Office Management – Page 2 – Doug Dickerson on Leadership

Leadership Minute: Build Bridges

Posted September 23, 2014
by admin

I have no shortage of strong opinions, but I have tried all my life to be a bridge builder. – Bill Hybels

Bridge building is such an important leadership skill to develop. When leaders can build bridges and connect people with no regard for race, religion, political views, or personality types, it can be a most rewarding endeavor. Unfortunately, preconceived notions about people can prevent authentic relationships from developing and thus bridge building becomes nothing more than a good idea. Most leaders I know, including myself, have strong opinions. But when those strong opinions get in the way of relationships then we become isolated and only gather in flocks with like-minded people. While that is all good and well your circle of friends is smaller, your world view is narrower, and your sphere of influence is marginalized. You don’t have to compromise your opinions in order to befriend a person who thinks otherwise. Be approachable, be respectful, but most of all be authentic. Your opinions and values are what you will carry with you for a lifetime, and regardless of who comes and goes in your life, those beliefs will always guide you. Are you a builder?

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10 Courtesies Every Leader Should Remember

Posted August 30, 2014
by admin

Courtesy – Excellence of manners or social conduct; polite behavior. –Random House Dictionary

“Everything rises and falls on leadership,” says John Maxwell. He’s right. The temperament of a leader is an important ingredient that goes a long way in determining his or her success. In short; behaviors and attitudes matter.

Too often sadly, we hear the stories of workplace bullying and other behaviors that are contributing to poor morale and working conditions. As a leader it is important to be aware of your surroundings and your workplace culture. Now is a good time to be reminded of simple courtesies that make a difference. Here is a list of ten common courtesies every leader should remember. The list is not exhaustive but is a good place to start. They are in no particular order.

How to say “thank you”, “please”, ‘you’re welcome”, etc.

It should go without saying but these polite yet simple forms of communication are essential words in the vocabulary of every leader. Use them often and use them with sincerity. They are still relevant and meaningful.

Return your phone calls and emails.

How many times has this happened to you? You leave a voicemail or send an email and you go days or weeks without a response. How did it make you feel? Nothing screams “you don’t matter” any louder than the silence of being ignored. A courteous leader will return calls and emails. For a great resource I recommend my friend Dr. Monica Seeley (the Email Doctor) you can find her blog at http://bit.ly/1rF6FAr

The timing of your words

One of the courteous things you can do as a leader is to speak words of encouragement to those around you. The timing of a kind word to a colleague can be just the thing he or she needs to make it through the day or through a difficult time. Be aware of the needs of those around you and don’t be afraid to speak a kind word.

The timing of your silence

As the writer of Ecclesiastes says, there is a time to keep silent and a time to speak. As a leader, there will be times that the best thing you can do is to hold your tongue and not say a word. You can be just as courteous by what you don’t say as you can by what you do say. As a leader you have to learn the appropriateness of the moment.

The value of time

A courteous leader is considerate of other people’s time and knows how to manage their own. Showing courtesy as a leader means that you value and respect other people’s time and won’t waste it. You’ll show up to meetings on time and you won’t waste it on trivial things that don’t matter.

The giving of your undivided attention

On so many levels we are losing the art of being present in the moment. We are losing the art of conversation. The better connected we are through technology the more distant we’ve become relationally. Don’t believe me? Try having a 30-minute lunch with a group of friends without each person checking their mobile device repeatedly. A courteous leader will put away the phone or any other distractions and give others their undivided attention.

How to stay out of other people’s business

Gossip and office politics has been around for a long time. A courteous leader will stay out of it. If it’s not your business then don’t make it your business. If it is your business then use it as a teachable moment to show the proper way to handle it.

How to let things go

Extending courtesies as a leader can be challenging. But one of the wisest things you can do is to learn how to let things go. Don’t be so hell bent on winning the battle that you lose the war. Consider the issue and measure your response. Learn how to forgive and move on. You’ll be happier in the long run.

Keep your word

Courteous leaders are reliable and keep their word. Be slow to make promises and if you do – follow through and do it. Reasonable people understand that circumstances change and things come up that you didn’t anticipate but as far as it depends on you do what you say you are going to do.

10. Be kind

It’s simply stated because it is. A courteous leader is kind, considerate, and helpful to others. It’s the little things you do as a leader that makes a big difference. It begins with common courtesy.

What do you say?

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Leadership Minute: Nicer Than Average

Posted August 14, 2014
by admin

The average dog is a nicer person than the average person. – Andy Rooney

Be nice. It’s a simple enough concept and is one that we were taught from an early age. The beauty of the idea is that once it’s developed it will serve you well in all areas of your life. Enter your role as a leader. Being nice as a leader does not mean that you have to be a pushover and not be firm. It doesn’t mean that you are naïve and are not business savvy. Being nice is a reflection of your character and how you treat people is important to you. Being nice is a matter of respect for those around you even if you don’t happen to like them. Let’s face it; some people are just jerks and being nice to them can be a challenge. But being nice is not about them – it’s about you. You can be better than average by being nicer than average. Give it a try!

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Leadership Minute: Are People Moving Toward You?

Posted June 12, 2014
by admin

People always move toward someone who increases them and away from anyone who decreases them. – John Maxwell

Are people attracted to you? I’m not talking about attraction based upon physical appearances, but rather something much deeper and of lasting value. Leaders who add value to others tend to draw people their way. They are the ones with a kind word who are willing to do whatever they can to help out. Negative people are not in short supply and their motives are self-revealing. But when you embrace the mindset of servant leadership then it’s really not academic at all. It’s a reflection of the heart. In short, people will move toward you when you move toward them with words and actions that give increase to their life. Don’t be stingy; give freely and give often.

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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.

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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.

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Five Signs You Might Be a Jealous Leader

The jealous are troublesome to others and a torment to themselves. – William Penn

From Moody’s Anecdotes comes a fable of an eagle which could out fly another, and the other didn’t like it. The latter saw a sportsman one day and said to him, “I wish you would bring down that eagle.”

The sportsman replied that he would if he only had some feathers to put into the arrow. So the eagle pulled one out of his wing. The arrow was shot, but it didn’t quite reach the rival eagle; it was flying too high. The envious eagle pulled out more feathers, and kept pulling them out until he lost so many that he couldn’t fly, and the sportsman turned around and killed him.

The moral of the story is not lost on good leaders and it serves as a good reminder about being a good sport. How you interact with your colleagues in your place of business or organization is essential to your success.

John D. Rockefeller said, “Good leadership consists of showing average people how to do the work of superior people.” It’s also showing that you can celebrate the successes and hard work of those around you without being jealous. Are you a jealous leader? It’s time for some honest soul searching. Here are five signs that might indicate you have a jealous streak.

You can’t be happy for someone else’s success.

When you find it hard to celebrate a colleague’s success this could be a red flag for you. It could be that you are resentful that they achieved a particular success that you haven’t or they attained it sooner than you did. It would be good to try and identify the root cause of these feelings and see if you can come clean about why you feel this way. A good leader should be out front celebrating the successes of his team because when one wins the whole team wins.

You have misplaced fears about your colleagues.

Jealousy has a way of elevating fears and suspicions. It causes you to buy in to the notion that everyone is against you and it causes you to question other people’s motives. This is a horrible posture for a leader. It renders your leadership ineffective and will ultimately cause more harm than good. Morale will be undercut. As a leader it is imperative to lead from a position of trust and loyalty. Misplaced fears will destroy both. The answer here is to step up communication and build solid relationships.

You are vindictive and a gossip.

Personal jealousy is one thing but professional jealousy can be devastating. Unfortunately, office politics is an issue that far too many have to contend with. A vindictive leader who uses his or her position to undermine the efforts, work, or reputation of another is certainly behaving like a jealous leader. To keep this type of jealousy from taking root is to put forth a shared vision and by exploiting the skills, talents, and resources of every team member. When a leader is elevating team members instead of tearing them down everyone wins.

You resent other people’s popularity.

This strikes a chord on a personal level for many leaders. After all, who doesn’t like to be liked? So when a colleague happens to stand out because of their magnetic personality it can touch a nerve with a jealous leader. A jealous leader wants to be the center of attention and is resentful of the competition and having to share the limelight. But leadership is not a popularity contest and shouldn’t be made one. A smart leader is content to let others shine and can appreciate all personalities that comprise his team.

You are possessive of information and resources others need to succeed.

The ultimate act of jealousy in your workplace or organization is exhibited by the leader who acts in vindictive ways against his or her people. It’s done by omission as much as it’s done by commission. It’s done by withholding information and resources that can cause them to move ahead and succeed. It’s the pulling out of the feathers like the jealous eagle and in the long run is a self-inflicting wound from which there is no recovery.

Be the type of leader that rises above jealousy to celebrate the achievements of those around you. Build a culture of trust and respect. Be comfortable in your own skin and delight in the success of your people. Life is too short to be so little.

What do you say?

I invite your feedback!

1. How have you seen the effects of jealousy in your place of work?

2. Have you identified any hot buttons of jealousy you need to work on?

3. What are some first steps you can take to keep jealousy from hurting your influence as a leader?

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Leadership Minute: Your Big Opportunity

Your big opportunity may be right where you are now. – Napoleon Hill

One of the pitfalls for many aspiring leaders is the temptation to look for greener pastures and not appreciating where he or she is at the moment. Having a desire to improve and move up is certainly not a bad thing, but there is something to be said for excelling right where you are. While it is true that leadership is not about your position the same can be true about your location. Why not make it a practice to bloom where you are planted and make the best of your present situation. Why not learn all you can, do the best you can, and become the best you can – right where you are? Your next big opportunity will come, but don’t neglect your present one.

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Four Ways to Build a Culture of Courage

Only those who risk going too far can possibly find out how far one can go. – T.S. Eliot

Author Leo Buscaglia tells this story of his mother and their ‘misery dinner.” It was the night after his father came home and said it looked as if he would have to go into bankruptcy because his partner had absconded with the firm’s funds. His mother went out and sold some jewelry to buy food for a sumptuous feast. Other members of the family scolded her for it. But she told them that “the time for joy is now, when we need it most, not next week.” Her courageous act rallied the family.

Courage is an essential leadership skill. It inspires confidence and promotes a healthy work environment. The lack of courage in a leader can have devastating consequences. Forbes contributor Glen Llopes wrote a column entitled 7 Reasons Why Employees Don’t Trust Their Leaders (http://onforb.es/J72Xej). He cites the lack of courage as the number one reason. Llopes adds, “Leaders who don’t stand up for what they believe in are difficult to respect and trust.”

If you were to assess your courage quotient as leader how would you measure up? Are you instilling courage in your organization or by default are you promoting a culture of weakness? Here are four questions to reflect on as you consider how well you promote a culture of courage.

Do your words project courage?

How you speak to your organization is just as important as what you speak. If your words don’t inspire confidence then it will be hard for your team to believe your words. If you want to instill confidence then you must speak with confidence. To do anything less is sending the wrong signal. But make no mistake; what you believe and what you communicate to your team forms the basis of belief from which they will work, produce, and deliver. Courageous words will inspire tremendous results.

Do your actions reflect courage?

Your words and your actions are key indicators as to your own courage quotient and will be reflected throughout your organization. If you have low expectations in your team’s ability to reach their goals then it will be hard for them to overcome that negative perception. If on the other hand you speak courage and act with courage it will be the signal your team needs to go above and beyond and deliver. If you want your team to be courageous then you need to model courageous leadership.

Do your policies and procedures promote courageous behavior?

There can be times when your words and actions may bend toward courageous behavior but it’s being held up by obstructing policies. As a leader it’s your responsibility to make sure that your team’s courageous culture is not being choked out by restrictive procedures that kill creativity and their ability to get the job done. Review it. Change it. Streamline it. Do whatever is necessary to make sure that a courageous culture thrives.

Do you have courageous goals and dreams?

The question here is important because we tend to think we are courageous when we are pushing for goals and dreams from the confines of our comfort zones. Anyone can be courageous while promoting a small dreams or idea. But how courageous are you when it comes to goals and dreams that scare you to death because they seem too big, too costly, or beyond your ability to achieve?

I’d like to encourage you to speak new life into old dreams and dare to speak with the same authority and passion to those larger-than-life sized dreams as you do to the ones you know you can easily achieve. Don’t allow what scares you to keep you from what inspires you. Be courageous and inspire courage!

What do you say?

I invite your feedback!

1. How can you inspire or promote more courageous attitudes in your workplace?

2. What changes in your mindset do you need to overcome to be more courageous?

3. What wrong attitude or belief is holding you back and keeping you from achieving your goals and dreams?

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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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