Management Principles – Page 2 – 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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Don’t Let the Crabs Pull You Down

Posted July 30, 2015
by admin

There is little difference in people, but that little difference makes a big difference. The little difference is attitude. The big difference is whether It is positive or negative. – W. Clement Stone

As a coastal resident I’ve enjoyed several opportunities over the years to go crabbing at the beach. A good place to catch crab is along the jetties since they like to hide among the rocks. The rewards of crabbing are delicious as crab can be served up many ways- crab cakes being my favorite. It reminds me of the popular crab bucket story.

One time a man was walking along the beach and saw another man fishing in the surf with a bait bucket beside him. As he drew closer, he saw that the bait bucket had no lid and had live crabs inside.

“Why don’t you cover your bait bucket so the crabs won’t escape?” he said.

“You don’t understand,” the man replied, “If there is one crab in the bucket it would surely crawl out very quickly. However, when there are many crab in the bucket, if one tries to crawl up the side, the others grab hold of it and pull it back down so that it will share the same fate as the rest of them.”

In your desire to grow as a leader, succeed in business, and thrive in your personal life, you will come across the “crabs” in life that would seek to hold you back or pull you down. It’s up to you to get out of the basket if you want to reach your full potential. You have to escape the pull of the crabs. Here are four crab types to avoid on your way up.

The crabs with an attitude

Hang around in the basket with crabs long enough and you will be exposed to unpleasant attitudes. The crabs with the bad attitudes want to share their misery with others and want you to stay down with them. You must guard your thoughts and attitude at all cost – you must get out of the basket. When they are clawing at you with their negative attitudes, talk, and toxic ways – keep climbing. Don’t let those crabs pull you down on your way up.

The jealous crabs

When crabs in your office see your success and the dividends of your hard work it’s not uncommon for some to be jealous. Instead of being happy for your success and the progress you are making they will reach up and try to pull you back down. But remember this: the higher you climb the further out of their reach you will be. Ignore the small, petty, and jealous types. Soon you will be out of their company. Keep climbing.

The crabs with limited thinking

The danger in the crab basket is being around those who are too comfortable where they are. They have no drive, ambition, or desire to move forward. They find comfort in the company of mediocrity and resent anyone who dares to leave. Don’t be caught off guard when in your desire to move up and achieve a greater level of success that crabs will try to pull down. The best way to rise above small and limited thinking is to get away from small-minded people.

The crabs who have accepted their fate

Being a leader with big dreams and goals is noble. But never underestimate the challenges you will face. While some crabs have not embraced your destiny; they are resigned to theirs. Crabs are those who will tell you that you are not smart enough, talented or gifted enough, or that you will never make it, etc.

Your climb up and out of the basket begins when you rid yourself of the crab basket mentality and dare to embrace your God-given talents and dreams. Dare to believe that your possibilities are unlimited. Dare to believe that you can reach your full potential regardless of what others say or think. It’s when you begin the climb that you will discover that there is no lid at the top holding you back.

What do you say?

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Leadership Toolkit: When the Visionary Leader Meets the Strategic Leader

Posted July 2, 2015
by admin

Leadership is the capacity to translate vision into reality. – Warren Bennis

About 350 years ago, as the story is told, a shipload of travelers landed on the northeast coast of America. The first year they established a town site. The next year they elected a town government. The third year the town government planned to build a road five miles westward into the wilderness.

In the fourth year the people tried to impeach their town government because they thought it was a waste of public funds to build the road westward into a wilderness. Who needed to go there anyway?

Here were people who had the vision to see three thousand miles across an ocean and overcome hardships to get there. But in a few short years were not able to see five miles out of town. They had lost their pioneering vision.

Visionary leaders (those who see the big picture) and strategic leaders (those who create the plan) are essential for the future growth and development of any organization. But can the two co-exist? It can be a challenging relationship but not an impossible one if you follow these basic rules of engagement.

Embrace your differences

Visionary leaders tend to be your charismatic type leaders who can cast the vision with great enthusiasm and confidence. They have a clear picture in their heart and mind of where they are going and why you should too.

But visionary leaders can at times be hard to work with. In his book, Rules of Thumb, Alan M. Webber writes, “Great idea people are rare- and also frequently hard to live with. They see things the rest of us can’t see, which is their gift. They can’t see what you and I see easily, which is their burden. Still, you need them and they need a home where they can contribute.”

Strategic leaders can be a great asset to the visionary leader by breaking down the vision into doable and measurable action steps which creates the vision. The strategic leader is the one who puts the puzzle together.

Leadership key: Your differences are your strengths. Embrace them and work together. You need each other.

Build a bridge

What strategic leaders and visionary leaders need is a way to connect. The divide between ideas and implementation must be joined. There has to be a way as Webber says to “build a bridge the great ideas can walk across from those who have to those who can make them real.” For the vision to materialize this is a necessity. So what is a leader to do?

The vision needs a strategic plan. It has to be clearly communicated and thoroughly understood before the pieces of the puzzle can be created. From there roles can be assigned and teams put into place, and the execution can begin. The hard part will come later.

Leadership key: Before you build your vision build your relationships. The vision rises and falls on the strength of your communication and relationships.

Give each other space

The role of the visionary leader is not the same as the strategic leader, and vice versa. The relationship is one of isolation and interdependency. Boundaries must be set, observed, and protected while at the same time staying bridged with a unified goal and vision. It’s tricky.

The temptation of the visionary leader is to tinker, mettle, and tweak. Their greatest asset can now become their greatest liability. While they are excellent at creating the vision they can be terrible at designing the plan. As long as they keep interjecting themselves into the details of execution they will stifle the execution.

Strategic leaders thrive on creating the plan and seeing it come into existence. The visionary leader has to learn to give this person the space they need to work. It is a relationship of necessity, one of complexity, but most of all trust. The partnership will only survive if it’s built on mutual trust. The respective leaders have to know how to embrace a shared vision but then give each other the space needed to bring it to pass. When they do it can lead to overwhelming success.

Leadership key: Out of respect give each other space. Out of trust let each other work.

What do you say?

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Aim Close: Bringing the Big Picture Down to Size

Posted June 4, 2015
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If you set goals and go after them with all the determination you can muster, your gifts will take you places that will amaze you. – Les Brown

Imagine what the game of bowling would be like if you couldn’t see the pins you were trying to hit. In 1933, Bill Knox did just that — and bowled a perfect game. In Philadelphia’s Olney Alleys, Bill had a screen placed just above the foul line to obscure his view of the lane. His purpose was to demonstrate the technique of spot bowling, which involves throwing the ball at a selected floor mark on the near end of the lane. Like many bowlers, Bill knew that you can do better if you aim at a mark close to you that’s in line with the pins. He proved his point with a perfect 300 game of 12 strikes in a row.

In leadership circles we hear much talk about seeing the big picture and why it is important. And I agree with most all of it. It is imperative to have a visual of where you are going. Without seeing the big picture your vision as a leader is diminished along with your effectiveness. How can you lead others to an unfamiliar place?

Seeing the big picture and attaining big goals is the desire of every effective leader. But if your focus is always on the big picture – the end result, then the very thing you are aiming for can be lost because of a lack of focus on the small things. What’s the answer? Aim close. Here are four ways you can keep the big picture in perspective while not losing sight of where you are going.

Align your goals

Reaching long-range goals is achieved through a series of short-range steps. The big picture makes sense to you from a pragmatic point of view, but it materializes through a process of short-range goals. As a leader it is up to you to aim close for maximum impact. Uppermost in your mind should be whether the achievement of your goals today will take you closer to the big picture tomorrow. Aligning your goals is akin to piecing together a jigsaw puzzle. Your goals are those small pieces that eventually come together to make a beautiful picture.

Align your people

The key ingredient to your success is your people. Building a team of like-minded people who see the big picture is critical to your success. Who you align yourself with will make all the difference. Not everyone will take the journey with you. Others will take the journey with you who are not yet on your team. But know this: just as your car needs to be properly aligned to run smooth so does your team. If your team is not aligned in its mission, goals, and purpose, then the big picture will always be elusive.

Align your priorities

It’s always wise to keep the big picture in mind. It’s serves as a constant reminder of what it’s all about for you. But the reality of the big picture is realized when you aim close with your priorities. Just like the bowler in the above story, you don’t have to see all the pins to have a strike. You can get there one frame at a time. The key is to aim close to goals you can reach this month, this week, and today. When your priorities are aligned to the big picture it becomes much easier to lead.

Align your values

Every success-minded person I come across has a high set of standards and expectations. They have learned how to weather setbacks, difficulties, and the voices who those who say it can’t be done. They are relentless in their pursuit of their big picture and have the passion to go after it. When your values are aligned with your big picture then decision making is easier. Today’s decision to lead with integrity places you one step closer to goals tomorrow. Aiming close with your values aligned brings clarity to the big picture. Even if everything else is murky, your values will always guide you in the right direction.

Your big picture should inspire and motivate you on your leadership journey. Aim close for maximum impact. Stay the course and you will get there.

Visit my new podcast page at: http://dougdickerson.buzzsprout.com/

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Why Do The Good Ones Leave?

Posted May 7, 2015
by admin

If your actions inspire others to dream more, learn more, do more and become more, you are a leader. – John Quincy Adams

How is the organizational culture where you work? How is morale? Depending on the day and when asked, the answers can run the gambit of responses and emotions.

A document was discovered in the ruins of a London office building. It was dated 1852. Here are a few of the notices that were posted for a group of employees: 1) This firm has reduced the hours of work, and clerical staff will only have to be present between the hours of 7 a.m. and 6 p.m. weekdays, 2) Now that the hours of business have been drastically reduced, the partaking of food is allowed between 11:30 and noon, but work will not on any account cease, 3) No talking is allowed during business hours, and 4) The craving for tobacco, wine, or spirits is a human weakness, and as such is forbidden to all members of the clerical staff.

Would you like to reconsider your answer about morale in your organization now?

Here’s what we do know from polling and surveys, like this one from Gallup (http://bit.ly/1uUCjpX) that reports employees are just not as engaged as they once were.

It’s been said that people don’t quit organizations, they quit leaders. It’s a sad but true commentary on the lack of leadership skills that are so desperately needed in the workplace.

There are consequences to poor leadership and where it’s not present, people will leave to find it. Inevitably it’s the good employees who leave. Left behind is a weakened and demoralized team forced to pick up the pieces.

But why do the good ones leave? What is the tipping point in which a good employee will cash in the chips and bolt? The specifics vary, of course, but typically the good ones leave for these reasons.

The good ones leave because of leaders with no backbone

This type of leader plays to the crowd and will say whatever he or she thinks you want to hear. The good ones had rather hear the uncomfortable truth than the pleasant sounds of an appeaser. The good ones want a leader who is not afraid to make the difficult decisions.

The good ones leave because of leaders with no vision

The good ones long for and thrive in an environment where the leader has a vision for the future, can articulate it, and sets a course of action that will take them there. The good ones understand that without a clear vision for the future there is no future to be had by staying.

The good ones leave because of leaders with no skin in the game

It will be hard to command the respect of your people if you have no skin in the game as it relates to your organization and its mission. You can’t expect a buy-in from your people if you are not fully invested yourself. The good ones seek to be with leaders who are as passionately invested as they are.

The good ones leave because of leaders who place limits on their potential

The good ones will thrive in a culture of excellence where their hard work and talents are put to best use. The good ones will not sit idly by while the leader plays politics or favorites and be denied the opportunity to advance professionally.

The good ones leave because of leaders with no accountability

The good ones fundamentally understand that accountability and transparency are the cornerstones of success. When a leader no longer feels the need to be transparent or be accountable for his or her actions, then the good ones will not stay. Trust is like glue for the leader, is there is none, people won’t stick.

The good ones leave because of leaders with no boundaries

Ultimately, the leader is responsible for the culture of the organization. If proper boundaries are not being observed and inappropriate behaviors are being tolerated- such as bullying, then the good ones will not stay in that environment.

The good ones leave because of leaders with no integrity

At the end of the day it all comes down to the integrity of the leader. The good ones want their leader to be a person of integrity and one they can trust. If integrity is lacking in the leader then integrity will be lacking in the culture. The good ones will leave to avoid the connection.

Many personal factors contribute to the reasons why the good ones tend to leave and move on. I’ve discovered that it’s not always for the money or a promotion. The good ones understand the wisdom of the words of John Maxwell who once said, “Everything rises and falls on leadership.” That’s why the good ones leave- to be with good leaders.

What do you say?

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Take Your Leader Down From The Pedestal

Posted March 13, 2015
by admin

Contrary to what you may think, good executives don’t want to be worshipped. – Howard Behar

Everyone has leaders they respect and admire. I know I do. Along my journey I’ve been privileged to meet some rather interesting people. Included on the list are four U.S. Presidents and other political figures, famous athletes, actors, musicians, and authors. Some had large egos while others came across as more grounded and down to earth. While the trajectory of each person’s career path took them to differing places of fame and work they each embraced their talents and made the most of it.

Within your business or organization are leaders who are striving to make a difference. Some may be succeeding on a grand scale while others are struggling to find their way. So what can you do to help your leader, and yourself, in the process? One of the first things I’d suggest you do is this: take your leader down his or her pedestal. Here’s why.

It’s all about perspective. Let’s examine this from your leader’s perspective. If you are worshipping your leader then he or she has two primary concerns they wrestle with, (1) your motives and (2) your loyalty. If you are worshipping your leader and are always kissing-up to them they will always wonder why. In addition, they tie your loyalty to their tenure and not much more.

Now let’s examine things from a different perspective and look inward. So long as you keep your leader on a pedestal you will have two primary conflicts to wrestle with, (1) freely speaking the truth out of fear of repercussion, and (2) the appearance of misplaced priorities. Each struggle has ramifications and if they are holding you back then your pedestal is your greatest obstacle moving forward.

When you take your leader(s) down from the pedestal it opens up a whole new realm of possibilities. Here’s how you can do it and why it matters.

Embrace their humanity

What most leaders want you to know is that they are surprisingly human. They have the same struggles, concerns, hopes and dreams as everyone else in the office. Just like you, your leader is not perfect and makes mistakes. Instead of being overly critical perhaps you can be a little more forgiving. So long as you idolize your leader because of their position and not as a person then you fail to see what is most important to them. At the end of the day they’d rather not be above you, they would prefer to be beside you.

Welcome authenticity

Once you take your leader(s) down from the pedestal then authenticity and transparency can begin. So long as you look at your leader through rose-colored glasses then it’s hard to move forward in a meaningful way. Open and honest working relationships include the good, the bad, and the ugly. It’s a natural by-product of being human. What makes you an adult is the way you work through the difficult times and come out on the other side with something to celebrate. An authentic leader will respect you more if you idolize them less.

Build community

Once you embrace the humanity of your leader(s) and welcome authenticity then building community is the reward. Most leaders want to build a team of committed and like-minded people who share the same vision and will work passionately to get there. So long as your leader is on a pedestal being idolized, or in a worse-case scenario – feared, then community will suffer. Your collective strengths and weaknesses form a powerful combination of all the skills you need to do great things. But it won’t happen until shoulder to shoulder you are working together in community as a team.

Taking your leader down from the pedestal is not about abolishing lines of authority or diminishing your respect. Ultimately, it’s about how to move out of an “idol” status with your leader to something more beneficial.

What do you say?

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Your Life in Leadership

Posted November 26, 2014
by admin

Life is too short to be little. – Benjamin Disraeli

As defined by John Maxwell, leadership is influence. With the influence you have as a leader, you can add value to the lives of others by your leadership style. The alternative is often characterized by missed opportunities. How you see yourself determines the direction you travel.

Italo Magni said, “If you’re talking with your head, you’re going to speak to their heads. If you talk with your life, you’re going to reach their lives.” So, here is the question: On which level do you want to lead? Discover these simple secrets and understand the most effective way to lead.

When you lead with your head you can help.

You can draw a person in with your knowledge, but if you want to make a difference there has to be more.

When you lead with your heart you can make a difference.

Until you connect with the heart you will never get to the life-changing encounters that come from leading with your life.

When you lead with your life you can change the world.

Leading with your life is the most powerful form of leadership. This level of leadership embodies all that you know and all of your passions and unites them into a life committed to adding value to others.

When you lead with your life, your influence has no limits. What will be the measure of your leadership?

This post is an excerpt from the book, Great Leaders Wanted, which can be purchased by visiting the “Order Doug’s Books” page when you click on the tab above.

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Leadership Minute: Never Give Up!

Posted October 23, 2014
by admin

Never, never, never give up – Winston Churchill

Leaders – have you ever felt: like throwing in the towel, overcome by discouragement, all alone and wore out, like a babysitter, frustrated, stressed, angry, confused, looking for answers, tired, burned out, weary, delirious, doubtful, skeptical, hurt, battered, bruised, betrayed, overworked, underappreciated, and asking the proverbial question of ‘why me?’. Welcome to the world of leadership. So before you throw in the towel and call it quits (we’ve all been there), let me take a moment to encourage you. You are more than the sum of your fears and frustrations. Your life, your purpose, and your destiny have you today where you are meant to be and doing what you were meant to do. It may not be the final stop on your leadership journey but it’s your place to shine today. Don’t allow your emotions to sidetrack you from fulfilling your purpose or keep you from your ultimate destiny. Take a deep breath and remember you are not alone. Never, never, never give up!

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The Rhythm of Your Leadership

Posted October 17, 2014
by admin

I am still learning that my schedule is far less about what I want to get done and far more important about who I want to become. – Bill Hybels

A story is told about the great 19th-century naturalist and Harvard professor Louis Agassiz who was once approached by the emissary of a learned society and invited to address its members. Agassiz declined the invitation, saying that lectures of this kind took up too much time that should be devoted to research and writing. The man persisted, saying that the society was prepared to pay handsomely for the lecture. “That’s no inducement to me,” Agassiz replied, “I can’t afford to waste my time making money.”

Finding the rhythm of your leadership is an important part of your development as a leader. Your leadership rhythm sets the tone and gives priority to every other aspect of your life both personally and professionally.

With so many demands placed upon you as a leader it’s worth taking into consideration your leadership rhythms and why they matter. I have identified four that are worth a closer look.

The rhythm of your time

Time is the most precious commodity you have as a leader. The decisions you make regarding your time are the most important ones you make. You are in charge of your time and schedule. It’s a given that you are busy and have many demands placed upon you for things over and above your already hectic schedule. But, when was the last time, if ever, you gave thought to the opening quote?

Many of us for far too long have looked at what we need to get done verses who we want to become. Growing into the person we want to become begins when we reclaim our schedules and put our priorities in order. As a leader everything will rise and fall on the rhythm of your time.

The rhythm of your work

The rhythm of your work is essential to your effectiveness as a leader. By now you know the rhythm that works best for you. For some people maximum productivity is early in the morning. For others it’s later in the day or in the evening. Regardless of when that time is, make the most of it. When you capitalize on your work rhythm you will be at the top of your game.

Here’s the rub – rhythms vary from person to person so in a collaborative environment where teamwork is essential it can be a juggling act. As a leader try not interrupt the rhythms of your people and their best times of productivity with rhythm-killing meetings and interruptions. The key here is to know your work rhythms and that of your people. It will help you to establish your priorities and maximizes team performance.

The rhythm of personal growth

Your growth and development as a leader is essential to your effectiveness today and will improve the quality of your leadership tomorrow. Are you setting aside time for your personal growth and development? Without a rhythm of learning and a commitment to personal growth you will begin to lose your edge as a leader. “Leadership and learning are indispensable to each other,” said John F. Kennedy. He was right.

Now more than ever there are a variety of personal growth avenues to choose from. In addition to inspiring leadership books- you can also take advantage of mastermind groups, webinars, and support groups such as found on LinkedIn. There is no shortage of available resources but you must find the rhythm that works for you.

The rhythm of your health

Your longevity as a leader is tied to the habits and rhythms of your health – physically, mentally, and spiritually. If your rhythm here is out of whack it will have an impact on the other areas already covered.

Your life in leadership is hectic. I get it. But when you develop proper rhythms in your diet you will feel better and have more energy and will be more productive. When you develop rhythms for rest and relaxation you will reduce your stress and be a much more pleasant person to be around. When you are connected spiritually you will be at peace.

Rhythms are your anchors as a leader. Develop your rhythms- nurture them, and most of all protect them. No one else can do it for you.

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Three Purposes of Leadership Training

Posted October 3, 2014
by admin

I hated every minute of training, but I said, ‘Don’t quit. Suffer now and live the rest of your life as a champion.’ – Muhammad Ali

In Readers Digest, Lori Andersen shared a story about an experience as a professional animal trainer. Andersen recounts, “I was disturbed when my own dog developed a bad habit. Every time I hung my wash out on the clothesline, she would yank it down. Drastic action was called for. I put a white kitchen towel on the line and waited. Each time she pulled it off, I scolded her. After two weeks the towel was untouched. Then I hung out a large wash and left to do some errands. When I came home, my clean clothes were scattered all over the yard. On the line was the white kitchen towel.”

That humorous story illustrates the importance of proper training. While we can all acknowledge the necessity of leadership training and the value it brings, properly identifying the right type of training is important.

Much time and resources is devoted to and invested in the topic of leadership development so you want to make sure you get it right. From Fortune 500 companies to the small mom and pop business, everyone wants and needs a competitive edge and leadership training is a practical way to foster that improvement. But what specifically should you be training for? Here are a few tips for your consideration before you plan your next leadership training activity.

Train to replenish

Workplace anxiety and stress can take a toll. In fact, according to the American Psychological Association (http://bit.ly/1jRDByb) in 2012, 65% of Americans cited work as a top source of stress while only 37% said their organizations provide sufficient resources to help them manage that stress.

Before you get too far down the road in planning some extravagant training session keep in mind the likelihood that your team members are stressed out and perhaps you should focus on their well-being first. Healthy team members (mentally, physically, emotionally) will perform at a higher quality and standard if they are not stressed out or burned out. Don’t add to the problem with the good training at the wrong time.

Train to remind

Sometimes the best thing you can do in a leadership training session is to simply remind your people of the basics. There’s no need to reinvent the wheel. For example, soft skills are some of the most important skill sets your people will learn and apply. It’s in the daily practice of these skills that you get ahead.

Don’t know where to begin? Try these: good manners, communication, collaboration, attitude, feedback, and trust for starters. Blunders in leadership happen not because you fail at learning new skills but because of laziness in the old ones. Reminders of the basics are never a waste of time.

Train to reinvigorate

When team members are reinvigorated it can pay huge dividends for your organization. When your people have a fresh perspective of their value to the organization, a fresh take on your vision going forward and what their future will look like, you have most likely met some target goals of a training event.

Key here is take stock of your team members’ well-being, sharpen their existing skills, and take everyone to the next level in their leadership. The goal here is to have everyone moving in the right direction – onward and upward.

I am a strong advocate of leadership training and personal development but what’s more important is hitting the right targets. Be perceptive of where your people are collectively so you can fashion the best training possible to meet your goals. Having their best interest at heart is a step in the right direction, but moving your people toward that goal takes careful planning. Be sure to align your purposes with your training.

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