Leadership Skills – Page 14 – Doug Dickerson on Leadership

Ten Things Every Leader Should Always Teach

Tell me and I forget. Teach me and I remember. Involve me and I learn. – Benjamin Franklin

At school one day a little boy was asked what he was thankful for. The boy replied, “My glasses.” “That’s good,” said the teacher, “they help you see better.”

“No,” responded the child, “I’m thankful for my glasses because they keep the other boys from hitting and fighting with me and the girls from kissing me.”

While perhaps not the reason the teacher had expected to hear, the little boy made his point. As leaders we’ve all benefited from good teachers that have shaped our lives. As a leader you are now in that role and the life lessons you share are just as important.

John Maxwell said, “A leader is one who knows the way, goes the way, and shows the way.” This is one of your functions as a leader. While it may not be in a formal classroom setting it is teaching nonetheless and the lessons are important. Here are ten lessons every leader should always be teaching. It’s not an exhaustive list but these are essential.

How to give praise.

Just as students tend to respond better to praise the same holds true with your team members. When the people in your business or organization receive praise and encouragement from you they come away with the sense that you have their backs. Give them praise and give it generously.

How to listen.

This is one of the most important skills that you will develop as a leader. Many leaders like to talk but you will be a more effective leader when you learn to listen and hear what others have to say. From what you learn you can make better and more informed decisions.

How to say no.

While listening may be one of the most important things to teach saying no will be one of the hardest. Many good ideas from well-meaning people will come across your desk. Be it the timing, the budget, or some other factor, sometimes the answer is no. How you say no is important. Take the time to explain why.

How to work hard.

Your team members will learn more from your example than by your words. If you want them to work hard then they need to see you work hard. Leadership by example is not just a cliché it is real and practical. When they see that you have skin and sweat in the game they will join you.

How to let things go.

As a leader you will face many challenges and many frustrations. People get on your nerves and rub you the wrong way. You have pressures, deadlines, and disappointments. Teach your team how to let things go and not get so stressed out over every little obstacle that comes your way. Not everything you set out to do is always going to go according to plan. But that’s okay. Let it go.

How to confront.

This is one of the least favorite things a leader has to do. We’d much rather be giving out praise. But there are those times as a leader when you must confront others for whatever reason. How you confront needs to be a teachable moment that shows how to be firm, how to be fair, and that you have accountability measures in place that you are not afraid to enforce. How you do it is just as important as why you do it.

How to say thank you.

This one simple act can make a world of difference. Why it’s hard at times for leaders to do I am not sure. But if you want to see the atmosphere in your office or organization improve then take the time to thank those around you for all of their hard work. And while you are at it – make it personal. Hand-written notes are especially nice.

How to forgive.

Hang around in leadership long enough and you will understand the power of forgiveness. You will learn about the necessity of giving it and receiving it. The point is simply this – life is too short to hold grudges and hold on to resentments. Forgive others and move on.

How to set priorities.

Jim Rohn said, “Either you run the day or the day runs you.” People in your organization need to see that you have a set of priorities that you live by – family, faith, work etc. You teach priorities by your routines and time management. What’s important to you is given priority. It’s that simple.

How to delegate.

Delegation is the key to your success and that involves everyone in the process. Delegation is not just by divvying up work for the sake of having something to do. It’s about matching the right people with the right skills to maximize productivity and results. You were not meant to do it all by yourself. Delegate your way to success.

What do you say?

I welcome your feedback:

1. What lesson stood out to you the most? Why?

2. What lessons would you add to this list?

3. What are some practical ways you can begin to implement some of these lessons right away?

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Leadership Minute: Raise Expectations

If I had asked my customers what they wanted they would have told me, “A faster horse.” – Henry Ford

One of your challenges as a leader will be in raising the expectations of those around you. People tend to be creatures of habit and can be quite comfortable with the status quo. Challenging for any leader is the ability to cast vision high enough and realistic enough that people can catch on without being overwhelmed. You can raise expectations for a better future by making the case, showing the way, and explaining the advantages. Sometimes people around you settle for what they have because no one has shown them a better way. Your leadership should inspire others to reach for new heights, look beyond their present circumstances, and believe that they can achieve on a higher level. You can raise their expectations as you raise your expectations. Don’t just settle – go higher!

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Leadership Minute: Your Level of Success

Posted April 22, 2014
by admin

The level of our success is limited only by our imagination and no act of kindness, however small, is ever wasted. – Aesop

There is a big difference between imagined success and success realized. But the starting place is found in your imagination. What dreams and aspirations do you have? I am convinced that the pathway to success is found in part by what you dream; those passions in your heart that you nourish to life. When you couple that with acts of selflessness in giving and being a blessing to others it all comes back on you in positive ways. Your success can be all you’ve imagine it to when you dare to dream big dreams, work really hard, and give generously. Unleash your potential today by setting your imagination free.

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Leadership Minute: Positive Influences

Posted April 18, 2014
by admin

I believe that you should gravitate to people who are doing productive and positive things with their lives. – Nadia Comaneci

Your rise as a leader as well as your influence as a leader is largely determined by your ability to surround yourself with positive people and choosing to have a positive disposition. It’s nearly impossible to go forward and achieve your dreams and goals if you are surrounded by negative people. The drag and pull they generate will be a great hindrance to you if you don’t shake them off. It’s as you choose a positive and productive path forward and your ability to surround yourself with like-minded people that you will succeed. Gravitate toward people show share your positive outlook and energy and draw from it. A positive attitude will give you the energy you need to be the productive leader you wish to become.

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Five Questions Every Leader Must Answer About Change

Change the changeable, accept the unchangeable, and remove yourself from the unacceptable. – Denis Waitley

The story is told of Karl Benz, who in 1866 drove his first automobile through the streets of Munich, Germany. He named his car the Mercedes Benz, after his daughter Mercedes. The machine angered the citizens, because it was noisy and scared the children and horses.

Pressured by the citizens, the local officials immediately established a speed limit for “horseless carriages” of 3.5 miles per hour in the city limits and 7 miles per hour outside the city limits. Benz knew he could never develop a market for his car and compete against horses if he had to creep along at those speeds, so he invited the mayor of the town for a ride.

The mayor accepted. Benz then arranged for a milkman to park his horse and wagon on a certain street, and, as Benz and the mayor drove by, to whip up his horse and pass them—and as he did so to give the German equivalent of the Bronx cheer. The plan worked. He mayor was furious and demanded that Benz overtake the milk wagon. Benz apologized but said that because of the ridiculous speed law he was not permitted to go any faster. Very soon after that the law was changed.

We all know that change can be hard to implement. One of the most challenging things you will do as a leader is to lead others through changes. It’s been widely written about and will continue to be a hot-button topic for leaders for years to come. Many oppose change because it leads them out of their comfort zones and because it’s something new. Others oppose change because of perceived risks. We know that life is full of risks and can never be fully eliminated. Sometimes you have to walk by faith. If you want to grow you have to change.

But I’d like to explore the other side of the coin with you. What about those times when change is not for the best? How do you know if it’s the right thing to do or not? Here are five questions to help guide you through the decision-making process.

Does the change compromise your core values?

Your core values are a reflection of who you are and every decision your organization makes flows out of these values. If the change you are considering in any ways compromises your values then change would not be advisable. If on the other hand they support and strengthen those values then proceed.

Does the change compromise your integrity?

At the end of the day your core values and integrity are the two most essential things you have that drive your business and the way in which you do it. If the proposed change you are considering compromises your integrity then the answer is a no-brainer. Don’t do it.

Does the change add value or subtract value?

Your success has been tied in large part to the value and service you have provided to others. If this change idea you have is going to subtract value in any way to your employees or to those you serve then perhaps it’s not the best change decision. Is there not a better way to move forward?

Does the change pass the smell test?

What is the underlying motivation for making this proposed change? Is it primarily a political one? Has it been hastily presented? These can be and usually are red flags that should not be overlooked. If it does not pass the smell test then chances are then the change idea is not a good idea.

Does the change inspire and call forth the best from your team?

Not all change is welcomed nor is it easy to execute. But you will know it is right when the enthusiasm of the buy-in far exceeds the negativity of the change. When your team has been inspired, challenged, and embraces this change then you know you have made a good decision. If the opposite is true then you may want to pivot and consider other options.

It was George Bernard Shaw who said, “Progress is impossible without change, and those who cannot change their minds cannot change anything.” Welcome change, embrace change, and desire change. But at the end of the day, make sure it’s the right change.

What do you say?

* This is a “Best Of” column that was originally posted in 2013. I will be out of the country April 6-11 on a trip to Costa Rica. The “Leadership Minute” columns will return when I get back!

I invite your feedback!

1. What is your greatest struggle with change?

2. What are two or three action steps you can take today to foster positive changes in your life?

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Turning Complainers into Contributors

Complaining not only ruins everybody else’s day, it ruins the complainer’s day, too. The more we complain, the more unhappy we get. – Dennis Prager

The story is told of a cowboy out West driving down a dirt road, his dog riding in the back of the pickup truck, his faithful horse in the trailer behind. He failed to negotiate a curve and had a terrible accident.

Sometime later, a highway patrol officer came on the scene. An animal lover, he saw the horse first. Realizing the serious nature of its injuries, he drew his service revolver and put the animal out of its misery. He walked around the accident and found the dog, also hurt critically. He couldn’t bear to hear it whine in pain, so he ended the dog’s suffering as well.

Finally, he located the cowboy who had suffered multiple fractures, off in the weeds. “Hey, are you okay?” the officer asked. The cowboy took one look at the smoking revolver in the trooper’s hand and quickly replies, “Never felt better!”

The story is a light-hearted way to remind us of the power of being positive in a negative world. Whiners and complainers have a way of sucking the oxygen out of the room and creating an environment for others that is less than desirable. Do you know any chronic complainers?

Inc. contributor Minda Zeltin interviewed Trevor Blake, author of Three Simple Steps: A Map to Success in Business and Life (http://bit.ly/IOJWMQ). Blake says that being around so much negativity can in turn make you negative, and that keeps you from actually solving problems. So forget the annoyance factor; the issue runs deeper than that. So what is a leader to do with whiners and complainers in the office? How do you deal with the person who is not happy unless they are unhappy and making life miserable for everyone else? Here are a few tips to get you started.

Raise Expectations.

The working environment in your office or organization must be a place where creative minds are free to explore, where the exchange and free flow of information and ideas is welcomed and encouraged, and where the tolerance level for whiners and complainers is low. A chronic whiner or complainer is detrimental to that environment. To be sure, there must be room for disagreements and as a leader you shouldn’t turn a deaf ear to genuine concerns. But your expectations must be high and they must be consistent. Complainers must be turned into contributors. But how?

Expect Solutions.

As expectations are raised the responsibility shifts back onto those complaining. If there is a concern that needs to be raised then there should be freedom enough to express those concerns without fear of repercussions. There is however a big difference between a gripe session and a solution session. Anyone can complain, but can they bring solutions? You should make it a rule that for every gripe or concern someone brings to the table they also come with an equal or higher number of solutions. This gives them ownership of the problem and increases their commitment. This is how they move from being complainers to contributors.

Hold people accountable.

As you raise expectations and expect solutions you are setting the tone for a productive work environment. No office or leader is immune from complainers and there will always be room for improvement. As a leader it’s important that the lines of communication always be open between you and your team even if at times you don’t like the delivery of the message. You shouldn’t discard what the complainer has to say simply because you don’t like their delivery. But it is your task as leader to help turn them from being complainers to being contributors.

Let’s be clear. You should never sacrifice the integrity of your office environment because of the actions of one or two people. If a complainer refuses to come on board as a contributor then it is going to create wide spread problems with morale and productivity. You owe it to the contributors to not tolerate that type of behavior. Nor should you apologize for high standards. On the bright side, the most valuable team member you can potentially have is the one who transitions from being a complainer to a contributor.

What do you say?

I invite your feedback!

1. How do you deal with complainers in your office?

2. Have complainers in your office or organization been tolerated? If so, what has been the effect?

3. What other possible solutions can you give to effectively handle chronic complainers?

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What March Madness Teaches Us About Leadership

Talent wins games, but teamwork and intelligence wins championships. – Michael Jordan

March Madness is upon us. It’s the time of the year in college basketball where dreams come true and when hearts are broken depending on the final score. How’s your bracket looking? Regardless of how your team performs there are key leadership lessons to be learned. Here are five worth your consideration.

Expect the unexpected.

When filling out the brackets for the tournament the early picks seem routine. It’s safe and easy to pick the number one seed to defeat a number sixteen seed in the early round. But invariably an upset or two happens; i.e. Ohio State and Dayton. How did that affect your bracket? The leadership lesson is clear. Things don’t always go according to plan or how you think it should. Just as a team prepares for the big game, so too should you as a leader prepare and play hard. But don’t fall into the trap of predictability. Be prepared for the unexpected and be flexible. Unexpected things can and will happen.

Everyone loves an underdog.

Often during March Madness an underdog emerges that captures the limelight. Basketball fans will long remember NC State’s last second dunk by Lorenzo Charles in their astounding victory over Houston in the 1983 championship game. That game ranks as the number one upset in tournament history. Many successful leaders are those who were labeled as an underdog but simply forget to read those headlines. Walt Disney was fired by the editor of a newspaper for “lacking ideas”; Steven Spielberg dropped out of High School and applied to attend film school three times but was unsuccessful because of his C average. The examples are countless. You may be an underdog today but you can be the top dog tomorrow. Never give up.

The experts are often wrong.

During March Madness it’s always amusing to see the “experts” make and defend their bracket selections and explaining away their choices when they get it wrong. The best and brightest former players and analysts make bold predictions and are often no better at their predictions than you or I. On your leadership journey there will be critics who will try to discourage or dissuade you by telling you why it can’t be done or why it’s too difficult. When Fred Smith was at Yale he wrote a paper proposing reliable overnight delivery service. His professor wrote in response, “The concept is interesting and well formed, but in order to earn better than a “C”, the idea must be feasible.” Fred Smith ignored that advice and went on to start FedEx anyway. As a leader sometimes you will have to defy the critics and ignore the experts and just do what’s in your heart. Go for it.

Fundamentals matter.

The teams that make it to March Madness do not get their by chance. They are winners and that takes skill, teamwork, dedication, and hard work. But most of all it’s about executing the fundamentals. Their work ethic on the court is a reflection of their work ethic in practice. Championship teams master the fundamentals of the game. Leaders who excel in whatever field of work they are in do it the same way. It’s about being your best, giving your best, and doing all that you can to help your team win. When leaders fail to remember the basic tenets of leadership; hard work, honesty, selflessness, etc., it makes weak an otherwise strong team. You master the fundamentals of leadership when you live by the fundamentals of leadership.

How you lose is just as important as how you win.

While 64 teams make it to the Big Dance only two make it to the final game. One team will run the tables and emerge victorious and 63 teams will lose. It’s not meant to sound harsh but rather serve as a reminder that be it a basketball game or business, there are up’s and down’s. But how you lose reflects on your leadership style just as much as how you act when you win. After losing to Mercer, Duke’s Coach K went to their locker room to congratulate the team on their victory. “You guys have a hell of a basketball team,” Krzyzewski said, “I love the game and you guys play the game really, really well and your coach coaches it well. If we had to be beaten, I’m glad we got beaten by a hell of a basketball team. So good luck to you.” Talk about a class act. Sometimes you can make a stronger impact by how well you lose than you can in victory. In victory or defeat be kind, gracious, and humble.

What do you say?

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Leadership Minute: Where Is Your Attitude Taking You?

Attitude is a little thing that makes a big difference.- Winston Churchill

Have you ever stopped to consider why your attitude is so important? As a leader you set the tone for others around you. In short, workplace attitudes are mirrored by you. What does your attitude say about the direction of where your organization is headed? Organizational attitudes are the sum of the personal attitudes of those that work in it. But the attitudes of leaders are especially important. To be sure, we all have bad days and there are times when we are tempted to have a bad attitude. But be mindful that your team is watching and reacting accordingly. Move your organization forward with the right mindset. Is your attitude taking you in a positive direction or a negative one?

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Leadership Minute: Who’s Your Mentor?

Because mentors see our potential, they believe in us and help us believe in ourselves. – Joe Land, (Lessons from a Dream Maker)

An essential component of your growth and development as a leader is to have mentors. Mentors can give wise counsel, encouragement, correction, and affirmation while being an invaluable resource in your life. The truth is, leaders never stop learning and growing. When you get to a place where you think you know it all then you are in a dangerous place. One absolute truth I’ve learned in leadership over the years is this: the more I learn the more I realize how much I don’t know. When you surround yourself with mentors you can draw from their knowledge and experiences and apply them to your own life. The secret to your growth as a leader is to never stop being a student.

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Leadership Minute: Think Big!

Posted March 17, 2014
by admin
2 Comments on Leadership Minute: Think Big!

We all have possibilities we don’t know about. We can do things we don’t even dream we can do. – Dale Carnegie

As leaders we pride ourselves in casting vision and dreaming big dreams. Your dreams should excite, inspire, encourage, and even terrify you. Too often we settle for what we know we can do. As a result we put the limits on our potential, our possibilities, and thus we reduce the size of our dreams. As a leader I encourage you today to not hold back any longer. Dare to think big. Dare to release the creative abilities that are within you and reach for things that you previously thought were unattainable. Until you think big you will not become big. Stop limiting yourself and embrace the possibilities of unlimited thinking. You don’t know the things you can do until you put your dream into action.

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