Leadership Styles – Doug Dickerson on Leadership

Six Reasons Your Employees Don’t Believe a Word You Say

Posted August 6, 2015
by admin

By Doug Dickerson and Elizabeth Stincelli

“Don’t believe what I say. Believe what I do.” —Carlson Ghosn

Two psychiatrists meet at their 20th college reunion. One is vibrant, while the other looks withered and worried. “So what’s your secret?” the older looking psychiatrist asks. “Listening to other people’s problems every day, all day long, for years on end, has made an old man of me.” “So,” replies the younger looking one, “who listens?”

That humorous story reminds us as leaders of not just the necessity of listening but of the importance of how we communicate. It’s not so much what we say that’s important but that we are leaders who understand why our people should listen to us in the first place.

If your people are tuning you out and not believing what you say then your leadership is on life-support. Knowing the symptoms is the first step in turning things around. If your people don’t believe a word you say then here are six reasons why.

You are self-centered

If you are a self-centered leader your people will not believe you because you are only looking out for yourself. When decisions are made based upon what is best for you –what makes you look good- then you are using your people. Self-centered leadership tends to be manipulative and puts what is best for you above what is best for the team. If you are a self-centered leader you’d better wake up before it’s too late. One day you will look around and you’ll discover that not only are your people not believing you – they are not following you either.

You are inconsistent

Inconsistent actions produce inconsistent results. The flow and continuity of your leadership is essential to your success. If you say one thing and do another then those very actions will lead to mistrust and will marginalize your leadership. Flexibility is a must for any team moving forward. Unexpected things happen and your people will have to learn to go with the flow. But if you are inconsistent in terms of what you communicate or how you treat them it will be impossible for them to move forward or have faith in your leadership.

You don’t have their backs

Nothing will empower your team faster than having the backs of your people. A good leader knows this. But your people will not believe you if your message to them says “I have your back” yet you are nowhere to be found when they need you. When you empower your people and have their backs you create a momentum that can take your team to new levels of success. Don’t squander the drive, motivation, and ingenuity of your people by failing at this one critical element of your leadership. If you have the backs of your people they will have yours.

Your ego is front and center

If, as a leader, your ego is front and center, your employees won’t believe a word you say. Your ego can prevent you from seeing the world as it really is; you begin interpreting reality through your own biased lens. When your ego is front and center you send the message that your opinion is the only one that matters. Soon your employees, tired of hearing about how you know everything, will stop listening to you at all.

You lead with fear

If you lead with fear you will never earn the trust of your employees and they won’t believe a word you say. Fear stimulates the fight or flight response. In this state of mind, there is no higher-level cognitive thinking. When you lead with fear your employees disengage and become more focused on protecting themselves than what you are saying. Your attempt to control your employee’s behavior through fear will result in distrust and will undermine your ability to share your message and vision.

They don’t feel valued

Our success is deeply intertwined with our ability to collaborate. When your employees don’t feel valued they lose interest in continuing to try to contribute to the team. They withdraw and you lose the value of their unique skills and knowledge. Your employees need to have a voice and to have their individual contributions recognized and valued. Communication is a two-way street and when your employees don’t feel valued, you lose their respect which has a negative impact your ability to communicate and influence as a leader. When your employees don’t feel valued they won’t believe a word you say.

The key to leadership is trust and influence. If your people don’t believe a word you say, you have lost your ability to lead. It’s time to evaluate your leadership. Is your leadership self-centered or inconsistent? Do you have your employee’s backs? Is your ego front and center? Are you leading with fear? Do your people feel valued? Answer these questions honestly, make a change, and start leading today.

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 and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at [email protected].

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The Power of Purpose-Driven Leadership

Posted June 27, 2015
by admin

When you’re surrounded by people who share a passionate commitment and common purpose, anything is possible. – Howard Schultz

There is a story involving Yogi Berra, the well-known catcher for the New York Yankees, and Hank Aaron, who at that time was the chief power hitter for the Milwaukee Braves. The teams were playing in the World Series, and as usual Yogi was keeping up his ceaseless chatter, intended to pep up his teammates on the one hand, and distract the Milwaukee batters on the other. As Aaron came to the plate, Yogi tried to distract him by saying, “Henry, you’re holding the bat wrong. You’re supposed to hold it so you can read the trademark.” Aaron didn’t say anything, but when the next pitch came he hit it into the left-field bleachers. After rounding the bases and tagging up at home plate, Aaron looked at Yogi Berra and said, “I didn’t come up here to read.”

The story is a great reminder of why having and knowing your purpose is important. Do you know your company’s mission or vision statement? If not, sad to say, you are not alone. According to a survey conducted by TINYPulse (http://bit.ly/1puoP3z) of over 300 hundred companies and 40,000 anonymous responses, the survey revealed that only 42 percent of employees know their organization’s vision, mission, and values.

If your employees do not know your company’s vision, mission, or values then they will be poor representatives of your company. If you, as the leader, have not clearly communicated those core values then you have fallen down on the job. How can your employees represent what they do not know? Purpose-drive leadership is essential to your success. Here are three reasons why.

It gives context to your past

In order to understand where you are and where you are going it is important to understand your past. Knowing the back-story of your organization – all the successes and failures and how it emerged in the formative years is foundational information worth understanding.

Marcus Garvey said, “A people without the knowledge of their past history, origin and culture is like a tree without its roots.” Seek to understand where you have come from in order to make sense of where you are going. From that knowledge you can have a greater understanding and appreciation for where you are today.

It keeps you focused on the present

When your purpose and vision is clear it gives your employees the focus they need to succeed. If your team is in the dark about its mission and vision they are without the most basic of tools needed for success. Your employees cannot lead your organization to its intended destination if they do not understand why they are going there or the values that will guide them.

A clear understanding of your purpose gives them the ability to focus like a laser on accomplishing their goals and objectives. Just as Hank Aaron was able to tune out the distraction at home plate and hit a home run, so too, will your team succeed when they focus on their mission.

It gives you direction for the future

When you can put your past in context and focus on the present then you can build for the future. When you have a purpose that is known, with employees who are engaged, then you have a future that is promising.

“Even though the future seems far away,” said Mattie Stepanek, “it is actually beginning right now.” Purpose-driven leadership is about empowering and equipping your team. Purpose-driven leadership is the rudder of your ship and will keep you on course. Your future is only as promising as your ability to empower. The time is now to lay claim to your purpose, make known your mission and vision, and discover the possibilities before you.

What do you say?

I’d like to invite you to visit my new podcast page at: http://dougdickerson.buzzsprout.com/

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Leadership Minute: Compassionate Leadership

Posted November 1, 2014
by admin

Always keep an open mind and a compassionate heart. – Phil Jackson

No matter what your station is in life; regardless of the title or position that you hold; it all comes down to this underlying attitude. When you can walk through life and leadership with all of its challenges and keep an open mind and a compassionate heart you have achieved something special. When you can keep an open mind to new possibilities and ways of thinking and possess a willingness to learn; you will go far as a leader. When you choose to have a compassionate heart towards others without being calloused by the cares of life; you have grown gracefully as a person. These two traits will always serve you well in life and in leadership. If there’s ever been a time for leaders to model this type of living it’s now. With an open mind and a compassionate heart you can impact your world in a positive way.

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The Makings of a Jealous Leader

Posted October 31, 2014
by admin

The jealous are troublesome to others, but a torment to themselves. – William Penn

Dr. Gary Collins shares a story about Sir Walter Scott. For many years Sir Walter Scott was the leading literary figure in the British Empire. No one could write as well as he. Then the works of Lord Byron began to appear, and their greatness was immediately evident. Soon an anonymous critic praised his poems in a London Paper. He declared that in the presence of these brilliant works of poetic genius, Scott could no longer be considered the leading poet of England. It was later discovered that the unnamed reviewer had been none other than Sir Walter Scott himself!

Jealousy is one of those emotions that can cause much harm to your leadership and one that you must keep in check. It’s also an emotion that you must be willing to confront. Let’s be honest, at one time or another we’ve all had a bout with it. So what happens when you allow jealousy to enter into the DNA of your leadership style? What are the consequences and how can you stop it? Here are a few ways it might be impacting your leadership.

Signs of a jealous leader:

Jealousy makes you feel threatened

Jealousy materializes when you can resent the success of your peers rather than celebrate it. Instead of what is seen as a win for the team is a threat to one – you. Jealousy has an unflattering way of revealing motives and exposing serious leadership flaws. Jealousy reveals your insecurities, not your strengths.

Jealousy causes divisions

If left unchecked, jealousy leads to divisions and poses serious threats to the health and culture of your organization. The triggers can vary – you were passed over for a promotion that you thought was yours. You didn’t get the recognition you thought you were due. Rather than working through the issue jealousy caused you to act out in unbecoming ways. Jealousy creates strife, not harmony.

Jealousy skewers your judgment

One of the unfortunate side effects of a jealous leader is that your judgment becomes impaired. Rather than looking at situations objectively you now act out in ways that speaks more of pettiness and retaliation. When jealousy is in your heart it will reflect in the decisions you make.

How to fix it?:

Be honest with yourself

Being honest about jealous feelings is the proverbial first step in weeding it out. Don’t let pride be your downfall by refusing to deal with it. We’ve all had a jealous moment or two in our lives, but we don’t have to lead that way. You can’t build trust with your people if you are not honest with yourself.

Be comfortable in your own skin

As a leader you don’t have to compare yourself to anyone. Don’t allow personal insecurities lead to your demise. Be confident in the talents and abilities you possess and do all that you can to inspire the same in others. Recognize that the skills and abilities you have will be different from those around you. See your colleagues not as you adversaries but as allies. You win and succeed by getting along not by being jealous.

Be accountable to others

Your success as a leader is a work in progress. Jealousy is a toxic emotion that can derail it. But if you will allow a trusted confidant or mentor to hold you accountable it can save you a lot of grief in the future. Leading others is an awesome responsibility. Leading yourself takes some work. Accountability makes it all possible.

What do you say?

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Leadership Minute: Lead the Peace

Posted October 31, 2014
by admin

Blessed are the peacemakers, for they shall be called sons of God. – Matthew 5:9 (Jesus)

This is perhaps one of the biggest dichotomies of leadership. Being a peacemaker is often seen as a sign of weakness when in reality it’s a sign of strength. Keeping the peace is about making hard decisions that are not necessarily seen as peaceful. Leadership weakness is found in a passive or casual style of looking the other way and tolerating things that otherwise would be looked upon as offensive. The decisions you make as a leader have consequences. It can please the masses or anger them depending on the day. But that’s a non-factor for the leader who bases his or her decisions on values and principles rather than on what’s expedient. Leading the peace occurs when you apply your leadership skills to make the case for the direction you are going. You can lead the peace or preside over appeasement, but know this; you will not know peace if you choose the latter. My suggestion? Be a peacemaker.

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Leadership Minute: Prune the Weeds

Posted October 14, 2014
by admin

A good garden may have some weeds. – Thomas Fuller

One of your roles as a leader in your organization can be likened to that of a gardener. You tend the garden and invest in good seed and in good soil with the belief that you will have good returns. Like any garden, your organization may have a few bad weeds. You can have people in your organization, who by their actions and attitudes, that can cause damage to the rest of the garden. If you don’t prune them back or pluck them out, they can spread their negative influence and cause harm. It is incumbent upon you as the leader to recognize the potential destruction a weed may impose and deal with it. The earlier you deal with the weeds the better. You can’t allow one bad weed to ruin things for everyone else. As a good leader you need to watch out for weeds, tend to them, and promote an environment in which everyone can thrive.

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Three Signs Your Leadership Style Resembles Bigfoot

Posted October 10, 2014
by admin

To be or not to be, that is the question – William Shakespeare

For many he is an urban legend, for others he is a great hoax. Regardless of your beliefs, Bigfoot enthusiasts have been on the hunt for a long time. In the interest of full disclosure I will confess I’ve become addicted to the Animal Planet show Finding Bigfoot. I will also confess that while I find the show entertaining I remain a skeptic. However, I would welcome an invitation from Bobo and the gang to go ‘Squatchin’.

After watching many episodes of Finding Bigfoot it didn’t take long to connect the dots and draw parallels between the characteristics of Bigfoot out in the wild and some leaders in their offices. Just as some people swear that Bigfoot exists, many people in their organizations make the same claim about their leader – always lurking in the shadows somewhere ,but, can we really be sure?

In Inc. magazine earlier this year, Dino Signore (http://ow.ly/CtgU0 ) wrote about the importance and the challenges leaders face in building relationships and being connected to their people. Clearly, if you want to engage your employees it will take hard work effort on your part.

Signore cites Gallup’s “State of the American Workplace” survey in which seventy percent of American workers say they are disengaged. What does that mean for you as a leader? In short, it means that you are going to have to come out from the shadows and step up your leadership game. Do you have the leadership characteristics of Bigfoot? Let’s find out.

Your people make wild claims about your leadership, but they have little evidence

In order to be a leader that is connected, engaged, and involved in what’s going on you have to be seen. Your people will gain confidence in you as a leader when you lead from the front, not when you are lurking in the shadows. If your credentials as a leader are based upon rumors and sightings then you have lost their trust. If in the eyes of your people you are a fictional character then you are nothing more than a fictional leader.

Your people are perpetually one step behind you, where are you?

In Finding Bigfoot the dedicated team always seems to be one step behind their prey. Here’s the rub – people willingly follow a strong and confident leader. But when your people are reduced to chasing after you and are always one step behind you then frustration builds. When that happens morale begins sink and the Gallup poll on engagement becomes all too real. Your people want a leader who is with them-not evasive, and one they can trust with their own eyes. If you are disengaged as a leader your people will eventually dismiss you as a hoax.

Your people risk a lot to believe in you, have you let them down?

One of the regular features of Finding Bigfoot is a town hall meeting to hear the claims of people who say they’ve had a Bigfoot encounter. It’s up to the team to investigate and separate fact from fiction, or something like that. Be it the investigative team or the people making the claim, they put their reputations on the line by expressing a belief in what many claim to be a fraud. Likewise, your people risk a lot by believing in you as a leader. It’s one thing to believe in your people- that’s important, but you must respect them enough by giving them a reason to buy-in to your leadership and believe in you. Having the respect and trust of your people is a sacred honor, don’t let them down.

Dispelling the Bigfoot leadership myth

“A leader is one who knows the way, goes the way, and shows the way,” says John Maxwell. Going forward and solidifying your leadership credentials will happen when you take corporate culture seriously, build relationships with your people, and make trust the focal point of your leadership. Your leadership does not have to be subjected to the status of an urban myth or legend. It’s time to come out from the shadows and lead with purpose.

What do you say?

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Leadership Minute: A Winning Attitude

Posted October 2, 2014
by admin

I think whether you’re having setbacks or not, the role of a leader is to always display a winning attitude. – Colin Powell

Your attitude is one of the most important attributes as a person and as a leader. All leaders go through times of testing. It can be a rough and tumble world out there. But whether you are in the midst of good times or setbacks, your attitude is very important. The only thing that can make the good times better is an attitude of gratitude. The only thing that can make a setback worse is a bad attitude. The common thread in any situation you face is whether the attitude you choose will help you or hurt you. When you display a winning attitude it will spread to others around you. The message it sends will inspire confidence and give hope that even though things may look bad at the moment, things are going to be fine. What message is your attitude sending to those around you? Choose today to embrace a winning attitude.

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Leadership Minute: Taking the Journey

Posted August 25, 2014
by admin

Leadership is all about taking people on a journey. The challenge is that most of the time, we are asking people to follow us to places we ourselves have never been. – Andy Stanley

Intuitively we know that leadership is a journey. So much of where we go as leaders is a journey of the heart as much as it is the head. But when you invite other people to take the journey with you it changes things. If as a leader you have no idea as to where you are going then convincing others to follow will be a more difficult proposition. Knowing where you are going and why you are going there are two critical fundamentals for any follower. People will follow a leader who can confidently articulate a vision, but it’s incomplete information. The follower must know why taking the journey matters to them and what their involvement will be. As a leader you have to make the case for the journey, lead with authority, and communicate with clarity.

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Leadership Minute: Risk and Recognition

Posted August 20, 2014
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Today, I will remember that if there is no risk there is no recognition. – Jimmy Collins

Risk is part of a leader’s life. Does it always pay off? No. But one thing is certain – without risk there is no recognition. Risk-takers are peculiar. They had rather take big risks and fail than to play it safe and succeed. Risk-takers are those who see the same opportunity-in-waiting as the next person but with one major difference. The risk-taker will act. The risk-taker will dare to believe that what the other person deemed as impossible is actually possible. Pride in one’s work and the desire for achievement comes with measured risk, there is no recognition for the one who remains safe in the harbor. Are you ready to step out and take a risk? Are you ready to cast your sails and set out on an improbable journey of success? It’s not about throwing caution to the wind, but sometimes you have to put your sails into the wind if you want to succeed.

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