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Change The Way You Think
Tag: Leadership Tips
Leadership Minute: Change is an Opportunity
Change is not a threat, it’s an opportunity. Survival is not the goal, transformative success is. – Seth Godin
What is your attitude towards change? Do you see it as a threat? How you embrace change as a leader will set the tone for how others in your organization embrace it. If you are not out front with the flexibility to change and grow then it will be hard for others to follow suit when it’s in your best interest to do so. By involving your people in the change process it can calm fears, create buy-in, and make the transition smooth. Not everyone will want to go there with you. Some are simply too comfortable where they are. But when transformative success is your goal change will be embraced by most. Change can be a celebration of where you’ve come from, where you are now, and where you are going in your future. But you have to embrace it. Welcome change and the possibilities that are before you.
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Leadership Minute: Be Yourself
When you are content to be simply yourself and don’t compare or compete, everybody will respect you. – Lao Tzu
When a leader understands this profoundly simple truth it can be very liberating. It’s when we believe the opposite that things get complicated. When we think that we have to compare ourselves to someone else in order to feel validated then we are missing the point. You are special and unique. Don’t worry about how you measure up to the next person or believe that you have to compete with them. Stop with all the comparisons and embrace your God-given gifts, talents, abilities, and all of the qualities that make you the wonderful person that you are. It’s when you do that you will earn your respect as a leader. There is no need to be a cheap imitation of someone else when you can be valuable version of you!
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Time To Let It Go
I don’t care what they’re going to say. Let the storm rage on, the cold never bothered me anyway. – Lyrics from Disney’s’ movie, Frozen.
Call me slow, but 229 million people beat me to the YouTube viewing of Let it Go, the enormously popular song from the Disney movie, Frozen. For the record, I haven’t seen the movie, but I have paid attention to the media buzz that the song has generated. It’s huge.
While people from many sectors have embraced the song for a wide range of reasons, the underlying tone resonates. There comes a time when you just to have to do what the song says and let it go. But let’s now make the leap and see how this philosophy plays out in the adult world and what the implications are in your place of work.
Last year, Forbes columnist Mike Myatt wrote about the “10 Reasons Why Your Top Talent Will Leave You”. He explains that for all the talk about leadership many companies do not have a process for retaining and developing talent. Myatt says, “As with most things in the corporate world, there is too much process built upon theory and not nearly enough practice built on experience.” His observation is both astute and troubling.
His research regarding organizational culture was also very revealing. His survey of employees made for some interesting revelations: 30 percent believe they’ll be working someplace else inside of 12 months, more than 40 percent don’t respect the person they report to, more than 50 percent say they have different values than their employer, and more than 60 percent don’t feel their career goals are aligned with the plans their employers have for them. “So for all those employees who have everything under control, you better start re-evaluating,” says Myatt.
If these revelations and those similar to it are going to be corrected then there must be shifts made in leadership styles and implementation. The shifts will vary in need and scope as each company’s needs prescribe. But here are a few general ideas.
Create a shared vision.
If you want your people to have skin in the game then give them a reason for the buy-in. When your people are involved in creating the vision for their company then they will also feel they are creating a vision for their future. It’s hard to embrace what you don’t create. Roles and responsibilities of each person in the organization may vary but not their commitment if you include them. Disseminating a vision is “I” driven; creating the vision is “We” driven. Which one would you more readily embrace?
Build your culture on purpose.
The best companies build their culture on purpose. Look no further than the workplace cultures of companies like Zappos and Google to figure out why. The culture of your organization is the environment, the tone if you will, whereby your business plan can flourish and grow along with the people who work in it. It has less to do with the perks (although included) and more to do with an atmosphere that in every way, with every person, foster the opportunities to grow and prosper. Your company culture is too important to leave to chance. Build your culture on purpose and you will succeed on purpose. To do anything less is to leave money on the table of your competitors.
Open channels of communication.
Nothing frustrates employees more than the feeling, perception, or reality of communication that is lacking. What a leader perceives as communication can be received as something far different by employees. While that disconnect can be harmful it is preventable. When a leader understands that communication has less to do with the what, (although important) and more to do with the why and the big picture, it can generate goodwill. When a leader is among his or her people it lends itself to the best practice of communication which is through relationship.
It’s to time create buy-in through shared vision, build your culture on purpose to implement your vision, and open channels of communication through relationship. It’s time to let go of anything and everything that would hold you back.
What do you say?
© 2014 Doug Dickerson
I welcome your feedback:
1. What are some leadership shifts do you feel need to be made in your organization?
2. What leadership skills do you need to enhance to help create that change?
3. Which of the three ideas did you most identify with? Why?
4. What advice would you give leaders in organizations today that you believe would be most beneficial in creating a stronger company culture?
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Leadership Minute: Lead With Confidence
There’s a line that separates having confidence and being conceited. I don’t cross that line, but I have a lot of confidence in myself. – Paul Pierce
Confidence is a needed leadership characteristics but is one that is easily misunderstood by others. Confidence is what sets you apart in that you are sure of yourself- your abilities, your purpose, and your qualifications to lead. It’s not an arrogance that causes you to believe that you are better than anyone else, but it’s what gives you the enthusiasm to lead. Conceit, by definition, is having a high opinion of oneself that may not be justified. So, how do you find the right balance? I believe the answer is found when you walk in confidence and in humility. Leadership is not a right, it’s a privilege. When you lead with humility and confidence you are acknowledging that this is only temporary. Lead with confidence but remember- it’s not about you.
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Leadership Minute: Embrace the Struggle
Strength and growth come only through continuous effort and struggle – Napoleon Hill
The growth of a leader is never easy. I’m not sure it’s meant to be although many look for exemptions. The efforts and struggles you are going through right now are not in vain. They are not calisthenics of leadership that do not produce rewards for the effort. When you realize that leadership will require continuous effort and struggle then you are well on your way to growth and maturity as a leader. The pay-off occurs when you realize that there is a greater purpose behind the struggle. So regardless of what you are going through today let me encourage you to not give up. Don’t give in to discouragement. You will reap positive results when you stay the course.
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Leadership Minute: Your Task at Hand
Do not pray for tasks equal to your powers. Pray for powers equal to your tasks. – Phillips Brooks
What is your BHAD (Big Hairy Audacious Dream)? You see I am convinced that many a leader settles for that which they know they can achieve. And while that may be good and noble it’s not big. It’s not audacious. It’s not far-reaching enough and does not necessitate much prayer. I’d like to challenge you today to have such a BHAD that is scares you to pray like you have never prayed before. Reverse your prayers for strength to do what you can do and pray for strength and wisdom to do what you know you can’t do by yourself and without divine intervention. Increase the size of your dream. Dare to pray big prayers and dare to do great things.
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Leadership Minute: Change from Within
When we are no longer able to change a situation- we are challenged to change ourselves. – Victor Frankl
One of the hardest things for a leader to come to terms with is his or her inability to facilitate change the way they would desire. Leaders are people of action and sometimes that action involves change. But change can be hard to come by. It may be a simple matter of bad timing. It could be something more complicated. After all, not everyone likes change. So when the change you seek to create does not happen then you are left with only one of two options. You can accept it and move on or change yourself. Changing ourselves can be a challenging proposition. It can be hard to look inward and focus on what we need to do. But if change is what you desire look within.
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Six Ways to Rise Above Your Critics
To escape criticism- do nothing, say nothing, be nothing. – Elbert Hubbard
A story is told of Winston Churchill and his extraordinary integrity in the face of opposition. During his last year in office, he attended an official ceremony. Several rows behind him two gentlemen began whispering. “That’s Winston Churchill. They say he is getting senile. They say he should step aside and leave the running of the nation to more dynamic and capable men.” When the ceremony was over, Churchill turned to the men and said, “Gentlemen, they also say he is deaf.”
Critics. Every leader has them and every leader will. How you respond to critics is an important component of your leadership development. It’s all too easy to get defensive when critics rub us the wrong way or misunderstand us. But can you appreciate a critic when he or she is right? Rising above your critics takes courage. Here are six ways to do it.
Keep a positive attitude.
“Your attitude, not your aptitude, will determine your altitude,” is a famous Zig Ziglar quote. How high and how far you go as a leader will be determined by your attitude. Nothing will give you a bad attitude any quicker than a wrong reaction to a critic. Basic things you will want to know regarding a critic are the source, the accuracy, the ramifications, and your reaction – if there even needs to be one. Regardless, stay positive and focused on the big picture.
Stay true to your values.
Don’t allow your critics to throw you off of your game. Stay grounded and connected to the values that have guided you to where you are. Values do not change but are guideposts when your circumstances do. The values and principles that brought you to where you are will keep you there so handle your critics with that in mind.
Speak no evil.
Seriously? Yes. Engaging in mud-slinging with your critics only hurts you in the long run. Unless what they have spoken or done is libelous then don’t waste your time in a verbal battle. Be content in knowing that the truth is on your side. There is no greater satisfaction than in knowing that you can look yourself in the mirror and lay your head down at night with a peace that comes from knowing you did the right thing regardless of how others behaved.
Don’t retaliate.
There will be times when you will want (and those close to you) to retaliate against critics. There is something about human nature that wants to fight back and get revenge and settle the score. I get it. But again, the end result will never be good for you. As hard as it may be there are times when you just have to let it go. Don’t worry if you lose a battle today, you are going to win the war if you keep your heart right.
Give them more ammo.
Most of the critics you will encounter are simply those who have some kind of vendetta or jealousy directed toward you. As opposed to stooping down to their level why not give them more ammo? As you do the right thing by continuing to work hard, and by exhibiting good leadership, you will only become more successful. Nothing will annoy your critics more than your continued success.
Don’t lose your sense of humor.
One of the most important leadership skills you can develop is a sense of humor. Churchill exhibited it towards the men who spoke ill of him. Bill Cosby said, “Through humor, you can soften some of the worst blows that life delivers. And once you find laughter, no matter how painful your situation might be, you can survive it.” Your critics will stir up a wide range of emotions and reactions that you will want to run with. But when you can learn to laugh – at them, and at yourself, half the battle is won.
What do you say?
© 2014 Doug Dickerson
I welcome Your Feedback:
1. Of the six ways to handle critics which one stood out the most for you?
2. What would you add to the list?
3. In your experiences what has been the best way you’ve dealt with critics?
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Leadership Minute: Are You Contributing?
Life is not about accumulation, it is about contribution – Stephen Covey
Great leaders understand this. Many leaders starting out make the mistake of thinking that the end game is about what you accumulate; wealth, power, position, etc. But your significance as a leader is not defined by those characteristics. How are you contributing? This is the essential and greater question of your leadership. It’s not about what you are gathering but rather in what you are giving. And once you settle the issue of how you can contribute and add value to those around you then the other less important things will take care of themselves. Focus on ways in which you can be more generous and add value to others. After all, you are not going to take anything with you. It’s what you leave behind that matters most.
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