Tag: leadership

What Meghan Vogel Taught Us About Leadership

A good measure of leadership is to help those who are doing poorly to do well and to help those who are doing well to do even better. – Jim Rohn

Chronicled in countless newspapers across the country including ESPN, we were all inspired by the recent act of kindness of high school junior Meghan Vogel. At the recent Division III girls state track meet at Jesse Owens Stadium in Columbus, Ohio, a high school junior by the name of Meghan Vogel captured the hearts thousands around the country.

In the finals Meghan had won the girls 1,600 meters race. In a personal best, she posted a time of 4:58:31, the first time she had broken the five minute mark.  After an awards ceremony Meghan had time to take a short break to rest and get ready for the 3,200 in which she was seeded seventh.

Three laps into the eight lap race, Vogel was falling off the pace. As she rounded the final turn she could see that another runner, Arden McMath, who hadn’t finished yet either, was struggling and then fell to the track.

When Vogel reached McMath she stopped and helped her up. With an arm around her shoulder and to the cheers of a standing ovation, they finished the race together. And if this act of sportsmanship was not enough already, when they reached the finish line, Vogel made sure that McMath crossed first because she had been ahead of her in the race.

The inspiration we draw from this remarkable story and the act of kindness by Meghan Vogel is a leadership lesson for all of us. What this young lady demonstrated at her track meet are transferable principles that will make you a better leader. Here are a few take-away lessons from Meghan.

How you finish is more important than where you finish. At that point in the race it was already a foregone conclusion that neither of the girls was going to win the race. In the competitive marketplace that is all some are concerned with. Yet, as Vogel demonstrated, where you finish is not nearly as important as how.

How are you running your race? Do you notice when others around you stumble or fall? Are you ready to lend a hand? Audrey Hepburn said, “As you grow older, you will discover that you have two hands, one for helping yourself, the other for helping others.” That’s wisdom worth practicing.

Kindness matters and people notice. After Meghan stopped to help Arden and continue the race it was up on the video board for all to see. The crowd stood and began to cheer. It was a touching moment and fitting tribute for a selfless act of sportsmanship.

The late Princess Diana said, “Carry out a random act of kindness, with no expectation of reward, safe in the knowledge that one day someone might do the same for you.” Your act of kindness may not be on a video screen for the world to see, but as Meghan said, “I just did what I knew what right and what I was supposed to do.”

Your character shines in the face of adversity. Faced with her own struggle to finish the race, Meghan noticed that a fellow competitor was struggling and falls to the track. If we have learned anything the past few years in leadership and in business, we’ve learned this; times are tough and people are stressed.

How will you respond in the face of adversity? Arthur Golden said, “Adversity is like a strong wind. It tears away from us all but the things that cannot be torn, so that we see ourselves as we really are.” On the track at Jesse Owens stadium, Meghan Vogel’s character was not discovered, it was revealed.

Moments of destiny are rarely scripted. For Meghan Vogel and Arden McMath, it was just another day at the track running another set of races. I am sure neither one could have predicted the events that would unfold nor how their lives would connect in such a powerful way. But our moments of destiny are not always appointments we make in advance.

In leadership as in life, the choices we make-those random acts of kindness, our attitude in the face of adversity, in placing our principles above position, are valuable lessons going forward. Meghan taught us well.

 

© 2012 Doug Dickerson

Follow Doug at www.twitter.com/managemntmoment

Doug’s new book, Great Leaders Wanted, is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today!

 

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Expectant Leadership

I came across a story about a young psychology student serving in the Army who decided to test a theory. Drawing kitchen duty, he was given the job of passing out apricots at the end of the chow line. He asked the first few soldiers that came by, “You don’t want any apricots, do you?” Ninety percent said “No.”

Then he tried the positive approach: “You do want apricots, don’t you?” About half answered, “Uh, yeah. I’ll take some.” Then he tried a third test, based on the fundamental either/or selling technique. This time he asked, “One dish of apricots or two?” And in spite of the fact that soldiers don’t like Army apricots, 40 percent took two dishes and 50 percent took one!

High expectations are necessary in business and management but how you communicate those expectations will make all the difference. If you are not meeting your expectations take a look at the approach you are taking and if necessary change your style. Strong leaders know how to speak the language of a motivator.

What approach have you found to be most effective?

© 2012 Doug Dickerson

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Above and Beyond Leadership

The best way to find yourself is to lose yourself in the service of others – Mahatma Gandhi

Perhaps you never heard of him and chances are you never saw him play ball. Last week at the age of 78, he passed away. Jack Twyman enjoyed an 11 year career in the NBA and saw action in six trips to the All Star game and two Eastern Conference finals.

According to a story by Yahoo sports writer Kelly Dwyer, when Twyman retired from the game at the age of 31, with his final year per-minute numbers nearly as stout as they were in his prime, he was the NBA’s second-leading scorer behind Wilt Chamberlin.

But as Dwyer goes on the reveal, the story behind Twyman’s life and career goes much deeper. His actions and skill on the basketball court earned him a spot in the Hall of Fame; but it’s his exploits off the court that are worth a second look. Twyman acted as the former teammate Maurice Stokes’ caretaker for the last 12 years of Stokes’ life, after the former player suffered significant brain damage during an injury sustained in the final game of the 1957-58 season.

Stokes’ family was too far away to care for him and workers compensation failed to cover his medical costs. Stokes was left to his own devices and grew more and more destitute. It was during this time that Twyman organized fundraisers for his former teammate, visiting him weekly and essentially acting as his caretaker until Stokes’ passing in 1970.

Dwyer relates that Twyman sometimes worried that his wife and family might become upset because of the amount of time he devoted to Stokes over the 12 years, but his daughter said in an interview that they had come to look forward to Stokes’ Sunday visits from the hospital. Twyman and his wife became co-trustees of the Maurice Stokes Foundation which was set up to defray Stokes’ hospital costs but grew to help other needy NBA veterans as well.

Harry Truman said, “Progress occurs when courageous, skillful leaders seize the opportunity to change things for the better.” And that is exactly what Jack Twyman did. The measure of leadership is not found in how many accolades you receive, the position you hold, or how many awards you have won. Jack Twyman teaches us this much. So what does leadership look like that goes above and beyond the call of duty? Here are a few thoughts for consideration.

Above and beyond leaders take initiative. It was not enough to care that his teammate had suffered this tragic injury; Twyman took it upon himself to do more. With the success of his fundraising efforts many others would be recipients of his great generosity.

Leaders who take uncommon initiative will achieve uncommon results not known by those who settle for a life of mediocrity. It’s the leader who takes initiative and steps out of the security of personal comforts who will change the world.

Above and beyond leaders inspire others. Twyman’s work was not a one-man show. He organized basketball tournaments that drew the likes of Bill Russell, Oscar Robinson and Wilt Chamberlin.  And this is the influence that above and beyond leaders has—inspiring others to causes greater than self.

When you step up and take initiative in your office or organization by going above and beyond the call of duty you will begin to notice a change in attitudes and perspectives. Others will not be content to simply watch you, but will be inspired to join you. When you embrace the challenge to live a life of above and beyond leadership you can be the spark that causes others to step up in new ways.

Above and beyond leaders live different. Leaders who go above and beyond the call of duty do so because they live differently. By that I mean their mindset is different, their heart is different, and there is a sense of knowing and living out life’s greater purpose. When asked by a reporter about his care for his former teammate, Twyman said, “I did what anyone would have done for a friend.”

It was said that years after his accident, when Stokes had recovered enough flexibility to type, his first message was: “Dear Jack, How can I ever thank you?” What a powerful expression of gratitude by the man who would live out his last years in the care of a leader who went above and beyond the call of duty.

Have you found your calling?

© 2012 Doug Dickerson

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Doug’s new book, Great Leaders Wanted! is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today.

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Getting a Grip on Anger

For every minute you are angry you lose 60 seconds of happiness – Ralph Waldo Emerson

A story is told of Abraham Lincoln’s secretary of war, Edwin Stanton, and how he was angered by an army officer who accused him of favoritism. Stanton complained to Lincoln, who suggested that Stanton write the officer a sharp letter.

Stanton did, and showed the strongly worded missive to the president. “What are you going to do with it?” Lincoln inquired. Surprised, Stanton replied, “Send it.” Lincoln shook his head, “You don’t want to send that letter,” he said, “Put it in the stove. That’s what I do when I have written a letter while I am angry. It’s a good letter and you had a good time writing it and feel better. Now burn it, and write another.”

Do you know the causes of anger at your place of business? Research by Bensimon showed that most employees were annoyed at least 10 times daily. While the frequency and causes may vary, a survey from Monster reveals the Top Ten causes of anger at work: bad management, unjust treatment, lack of career opportunity, not being appreciated, excess workload, computer irritations, dishonest colleagues, incompetence or subordinates, interpersonal incivility, and asserting power. Any of these resonate with you?

Tipping points for anger vary from person to person, but the effects can be costly if you do not learn how to control it. A WebMD study reveals that personality types and the ability to control anger may have an effect of heart health and one’s risk for stroke. In addition the study said, “People considered the least agreeable and the most antagonistic had a 40% increased risk for arterial wall thickening. This is similar to the risk imparted by having metabolic syndrome, a known potent contributor to heart disease.”

While there may be a Top Ten list of things that anger us at work, none of them are worth the serious health risks caused by stress and anger. So what is a leader to do and how can you get a grip on anger? Here are four tips to help you keep it all in perspective.

Don’t sweat the small stuff. In his highly acclaimed book, Don’t Sweat the Small Stuff, Richard Carlson sensibly points out, “Often we allow ourselves to get all worked up about things that, upon further examination aren’t really that big a deal. We focus on little problems and concerns and blow them out of proportion. So many people spend so much of their life energy sweating the small stuff” that they completely lose touch with the magic and beauty of life.”  The next time you are tempted to look at how bad things are try counting your blessings instead.

Learn to laugh. It’s been said that laughter is the best medicine. And while not every issue that makes you angry is a laughing matter, perhaps those issues wouldn’t make you so angry if you simply learn to laugh.

In his book, Rules of Thumb, Alan M. Webber says, “We all want to work for people who take their work seriously-and themselves not so much. Work is hard. Life is short. Shouldn’t we all rejoice at the seriousness of our work, and laugh at the foolishness that surrounds us?” That’s great advice. If you simply learned to laugh at what surrounds you instead of being angry it would completely change your outlook. It will also be good for your heart.

Practice gratitude. Be it stress, fatigue, work or personal issues, or a variation of them all; anger can cause you to miss the good that surrounds you. Norman Vincent Peale says, “One of the great principles of life is that of thanksgiving. Not only is giving thanks a recognition of past benefits, it is the activator of blessings yet to come. If in your life there is a paucity of blessings, it just might be that your tendency to thankfulness has grown weak and inactive.” What are you thankful for?

Be proactive. While I have given a few suggestions, there are plenty more good resources available to help you if this is a major issue for you. Additionally; taking breaks, getting proper exercise and rest, among others, will lead to a more positive approach to confronting your anger.

Leadership is hard and stressful at times. And it is only natural that on occasion anger can get the best of us. But if left unbridled it can cause long term problems. Get a grip on anger and reclaim the joy and challenges that each day brings.

© 2012 Doug Dickerson

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Applauding Teamwork

I read an inspiring story about Jimmy Durante, one of the great entertainers of a generation ago. He was asked to be a part of a show for World War II veterans. He told them his schedule was very busy and he could afford only a few minutes, but if they wouldn’t mind his doing one short monologue and immediately leaving for his next appointment, he would come. Of course, the show’s director agreed happily. But when Jimmy got on stage, something interesting happened. He went through the short monologue and then stayed. The applause grew louder and louder and he kept staying. Pretty soon, he had been on fifteen, twenty, then thirty minutes. Finally he took a last bow and left the stage. Backstage someone stopped him and said, “I thought you had to go after a few minutes. What happened?”

Jimmy answered, “I did have to go, but I can show you the reason I stayed. You can see for yourself if you’ll look down on the front row.” In the front row were two men, each of whom had lost an arm in the war. One had lost his right arm and the other had lost his left. Together, they were able to clap, and that’s exactly what they were doing, loudly and cheerfully.

When it comes to the operation of your office or organization, teamwork is one of the fundamental ingredients to your success. As you applaud teamwork and make it a part of your organizational culture you will begin to understand its power. Mother Teresa was right when she said, “You can do what I cannot do. I can do what you cannot do. Together, we can do great things.” Are you ready to do great things?

©2012 Doug Dickerson

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The One Minute Encourager

Encourage v: to inspire with courage, spirit, or confidence- Random House Dictionary

A story is told about the Duke of Wellington, the British military leader who defeated Napoleon at Waterloo. He was not an easy man to serve under. He was brilliant, demanding, and not one to shower subordinates with compliments.

Yet even Wellington realized that his methods left something to be desired. In his old age a young lady asked him what, if anything, he would do differently if he had his life to live over again. Wellington thought for a moment, and then replied, “I’d give more praise,” he said.

While it was too late for Wellington to go back and do things differently, the approach you take in your leadership style can make an immediate impact if you implement this one small yet powerful leadership characteristic; encouragement.

If you think encouragement is not that significant or necessary; think again. According to the U.S. Department of Labor, the number one reason people leave their job is because they do not feel appreciated. The Gallup organization reports that one poll found that 65% of Americans reported receiving no recognition for good work in the past year. How tragic. Almost seven out of ten people last year were not recognized, acknowledged or told how much they were valued or appreciated.

In a recent survey of nearly 2,000 people, Monster.com asked this question of their readers: Would you actively encourage children (your own or others) to enter the career you’re currently in? 47% said never, 22% said maybe, 10% said probably, and 21% said absolutely. What would you say? While there is no direct correlation between the Gallup poll and the Monster.com survey, the results are striking. While many variables contribute to the feelings, morale, and satisfaction each person has as it relates to their work, encouragement is one small investment that can pay big dividends. Here is three ways it can help.

Encouragement builds relationships. When you take time to notice what others around you are doing and the way in which they contribute it can make a world of difference. But encouragement takes it a step further because it is grounded in reality.

An encourager sees the struggle and appreciates the sweat equity involved in making your organization a success. Robert Martin said, “Taking an interest in what others are thinking and doing is often a more powerful form of encouragement than praise.” When was the last time you went out of your way to encourage your team? The one minute encourager understands that the best retention policy you have is in the form of encouraging words.

Encouragement builds morale. Think back to the survey; 65% of the respondents reported receiving no recognition for good work in the past year. To be sure, the state of morale within your organization can be subjective and is not always what you think. But without a strong leader that knows how to encourage, think of where your organization would be without it.

Encouragement can take on many forms: a hand-written note of thanks to an employee for a job well done, a gift-certificate for dinner, a day off with pay; the possibilities are endless.  When encouragement becomes a natural part of your leadership style the residuals of strong morale will be evident. The one minute encourager understands that strong morale is built when the team is the focal point of appreciation.

Encouragement builds loyalty. For the leader who understands the power of encouragement this is the reward. John Maxwell was right when he said, “People don’t care how much you know until they know how much you care.” The difference between superficial praise and encouragement is found in the results. Superficial praise doesn’t mean much and is short-term; both in meaning and outcome. But genuine encouragement is long-lasting, and builds loyalty.

As you develop as an encouraging leader it will change the atmosphere in your organization. Not only will your team begin to believe they are appreciated, but they will begin to act like it. Now the way in which they are being encouraged is the way in which they handle their relationships. The one minute encourager understands that one of the single greatest resources at his or her disposal is not only cost-efficient but also time-efficient. Who have you encouraged today?

 

© 2012 Doug Dickerson

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Doug’s new book, Great leaders Wanted! is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today.

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Bringing Solutions

In Reader’s Digest a few years back a story is told of some truck drivers in training school. “Here’s the scenario,” the instructor announced to his class of novice truck drivers. “You’re in an 18-wheeler with a heavy load, barreling down a mountainous two-lane highway. Ed, your co-driver, is asleep. There are six trucks behind you, and as you come over the top of a hill, they pull out beside you to pass. Suddenly, you see several trucks coming in the opposite direction, pulling into your lane to pass. What did you do?” “That’s simple,” a student called out. “I’d wake up Ed.” “Why would you do that?” asked the instructor. “Because,” replied the student, “Ed ain’t ever seen a truck wreck like this before!”

Dealing with everything from the complex to the mundane, leadership can have its challenges. One key thing that will help you in your organization is to insist that for each problem someone brings to you, they also come with a couple of solutions. This is not for your benefit, but for the benefit of the one bringing it. In due time and with the right coaching, they will begin to see that the solutions they think they need from you they already have and they begin to build up their confidence.

Are you bringing solutions?

© 2012 Doug Dickerson

Doug’s new book, Great Leaders Wanted! is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today!

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A Little Encouragement Please

A story is told about The Duke of Wellington, the British military leader who defeated Napoleon at Waterloo, and that he was not an easy man to serve under. He was brilliant, demanding, and not one to shower his subordinates with compliments. Yet even Wellington realized that his methods left something to be desired. In his old age a young lady asked him what, if anything, he would do differently if he had his life to live over again. Wellington thought for a moment, and then replied. “I’d give more praise.”

How about you? Is there someone you know that could use a little praise or recognition? Just as you like to be recognized for the good work that you do, there are those you rub elbows with each day that would appreciate a kind word of encouragement. Besides, it will make you feel good to make someone’s day.

© 2012 Doug Dickerson

Doug’s new book, Great Leaders Wanted! is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today!

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Learning Curves and Frustrations

Anyone who stops learning is old, whether at twenty or eighty. Anyone who keeps learning stays young – Henry Ford

In a recent Sports Illustrated article, Lars Anderson writes of the learning curve and challenges of rookie NASCAR driver Danica Patrick. A former IndyCar driver, Patrick is not new to racing but is new to NASCAR to which Patrick has discovered is altogether a different type of race.

As Anderson points out, Patrick is trying to master a new car and make new friends. “Patrick is now feeling the same base emotion that grips most inexperienced drivers in the Nationwide series: frustration,” writes Anderson. But so far this season he reports that Patrick is making the adjustments and is currently 11th in the Nationwide standings, and her average finish is near the middle of the pack.

Earlier this season Patrick stated, “This first year is going to be a learning experience for me. I know there will be a lot of bumps in the road. I’m in this for the long haul. My hope is just that I get a little better every day.” And with that type of attitude and outlook it should be a good season for her as she continues to improve.

Whether working with a new hire, or a team of seasoned professionals in your office, learning curves can be treacherous time consuming. In a recent survey conducted by Career Builder, more than 8,000 readers commented or cast their votes for their top complaints in the workplace: balancing work-life duties without going crazy, staying entrepreneurial and taking risks in an era of uncertainty, managing your time so email and Crackberries don’t control you, negotiating a stultifying bureaucracy-and getting things done, dealing with generational tension in the workplace, and coping with clueless-or toxic bosses.

Couple these top complaints with existing learning curves and you have all the ingredients in place for a perfect storm scenario that can wreak havoc in your office. Besides going AWOL, what is a leader to do? How can you lead through your challenges and keep a cohesive team together? Here are three tips to help you.

Build your environment. Whether it is rising above learning curves or working through office frustrations, it is when you build the environment that you expect that you can experience the growth that you need. The tone within your organization revolves around key ingredients such as attitude, morale, and collaboration. When these are healthy and fostered then you have created an opportunity for success.

The late Steve Jobs said, “Be a yardstick of quality. Some people aren’t used to an environment where excellence is expected.” The surest way to success is an environment of excellence and ground rules in place that holds everyone accountable for strong attitudes and a sense of teamwork that allows strong morale to produce your desired results.

Build your people. Whether you are working with a rookie in your office or senior staff, commit yourself to empowering your people to be their best. John Maxwell said, “For teams to develop at every level, they need leaders at every level.” He is right. It is when you commit yourself to developing your staff as leaders that they become the leaders on every level.

Billy Hornsby said, “It’s okay to let those you lead outshine you, for if they shine brightly enough, they reflect positively on you.” What a great thought. Do you want to help that rookie employee? Do you want to cut down on the frustrations that exist in your office? Commit yourself to the leadership development of your team and see the difference it makes. When you build your people everything else will fall into place.

Build your future. Personal and leadership development is a process. It takes times and commitment but the rewards are worth it. When you commit yourself to building the right kind of environment that fosters growth, and you build your people, you are securing your future. Napoleon Hill said, “You can’t change where you started, but you can change the direction you are going. It’s not what you are going to do, but it’s what you are doing now that counts.”

How are you securing your future? Are you building the right environment for your team? Are you committed to the development of your people? The learning curves and frustrations you face is merely the gateway to unlimited possibilities before you. Start building!

© 2012 Doug Dickerson

Follow Doug at www.twitter.com/managemntmoment

Doug’s new book, Great Leaders Wanted! is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today.

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Simple Reminders

A story is told of American painter John Sargent who once painted a panel of roses that was highly praised by his critics. It was a small picture, but it approached perfection. Although offered a high price for it on many occasions, Sargent refused to sell it.

He considered it his best work and was very proud of it. Whenever he was deeply discouraged and doubtful of his abilities as an artist, he would look at it and remind himself, “I painted that.” Then his confidence and ability would come back to him.

All leaders face times of discouragement and challenge. The secret to overcoming is to realize that “this too shall pass,” and to remember that your greatest work in the past is no match for the great things in your future!

 

© 2012 Doug Dickerson

Doug’s new book, Great Leaders Wanted! is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today!

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