mentoring – Page 2 – Doug Dickerson on Leadership

Leadership Wit and Wisdom from Yogi Berra

Posted September 25, 2015
by admin

When you come to a fork in the road, take it! – Yogi Berra

We recently lost one of baseball’s most beloved icons – Yogi Berra. The former New York Yankee catcher was the consummate ambassador of the game long after his playing days ended.

Known for his quick wit and humor, his quotes have inspired and entertained us for decades. In tribute to Yogi Berra and his many infamous quotes, I’d like to share my ten favorite and how they can inspire the leader in you.

“When you come to a fork in the road, take it!”

Decision-making for leaders is very important. And while Robert Frost may have been more poetic in his observation of the road not taken, Yogi’s philosophy was more proactive – take it. There comes a point in time for every leader when every possibility and contingency is taken into account and you have to act. Just do it.

“Slump? I ain’t in no slump…I just ain’t hitting”

Perspective in leadership paramount to your success. Every successful leader has periods of time when he or she just may not be clicking on all cylinders. Everyone experiences setbacks and times when the wind is not at your back. It’s important to remember that slumps will pass and to overcome you have to dig in your heels and press on. It will pass.

“I’d rather be the Yankee catcher than the President”

When you do what you love and love what you do then there is nothing else that will satisfy and no other occupation to be envious of. Discovering your “one thing” and passion is the most rewarding thing you will do. And wherever journey that may take you, there you will find great contentment.

“If people don’t want to come out to the park, nobody’s going to stop them”

One of the hardest and most important things to learn as a leader is that not everyone will take the journey with you – and not everyone should. If people are not willing or capable of embracing your vision and the direction you are going then you can’t stop them from not coming along. And that is okay. Go forward without them.

“You can observe a lot just by watching”

A smart leader pays attention to his or her surroundings. You can learn a lot about your people and your organizational structure just by observing. Perhaps a good rule of thumb would be to talk less, listen more, and keep your eyes open.

“We made too many wrong mistakes”

We all make mistakes. Making too many wrong ones will do you in. Sometimes we can stumble upon success in spite of ourselves. The old adage in sports is that the team that makes the fewest mistakes wins. Learning from our mistakes is the key to our success. Avoid making too many of the wrong mistakes and in time you will be fine.

“The future ain’t what it used to be’

Change is the constant of life. As leaders it is imperative to understand change and how to be out in front of it. You will either be prepared for change or a victim of it. But make no mistake – change is inevitable. Smart leaders are early adapters and ahead of the curve. The future ain’t what it used to be so you best be ready for it.

“It ain’t over til it’s over”

Optimism is a key characteristic for every leader. Having a positive attitude will propel you in the good times and sustain you in the bad. You are not exempt from the challenges that come from being a leader but you do choose how you will face them. Regardless of how bad things may look, it ain’t over til it’s over. Don’t give up.

“He’s learning me all his experience”

Every leader needs a good coach or mentor. We don’t start out with all of the real-world experience and wisdom we need. Just as a ball player needs a coach to be successful on the playing field, leaders need coaches who can impart their wisdom and experience. Perhaps you are at the stage where you should be the coach or mentor to someone starting out. The simple truth is this- smart leaders are always learning and gracious enough to share what they know.

“Always go to other people’s funerals, otherwise they won’t go to yours”

Leaders understand the power of relationships. People are your most appreciable asset as a leader and how you treat people is imperative. Never waste an opportunity to give a complement or practice a random act of kindness. How you treat others is a testament to your leadership and at the end of the day – it’s all about people.

Thank you Yogi Berra for your example and making our world just a little nicer place.

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Three Fears That Hinder Success

Posted September 11, 2015
by admin

What I’ve learned in these 11 years is you just got to stay focused and believe in yourself and trust your own ability and judgment. – Mark Cuban

The story is told of a new bank president who met with his predecessor and said, “I would like to know what have been the keys to your success.” The older gentleman looked at him and replied, “Young man, I can sum it up in two words: ‘Good decisions’.” To that the young man responded, “I thank you immensely for that advice, sir, but how does one come to know which are the good decisions?” “One word, young man,” replied the sage. “Experience.” “That’s all well and good,” said the younger, “but how does one get experience?” “Two words,” said the elder. “Bad decisions.”

We hear much talk in leadership circles about success. We read success stories of people and wonder what it would be like to walk in their shoes. In such instances one of two reactions happen. We are either encouraged to work harder and achieve that type of success or we grow despondent believing that it will never happen for us.

What about you? How do you react? In as much as we understand how a fear of failure will naturally hold people back, so too will a fear of success. The results are inevitably the same. Getting a grip on the fears that hold you back is the first step in overcoming them and placing you on the right course to achieve the success you desire. Here are three common fears that will hinder your success.

The fear of commitment

Unless this fear is overcome you will always be stuck where you are. There is no going to the next level of success without a next level commitment to take you there. Be it a successful entrepreneur, CEO, athlete, etc., the one thing they all share in common is an “all-in” commitment to their success.

Basketball great Michael Jordan said, “I’ve missed more than 9,000 shots in my career. I’ve lost almost 300 games. Twenty six times I’ve been trusted to take the game winning shot and missed. I’ve failed over and over and over again in my life. And that is why I succeed.” The secret to your success is found in those words.

Jordan’s failures were his fuel. His failures were his motivation. And despite all of his setbacks his level of commitment took him to the top and he is now recognized by many as the best to ever play the game.

One of the greatest hindrances to your success is your fear of commitment. When you overcome this fear you are on your way to experiencing new levels of success.

The fear of resentment

Unfortunately, not everyone is going to celebrate your success. Be it a professional jealousy or some personal resentment there will always be those who will make it their mission to be critical. It comes with the territory. On your journey some will praise your success while others will be critical of it. But, it’s your race- your journey, not theirs- and you will need to learn how to tune out the critics and listen to the voices that matter most.

Elbert Hubbard said, “The final proof of greatness lies in being able to endure criticism without resentment.” The day you fear the resentment that comes with your success is the day you allow everything that is negative to win over everything that is a positive.

You’ve come too far, worked too hard, sacrificed too much to allow the resentment from others to keep you from realizing yours dreams. Don’t allow the fear of resentment to hold you back. If the people around you can’t celebrate your success then it’s time to move on without them.

The fear of accomplishment

Sounds odd, doesn’t it? After all, becoming successful in achieving your desired goals is cause for celebration-not something to be feared. Yet still, some have a fear of accomplishment out of concern it will change them.

Those fears can easily be addressed when you value integrity more than success, character more than accolades, and your values more than the bottom line.

A fear of accomplishment will only hinder you on your road to success when you see success in a self-serving way. Successful leaders understand that the measure of their success is found in what they can do for others, not in what others can do for them.

You will have many challenges on your road to success. Don’t allow the fear of commitment, resentment, or accomplishment to hold you back. Go forward with confidence knowing that your fears are your fuel and your success is a tool for good.

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Three Locks That Hold You Back

Posted August 14, 2015
by admin

Life has no limitations except the ones you make. – Les Brown

The story is told of master magician and locksmith Harry Houdini on one of his European tours and how he found himself locked in by his own thinking. After he had been searched and manacled in a Scottish town jail, the old turnkey shut him in a cell and walked away. Houdini quickly freed himself from his shackles and then tackled the cell lock. But despite all his efforts, the lock wouldn’t open.

Finally, ever more desperate but completely exhausted, he leaned against the door–and it swung open so unexpectedly that he nearly fell headlong into the corridor. The turnkey had not locked it.

One difficult lesson for leaders to learn is that it’s not always the big stumbling blocks along the way that will do you in. In fact, just the opposite can be true if you are not careful. From the story we learn that what Houdini thought was locking him in the cell was the very thing that would set him free. Here’s the lesson: at times what you think is the problem is not the problem and the small things you overlook are the ones that give you the most grief.

So what are some of the locks in leadership that will hold you back and keep you from reaching your potential? There are many, but I will highlight three. If you will pay attention to these little things now it can save you a lot of heartache later.

The lock of low expectations

You will only rise to the level of success that you envision and strive for. Your expectations are the measuring rod of your dreams. If you are locked in by low expectations then high expectations will never occur.

But who or what is the source of your low expectations? You must identify and get to the root of your low expectations if you want to turn things around. Perhaps it’s a lack of confidence in your abilities. It may have been a bad break that you haven’t recovered from. Maybe you bought-in to someone else’s low expectation they placed on you.

Regardless of the source, you must disqualify it of its place in your vocabulary, your mindset, and your vision going forward. You can unlock your potential to growth and success when you remove low expectations from your playbook.

The lock of improper comparisons

One potentially demoralizing habit a leader can do is to get caught up in is the comparison game. You know the drill, “He has more clients”, “She has more contacts”, “He gets all the breaks”, “Her family name got her where she is,” and on it goes.

It’s all too easy to make improper comparisons and allow that to be a source of discouragement and a setback. You are not called to run anyone else’s race but your own. Improper comparisons are a lock that will always hold back so long as you are consumed by the other person and your perceptions of what is not fair.

As a leader you will ultimately have to look inward and upward if you want to be at peace. So long as you allow someone else to be your measure of success then you will always doubt and second guess yourself. Find peace at the end of the day in knowing that you did your best. Unlock the potential of everything that is great about you – not others.

The lock of a bad attitude

Ultimately, your attitude is your deal-breaker. With a good attitude you can unlock all the potential that is uniquely yours to achieve. A bad attitude will keep you locked up in a cell of your own making that will always hold you back.

Do other people sometimes get the better breaks? Do bad things happen to good and honest people? Of course it does. Life is not always fair. But life is made better or made worse by the way you respond and the attitude that you choose.

As a leader it’s time to pick some locks and set yourself free. It’s time to raise expectations equal to your talent – not equal to your fears. It’s time to quit comparing yourself to others and change your attitude.

It’s time to unlock your potential!

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30 Years Earlier: What I Wish I Knew About Leadership

A fool thinks himself to be wise, but a wise man knows himself to be a fool. – William Shakespeare

One of the benefits of aging (not that I am old) is attaining a certain amount of wisdom that can be garnered from it. Being able to look back over a certain span of time and reflect on where you’ve come and lessons learned can be instrumental in how you look to the future. Sharing those life lessons to a new generation of leaders can be invaluable.

The late George Burns once said, “You can’t help getting older, but you don’t have to get old.” That’s a great philosophy. But the aging process ultimately takes a toll on all of us.

What are some of the signs that you are getting older? Here are a few I came across that are my favorites: You know you’re getting older when… everything hurts and what doesn’t hurt doesn’t work; the gleam in your eyes is from the sun hitting your bifocals; when you feel like the morning after and you haven’t been anywhere; your children begin to look middle aged; your favorite part of the newspaper is “20 Years Ago Today”; you sit in a rocking chair and can’t get it going; and finally, your knees buckle and your belt won’t.

I’ve been reflecting lately on the things about leadership I wish I knew back in my twenties that I now know. If I had understood them better it would have saved me a lot of grief and heartache along the way. Here are a few things about leadership I wish I had known.

I don’t always have to be right.

I know many in their twenties who think they know it all. I was one of them way too often. With the passing of time I have learned how much I don’t know. What I wish I knew back then was that my formal education was only the beginning. The real educational experience began after graduation –it’s called the real world. I wish I knew in my twenties just how little I knew, and that I didn’t always have to be right.

Building bridges is more practical than burning them

I wish I knew in my twenties the depth and breadth of how important relationships are in leadership. Sadly at times, it was a “my way or the highway” attitude that culminated in sad endings. As I’ve grown older the more I understand and care about building healthy relationships. I’ve grown to appreciate connecting with like-minded people and building more bridges between them and others.

Titles don’t mean a lot

What I thought was important in my twenties was acquiring a title- that somehow that validated my leadership. With that was the idea that my position commanded respect, admiration, and approval. I was wrong. In hindsight after 30 years I understand that a position without respect, trust, and integrity are meaningless. I’d stop chasing titles and positions and focus more on serving others.

Forgiveness is a virtue

Taking up the mantle of leadership is risky business. With all of the joys and rewards associated with it, also come disappointments and frustrations. In my twenties when I was wronged it was hard not to take it personal and not hold a grudge. What I wish I had known back then was that my unforgiveness was not hurting the person who offended me, it was hurting me instead. Life is too short to hold grudges and be mad. Forgive and move on. And remember, you will need to be forgiven at some point.

It’s not about me

The narcissism of my twenties has given way to the “selfie” narcissism we see in today’s culture. Back in my twenties, of course, there were no cell phones, internet, Facebook, etc. But the leadership principle remains. What I wish I knew then that I know now is that the ultimate act of my leadership is not what I do for myself but in what I do for others. My leadership is not meant to be self-serving but rather what I can do to add value to the lives of those around me.

One thing is certain–life in leadership is a continual learning process. Wherever you are on your journey, never stop growing.

What lessons have you learned?

* What would you add to the list? I’d really like to hear from you! Please leave your comments and the lessons you’ve learned!

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Becoming a Better Team Player

Posted March 27, 2015
by admin

If a team is to reach its potential, each player must be willing to subordinate his personal goals to the good of the team. – Bud Wilkinson

To highlight its annual picnic one year, a company rented two racing shells and challenged a rival company to a boat race. The rival company accepted. On the day of the picnic, everyone entered into the spirit of the event. Women wore colorful summer dresses and big, floppy hats. Men wore straw skimmers and white pants. Bands played and banners waved. Finally the race began.

To the consternation of the host company, the rival team immediately moved to the front and was never headed. It won by 11 lengths. The management of the host company was embarrassed by its showing and promptly appointed a committee to place responsibility for the failure and make recommendations to improve the host team’s chances in a rematch the following year. The committee appointed several task forces to study various aspects of the race. They met for three months and issued a preliminary report. In essence, the report said that the rival crew had been unfair.

“They had eight people rowing and one coxswain steering and shouting out the beat,” the report said. “We had one person rowing and eight coxswains.” The chairman of the board thanked the committee and sent it away to study the matter further and make recommendations for the rematch. Four months later the committee came back with a recommendation: “Our guy has to row faster.”

We hear much today about teamwork and intuitively we understand its importance. Unfortunately, too many want to sit in the boat and shout out instructions and too few want to row.

Becoming a better team player is an evolving process. It requires continual work and evaluation. Perhaps a few questions are in order to help you gauge your effectiveness as a team player in your organization. Here are a few for starters.

Is my niche still a fit?

Every team player has a niche as it relates to his or her role on the team. It’s important to know what it is. It’s even more important as time goes on to make sure that your growth and the growth of your organization are in harmony. If the team has outgrown you, or you have outgrown the team, then adjustments need to be made.

Do I still have the right motives?

Effective team players think “we” over “me”. If that has changed or you’ve succumbed to playing politics to get your way then perhaps you are not the team player you once were. Team players at heart are selfless and are willing to set aside their personal agendas for the good of the team.

Am I supportive of my teammates?

A good team player doesn’t allow petty jealousies to take root and can celebrate the accomplishments of fellow teammates. Why? Because when one succeeds the team succeeds. Being a good team player is about being a good sport. When you are willing to share the spotlight eventually it will shine on you.

Am I still coachable?

The most difficult player on any sports team is the one who thinks he knows it all and can’t be coached. This type of attitude is drain on the rest of the team. When a team member goes rogue it creates a vacuum that other team members have to step up and fill. So be honest; are you still coachable? A smart leader knows there is still more to learn and a wise leader is humble enough to acknowledge it.

Am I still passionate?

A good team player is passionate about the mission and vision of the organization. Do you still have that ‘fire in the belly” that inspires you to be your best, give your best, and bring out the best in your teammates? That type of passion is what championship teams are made of and is what will see you through adversity and lead you to victory.

Baseball great babe Ruth said, “The way the team plays as a whole determines its success. You may have the greatest bunch of individual stars in the world, but if they don’t play together, the club won’t be worth a dime.” That is the secret to the success of your team and it’s the secret to your success as a team player. As you commit yourself to your teammates the possibilities of great success can’t be overstated.

Becoming a better team player is about intentionally looking inward from time to time and making adjustments where needed.

Are you a team player?

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Three Difficulties Every Leader Should Embrace

Posted March 19, 2015
by admin

When we long for life without difficulties remind us that oaks grow in contrary winds and diamonds are made under pressure. – Peter Marshall

An old woodsman gives this advice for catching a porcupine: “Watch for the slapping tail as you dash in and drop a large washboard over him. The washboard will give you something to sit on as you ponder your next move.”

As a leader dealing with difficulties is not a new phenomenon to you. Workplaces are an ever present source of stress in people’s lives. The American Institute of Stress (http://bit.ly/1i5E7Zs) identified workload as the number one cause of stress by employees followed by people issues, juggling work and personal issues, and lack of job security.

Because you are surrounded by so many people who are stressed it’s important to keep your leadership skills sharp. Difficulties will come to you as a leader. But here are three you should always welcome because in doing so you will be a stronger and more effective leader.

The difficulty of personal growth

You have to take ownership of your personal growth as a leader. Your effectiveness in leading your team hinges on your ability to lead yourself. It’s all too easy to put personal growth on the back-burner; after all, we are stressed ourselves. We have meetings to attend, clients to meet, personnel issues to resolve, deadlines that are looming, and the list goes on.

But no amount of busyness will ever replace your need for a personal growth plan. How can you grow leaders around you if there is no growth in you? Regardless of how busy your life is you need to find the time to read, join a mastermind group, attend workshops, listen to audio CD’s during your morning commute, etc. Conquering the difficulty of personal growth can be a challenge but it’s a non-negotiable if you want to be effective.

The difficulty of forward thinking

The bedrock principles of leadership such as trust, loyalty, ethics, values, communication, etc. are your foundations. They are the principles you stand upon that keep you grounded as a leader. They are timeless. But your effectiveness as a leader also rests with your ability to adapt to your present circumstances with forward thinking.

This can be difficult for a leader because it’s all too easy and much too predictable to stay in our comfort zones. But the comfort zones of yesterday will not always serve you well tomorrow. The challenges are new and different. Business is not just local; it’s global, and the way we communicate is ever evolving. Forward thinking combined with timeless values can position you for the future and the challenges you face. Let your values be your guide but keep an open mind.

The difficulty of building community

Building community is an emotional investment and challenge that many leaders are just not up for. It can be a thankless job. It’s difficult. I get it. But your success as a leader and the successes of your organization are directly tied to a strong sense of community and relationships. And it begins at the top.

John Maxwell says, “Don’t ever underestimate the importance of building relational bridges between yourself and the people you lead. There’s an old saying: To lead yourself, use your head; to lead others, use your heart. Always touch a person’s heart before you ask him for a hand.” When you embrace what is difficult about building relationships it will revolutionize your leadership and your results.

The simple truth is this: people are your most appreciable asset. People are more important than your brick and mortar, product or location. When you get community and relationships right then everything else will fall into place.

Being a leader is not always easy but it’s very rewarding when you embrace what’s difficult. When you do it changes everything.

What do you say?

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Are You a Leader With an Identity Crisis?

Posted February 13, 2015
by admin

Getting in touch with your real self must be your first priority. – Tom Hopkins

A story is told of the renowned artist Paul Gustave Dore who lost his passport while traveling in Europe. When he came to a border crossing, he explained his predicament to one of the guards. Giving his name to the official, Dore hoped he would be recognized and allowed to pass.

The guard, however, said that many people attempted to cross the border by claiming to be persons they were not. Dore insisted that he was the man he claimed to be. “All right,” said the official, “we’ll give you a test, and if you pass it we’ll allow you to go through.” Handing him a pencil and a sheet of paper, he told the artist to sketch several peasants standing nearby. Dore did it so quickly and skillfully that the guard was convinced he was indeed who he claimed to be. His work confirmed his word.

It cannot be overstated how important your identity is as a leader. If you have a false sense of identity it will create a void in your leadership that will hurt you. Understanding your identity is Leadership 101 but if you don’t get this you will pay a price.

Are you a leader with an identity crisis? Here are three ways to find out.

You rely on your title instead of your values

This is a common mistake with new leaders. Leaders who do this tend to overplay their hand because they think their title or position carries enough clout to lead. This approach is an identity crisis waiting to happen. Here’ why.

When your values and character take a back seat to a title or position then it’s likely that you will wash out at some point. In, The 5 Levels of Leadership, John Maxwell states, “Your values are the soul of your leadership and they drive your behavior.” And this is the crux of your identity. Better to hold tight to your values than try to muscle your way to the top without them.

Key takeaway: In the end, what defines you as a leader is not your title or position; it’s your character and values. Whenever you confuse the two you are having an identity crisis.

You rely on rules instead of relationships

Leaders who rely squarely on their title as a means to enforce their rules tend to miss the big picture about relationships. Its been said that rules without relationships breeds rebellion. And when you are more concerned about dictating rules and regulations than you are about building relationships then you are a leader with an identity crisis. Here’s why this matters.

People tend to follow leaders they like and respect. If your people only see you as the office Sherriff and not someone they can relate to on a personal level then you are depreciating your potential as a leader. At the end of the day your people want a leader they can relate to not one that they fear.

Key takeaway: When you are heavy on relationships you can be light on the rules. Now you can devote your time and energy to what matters most – your people and your shared success.

You rely on receiving instead of giving

The magnitude and duration of your identity crisis in leadership is contingent upon learning these basic tenants. In short; it’s not about you. The depth, length, and reach of your leadership will never be measured by what you receive but by what you give. Here’s why it matters.

Leaders are givers. True leadership is about reproducing and raising up more leaders – not more followers. When this truth comes to light it creates a paradigm shift in your thinking, your actions, and your motives. J. Donald Walters expressed it this way, “Leadership is an opportunity to serve. It is not a trumpet call to self-importance.” Do the math: Creating more followers is about addition. Creating more leaders is about multiplication.

Key takeaway: Be generous. Don’t measure your success as a leader by accolades or plaques, but by how you invested your time, talents, and treasure in the lives of those you served.

What do you say?

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The Two Faces of Conflict

Posted February 6, 2015
by admin

The harder the conflict, the more glorious the triumph. – Thomas Paine

A story is told of two men who lived in a small village that got into a terrible dispute. They could not resolve it so they decided to talk to the town sage. The first man went to the sage’s home and told his version of what happened. When he finished, the sage said, “You’re absolutely right.” The next night, the second man called on the sage and told his side of the story. The sage responded, “You’re absolutely right.” Afterward, the sage’s wife scolded her husband. “Those men told you two different stories and you told them they were absolutely right. That’s impossible, they can’t both be absolutely right.” The sage turned to his wife and said, “You’re absolutely right.”

Leaders know a thing or two about conflict. And most don’t like it. But conflict or “storming” as I once heard it described, can be beneficial if handled the right way. Much of what you hear in leadership or management circles focuses on conflict “resolution” which is based largely off the belief that conflict is always harmful. But is it? Can an organization embrace a healthy form of conflict that works for the organization in a positive way? I believe so. Here are two key lessons about conflict and their characteristics that you need to know.

The conflict that divides us

There is no denying that unresolved conflict can be very detrimental to an organization. But a greater question needs to be addressed. Do you want the conflict to go away as quick as possible because it makes you uncomfortable or do you want to get to the root of the problem? A Band-Aid approach will not help you in the long run. What are some of the characteristics of the conflict that divides us? Here are a few:

Clashing values. One of the most significant causes of conflict that divides organizations happens over clashing values. When values are not clear, not embraced, or are compromised then the end result will be unhealthy conflict.
Personal agendas. If the people within your organization place their personal agendas over the mission of the organization then conflict that divides will exist. If your people are score-keepers and are only interested in what’s in it for them then perpetual conflict will ruin your organization.
Lack of trust. Most conflict that divides any organization at its root is a trust issue. If team members do not feel they can trust each other- or their leader, then conflict is inevitable. Conflict is the language of lost trust.

The conflict that unites us

As already mentioned, I do not believe all conflict is harmful. If we do not understand the source of conflict that divides us we will have a hard time understanding conflict that can unite us. So how do we make the connection and rally around conflict or ‘storming’ that can bring us together? Here are a few ways:

Mutual trust and respect. It all comes back to trust. If conflict that divides is the language of lost trust then mutual trust and respect is the language that unites us. Values must be clear, mutual, and fully subscribed to in order to move forward as a unified team. Honesty is the key word for conflict that unites.
A focus on what’s best for the team. When personal agendas are set aside for what is best for the organization then every ‘storming’ session is about what’s best for all of us rather than just one. The airing out of ideas then becomes team focused which creates an atmosphere where, because of trust, a free-flow of best ideas can be voiced and no one is threatened. Differences of opinion or approach are now welcomed because no one is questioning motives. It can breathe new life into your organization and creativity can flourish.
Principled leadership. “Everything rises and falls on leadership,” says John Maxwell. It is incumbent upon leaders to position their organizations in a way that fosters healthy conflict by means of mutual trust and respect and open communication. Values must be clear and everyone must be engaged.

Healthy conflict can thrive within your organization but it won’t happen unless there is a principled leader in place who understands the difference. Not all conflict is harmful and not all of it is helpful, but hopefully now you have a better understanding of the two.

What do you say?

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Five Routines for Growing Leaders

Posted January 23, 2015
by admin

There is comfort in rituals, and rituals provide a framework for stability when you are trying to find answers. – Deborah Norville

I came across a fascinating article in Business Insider (http://read.bi/155XpL3) about the daily routines of 16 famous creative people. The article featured the likes of Ludwig van Beethoven, Thomas Mann, Sigmund Freud, Maya Angelou, and Victor Hugo to name a few.

What were some of the more peculiar routines? Beethoven’s day began with breakfast which consisted of coffee which he prepared himself. He determined that there should be 60 beans per cup, and he often counted them out one by one for a precise dose.

Victor Hugo would start the day by taking a public ice bath. Charles Darwin’s focused work would be interrupted by occasional trips to the snuff jar. Honore´ de Balzac would spend a large majority of his day writing with the help of upwards to 50 cups of black coffee.

Insights into the routines of these creative people prompted me to think about the necessary disciplines for growing leaders. Your growth as a leader is not a passive and disengaged process. Not if you want to grow.

Over the years I have found routines that have worked for me. It has little to do with whether you are a morning person or a night person, a social butterfly or prefer to be alone. What is the tipping point? The disciplines you develop today will determine the type of leader you will become tomorrow. Here are five routines – leadership vitamins if you will, that will help you grow into a healthy leader.

The routine of reading

Leaders are readers. Fortunately, I come from a long line of readers and writers. It was in those formative years, and despite my struggles with dyslexia, where I formed a love for reading that stuck. If you want to grow as a leader there is no better way or place to start than with a good book. When reading is a priority then your leadership growth will be automatic.

The routine of listening

The older I get the more I realize just how much I don’t know. I’ve discovered that there is no better way to learn than to be an engaged and active listener. In many circles you will find active and engaged talkers, and there is a time and a place to talk, but for the leader who wants to grow, he or she will listen more and talk less.

The routine of reflection

Growing leaders take the time to reflect. Through the course of each day you come across dozens of people, make important decisions, and often it’s done on the spur of the moment. Reflection time affords you the chance to measure your progress. Don’t know where to start? At the end of the day try answering these questions: Where did I add value today? How was my attitude? Who needs my encouragement? Etc… Reflection can also include prayer and meditation to replenish the soul.

The routine of exercise

I’ve touched on this before but it’s worth repeating. Healthy leaders are productive leaders. Exercise should be an integral part of your daily agenda as a leader. It’s good for your body and mind and it gets your creative juices flowing. Include in this routine healthier eating habits. A proper diet and exercise are the fuels you need to grow as a leader.

The routine of staying connected

Growing leaders are connected leaders. It’s through the growth and development of your personal and professional relationships that you mature. Being connected gives you a sense of community but it also runs deeper. It’s when you are able to let your guard down, take your mask off and be vulnerable, that you can truly see growth as a leader. Are you a detached leader? If so, then get connected- your growth depends on it.

What are you your leadership routines?

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What Five Old Ladies Teach Us About Leadership

Posted December 12, 2014
by admin

Management is doing things right; leadership is doing the right things. – Peter Drucker

Sitting on the side of the highway waiting to catch speeding drivers, a State Trooper sees a car puttering along at 22 m.p.h. He thinks to himself, “This driver is just as dangerous as a speeder!”

So he turns on his lights and pulls the driver over. Approaching the car, he notices that there are five old ladies — two in the front seat and three in the back, wide eyed and white as ghosts. The driver, obviously confused, says to him, “Officer, I don’t understand, I was doing exactly the speed limit! What seems to be the problem?”

“Ma’am,” the officer replies, “you weren’t speeding, but you should know that driving slower than the speed limit can also be a danger to other drivers.” “Slower than the speed limit? No sir, I was doing the speed limit exactly … twenty-two miles an hour!” the old woman says a bit proudly.

The State Trooper, trying to contain a chuckle explains to her that 22 was the route number, not the speed limit. A bit embarrassed, the woman grinned and thanked the officer for pointing out her error. “But before I let you go, Ma’am, I have to ask… Is everyone in this car OK? These women seem awfully shaken and they haven’t muttered a single peep this whole time,” the officer asks.

“Oh, they’ll be all right in a minute, officer. We just got off Route 119.”

The old lady driving the car had her fellow passengers terrified. She had mistaken the route number for the speed limit. Your actions as leader have an impact on those around you. You can lead and inspire your people in magnificent ways or you can scare them to death. Here are three things we can learn from the story.

Leaders set the pace

Mary Kay Ash said, “The speed of the leader is the speed of the gang.” She’s right. You set the pace as the leader. Getting everyone on the same page is important but getting everyone up to speed is critical. If the leader perceives that the people are going too slow then he or she will get frustrated. If the people sense that the leader is going too fast then they will get frustrated. See what’s wrong with this picture? As a leader it’s important to find the right speed so that everyone can succeed.

Leaders chart the course

Knowing where you are going is important. As the leader you set the course by clearly articulating the vision and by everyone understanding their mission in making it come together. Roy Disney wisely observed, “When your values are clear to you, making decisions becomes easier.” Chart the course, communicate the vision, and never confuse the route number with the speed limit.

Leaders can make adjustments

Once pulled over, the old lady realized the error of her way. As a leader it’s important not to let your pride or ego get in the way of making adjustments when necessary. Your plans may look great on paper with your team is solidly behind you, but when circumstances on the ground change you must be prepared to make adjustments when needed. It was William Arthur Ward who said, “The pessimist complains about the wind; the optimist expects it to change; the realist adjusts the sails.” As a leader it’s important that you know how to adjust the sails.

Closing questions for your consideration

Have you set the right tempo for everyone in your organization to follow? Are your team members up to speed as they should be? If not, why? How soon can they?
Is the vision and mission of your organization clear to everyone system-wide? How often is it being communicated? Does everyone know how their specific role contributes to the vision and mission being fulfilled?
Are there any adjustments in your organization that need to be made? What about blind spots and who can help you identify them?

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