place to start than with a good book. When reading is a priority then your leadership growth will be automatic.

The routine of listening

The older I get the more I realize just how much I don’t know. I’ve discovered that there is no better way to learn than to be an engaged and active listener. In many circles you will find active and engaged talkers, and there is a time and a place to talk, but for the leader who wants to grow, he or she will listen more and talk less.

The routine of reflection

Growing leaders take the time to reflect. Through the course of each day you come across dozens of people, make important decisions, and often it’s done on the spur of the moment. Reflection time affords you the chance to measure your progress. Don’t know where to start? At the end of the day try answering these questions: Where did I add value today? How was my attitude? Who needs my encouragement? Etc… Reflection can also include prayer and meditation to replenish the soul.

The routine of exercise

I’ve touched on this before but it’s worth repeating. Healthy leaders are productive leaders. Exercise should be an integral part of your daily agenda as a leader. It’s good for your body and mind and it gets your creative juices flowing. Include in this routine healthier eating habits. A proper diet and exercise are the fuels you need to grow as a leader.

The routine of staying connected

Growing leaders are connected leaders. It’s through the growth and development of your personal and professional relationships that you mature. Being connected gives you a sense of community but it also runs deeper. It’s when you are able to let your guard down, take your mask off and be vulnerable, that you can truly see growth as a leader. Are you a detached leader? If so, then get connected- your growth depends on it.

What are you your leadership routines?

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A Tale of Three Leaders

Posted November 7, 2014
by admin

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

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

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

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

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

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

The pessimistic leader

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

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

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

The optimistic leader

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

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

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

The realistic leader

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

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

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

Which type of leader are you?

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Leadership Minute: Get Up and Get Moving!

Posted September 16, 2014
by admin

Just remember that there’s no way for any of us to get to the place of our Big Dream without leaving our recliners! – Bruce Wilkinson

What is your big dream? It’s the dream or idea that will keep you up late at night and gets you up early in the morning. But the dream does not come true because you dream it – it comes true because you work it. Your dream is akin to a blueprint – it’s the map of your destiny. Without a blueprint the builder can’t build. Many people bemoan unfulfilled dreams but in reality, for most, it was work left undone. The reality is this: the bigger the dream the harder the work. My encouragement to you today is not just to dream big dreams but to work hard. You will know that your dream has captured your heart when it puts tools in your hand. Do you have a big dream? Get up and get moving. It’s time to go to work!

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Leadership Minute: What’s for Breakfast?

Posted September 9, 2014
by admin

Expect problems and eat them for breakfast. – Alfred A. Montapert

Leaders have problems. It just comes with the territory. The fact that you have problems is not an indicator that you’ve done something wrong – in most cases it’s the opposite. The more you remain determined to move ahead, work hard, and do the right thing, the more problems you will acquire. So the issue is not about how to live a problem-free life as a leader. The issue is how to take control of your problems and use that energy to further your goals. Every successful person faces opposition and contends with problems. Don’t know where to begin? First and foremost it begins with your attitude. How you see your problems determines whether they will get the best of you or if you will eat them for breakfast. When your attitude is positive and your resolve is strong there is no problem that can overtake you. Problems – the breakfast of leaders!

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Leadership Minute: Don’t Be Bitter

Posted September 8, 2014
by admin

Some guys leave a place after a long time, and they’re bitter. Not me. – Peyton Manning

If there was ever a person who led by example on this issue it was Peyton Manning. When he left the Indianapolis Colts for the Denver Broncos he did it with as much class and style as anyone could. He modeled the way it can be done. But in your leadership journey I am sure you’ve come across those who left a place after a long career who didn’t leave on such good terms. Perhaps their journey didn’t go as planned. Maybe their dreams went unfulfilled and they left bitter and beat down. In leadership you will always have challenges. You don’t always choose your circumstances or how people will treat you. But you do own your attitudes and reactions. So regardless of what you are facing today – know this, you are there for a purpose. Make up your mind to guard your heart and your attitude at all costs. When it’s time to move on you will know it- not because you are bitter, but because you are at peace.

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Leadership Minute: Live Fearlessly

Posted September 3, 2014
by admin

I have a lot of things to prove to myself. One is that I can live my life fearlessly. – Oprah Winfrey

Leadership is not for the faint of heart. And if you are going to live your life fearlessly then there are some choices you are going to have to make. The life of a leader is not characterized by avoiding fearful things or circumstances. It is however; living in the presence of fear without being afraid. It’s about choosing not to allow those fears to hold you back or control you. Living fearlessly is having a greater confidence in your faith and abilities than any threat that fear can pose. To be sure, fear is a motivator. As a leader it will push you to achieve and overcome seemingly great obstacles, or it will paralyze you. Living fearlessly is not the absence of fear but is the stronger belief that you are equipped to handle anything that comes your way. Are you living fearlessly?

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