Management Techniques – Page 2 – Doug Dickerson on Leadership

5 Ways You May Be Killing Employee Morale

Posted July 19, 2014
by admin

Everything rises and falls on leadership. – John Maxwell

Addressing the topic of work many years ago, Indira Gandhi said, “My grandfather once told me that there are two kinds of people: those who do the work and those who take the credit. He told me to try to be in the first group; there was less competition there.” While there may not be a shortage of people trying to take the credit for work, many a leader faces the challenge of a strong workplace culture and its accompanying morale.

In my research on the topic of employee morale much of the focus I’ve seen is employee driven. By that I mean the attention leans toward what can be done to make the employee happy (perks driven), motivated, etc. I see little on what I consider to be the root of the problem which is leadership driven.

In Gallup’s 2013 State of the American Workplace Study, as reported on in RYOT (http://bit.ly/1poqwxQ) 70 percent of those who participated described themselves as “disengaged” from their work. Only 30 percent admitted they honestly enjoy their job and bosses. Interestingly, the study revealed that workplace perks which have been popular approaches to boosting workplace morale, “do not compare to the employee enjoying and feeling engaged in their work.” Here’s the takeaway – employees and employers desire the same results, but often have two distinctly different means of getting there.

Strong morale is essential to your success as an organization. Leaders need employees who are engaged on all fronts. Employees need strong leaders to show the way. The last thing you want to do is kill employee morale with ineffective leadership. Here are six ways it could be happening.

You kill employee morale when you ignore input

A leader who won’t listen to his or her people is a leader who is out of touch. If you are out of touch with the people that make your business work then employee morale will suffer. If your people attempt to be engaged and offer their input only to be ignored then you are killing employee morale. A smart leader will make it a priority to listen and to invite feedback from team members. Buy-in begins when you invite them in.

You kill employee morale when you hoard decisions

Killing morale happens when leaders hoard the decision making process and by-pass those directly affected by the decision. The most successful teams are those whose people are engaged and invested in the well-being of the organization. They are the ones who have bought in and go all out to be successful. A smart leader won’t hoard decisions but will bring others in to help make them. Employees don’t want a dictator; they want a facilitator. Here’s a simple rule to consider: if a decision affects your people then talk to your people.

You kill employee morale when you keep people in the dark

Communication is the life-blood of any organization, but if you keep your people in the dark; especially with things that directly affect their performance, then you are killing employee morale. This weak leadership style not only builds walls but it tears down trust. If you want your people engaged and enjoying what they do then make open communication a practice and a priority.

You kill employee morale when you play favorites

While responsibilities may differ among departments and personnel, it is important not to play favorites with your people. While not everyone’s role is the same, the way you treat them should be. As a leader it is important to understand the basics of good social skills. The amount of time you spend with the people in your organization will vary depending on assignments, responsibilities, skills, etc., it’s a variable. But not the way you treat your people. If you are perceived as playing favorites you will kill employee morale. Be nice to everyone.

You kill employee morale when you lead from behind

Successful organizations have strong leaders who are not afraid to lead. Employees respeect a leader who will confidently lead his or her team. A leader who is perceived to be weak, indecisive, reactionary, or uncertain of their role will kill morale. How can an employee confidently follow a leader who is unsure of himself? Leaders who lead from behind can’t possibly know what direction they are going, the pitfalls in front of them, and how to stay relevant. Leaders; be out front, lead with confidence and with clarity, and you will have employees who will go the distance with you.

What do you say?

Let’s Talk:

1. The list is not comprehensive. What would you add?

2. As a leader; what other ways can you engage your team to avoid negative morale issues?

3. Do you agree or disagree with my premise that employee morale issues are at the root leadership issues? (I am not discouraging perks, bonuses, rewards, etc. they are all good things, but as the study showed, most employees place a higher value in being engaged and enjoying their work.) What are some other measurable steps leaders can take to bridge that gap?

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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.”

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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?

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Six Ways to Rise Above Your Critics

Posted May 10, 2014
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2 Comments on Six Ways to Rise Above Your Critics

To escape criticism- do nothing, say nothing, be nothing. – Elbert Hubbard

A story is told of Winston Churchill and his extraordinary integrity in the face of opposition. During his last year in office, he attended an official ceremony. Several rows behind him two gentlemen began whispering. “That’s Winston Churchill. They say he is getting senile. They say he should step aside and leave the running of the nation to more dynamic and capable men.” When the ceremony was over, Churchill turned to the men and said, “Gentlemen, they also say he is deaf.”

Critics. Every leader has them and every leader will. How you respond to critics is an important component of your leadership development. It’s all too easy to get defensive when critics rub us the wrong way or misunderstand us. But can you appreciate a critic when he or she is right? Rising above your critics takes courage. Here are six ways to do it.

Keep a positive attitude.

“Your attitude, not your aptitude, will determine your altitude,” is a famous Zig Ziglar quote. How high and how far you go as a leader will be determined by your attitude. Nothing will give you a bad attitude any quicker than a wrong reaction to a critic. Basic things you will want to know regarding a critic are the source, the accuracy, the ramifications, and your reaction – if there even needs to be one. Regardless, stay positive and focused on the big picture.

Stay true to your values.

Don’t allow your critics to throw you off of your game. Stay grounded and connected to the values that have guided you to where you are. Values do not change but are guideposts when your circumstances do. The values and principles that brought you to where you are will keep you there so handle your critics with that in mind.

Speak no evil.

Seriously? Yes. Engaging in mud-slinging with your critics only hurts you in the long run. Unless what they have spoken or done is libelous then don’t waste your time in a verbal battle. Be content in knowing that the truth is on your side. There is no greater satisfaction than in knowing that you can look yourself in the mirror and lay your head down at night with a peace that comes from knowing you did the right thing regardless of how others behaved.

Don’t retaliate.

There will be times when you will want (and those close to you) to retaliate against critics. There is something about human nature that wants to fight back and get revenge and settle the score. I get it. But again, the end result will never be good for you. As hard as it may be there are times when you just have to let it go. Don’t worry if you lose a battle today, you are going to win the war if you keep your heart right.

Give them more ammo.

Most of the critics you will encounter are simply those who have some kind of vendetta or jealousy directed toward you. As opposed to stooping down to their level why not give them more ammo? As you do the right thing by continuing to work hard, and by exhibiting good leadership, you will only become more successful. Nothing will annoy your critics more than your continued success.

Don’t lose your sense of humor.

One of the most important leadership skills you can develop is a sense of humor. Churchill exhibited it towards the men who spoke ill of him. Bill Cosby said, “Through humor, you can soften some of the worst blows that life delivers. And once you find laughter, no matter how painful your situation might be, you can survive it.” Your critics will stir up a wide range of emotions and reactions that you will want to run with. But when you can learn to laugh – at them, and at yourself, half the battle is won.

What do you say?

I welcome Your Feedback:

1. Of the six ways to handle critics which one stood out the most for you?

2. What would you add to the list?

3. In your experiences what has been the best way you’ve dealt with critics?

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Leadership Minute: Prepare by Learning

Posted May 7, 2014
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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.

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Leadership Minute: Listen Up

Posted May 2, 2014
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1 Comment on Leadership Minute: Listen Up

When people talk, listen completely. Most people never listen. – Ernest Hemmingway

Listening is one of those ever-developing leadership skills. In our high tech world the art of undistracted listening is a waning skill. Listening is one of the highest compliments you can pay to another person. This means putting away your cell phone or tablet and actually making eye contact while acknowledging the other person. To the same degree we expect people to listen when we speak we should extend the same courtesy to others. People will feel respected when they are respected. Give the other person your undivided attention and hear what they have to say. You will be seen as a leader who cares and you will build your credibility as one who is engaged. Tune out distractions so that you can tune in to what’s really important. Listen up!

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Leadership Minute: Get Along

Posted May 1, 2014
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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.

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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?

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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!

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Five Questions Every Leader Must Answer About Change

Change the changeable, accept the unchangeable, and remove yourself from the unacceptable. – Denis Waitley

The story is told of Karl Benz, who in 1866 drove his first automobile through the streets of Munich, Germany. He named his car the Mercedes Benz, after his daughter Mercedes. The machine angered the citizens, because it was noisy and scared the children and horses.

Pressured by the citizens, the local officials immediately established a speed limit for “horseless carriages” of 3.5 miles per hour in the city limits and 7 miles per hour outside the city limits. Benz knew he could never develop a market for his car and compete against horses if he had to creep along at those speeds, so he invited the mayor of the town for a ride.

The mayor accepted. Benz then arranged for a milkman to park his horse and wagon on a certain street, and, as Benz and the mayor drove by, to whip up his horse and pass them—and as he did so to give the German equivalent of the Bronx cheer. The plan worked. He mayor was furious and demanded that Benz overtake the milk wagon. Benz apologized but said that because of the ridiculous speed law he was not permitted to go any faster. Very soon after that the law was changed.

We all know that change can be hard to implement. One of the most challenging things you will do as a leader is to lead others through changes. It’s been widely written about and will continue to be a hot-button topic for leaders for years to come. Many oppose change because it leads them out of their comfort zones and because it’s something new. Others oppose change because of perceived risks. We know that life is full of risks and can never be fully eliminated. Sometimes you have to walk by faith. If you want to grow you have to change.

But I’d like to explore the other side of the coin with you. What about those times when change is not for the best? How do you know if it’s the right thing to do or not? Here are five questions to help guide you through the decision-making process.

Does the change compromise your core values?

Your core values are a reflection of who you are and every decision your organization makes flows out of these values. If the change you are considering in any ways compromises your values then change would not be advisable. If on the other hand they support and strengthen those values then proceed.

Does the change compromise your integrity?

At the end of the day your core values and integrity are the two most essential things you have that drive your business and the way in which you do it. If the proposed change you are considering compromises your integrity then the answer is a no-brainer. Don’t do it.

Does the change add value or subtract value?

Your success has been tied in large part to the value and service you have provided to others. If this change idea you have is going to subtract value in any way to your employees or to those you serve then perhaps it’s not the best change decision. Is there not a better way to move forward?

Does the change pass the smell test?

What is the underlying motivation for making this proposed change? Is it primarily a political one? Has it been hastily presented? These can be and usually are red flags that should not be overlooked. If it does not pass the smell test then chances are then the change idea is not a good idea.

Does the change inspire and call forth the best from your team?

Not all change is welcomed nor is it easy to execute. But you will know it is right when the enthusiasm of the buy-in far exceeds the negativity of the change. When your team has been inspired, challenged, and embraces this change then you know you have made a good decision. If the opposite is true then you may want to pivot and consider other options.

It was George Bernard Shaw who said, “Progress is impossible without change, and those who cannot change their minds cannot change anything.” Welcome change, embrace change, and desire change. But at the end of the day, make sure it’s the right change.

What do you say?

* This is a “Best Of” column that was originally posted in 2013. I will be out of the country April 6-11 on a trip to Costa Rica. The “Leadership Minute” columns will return when I get back!

I invite your feedback!

1. What is your greatest struggle with change?

2. What are two or three action steps you can take today to foster positive changes in your life?

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