Management Skills – Page 9 – Doug Dickerson on Leadership

New Book Promotions

Posted June 1, 2014
by admin

I have great news to share with you! Now you can order PDF versions of my books, Leaders Without Borders and Great Leaders Wanted to download to your tablet or smartphone. When you visit my blogger website and place your order the PDF will be emailed to you. At just $3.99 each now is a great time to order your copies! Thank you so much for your support as we encourage and develop great leaders like you!

Go to www.dougsmanagementmoment.blogspot.com and order today!

Leaders Without Borders: 9 Essentials for Everyday Leaders – Whether you are the CEO of your business or serve elsewhere in the organizational structure, the boundaries of your leadership are limitless if you are devoted to developing your personal leadership skills. Leaders Without Borders will help you embrace the challenge of personal leadership in order to expand your influence. In order to reach your potential as a leader, you will also be inspired to not only embrace your passion but to identify it. Finding your one thing – your passion- as a leader- is life-transforming. Leaders Without Borders will provide answers to help you in the discovery process of understanding what your passion is.

Mark Sanborn, noted leadership speaker and bestselling author of The Fred Factor writes, “I rarely like easy answers because they’re unrealistic. I do, however, like books that challenge a leader’s thinking and provide him or her with new insights that prompt action. This book by Doug Dickerson is that kind of book.” The nine essentials from the book are: passion, priorities, optimism, teamwork, attitude, authenticity, authenticity, loyalty, kindness and legacy.

Great Leaders Wanted! In this second book Doug will answer the questions you have about leadership, building a great team, and achieving your best at your job, for your business, and in your community. The world wants leaders. It needs leaders. That could be you. Explore your full potential and become the leader that you want to be- and that your company, business, and community need you to be!

Writing in the foreword, Don Hutson, CEO of U.S. Learning writes, “In Great Leaders Wanted!, Doug Dickerson provides 56 short but potent chapters of wisdom and reflection that will help all of us regardless of where we may be in life’s journey or our current position in our leadership hierarchy…wherever you are on the leadership spectrum, Doug Dickerson’s book has something to offer you.”

Please follow and like us:

Five Passion-Busters Every Leader Must Face

Posted May 31, 2014
by admin

If you don’t love what you do, you won’t do it with much conviction or passion. – Mia Hamm

Sir Edmund Hillary was the first man to conquer Mt. Everest. When asked by an interviewer about his passions for climbing mountains he replied, “It’s not the mountain we conquer, but ourselves.” This is both the challenge and the reward for all leaders. It’s as we conquer ourselves that we are then able to conquer the challenges that are before us.

Passion is your life-blood as a leader. It’s what keeps you up late at night and gets you up early in the morning. It’s the fuel for your motivation and is the heartbeat of your purpose. But what happens when your passions begin to wane?

A recent survey reported on by ABC News (http://abcn.ws/1ruBIys) would suggest that many American workers feel overwhelmed and dream of a new job. The survey was conducted by the Families and Work Institute. They phone surveyed 1,003 U.S. adult workers. They report that 28 percent often or very often felt overworked. The same amount reported feeling overwhelmed by their jobs or very often, and 29 percent said they often felt they had no time to reflect on their work. It also revealed that 70 percent say they often dream of having a different job.

When these types of sentiments are commonplace in our work environments then the key ingredient of passion is rapidly becoming a rare commodity. Employers as well as employees need to be mindful of some of the warning signs before they take root and claim another victim. So what are some of the warning signs? There are many. Here are five for your consideration.

Uncharacteristic boredom

I am not talking about the run-of-the-mill boredom that high achievers are prone to experience or even that of some slackers. In this category would be those who once were all in but for whatever reason are now disengaged. The spark and creativity is gone. A disconnect has occurred. Perhaps the sense of accomplishment has passed and a new challenge is in order. Boredom will drain you of your passion so be sure not to let it linger for long.

Ambivalent attitude

When passion is declining and boredom has taken over then ambivalence will soon follow. If uncertainty or fluctuation in a team member’s level of commitment or enthusiasm exists then you best pay attention. Ambivalence is a red flag indicator and if left unchallenged it can be a negative force that can easily spread. In the case of ambivalence the energy source changes from a positive to a negative. If this is occurring then chances are passions are running low. Key here is to drill down and find out why.

Overly critical

You need positive passionate people on your team. A warning sign of decreased passion is when it changes from being constructive to being destructive. When what was once constructive criticism now becomes malicious then that is a sure sign that passion has eroded. This type of temperament within your organization must be contained. Passion that is channeled in the right direction can give your organization unprecedented opportunities but overly critical team members can kill its momentum.

Reduction of quality work

If a team member is bored, ambivalent, and overly critical then it will soon be reflected in their work. Your work is a reflection of your passion. When your passions are high and your morale is good then your performance will reflect it. Pay attention to subtle changes in these areas for warning signs that could indicate there are passion issues. If dealt with early it can stave off larger problems down the road.

Consistently unhappy

If any combination of the above signs is part of the mix for you or your team members then it would not be much of a stretch to conclude that there is a consistent level of unhappiness involved. It could be the result of conclusions expressed in the survey – being overworked, overwhelmed, stressed out – all factors that lead to varying degrees of diminished passion.

What’s important is to remove the stigma of diminished passions, recognize it for what it is, and then go to work on correcting it. Your passions are your greatest assets so protect them at all costs. Take time to recharge, refresh, and then re-enter with renewed passion.

What do you say?

I welcome your feedback:

1. Which signs did you most identify with?

2. What are some immediate corrective actions you can take?

3. What are some on-going preventive things you can to keep from falling victim to a lack of passion?

Please follow and like us:

Leadership Minute: Change is an Opportunity

Change is not a threat, it’s an opportunity. Survival is not the goal, transformative success is. – Seth Godin

What is your attitude towards change? Do you see it as a threat? How you embrace change as a leader will set the tone for how others in your organization embrace it. If you are not out front with the flexibility to change and grow then it will be hard for others to follow suit when it’s in your best interest to do so. By involving your people in the change process it can calm fears, create buy-in, and make the transition smooth. Not everyone will want to go there with you. Some are simply too comfortable where they are. But when transformative success is your goal change will be embraced by most. Change can be a celebration of where you’ve come from, where you are now, and where you are going in your future. But you have to embrace it. Welcome change and the possibilities that are before you.

Please follow and like us:

Time To Let It Go

Posted May 17, 2014
by admin

I don’t care what they’re going to say. Let the storm rage on, the cold never bothered me anyway. – Lyrics from Disney’s’ movie, Frozen.

Call me slow, but 229 million people beat me to the YouTube viewing of Let it Go, the enormously popular song from the Disney movie, Frozen. For the record, I haven’t seen the movie, but I have paid attention to the media buzz that the song has generated. It’s huge.

While people from many sectors have embraced the song for a wide range of reasons, the underlying tone resonates. There comes a time when you just to have to do what the song says and let it go. But let’s now make the leap and see how this philosophy plays out in the adult world and what the implications are in your place of work.

Last year, Forbes columnist Mike Myatt wrote about the “10 Reasons Why Your Top Talent Will Leave You”. He explains that for all the talk about leadership many companies do not have a process for retaining and developing talent. Myatt says, “As with most things in the corporate world, there is too much process built upon theory and not nearly enough practice built on experience.” His observation is both astute and troubling.

His research regarding organizational culture was also very revealing. His survey of employees made for some interesting revelations: 30 percent believe they’ll be working someplace else inside of 12 months, more than 40 percent don’t respect the person they report to, more than 50 percent say they have different values than their employer, and more than 60 percent don’t feel their career goals are aligned with the plans their employers have for them. “So for all those employees who have everything under control, you better start re-evaluating,” says Myatt.

If these revelations and those similar to it are going to be corrected then there must be shifts made in leadership styles and implementation. The shifts will vary in need and scope as each company’s needs prescribe. But here are a few general ideas.

Create a shared vision.

If you want your people to have skin in the game then give them a reason for the buy-in. When your people are involved in creating the vision for their company then they will also feel they are creating a vision for their future. It’s hard to embrace what you don’t create. Roles and responsibilities of each person in the organization may vary but not their commitment if you include them. Disseminating a vision is “I” driven; creating the vision is “We” driven. Which one would you more readily embrace?

Build your culture on purpose.

The best companies build their culture on purpose. Look no further than the workplace cultures of companies like Zappos and Google to figure out why. The culture of your organization is the environment, the tone if you will, whereby your business plan can flourish and grow along with the people who work in it. It has less to do with the perks (although included) and more to do with an atmosphere that in every way, with every person, foster the opportunities to grow and prosper. Your company culture is too important to leave to chance. Build your culture on purpose and you will succeed on purpose. To do anything less is to leave money on the table of your competitors.

Open channels of communication.

Nothing frustrates employees more than the feeling, perception, or reality of communication that is lacking. What a leader perceives as communication can be received as something far different by employees. While that disconnect can be harmful it is preventable. When a leader understands that communication has less to do with the what, (although important) and more to do with the why and the big picture, it can generate goodwill. When a leader is among his or her people it lends itself to the best practice of communication which is through relationship.

It’s to time create buy-in through shared vision, build your culture on purpose to implement your vision, and open channels of communication through relationship. It’s time to let go of anything and everything that would hold you back.

What do you say?

I welcome your feedback:

1. What are some leadership shifts do you feel need to be made in your organization?

2. What leadership skills do you need to enhance to help create that change?

3. Which of the three ideas did you most identify with? Why?

4. What advice would you give leaders in organizations today that you believe would be most beneficial in creating a stronger company culture?

Please follow and like us:

Leadership Minute: Show Respect

Posted May 8, 2014
by admin
1 Comment on Leadership Minute: Show Respect

Respect for ourselves guides our morals; respect for others guides our manners. – Laurence Sterne

One of the most noble leadership skills you can have and develop is that of respect. Respect for yourself establishes your guiding principles and sets the course for your leadership style. On that count, respect is very important. Once established internally you then begin to lead externally from those values. A great leader is a respectful leader. Clearly you will not like everyone, nor will you always approve of other people’s actions, but respect for them sets the framework for how you deal with them. Respect establishes your credibility as a leader and is the origin of your manners. Your leadership style will make you or break you. When respect is your guiding light you can’t go wrong.

Please follow and like us:

Leadership Minute: Prepare by Learning

Posted May 7, 2014
by admin

Prepare for the unknown by studying how others in the past coped with the unforeseeable and the unpredictable. – General George S. Patton

As a leader you will frequently walk in the unknown and unforeseeable. While it may be scary at times you can navigate those periods with the skill and wisdom you have gathered in times of preparation. Many a great leader before you have been tested with things they didn’t anticipate. How they handled times of adversity can be sources of inspiration for you. What challenges are you facing today? As you learn from their examples you can apply those lessons to your current situation. Preparation is the key to your success. Walk with confidence knowing that the lessons you have learned have equipped you for the challenges before you.

Please follow and like us:

Leadership Minute: Get Along

Posted May 1, 2014
by admin
1 Comment on Leadership Minute: Get Along

The most important single ingredient in the formula of success is knowing how to get along with people. – Theodore Roosevelt

Knowing how to get along with people is essential in leadership. Building relationships based on trust and respect is necessary if you want to get things done. While it may a stretch to like everyone or for everyone to like you it is a game-changer if don’t know how to get along with others. You develop your leadership skills when you develop your relationship skills. At times you will have to separate the personal from the professional in order to move forward. And the person you think is not your friend now in the long run may be the one to surprise you down the road. The point here is simple: you can get more done and will be more productive when you learn to build bridges to other people instead of burning them. Get along to get ahead.

Please follow and like us:

Leadership Minute: Trust Your Inner Voice

Posted April 28, 2014
by admin

Don’t let the noise of other’s opinions drown out your own inner voice. – Steve Jobs

As a leader you will get plenty of opinions from others. Some you will ask for but most will be unsolicited. It goes with the territory. Well- meaning people will tell you what you should have done or what you should do but ultimately you have to listen to your own inner voice. It’s God’s way of speaking to you. There comes a time when you have to take that step of faith and trust your instincts. Eventually, you have to learn how to trust that voice and when necessary stand in defiance of other people’s opinions. Your growth as a leader comes when you learn how to tune out counterproductive opinions, embrace the good ones, and only entertain positive thoughts. Be confident in your abilities, trust your intuition, and listen to that inner voice.

Please follow and like us:

Ten Things Every Leader Should Always Teach

Tell me and I forget. Teach me and I remember. Involve me and I learn. – Benjamin Franklin

At school one day a little boy was asked what he was thankful for. The boy replied, “My glasses.” “That’s good,” said the teacher, “they help you see better.”

“No,” responded the child, “I’m thankful for my glasses because they keep the other boys from hitting and fighting with me and the girls from kissing me.”

While perhaps not the reason the teacher had expected to hear, the little boy made his point. As leaders we’ve all benefited from good teachers that have shaped our lives. As a leader you are now in that role and the life lessons you share are just as important.

John Maxwell said, “A leader is one who knows the way, goes the way, and shows the way.” This is one of your functions as a leader. While it may not be in a formal classroom setting it is teaching nonetheless and the lessons are important. Here are ten lessons every leader should always be teaching. It’s not an exhaustive list but these are essential.

How to give praise.

Just as students tend to respond better to praise the same holds true with your team members. When the people in your business or organization receive praise and encouragement from you they come away with the sense that you have their backs. Give them praise and give it generously.

How to listen.

This is one of the most important skills that you will develop as a leader. Many leaders like to talk but you will be a more effective leader when you learn to listen and hear what others have to say. From what you learn you can make better and more informed decisions.

How to say no.

While listening may be one of the most important things to teach saying no will be one of the hardest. Many good ideas from well-meaning people will come across your desk. Be it the timing, the budget, or some other factor, sometimes the answer is no. How you say no is important. Take the time to explain why.

How to work hard.

Your team members will learn more from your example than by your words. If you want them to work hard then they need to see you work hard. Leadership by example is not just a cliché it is real and practical. When they see that you have skin and sweat in the game they will join you.

How to let things go.

As a leader you will face many challenges and many frustrations. People get on your nerves and rub you the wrong way. You have pressures, deadlines, and disappointments. Teach your team how to let things go and not get so stressed out over every little obstacle that comes your way. Not everything you set out to do is always going to go according to plan. But that’s okay. Let it go.

How to confront.

This is one of the least favorite things a leader has to do. We’d much rather be giving out praise. But there are those times as a leader when you must confront others for whatever reason. How you confront needs to be a teachable moment that shows how to be firm, how to be fair, and that you have accountability measures in place that you are not afraid to enforce. How you do it is just as important as why you do it.

How to say thank you.

This one simple act can make a world of difference. Why it’s hard at times for leaders to do I am not sure. But if you want to see the atmosphere in your office or organization improve then take the time to thank those around you for all of their hard work. And while you are at it – make it personal. Hand-written notes are especially nice.

How to forgive.

Hang around in leadership long enough and you will understand the power of forgiveness. You will learn about the necessity of giving it and receiving it. The point is simply this – life is too short to hold grudges and hold on to resentments. Forgive others and move on.

How to set priorities.

Jim Rohn said, “Either you run the day or the day runs you.” People in your organization need to see that you have a set of priorities that you live by – family, faith, work etc. You teach priorities by your routines and time management. What’s important to you is given priority. It’s that simple.

How to delegate.

Delegation is the key to your success and that involves everyone in the process. Delegation is not just by divvying up work for the sake of having something to do. It’s about matching the right people with the right skills to maximize productivity and results. You were not meant to do it all by yourself. Delegate your way to success.

What do you say?

I welcome your feedback:

1. What lesson stood out to you the most? Why?

2. What lessons would you add to this list?

3. What are some practical ways you can begin to implement some of these lessons right away?

Please follow and like us:

Leadership Minute: Raise Expectations

If I had asked my customers what they wanted they would have told me, “A faster horse.” – Henry Ford

One of your challenges as a leader will be in raising the expectations of those around you. People tend to be creatures of habit and can be quite comfortable with the status quo. Challenging for any leader is the ability to cast vision high enough and realistic enough that people can catch on without being overwhelmed. You can raise expectations for a better future by making the case, showing the way, and explaining the advantages. Sometimes people around you settle for what they have because no one has shown them a better way. Your leadership should inspire others to reach for new heights, look beyond their present circumstances, and believe that they can achieve on a higher level. You can raise their expectations as you raise your expectations. Don’t just settle – go higher!

Please follow and like us: