leadership – Page 18 – Doug Dickerson on Leadership

How To Finish The Year Strong

Posted December 19, 2019
by admin

Life’s battles don’t always go
To the stronger or faster man,
But soon or late the man who wins
Is the one who thinks he can.
– From, The Man Who Thinks He Can, by Walter D. Wintle

The Greeks had a race in their Olympic games that was unique. The winner was not the runner who finished first. It was the runner who finished with his torch still lit.

As we move down the stretch toward the end of 2019 now might be a good time to think about how you are finishing the year. As it was with the Greeks, it’s the one who finishes the race with his torch still lit that wins.

At this juncture in the year, you may be tired and weary. You may be more than ready to turn the page and welcome a clean slate that awaits you in 2020. With the finish line of another year in sight, let’s consider the traits of leaders who finish strong. It’s a simple list and is certainly not an exhaustive one. You may want to add to it. These are my top three.

Leaders who finish strong have clarity of purpose
One of the traits of leaders who finish strong is those who live their life intentionally with purpose. Each day is seen as a gift and an opportunity to add value to those around them and make a difference in their world.

Living and leading with a purpose makes each day meaningful and unique. It’s an opportunity to use your God-given gifts and abilities for a good cause. When you live your life with a purpose it motivates you in a different way. No longer is it about you, it’s about others. A selfless leader is a strong leader who will also finish strong. Click To Tweet

Leaders who finish strong have a resilient attitude
I’ve yet to meet a leader who doesn’t face his or her fair share of problems and adversity. It comes with the territory. Maybe more so. But the leader who finishes strong is not the one who was exempt from adversity but the one who endured it.

Leaders who finish strong have discovered the secret that it’s not about what happens to them that matters but what happens in them that sets them apart. Leaders who finish strong have a resilient attitude that never gives up. They understand that they are responsible for it and work at having a good one every day. Click To Tweet

Leaders who finish strong have tapped into their work-life balance
“All work and no play makes Jack a dull boy,” so says the old proverb. Leaders who finish strong are those who understand the importance of a sound work-life balance. These leaders know and understand the value of hard work and give it their all day in and day out. They roll up their sleeves and are willing to go the extra mile to get the job done.

But finishing strong requires balance. And if as a leader you are burning the candle at both ends with no balance in your life as it pertains to rest and recreation soon you will be of little value to anyone.

Leaders who finish strong are able to do so because they have found the balance they need. Make sure that you give your mind and body the rest it needs and deserves. Click To TweetRemember, it was not about finishing the race first for the Greeks that mattered, it was finishing with your torch still lit. If you cross the finish line of 2019 burned out and spent how will you begin 2020?

As the year draws to a close, think about how you can finish strong. What action steps do you need to take? It’s not too late. Finish strong and be ready to tackle a new year with a renewed sense of passion and purpose.

© 2019 Doug Dickerson

Read more at https://www.dougdickerson.net/

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What Your Employees Don’t Need From You

Posted November 18, 2019
by admin

What a pleasure life would be to live if everybody would try to do only half of what he expects others to do. – William J.H. Boetcker

I read a story about a farm boy got a white football for Christmas. He played with it a while and accidentally kicked it over into the neighbor’s yard. The old rooster ran out, looked at it, and called the hens to see it. “Now look here,” the rooster told them, “I don’t want you to think I’m complaining, but I want you to see what they are doing next door.”

Ask most people at their place of business what they need from their employers to be more successful or productive on the job and they will be quick to tell you. But when you ask them what they don’t need in order to be more productive is when things get interesting.

Knowing what your people need to succeed is important, but also knowing what they don’t need from you will certainly help. Here are four things to start with.

Your negative attitude

In as much as positive attitudes are contagious, so too, are negatives ones. If you make it a habit to circulate among your people with a bad attitude, always finding fault, only focusing on what’s wrong, then your presence will be a demoralizing factor. Click To TweetThe truth be told, your people may have every tool they need to succeed but if you have a negative attitude then it is hindering them.

Your indifference

Everyone wants to be appreciated, valued, and wants to believe that their work makes a difference. But if you come across as indifferent to their work, ideas, and contributions then you are sending signals that they are unimportant to you. If you place no value in your people then how can you expect them to place value in their work? Indifference breeds indifference and the results will be devastating. Click To Tweet

Your Obstruction

Your leadership style will either facilitate the progress of your people or it will stand in their way. If you burden people down with unnecessary policies and procedures, time-wasting meetings, or ill-timed interruptions then you are in the way. Your employees should not be made to pay the price for your poor time management skills. Don’t allow the “tyranny of the urgent” to be an obstruction to your people.

Your Inconsistencies

While most of your people will never speak up about this, don’t mistake it for not noticing. Inconsistent actions by management always send the wrong message. When you communicate one thing and do another then you have planted doubt and mistrust in the minds of your people. Click To TweetYour employees don’t need mixed messages. It only creates confusion and animosity.

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When Things Aren’t Always Clear

Posted November 10, 2019
by admin

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

Communication is the lifeblood of any good organization. With it, things run smoothly. Without it, it’s a constant struggle.

Consider this humorous story I came across not long ago. It was about a man who lacked tact. He was the type of person who just couldn’t say anything graciously.

He and his wife owned a poodle. They loved this dog. It was the object of their affection. The wife was to take a trip abroad, and she made it to New York on the first day. She called home and asked her husband, “How are things?”

He said, “The dog’s dead!”

She was devastated. After collecting her thoughts, she asked, “Why do you do that? Why can’t you be more tactful?”

He said, “Well, what do you want me to say? The dog died.”

She said, “Well, you can give it to me in stages. For example, you could have said, ‘The dog went out on the roof.’ And then when I travel to London the next day and call, you could tell me, ‘Honey, the dog fell and had to be taken to the vet. In fact, he’s in the hospital, not doing well.’ And finally, when I call you from Rome, ‘Honey, brace yourself. Our dog died.’ I could handle that.”

The husband paused and said, “Oh, I see.”

Then she asked, “By the way, how’s Mother?”

He said, “She’s on the roof.”

Communication. How would you rate it in your organization? Is it good? Bad? Why is that? If it’s bad, is that a reflection of the culture at large or is it more random? Regardless of your answers, one thing is for certain – good communication matters.

As a leader, you want to make sure that your communication systems are working. It needs to be C.L.E.A.R.

C – Correct.

It’s not enough that communication in your organization is taking place. The information that is flowing within and out of your organization needs to be accurate. Expediency serves no purpose if the information is wrong Click To Tweet. Make sure it’s correct. Nothing is more frustrating than inaccurate information being disseminated. It makes you look bad and frustrates the very people you are trying to serve.

L – Logical

A necessary ingredient to good communication is that it’s logical. Make sure that it serves a useful purpose and is beneficial to those who receive it. If the information you are trying to communicate is important enough to be distributed to those in your organization and beyond, then it’s important that it’s done right. Don’t put forth information that is irrelevant or hard to understand.

E – Essential

It’s one thing to communicate regularly, but how much of that communication is essential? How would a communication audit look for you and your organization? How much of what you communicate in a meeting could have been handled in an email? Click To TweetHow do you recoup that lost time in productivity? What about those unnecessary emails that clutter up the inbox? Good communication is necessary but make sure that what you are communicating is essential. Don’t waste people’s time with the trivial.

A – Accessible

Information that your people need should be accessible through good communication channels. Make sure that people who are supposed to be in the loop are in the loop. Don’t make access to information difficult or make assumptions that it’s been received. Nothing will frustrate your people more than being in the dark on matters that they should know about. Be intentional with your communication and make it accessible. Click To Tweet

R – Regular

Good communication within your organization should be regular. In other words, good communication practices should be a part of the routine of your organization. It’s dependable, it’s reliable, it’s accurate, and you’ve built a reputation upon it. Avoid the pitfalls of poor communication and poor morale by good communication a priority. Too much is at stake not to.

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Ellen Was Right

Posted October 14, 2019October 14, 2019
by admin

Do things for people not because of who they are or what they can do in return, but because of who you are. – Harold S. Kushner

Ellen DeGeneres and former President George W. Bush made news recently. I am sure you heard about it.

The two were spotted sitting next to one another at a Dallas Cowboys football game. For some reason this set off a firestorm as to why the two were laughing and having a good time together. It somehow didn’t fit the mold of some people’s mindset.

How could a gay Hollywood liberal be laughing and having a good time with the former president- a conservative republican?

I believe the answer is more simple than some try to make it. They didn’t look at one another through the lens of a label. They looked at one another through the lens of friendship.

Like Ellen, and like most of you reading this; we all have friends who are different from us. They hold different political views, religious views, and have different sexual orientations, etc. And I, for one, am thankful for this. Our diversity is not our weakness, it’s our strength.

Speaking about the controversy, Ellen said, “We’re all different. And I think that we’ve forgotten that that’s OK that we’re all different”. She added, “When I say be kind to one another I don’t mean only the people that think the same way that you do. I mean be kind to everyone. Doesn’t matter”. Click here to watch Ellen’s statement about the game.

What Ellen said is a reminder for everyone about the need for civility and is also a powerful lesson in leadership. It’s needed today more than ever.

When I released my first book, Leaders Without Borders: 9 Essentials For Everyday Leaders, back in 2010, I believed so strongly that kindness was one of the essential qualities of leadership that I devoted a chapter to it. In the world of leadership, kindness matters.

In leadership as in life, you will cross paths with people who are different from you. Some will be more difficult to lead than others. The challenges are as varied as people. And as a leader, how you treat people and practice the art of kindness will speak volumes about your leadership. Here are a few reminders worth noting.

Treat people the way you want to be treated

This is a timeless principle. It’s a principle that most people were raised on. It’s time to dust it off and live it. Be that leader.

Take the high road

Getting in the mud with the pig might make the pig happy, but you will only get dirty. Your leadership should be marked by what you do to lift those around you. Be that leader.

Be a defender of good

The morale of your organization is only as good as your expectations. Goodness will only prevail as good people rise up and defend it. Be that leader.

Be an example of kindness

In a day and time when we are as divided and polarized as ever, we need more random acts of kindness and leaders who demonstrate it. Set differences aside and do what’s right. Be that leader.

Thank you, Ellen and George, for reminding us what being kind is all about in a not-so-kind world at times. Maybe this one small act will spark something big. Perhaps Ellen will have George on the show to continue the dialogue. I’d love to be there. And yes, George needs to pay back the $6 for the nachos.

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Leadership and the Law of Timing

Posted September 29, 2019
by admin

We keep moving forward, opening new doors and doing new things, because we’re curious, and curiosity keeps leading us down new paths. – Walt Disney

The story is told of two men riding a tandem bicycle up a steep hill. After much effort, they finally made it to the top of the hill. The front rider said, “That was a tough ride.” To which the second rider replied, “Sure was, and if I hadn’t kept the brake on we might have slipped backward.”

While that humorous story may bring a chuckle, there’s not much to smile about when that same mindset is at work within your organization.

You know the type of people I’m talking about – those who are the last to adapt to change, those who always seem to hold up progress, and those who always have a reason as to why things can’t be done. They are the ones applying the brakes.

Identifying those who are applying the brakes within your organization may not necessarily be hard to figure out, but the greater question is why they are doing it. So let me ask you – is everyone who applies the brakes an obstructionist? Are there times when it’s actually a good option?

Allow me to share six quick insights with you. The first three are the times when a person in your organization is applying the brakes for negative or selfish reasons. The last three are when it’s in your best interest to hit the pause button for the moment.

Fear of the future

Those who hold the brakes can be those who are simply afraid of the future. This can be the case because they fear that you will be unable to replicate the successes of the past or a fear of repeating its mistakes. Either way, it’s fear that motivates them to hold the brakes going forward.

Traditions die hard

Some hold the brakes because they just can’t let go of the way things have always been done. It’s the proverbial mindset of “if it ain’t broke, don’t fix it”, that stifles creativity and holds the team back and prevents progress. Some traditions die harder than others, but so long as people hold onto them they are hindering progress. Click To Tweet

Loss of control

It’s sad to say, but true nonetheless -some people apply the brakes because it’s the only option they have left. If they can’t be in control of the future direction of the organization then their last tactic is to hold up progress for everyone else.

The mission isn’t clear

Some of your team may be applying the brakes because the mission isn’t clear and going forward without that clarity may not be the best option. To be sure, sometimes the brakes are applied out of personal grievances, but sometimes the brakes need to be applied because there’s no clear path forward. Knowing the difference is the key to smart leadership.

The objective is right but the timing is wrong

Timing is everything when it comes to your organizational mission. The best goals executed at the wrong time can sink you. Click To Tweet Understanding the law of timing is essential to your leadership and to your success.

Not everyone has bought in

Sometimes you need to apply the brakes before going forward because not everyone on the team is on board. You need all of your team members moving in the same direction with clarity of purpose. It’s up to you as a leader to get them there. When the timing is right and the mission is clear then you can release the brakes and unleash your potential.

Essential to your leadership development and organizational growth is knowing when to apply the brakes and when to release the brakes. It will make all the difference going forward.

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Stop Throwing Your Leader Under The Bus

Posted September 15, 2019
by admin

A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves. – Lao Tzu

I read the story of a young man who applied for a job as a farmhand. When asked for his qualifications, he told the farmer about his previous experience then said, “I can sleep when the wind blows.” This puzzled the farmer, but he took a liking to the young man and hired him.

A few months later, the farmer was awakened in the night by a violent storm. He ran outside to make sure that everything was secured. He found the barn doors tightly shut and the shutters closed. The storage shed and machinery was already properly taken care of. That was when the farmer realized the significance of the statement, “I can sleep when the wind blows.”

Just as the farmer found the type of worker he needed in the young farmhand, so too, do employers need those dependable people within their organizations. They need those who know what to do when the winds blow and the storms rage.

In my space here last week, I wrote about leaders not throwing their people under the bus. This week, we flip the script. The measure of your value to your organization is in how you treat those in positions ahead of you.

Thriving and successful organizations are so because those in leadership and all within it place premium value on relationships, communication, trust, clearly defined values and goals, and collaboration to name a few.

But when people within the organization are throwing the leader under the bus then the health of the organization is at stake. And for the sake of context here, I am not talking about incompetent bosses, bullies, and jerks which is a topic for another day. I am more directly addressing the issue of an otherwise good leader performing well.

So what are some of the more common ways leaders are thrown under the bus and what are the consequences. Let’s explore these four ways.

You throw your leader under the bus when you elevate your agenda ahead of the organizations’ agenda

When you put your personal agenda ahead of the organization’s agenda, then you are undermining those in leadership. If you are placing what’s best for you ahead of what’s best for everyone then you are only serving your own interests. The way you get ahead is not by cutting the legs out from underneath those in leadership but by elevating them. Click To Tweet When you help your leader succeed you will succeed.

Leadership Truth: No matter what our circumstances, our greatest limitation isn’t the leader above us-it’s the spirit within us. – John Maxwell

You throw your leader under the bus with whisper campaigns

It usually sounds something like, “If I were the one in charge…”, or “She’s in way over her head” and of course this one, “He’s always playing favorites”. And from there it takes on a life of it’s on. Instead of adding value to your leader by “leading up”, many find it easier to just throw them under the bus. But when you see that your success is tied to your leader’s success you will begin to see things in a new light. Maybe instead of water cooler whispers, you can try having their back.

Leadership Truth: If you want to get ahead, leading up is much better than kissing up. – Dan Rieland

You throw your leader under the bus when you withhold your best and don’t offer solutions

When you withhold your best from your leader and don’t offer solutions you are making the work of your leader harder. You are denying your organization the leverage they need to move forward. Solutions withheld is progress denied. By not giving your best, offering your best, and being your best, you are more of an obstacle to progress than you are a help. Click To Tweet Those in leadership need you at the top of your game, not holding back. They need to see that you are a strong team player.

Leadership Truth: The team with the best players wins. – Jack Welch

You throw your leader under the bus when you are unable to adapt

Flexibility is essential to a thriving workplace culture. So long as you have a “this is the way we’ve always done it,” attitude and are unable to make adjustments, then you are throwing your leaders under the bus. When the wind blows and the storms come, you should be able to demonstrate to your leadership that you can sleep in the wind. Let your leadership see that you can adjust your sails and not only adapt to change but you can lead it.

Leadership Truth: Growth is painful. Change is painful. But, nothing is as painful as staying stuck where you do not belong. – N.R. Narrayana

I know this to be true – no one likes being thrown under the bus. We need more people on it and no one thrown under it. It’s time to find a better way and lead by example.

Additional resources from my website:

Hope For Discouraged Leaders

Four Things All Humble Leaders Do

A Message To Broken Leaders

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Don’t Throw Your People Under The Bus

Posted September 8, 2019September 8, 2019
by admin

See the light in others, and treat them as if that is all you see. – Wayne Dyer

I read a story about a farm boy who accidentally overturned his wagon-load of corn in the road. The farmer who lived nearby came to investigate. “Hey, Willis,” he called out, “forget your troubles for a spell and come on in and have dinner with us. Then I’ll help you get the wagon up.”

“That’s mighty nice of you,” Willis answered, “but I don’t think Pa would like me to.”

“Aw, come on, son!” the farmer insisted.

“Well, okay,” the boy finally agreed. “But Pa won’t like it.”

After a hearty dinner, Willis thanked his host. “I feel a lot better now, but I just know Pa is going to be really upset.”

“Don’t be foolish!” exclaimed the neighbor. “By the way, where is he?”

“Under the wagon,” replied the boy.

Being under the wagon is not a fun place to find yourself. Sadly, that’s exactly where too many have found themselves as it relates to their boss.

A study reported on in HR Drive says that three out of four people have had a toxic boss. According to a Monster survey they cite, more than one-quarter have described their bosses as “power-hungry” who are looking out only for themselves.

With survey results like this, is it any wonder that many employees feel being thrown under the bus is just part of the culture?

As a leader, how you treat your people speaks volumes about your leadership. While it’s a given that your people don’t want to be thrown under the bus as a result of poor leadership skills, let’s not assume that you understand this.

Here are a few essentials you need to remember going forward.

Your people are the greatest appreciable asset you have

As a leader, your people are the greatest appreciable assets you have. How you treat them, equip them, empower them, invest in them, and serve them reflects on the integrity of your leadership like nothing else will. If you think that I am overstating this, then answer this question – where would you be without them?

Your people want your loyalty and respect

Loyalty is a two-way street. You can’t rightfully expect your people to extend loyalty to you if it’s not been given by you.If all your people do is doctor the wounds from the tire prints left by the bus you’ve thrown them under then don’t expect their loyalty in return. Click To Tweet The respect that you show is the respect you deserve.

Your people don’t care how much you know

You’ve heard the old adage, “people don’t care how much you know until they know how much you care”. And that much is true. But beyond how much you know, they want to know that you are authentic and real. They want to know that you are not only there for them in the good times, but that you will be right there in the trenches with them in the bad times. Your people don’t care as much about the facts and figures in your head, they want to know what’s in your heart. Click To Tweet

Your people are invested in what they help create

More than anything else, your people want to know that they are a part of something greater than themselves. They want to be on a team with like-minded people and know that they are valued. This leadership mindset begins with relationships and is sustained by trust.

In short, your people don’t want to be thrown under the bus by an insecure, ego-driven leader. They want to be on the bus – in the driver’s seat, delivering excellence every day. Don’t be an obstacle to the progress that could be yours. Your people are more valuable as contributors on the bus, not when they are being dragged beneath it.

Additional Resources:

Check out these articles from my archives:

7 Things You Do As A Leader That Your People Can’t Stand

How To Defeat A Culture Of Apathy

Get Off Your High Horse

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It’s All About Your Perspective

Posted September 1, 2019
by admin

One person’s craziness is another person’s reality. – Tim Burton

After a particularly long and bumpy flight, the crew was tired. This was even made more apparent by the rough landing. This particular airline had a policy that the pilot must stand by the door as people exit to thank them for flying with the airline. The pilot was dreading this because of the landing but he stood faithfully by. Surprisingly enough, the people filed off and none said a word. Then came the last passenger, an elderly lady walking with a cane. As she got up to the captain, she said, “Can I ask a question?” “Sure,” answered the captain. “Did we land or were we shot down?”

I’ve been on a few flights when I felt the same way. And in leadership, there have been many times when I felt like maybe I had been shot down.

Our perspective in leadership is shaped by many factors. Often our perspective is driven by our own experiences or biases. It can be driven by the opinions of others. But one thing is certain, we all have perspectives that influence us.

As a leader, the accuracy of your perspective is important. You want to be accurately informed and make decisions that reflect sound judgment. But sometimes our perspective turns out to be wrong. Here’s how.

Your perspective can be wrong when our attitude is wrong

Nothing alters our perspective like our attitude, especially if it’s a bad one. Your perspective is what you see and your attitude determines how you see or interpret it. If your attitude is one that is predisposed to being negative then that’s the lens through which you see things.

This can have unintended consequences for you as a leader. If your attitude bends toward being a bad one or is predominantly skeptical, then do the people around you truly get a fair shake from you? If your attitude bends toward being a bad one or is predominantly skeptical, then do the people around you truly get a fair shake from you? Click To Tweet

Having a good attitude is important to you as a leader. But it takes discipline to work on it and keep it positive. You may have a dozen reasons a day to justify a bad attitude. I get it. But the effects of your attitude determine your perspective. So don’t let a bad attitude reflect in a bad way on your leadership.

Leadership Takeaway: Your people are looking to you for leadership and the right perspective to guide them. Watch your attitude.

Your perspective can be wrong when your assumptions are wrong

How many times have you made a wrong assumption about a person? How many times have you made a wrong assumption about a goal or project within your organization? I know I have. And thank goodness I was wrong!

The mark of sure and steady leadership is found in not rushing to judgment and in not making wrong assumptions. It’s giving other people the same benefit of the doubt you’d want to be given yourself. Click To Tweet

The thin line between your perspective and instincts can be a hard one to differentiate at times. On both counts, you want to get it right. One is innate and learned over time (instincts), while the other is fluid and should never be rushed.

Leadership Takeaway: Your people are looking to you for leadership and for someone to believe in them – not someone to write them off because of a wrong assumption you’ve made about them.

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Pay Attention To The Small Things

Posted August 18, 2019
by admin

I can do small things in a great way. – James Freeman Clarke

Dwight Morrow, the father of Anne Morrow Lindbergh, once held a dinner party to which Calvin Coolidge had been invited. After Coolidge left, Morrow told the remaining guests that Coolidge would make a good president. The others disagreed. They felt Coolidge was too quiet, that he lacked color and personality. No one would like him, they said. Anne, then age six, spoke up: “I like him.” Then she displayed a finger with a small bandage around it. “He was the only one at the party who asked about my sore finger.” “And that’s why he would make a good president,” added Morrow.

The story is a simple reminder about the importance of the little things that make a big difference in leadership. While people measure the worth of a leader by various standards, it was little Anne Lindbergh, who at the age of six, who had the best understanding of it.

It was from John Maxwell a good number of years ago that I learned the leadership principle of walking slowly through the crowd. Too often, leaders are moving so fast and trying to make a good impression that they don’t notice the small things – the small acts of leadership that could be theirs if they just learned to slow down. Walking slowly through the crowd is how Coolidge noticed the sore finger.

How about you? Are you paying attention to the small things? Here are a few things worth considering as you go forward.

Sometimes a small act of kindness is all that’s needed

How many times have you thought it was the big things you do in leadership that made the greatest impact? I think at one time most of us have been there. Let me encourage you today to realize that it’s the small random acts of kindness that can totally change the course of the day for someone else. The truth is, you just don’t know the struggle that others deal with. Your smile or a kind word – while seemingly insignificant to you, goes a long way. Never underestimate the power of a small act of kindness. It can make a world of difference. Click To Tweet

Small things over time turn into great things

“Great things are done by a series of small things brought together,” said Vincent Van Gogh. And I believe it’s true. Paying attention to the small details over time will pay great dividends in the future. It’s as you are faithful in the small things that you move to the big things. This also serves as a great test in your leadership. Can you be patient and trust the maturing process? It’s hard at times for sure. So before you look for the right hand to shake or contact to make, try looking for the sore finger instead.

If you’re not willing to do the small things, you don’t deserve to do big things

I’m a firm believer in servant leadership. Your growth as a leader affords you the opportunity to be in places and positions to better serve others. But if you are not willing to do the small things then you will be ill-equipped to do the big things. Knowing where you are going is important but not forgetting where you came from is essential Click To Tweet.

It’s in the doing of the small things that your character is developed. Wherever your leadership journey takes you never forget the small things. It’s what got you there, and it’s what will keep you there.

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Help Wanted: Good Followers

Posted August 11, 2019
by admin

You have the blood of a great warrior. To lead, you must also learn to follow. – E.Y. Laster, Of Captivity & Kings

I once read the story of a young woman who wanted to go to college, but her heart sank when she read the question on the application that asked, “Are you a leader?” Being both honest and conscientious, she wrote, “No,” and returned the application, expecting the worst. To her surprise, she received this letter from the college: “Dear Applicant: A study of the application forms reveals that this year our college will have 1,452 new leaders. We are accepting you because we feel it is imperative that they have at least one follower.”

That story serves as a good reminder that while the calling and desire for leadership are as great as ever, there is also a need for good followers.

A misconception that I have observed over the years is that the two – leaders and followers have mutually exclusive roles. Either you are a leader or you are a follower. I don’t believe this to be true.

We tend to assign titles of a follower or a leader along hierarchical lines. The higher you are in the organizational structure the more one might look upon you as a leader. If you are lower on the ladder you may be labeled as a follower.

Here’s the truth of the matter: The person labeled or looked upon as the follower may be more of a leader than the one with the title. It’s a common misconception. In some situations, the follower can wield more influence as a follower than the leader with the title or higher position. At the end of the day, the one with the influence is the leader.

Organizations are successful because of the collaborative efforts of good leaders and good followers who set aside their egos, pecking orders, and turf wars to create what they couldn’t do by themselves.Organizations are successful because of the collaborative efforts of good leaders and good followers who set aside their egos, pecking orders, and turf wars to create what they couldn’t do by themselves. Click To Tweet

So what are some characteristics of good followers? Here are five worth considering.

A good follower puts the mission first

A good follower is all about advancing the mission of the organization. His focus is on how to achieve common goals and move the team forward. Their work ethic is unparalleled. Never take them for granted.

Good followers make good leaders because they are selfless. They understand that it’s not about them.

A good follower is highly loyal

Loyalty runs through the veins of good followers. They tend to be some of the most reliable and faithful people in your organization. It’s their work ethic and front-line presence that makes all the difference.

Good followers make good leaders because they know that without a culture built upon loyalty nothing else matters.

A good follower is service-minded

Good followers are valuable because they are also the ones who will go above and beyond the call of duty to serve their organization and people. These good followers are assets to your organization because they don’t wait around to be told something needs to be done – they do it.

Good followers make good leaders because they lead by example.

A good follower is an ideal team player

Ultimately, good followers are consummate team players. They are not driven by selfish ambitions. They fully embrace their role and desire to see others succeed. They don’t worry about who gets the credit. They know that every win moves the team forward.

Good followers make good leaders because they understand the power of teamwork.

Leaders and followers need each other. They need to embrace their interdependence because it’s how organizations work best. Leaders and followers need each other. They need to embrace their interdependence because it’s how organizations work best. Click To Tweet

If you are a follower in your organization you need to wholeheartedly embrace that role. You also need to own the dynamic leadership qualities you have that contribute to its success. We need good followers now more than ever.

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