Leadership Growth and Development – Page 6 – Doug Dickerson on Leadership

Relationships: The Fuel of Your Company Culture

Posted January 15, 2016
by admin

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The purpose of life is not to be happy, it is to be useful, to be honorable, to be compassionate, to have it make some difference that you have lived and lived well. – Emerson

Some time ago I came across this story of 76- year old Bill Baker. If you think your family has problems, consider the mayhem created when he wed Edna Harvey. She happened to be his granddaughter’s husband’s mother. That’s where the confusion began, according to Baker’s granddaughter, Lynn.

Lynn said, “My mother-in-law is now my step-grandmother. My grandfather is now my stepfather-in-law. My mom is my sister-in-law and my brother is my nephew. But even crazier is that I’m now married to my uncle and my own children are my cousins.”

From this experience, Lynn should gain profound insight into the theory of relativity.

We’d all agree that relationships can be tricky. We bring to any workplace culture our own unique personality, quirks, beliefs, and qualities. Blending those characteristics into a cooperative environment can be a challenge.

The truth is, we live and work in the context of relationships and as leaders we are not exempt. Are you being intentional about the value of relationships and doing what you can to foster good ones? Passive participation will produce nominal results at best.

Building a strong organizational culture begins with building solid relationships – it’s that simple. But it’s also that hard. So what is a leader to do? Here are four steps to building better relationships.

Take the initiative

This is one of the fundamental characteristics of a strong leader. As such, you do not wait to take the first steps in the right direction. Take responsibility and act as if developing good relationships depends on you- because it does.

You build good relationships as a leader by being proactive. For some leaders this may be a big step out of your comfort zone but the more you do it the more at ease you will become. Show your people that relationships matter by making it personal.

Find common ground

Good relationship are essential to your company culture. Mesh all of the personalities and differences together and you have the potential for something truly unique and special—if you do it right.

So long as we allow our differences to divide us we will have problems. A strong leader will find common ground, find points of common interests and goals, and build off of it. Our objective is not to create molds of ourselves – to mold everyone into our way of thinking, believing, and way of doing things. It’s to embrace our differences, build off of our uniqueness, and elevate everyone because of it. Find common ground and build from there.

Welcome everyone

Building relationships in your company environment happens as everyone is welcomed in. The responsibility rests with you as the leader to create an atmosphere in which everyone is made to feel welcome and no one is shut out. To foster anything less is to play favorites and create division.

When diversity of relationships are seen through the lens of value that each person in your organization possesses then everyone feels like they belong. Your life as a leader is much richer and rewarding when you experience the full range and scope of a diversity of relationships. Do yourself a favor- broaden your circle and welcome everyone.

Look outside yourself

The final thought is this – the strength of your relationships and the power of the company culture you build is realized not when you attain it but in how you use it. It’s not so much about having a “look at us” mentality, but in a “how can we serve you?” expression of it.

As a leader it’s not about you. If you integrate that belief and expand it system wide, then you have the potential to do great things. Why not tap into the uniqueness of your people, harness the power of your relationships, and turn it into a force for good? Can you imagine the impact you can make? When you do this then you will begin to discover a whole new dimension of the power of relationships. Are you ready?

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Leadership Wit and Wisdom from Yogi Berra

Posted September 25, 2015
by admin

When you come to a fork in the road, take it! – Yogi Berra

We recently lost one of baseball’s most beloved icons – Yogi Berra. The former New York Yankee catcher was the consummate ambassador of the game long after his playing days ended.

Known for his quick wit and humor, his quotes have inspired and entertained us for decades. In tribute to Yogi Berra and his many infamous quotes, I’d like to share my ten favorite and how they can inspire the leader in you.

“When you come to a fork in the road, take it!”

Decision-making for leaders is very important. And while Robert Frost may have been more poetic in his observation of the road not taken, Yogi’s philosophy was more proactive – take it. There comes a point in time for every leader when every possibility and contingency is taken into account and you have to act. Just do it.

“Slump? I ain’t in no slump…I just ain’t hitting”

Perspective in leadership paramount to your success. Every successful leader has periods of time when he or she just may not be clicking on all cylinders. Everyone experiences setbacks and times when the wind is not at your back. It’s important to remember that slumps will pass and to overcome you have to dig in your heels and press on. It will pass.

“I’d rather be the Yankee catcher than the President”

When you do what you love and love what you do then there is nothing else that will satisfy and no other occupation to be envious of. Discovering your “one thing” and passion is the most rewarding thing you will do. And wherever journey that may take you, there you will find great contentment.

“If people don’t want to come out to the park, nobody’s going to stop them”

One of the hardest and most important things to learn as a leader is that not everyone will take the journey with you – and not everyone should. If people are not willing or capable of embracing your vision and the direction you are going then you can’t stop them from not coming along. And that is okay. Go forward without them.

“You can observe a lot just by watching”

A smart leader pays attention to his or her surroundings. You can learn a lot about your people and your organizational structure just by observing. Perhaps a good rule of thumb would be to talk less, listen more, and keep your eyes open.

“We made too many wrong mistakes”

We all make mistakes. Making too many wrong ones will do you in. Sometimes we can stumble upon success in spite of ourselves. The old adage in sports is that the team that makes the fewest mistakes wins. Learning from our mistakes is the key to our success. Avoid making too many of the wrong mistakes and in time you will be fine.

“The future ain’t what it used to be’

Change is the constant of life. As leaders it is imperative to understand change and how to be out in front of it. You will either be prepared for change or a victim of it. But make no mistake – change is inevitable. Smart leaders are early adapters and ahead of the curve. The future ain’t what it used to be so you best be ready for it.

“It ain’t over til it’s over”

Optimism is a key characteristic for every leader. Having a positive attitude will propel you in the good times and sustain you in the bad. You are not exempt from the challenges that come from being a leader but you do choose how you will face them. Regardless of how bad things may look, it ain’t over til it’s over. Don’t give up.

“He’s learning me all his experience”

Every leader needs a good coach or mentor. We don’t start out with all of the real-world experience and wisdom we need. Just as a ball player needs a coach to be successful on the playing field, leaders need coaches who can impart their wisdom and experience. Perhaps you are at the stage where you should be the coach or mentor to someone starting out. The simple truth is this- smart leaders are always learning and gracious enough to share what they know.

“Always go to other people’s funerals, otherwise they won’t go to yours”

Leaders understand the power of relationships. People are your most appreciable asset as a leader and how you treat people is imperative. Never waste an opportunity to give a complement or practice a random act of kindness. How you treat others is a testament to your leadership and at the end of the day – it’s all about people.

Thank you Yogi Berra for your example and making our world just a little nicer place.

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The Four B’s of Effective Communication

Posted September 18, 2015
by admin

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

The story is told of Broadway producer Jed Harris who once became convinced he was losing his hearing. He visited a specialist, who pulled out a gold watch and asked “Can you hear this ticking?” “Of course,” Harris replied. The specialist walked to the door and asked the question again. Harris concentrated and said, “Yes, I can hear it clearly.” Then the doctor walked into the next room and repeated the question a third time. A third time Harris said he could hear the ticking. “Mr. Harris,” the doctor concluded, “there is nothing wrong with your hearing. You just don’t listen.”

Good communication is the life-blood of your organization. It is what keeps your team healthy and cohesive. It reinforces a strong corporate culture. But when communication is floundering it can send things within your organization into a downward spiral.

A Business Performance article (http://bit.ly/1KUq6i6) stated that, “Organizations that fail to convey clear strategies and processes and engage employees in shared goals are likely to lose to companies with more effective communication practices.” The article revealed the obvious – that businesses with poor communication have higher employee turnover, increased absenteeism, poor customer service, ineffective change management, etc.

That these negative consequences are taking place in organizations is no surprise. It’s a natural consequence of poor communication. Leaders must be aware that effective communication skills will take you to the next level and poor communication skills will sink you.

Here are four tips that will help you become a more effective communicator as a leader. Take these to heart and put them into practice.

Be intentional

There must be intentionality behind your communication. Your words must convey meaning, purpose, and be delivered with clarity. This goes for written communication as well. Say what you mean, mean what you say. Be concise and as best you can leave no room for misinterpretation. Never assume anything on the part of the people with whom you communicate.

Be consistent

Your communication must be consistent. Don’t damage your credibility as a leader by saying one thing and doing another. Nothing will frustrate your people more and sink morale faster than a leader who isn’t consistent in his or her message.

Be receptive

As a leader you must remember that communication is a two-way street. It’s not always what you say that will make the difference. It’s what you hear that can be a game-changer. Simply put – don’t just be a dispenser of information – listen to your people. Hear what they are saying and create an environment where it is safe for them to talk without any fear of repercussion.

Be accountable

There is an old adage that says “the teacher hasn’t taught until the student has learned.” Apply this to your leadership and it will sound something like this, “The leader hasn’t communicated until his people understand.” This applies to the vision and mission of your organization. Do your people know it? Have they embraced it? Keep in mind – your people are the face of your organization. If they don’t know your mission or vision how well do you think they are representing it?

As a leader you are accountable for communication. It falls upon you to make sure that communication on all levels is taking place. Do you have accountability procedures in place to assess communication effectiveness and desired results? These things do not happen by accident. You need to have a plan and implement the plan.

You have too much riding on the outcome of good communication. Master these basics and you will soon see the results you desire.

What do you say?

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Announcing My New Book

Posted July 31, 2015
by admin

One leadership principle I have learned over the years is quite simple: leaders are readers! In my new book, It Only Takes a Minute: Daily Inspiration for Leaders on the Move, I take you on a 365 day leadership journey.

Each day begins with a quote from a current or past leadership thinker, sports figure, actor, minister, political figure, etc. followed by an inspirational leadership thought by me.

Leaders are busy people – I get it. In this daily reader you will be challenged in your leadership thinking and prodded to grow each day. As the title suggests, It Only Takes a Minute!

Click on the on the link below to order your copy today!

Click Here To Order

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The 1/50 Effect: How Encouragement Defines Your Leadership

Posted July 23, 2015
by admin

A word of encouragement from a leader can inspire a person to reach her potential. – John Maxwell

Edward Steichen, who eventually became one of the world’s most renowned photographers, almost gave up on the day he shot his first pictures. At 16, young Steichen bought a camera and took 50 photos. Only one turned out — a portrait of his sister at the piano. Edward’s father thought that was a poor showing. But his mother insisted that the photograph of his sister was so beautiful that it more than compensated for 49 failures.

Her encouragement convinced the youngster to stick with his new hobby. He stayed with it for the rest of his life, but it had been a close call. What tipped the scales? The vision to spot excellence in the midst of a lot of failure.

If you were to look back on your life when faced with great doubt or uncertainty during times of fear, career transition, sickness, or other personal struggle – one thing on a short list of game changers would no doubt be the encouragement from a friend or loved one.

In the case of Edward Steichen, the encouragement came from his mother to not give up on his dream of being a photographer. What about you? Who was the person(s) who spoke words of hope, inspiration, or encouragement into your life at that pivotal moment that help turn it around for you?

As a leader you have incredible opportunities every day to speak words of encouragement and inspiration into the lives of those around you. You may never know or understand the power of those words today, or ever, but it can be transformational nonetheless.

Being an encouraging leader will not only define your leadership style, but it will also define your leadership legacy. Encouraging leaders are cut from a different cloth. Do you desire to be an encouraging leader? If so, here are four characteristics that will set you apart.

Encouraging leaders see beyond the failures

The myth surrounding encouraging leaders is that they live with their heads in the sand and are somehow detached from any sense of reality. I submit that the opposite is true. Encouraging leaders are perhaps some of the most attuned leaders you will find not because they refuse to look at negatives, setbacks, or failures, but because although they do see it, and they refuse to let others be defined by it.

Defining trait: Encouraging leaders keep dreams alive.

Encouraging leaders care enough to confront

Just as Edward Steichen’s mother confronted him during a time of great self-doubt about his abilities, so too will encouraging leaders take the same approach. Encouraging leaders know that if negative thoughts and self-doubt linger too long then the path forward will be much harder to conquer. An encouraging leader will care enough to disturb negative thinking and help you forget about the 49 pictures that didn’t turn out and focus on the one that did. There is no time to wallow in self-pity with the encouraging leader.

Defining trait: Encouraging leaders have no tolerance for negative attitudes.

Encouraging leaders take risks on the future

Seeing beyond failures and caring enough to confront are only part of the equation for an encouraging leader. Ultimately, it’s up to the individual to act in a manner that is consistent with his or her potential. But encouraging leaders are those special leaders who had rather risk growth and potential by speaking words of encouragement and faith than by encouraging conformity and mediocrity by playing it safe. By speaking words of encouragement the leader is planting seeds of faith and possibility into his or her people that they otherwise may have never thought possible.

Defining trait: Encouraging leaders inspire action.

Encouraging leaders take everyone to a higher level

Defining moments in your leadership come when you realize that when you speak words of encouragement to your people it is like pushing the “up” button on an elevator. Your words and actions as an encourager will open doors of opportunity that negativity never will. The seeds you plant in their minds and hearts will elevate them to higher places because you believed in your people and dared to encourage them.

Defining trait: Encouraging leaders elevate the potential in others.

You will define your leadership, in part, by your words and actions. Be an encouraging leader!

Additional Resources:

Here is a short list of leaders who are high on my list of encouragers. Visit their sites, sign up and follow their blogs and be encouraged!

Cynthia Bazin – Find her at: http://smartchic.me/

Jack Hickey – Find him at: http://www.johnpatrickhickey.com/

Paul Sohn: Find him at: http://paulsohn.org/

Elizabeth Stincelli – Find her at: https://lizstincelli.wordpress.com/

Andy Wood – Find him at: http://lifevesting.com/blog/

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Discovering Your ‘One Thing’: Why Passion Matters to You as a Leader

Posted June 1, 2015
by admin

Embracing the challenge of personal leadership is the beginning of expanding your sphere of influence as a leader. Whether you are the CEO of your business or serve elsewhere in the organizational structure, one thing is for sure: the boundaries of your leadership are limitless if you are devoted to developing your personal leadership skills.

In his book, Halftime: Change Your Game Plan from Success to Significance, Bob Buford writes, Most people never discover their one thing.’ But part of what is so unsettling about approaching the end of the first half of our lives is that we know it’s out there somewhere.”

Finding your one thing-your passion as a leader-is life transforming. As Buford says, “It is discovering what’s true about yourself, rather than overlaying someone else’s truth on you or injecting someone else’s goals onto your personality.”

Have you discovered your one thing? Each one of us have unique gifts, talents, and God-given abilities that the world needs.

Here are three simple questions you can answer that will help bring that discovery into focus:

What tugs at my heart? – In leadership, what tugs are your heart is likely an area in which you are going to be effective. Your passion as a leader is developed by what moves you at your core.
What is my gift? – Often time what tugs at your heart is an area in which you have natural gifts and talents waiting to be used. When you discover what tugs at your heart and blend it with you gift(s) you will excel as a leader.
What is my purpose? – Discovering your purpose leads to a life-mission; a course of action that transcends any title or position.

Discovering your passion is essential to your leadership. It is essential to understanding why you are here. Your plan and purpose is larger than you. Find your passion – find your life’s purpose!

*This post is an excerpt from my book: Leaders Without Borders: Nine Essentials for Everyday Leaders – Chapter One: Passion

To purchase the book click on the tab “Order Doug’s books” at the top of the page.

Visit my new podcast page at: http://dougdickerson.buzzsprout.com/

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Five Essential Attitudes for Everyday Leaders with guest co-author Cynthia Bazin

Posted May 28, 2015
by admin

You cannot tailor-make the situations in life but you can tailor-make the attitudes to fit those situations. – Zig Ziglar

A story is told of how both the hummingbird and the vulture fly over our nation’s deserts. What they look for is very different. Vultures only look for and go after dead animals; focusing on what was; the past. On the flip side, hummingbirds look for the colorful blossoms of desert plants. The hummingbird fills themselves with freshness and seek new life.

It has been our observation over the years that in many ways we are the products of our attitudes. To be sure, none of us are immune from external circumstances that challenge us at times to keep it positive.

If you were to inventory the attitudes of successful people what attitudes do you think would be on the list? It would be a lengthy one, right? Here is our list of some of the top attitudes that we believe if embraced each day will give you the advantage you need to be successful.

The attitude of courage

Study the life of most any leader regardless of background and you will surely find this common thread of courage. If you wait until conditions are just right to act and go for your dreams or goals you will be waiting a long time. Courage is essential to success. You are stronger than the fear you might have inside of you. If others can do it, you can do it. So step out of your comfort zone and be the courageous leader that you want to be. Break through your fears because success is on the other side.

The attitude of optimism

Optimism is the fuel of your success. Setbacks and failures will be reminders on your road to success that any great thing worth achieving will be a challenge. The temptation will be to throw in the towel, but the attitude that sets you apart is optimism. What you put your mind to is where you will put action to. Being positive and optimistic will attract more of that into your leadership and in life in general.

The attitude of resilience

Not every day is going to be a perfect day. But true leaders are the ones that shine when the going gets tough. They take responsibility when things go wrong and bounce back to being an even better leader from what they’ve learned. A resilient attitude builds character and is a reminder that your life in leadership is marathon; not a 50-yard dash. Successful leaders are resilient and thus not easily thrown off their game.

The attitude of curiosity

A true leader is never done learning and growing. They are thirsty for new knowledge and are eager to find ways to do things better and smarter. They not only invest in themselves but tap into the greatness of their team. The collective power of curiosity is a game-changer and when its energy is harnessed in meaningful ways it can propel any organization to the next level. Never cease to have a child-like curiosity so you can see the world around you with fresh eyes.

The attitude of gratitude

Great leaders always remember where they came from. It is an inherent characteristic that keeps them grounded and gives them moral clarity. They understand that each day is a gift. In addition, they know they are only as good as their team and they show appreciation every day. They are grateful for the opportunity to serve their people and are not ashamed to show it.

Which of the attitudes described above do you believe are most important in leaders? What resonates most with you and do you have any additional attitudes to add to our list? We’d love to hear from you!

* Cynthia Bazin is a motivational speaker, co-author, expert writer and mentor that focuses on giving people clarity in their personal and professional life with laser-focused strategies. She has over 20 years in leadership and is the President of SmartChic. To learn more, visit www.smartchic.me

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People: The Key to Building Your Organizational Structure

Posted March 12, 2015
by admin

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10 Value Statements Every Leader Needs To Know

Posted March 6, 2015
by admin

Try not to become a man of success, but rather try to become a man of value. – Albert Einstein

As a leader, adding value to those around you should be of paramount importance. After all, people are your most appreciable asset. How well are you showing appreciation to the people in your organization?

In a Ragan.com (http://bit.ly/18VETIk) article a survey revealed that 69% of employees would work harder if management better recognized their work. How different would your organization look if 69% of your people were gladly putting forth more effort? By contrast, sixty- three percent of those who don’t feel appreciated plan to leave their jobs within two years. Based upon the way you show appreciation to your people would you expect a high turnover in the next two years?

When the truth about adding value of your people takes root in your heart and mind it will transform your leadership style. Adding value to those you lead takes on many forms. But there’s no easier way to do so than by the words you use to communicate with them. Try these (no particular order) for starters. Use them generously and see the difference it makes.

“We appreciate you”

This value statement speaks directly to your team member as a person. It’s not based on their specific job skill, position, or tenure. It’s simply about them as a person. Relationship building is at the heart of this value statement and it builds the foundation for moving forward.

“You’re making a difference”

This value statement is attached to the contributions your people make. These value statements belong to every person in your organization – from the CEO to the cleaning crew because everyone is important.

“How can I serve you?”

This value statement is an acknowledgement that you rely on your people to make your business work and as a leader you are committed to their success. When your people hear and see that you are 100% invested in them they will react in similar fashion. It creates a win-win scenario for the whole organization.

“Thank you”

These two words add value to your team members because it’s seen as an acknowledgement that you’ve recognized their hard work and dedication in moving the team forward. It’s perhaps the single most powerful value statement you will ever make.

“Let’s work together on this”

This value statement is based upon the notion that we can accomplish more together as a team than we can by ourselves. It’s when we bring our individual skills and talents to the table in mutual collaboration that our productivity can skyrocket. It’s also a reflection of your desire to be involved in the process of reaching those common goals.

“Let’s hear all sides”

This value statement is based on the belief that everyone has a voice that needs to be heard. Keeping your people apart is what hinders growth, fuels mistrust, and creates unhealthy alliances. You add value when you build bridges among your people. Healthy debate sparks creativity and often produces better solutions. It’s about tackling problems, not each other.

“Look at what you did”

Celebrating the successes of your organization and your people is important. You add value to them when you give credit where credit is due. Honor and reward the work of your team and don’t steal their spotlight.

“Go home”

You add value to your people when you give them time to be with the people they value most – their families. Never attempt to build your organization off the backs of your people by insisting they give up family time for company time.

“Here’s where we are going”

This statement is important because it affirms to your people their value in moving forward with the mission and vision of the organization. By keeping the vision before them they begin to see the value they contribute and the service they render as something meaningful that they can take pride in.

“Our team would not be complete without you”

Quite frankly, it’s hard to overstate the importance of people being the most appreciable asset in your organization. There will always be a bad apple here or there, but by and large when you have built and invested in your team that shares common values and goals your potential is unlimited.

Value is built where value is given. Make it a priority and you will go far as a leader.

What would you add to the list?

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When Your Process Replaces Your People

Posted February 27, 2015
by admin

When people go to work, they shouldn’t have to leave their hearts at home. – Betty Bender

John Maxwell shares one of my favorite stories about a turkey chatting with a bull. “I would love to be able to get to the top of that tree,” the turkey sighs, “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 at the 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.

While the story is humorous the ramifications of it in the way it plays out in the workplace is not. Unfortunately, many employees feel that they are getting BS from their employers. Let me be clear: strong employee engagement is essential to your success in business. And yes, all businesses want a healthy bottom line and rightfully so. But what happens if your business places its processes over its people? Here are three consequences you will potentially face unless you change.

Fractured relationships

It’s been said that people are your most appreciable asset. But when your bottom line becomes your most coveted resource then you have issues. The most essential ingredient to the success of your organization is not having the best business model, location, marketing, or product. It’s your people. They are the life-blood of your organization and the face of your brand. If you only see your people as a means to an end (your bottom line) then you are using your people.

If relationships with your people are fractured the rhythm of your business will suffer. Don’t expect your people to buy-in to your product until you have bought-in to your people. Until you get this right nothing else will be.

Divided loyalties

Here’s the rub: Your people want to be a part of an organization and service that they believe in and have a connection with. They want to be a part of something that is meaningful and contribute in a way that makes a difference. But when their good intentions brush up against a ‘process over people’ mentality it creates division.

Now your people have divided loyalties between liking the service they render and the people they serve and those who are calling the shots. If divided loyalties are widespread among your people then your processes have failed you.

Revolving doors

It’s been said that people don’t quit organizations they quit bosses (leaders). If the execution of your leadership is grounded in policies and procedures over relationships and teamwork then expect high turnover. Simply put; rules over relationship breeds rebellion. Eventually there comes a tipping point when your best and brightest will vote with their feet and find the door.

Let me be clear – boundaries are important and there is a place for policies. But policies and procedures should complement the work of your people and their productivity, not stand in the way of it.

Your organizational culture is tied to your employee engagement. Such fallout as articulated here due to poor employee engagement does not have to define your organization. But whether it does or not is on you as the leader.

Your path forward begins by recognizing that your people are your most valuable and appreciable asset. To that end you must recognize relationships and communication for what is it is – the heartbeat of your organization. Be committed to serving your people, building relationships, and developing leaders. At the end of the day, had you rather be known as the organization with great policies or great people?

What do you say?

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