People Skills – Doug Dickerson on Leadership

What’s In a Name?

Posted July 28, 2022
by admin

To add value to others, one must first value others. – John C. Maxwell

During her second month in nursing school, the professor gave the students a quiz. The last question stumped most people in the class. It read, “What is the first name of the woman who cleans the school?”

All the students had seen the cleaning woman several times. She was tall, dark-haired, and in her 50’s, but how would any of them know her name? Before class ended, one student asked if the last question would count toward their grade.

“Absolutely,” said the professor. “In your career, you will meet many people. All are significant. They deserve your attention and care, even if all you do is smile and say hello.”

The students never forgot that lesson. They also learned that her name was Dorothy.

As a leader, your interactions with people matter. And how you treat people is a reflection of your character. The value that you place in others says more about your leadership than any title or position you have. And while you may think it makes you look important to name-drop and take selfies with certain people to impress people you will never meet, I believe it’s a greater reflection of your leadership to know the name of the person who empties the trash out of your office.

Value is given where value is placed. If the person in the lowliest position in your estimation is not worthy of your time, smile, or greeting, then perhaps it’s time to re-evaluate the way in which you look at people.

Here are a few simple reminders for all of us on this journey of life together. It will make you a better person and a better leader to remember them.

Everyone’s fighting a battle

Someone once said (various attributions), “Be kind, everyone is fighting a battle you know nothing about.” You never know how your one word of kindness can make a difference in someone’s day. You don’t know the hurts, the fears, the concerns that people around you carry. With this in mind, just be kind. Click To Tweet

Be merciful

Mother Teresa said, “Be kind and merciful. Let no one ever come to you without coming away better and happier.” And this is our mission – to make other people’s interaction with us the highlight of their day. It’s not as hard as you might think.

Be in the moment with others

Marcandangel said, “Don’t be lazy and make judgments about people. Be kind. Ask about their stories. Listen. Be humble. Be open. Be teachable. Be a good neighbor.” Being your best self begins by seeing the best in others.

Walk slowly through the crowd

This is a leadership principle taught by John Maxwell that’s so powerful. We can be so busy and in a hurry to get on to the next thing on our agenda that we walk right past our real work- people. Tasks are important, but not as important as the people you lead. Click To Tweet

Know their name

Dale Carnegie said, “Remember that a person’s name is to that person, is the sweetest and most important sound in any language.” And this is why, I believe, the professor wanted to make sure that the students knew the name of the lady who cleaned the school. And it’s why it should also matter to you.

Final Thoughts

Be a person of value and add value where you can. See the value in those around you and always do your best to be kind and merciful. The world needs it now more than ever.

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7 Things You Do As A Leader That Your Team Can’t Stand

Posted January 21, 2019January 21, 2019
by admin

Laughter and tears are both responses to frustration and exhaustion. I myself prefer to laugh since there is less cleaning up to do afterward. – Kurt Vonnegut

I read a report in Lighthouse of a survey of 1,000 American employees conducted by Michelle McQuaid, which revealed that 65% of respondents would take a new boss over a pay raise.

In the same article, they cited another survey that found that 75% of employees consider their direct manager to be the worst part of their job. Ouch!

Are you surprised by this?

Many factors contribute to the attitudes and behaviors that exist in the workplace. And while every workplace is unique unto itself, I believe there are some common characteristics of leaders, who for better or worse, contribute to the culture of the organizations that they lead.

If you are a leader on any level in your organization, then you need to pay attention to my list of seven things you do as a leader that your team can’t stand. It’s not an exhaustive list, but these are certainly the more common ones. And just to be fair, in next week’s space the script will be flipped so stay tuned.

You are out of touch with your people

Any leader who is worth his or her salt knows that it’s your people who are the stars of the show. Do you know their hopes, their dreams, their fears, their joys, their concerns, their needs? If your people do not believe you are connected to them on any level, then what do you think motivates them to be invested in you as their leader? Click To Tweet

Your team can’t stand being out of sight and out of mind.

You don’t communicate values and vision

The connection of your people to your organization’s values and vision is not transferred to them by a piece of paper framed on the wall in the break room. It’s communicated and transferred from your heart to theirs. Your people need to see the big picture and hear how their part plays a role in attaining it. Your people need a clear understanding of where they are going and why. Click To Tweet

Your team can’t stand being in the dark.

You don’t have their backs

Let’s be clear- loyalty is a two-way street. Your people need to know that you not only believe in them but when the chips are down and the stakes are high, you have their backs. They need to know that you are a leader who is willing to go to the mat for them. You can do this by taking a little bit more of the blame and little less of the credit.

Your team can’t stand being thrown under the bus.

You don’t call out bad behaviors

If you are turning a blind eye or a deaf ear to toxic behaviors and attitudes, then- simply put, you are demoralizing your team. And you can rest assured the good ones whom you can’t afford to lose are probably already looking to make their exit. And why not? If you are not calling out bad behaviors then why should your team place their confidence in you as a leader? What you tolerate you promote.

Your team can’t stand you not having a backbone.

You don’t empower your people

There’s a fine line between being engaged and overreach as a leader. Engaged involves knowing and contributing and then stepping back and unleashing the talents of your people. Overreach is meddling and micromanaging. Sometimes the greatest hindrance to progress isn’t team members not doing their jobs, it’s team members not allowed to do their jobs because they are not empowered by their leader. Click To Tweet

Your team can’t stand you holding them back.

You don’t easily embrace change

Your ability to adapt as a leader is what gives you a competitive edge professionally. The same is true personally. But if you are a leader who is stuck in your ways and you are not able to adapt to your changing environment you are taking away your competitive edge. Your team can’t move forward and remain relevant if you are the last one on board. Click To Tweet In other words, the train will leave with or without you. Don’t give away your competitive edge because you are stuck in a mindset and way of doing things that only served you well twenty years ago.

Your team can’t stand waiting for you.

You don’t realize that everything rises and falls on leadership

This point is attributed to John Maxwell who coined the phrase. But as you read through my list you will see that at the heart of every issue that gives your team grief, at the core, is a leadership deficiency that drives it. While this is problematic, there is a silver lining to be found. You can right the ship and make corrections. But you must put yourself on a leadership track that will help you. In order to lead your people, you must first know how to lead yourself.

Your team can’t stand you not being a strong leader.

You don’t have to be the boss or leader that your team can’t stand. Are you ready to rise to the leadership challenge?

Resources: If you are new on your leadership journey then I’d like to suggest two books for you:

Developing The Leader Within You 2.0 by John Maxwell. Order it here from Amazon

Leaders Without Borders: 9 Essentials For Everyday Leaders by Doug Dickerson. Order it here from Amazon

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The Leaders’ Secret To Connection

Posted September 9, 2018October 4, 2018
by dougdickerson

Too often we underestimate the power of a touch, a smile, a kind word, a listening ear, an honest compliment, or the smallest act of caring, all of which have the potential to turn a life around – Leo Buscaglia

In his book, No Limits, leadership expert John Maxwell recounts his reaction to the above quote by Leo Buscaglia. Maxwell reflected on those words after speaking to a large audience. He said, “As I spoke that day, I had invited people to come to me in my world, I realized that instead, I needed to go to them and put myself in their world.”

There are not many more important things that you can do as a leader than connect with your people. Without a connection to your people, it will be hard to lead your people. Click To TweetAnd herein lies the secret sauce for leaders today – stop expecting the people you lead (or desire to lead) to step into your world. You must step into theirs.

One would think that this is would be a given that most leaders understand. But is it? This train of thought by Maxwell highlights a significant leadership blindspot that must be owned – we think it’s about us, but it’s not.

The impact that you make as a leader shifts in your favor the day you realize this truth and begin to act like it.

When you step out of your own orbit as a leader and put yourself in the world of those you lead great things begin to happen. With this fresh perspective, you just might learn a few things. Here’s a sampling.

In their world, you learn their hopes and dreams

You might accidentally learn the hopes of your people when they are in your world, but you learn it intentionally when you step into theirs. To remove yourself from your people is to deny yourself from knowing what inspires them the most.

When you know what fuels the hopes and dreams of your people you will begin to see your leadership more as a sacred trust. Click To Tweet The people you lead have placed a degree of trust in you so you need to treat it with its due respect.

In their world, you learn their ‘why’

When you step into the world of your people you will not only learn about their hopes and dreams, but you will learn the most important things. That you already know their skill sets and areas of expertise is a given – but now you get to know them for who they are, not just what they do. Now you can be in a place to learn their ‘why’ and you can be a leader in their life that adds value with purpose.

When you step into their world you get everything that comes with it. Knowing their ‘why’ gives you the knowledge you need to step up and be the best leader possible.

In their world, you can learn more about yours

Maxwell’s transparency about the Buscaglia quote was a dose of refreshing transparency and a lesson for all of us. He felt good about himself after his successful presentation only to realize that he had only been thinking about himself.

As leaders, it’s easy to get caught up in our own orbit and think it’s only about us – our wants, our needs, our ideas, our opinions, and last but not least – having things done our way. But it’s not.

What we learn here goes to the heart of good leadership. When we lead with a heart of kindness, learn how to smile, give a kind word, a listening ear, an honest compliment, an act of caring – these are things that will set you apart as a leader. And when you do these things, your people will be much more receptive to your leadership.

It’s time to realize that to be effective as a leader you must step into the world of the people you lead.

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Leadership In A Word: Listening

Posted June 11, 2018October 10, 2018
by dougdickerson

One of the most sincere forms of respect is actually listening to what another has to say. – Bryant H. McGill

A word about listening

Listening. Yes, I know, it’s a leadership topic that’s been tackled by the best of them for a very long time. But read up on any of the current writings about employee engagement, bad bosses, what causes people to leave their jobs, etc., and usually in the mix somewhere is the issue of listening – or the lack thereof.

At its core, listening is one of the most basic soft skills in leadership. If offered, it would be a 101 leadership course in college. Unfortunately, it’s not.

I asked an aspiring manager in a prominent retail chain some time ago what was the most frustrating thing she dealt with as it related to her direct reports. Without hesitation, she conveyed that they just don’t listen. How many of you can relate to her plight?

As leaders, intuitively we know that listening is a priority. Yet, our lives are structured in such a way that listening is an afterthought. Simply put, we are just too busy. Unfortunately, many leaders make the mistake of believing it’s more important that they are heard, therefore, failing at one of the most important things that they can do – listen.

Here are three reminders on why listening is a key ingredient to your leadership. I hope that it is helpful to you.

Listening empowers your people

If you want your people to feel empowered then listen to them. So long as they feel that they have a voice and it’s being respected and heard then you will win them over. When your people are empowered they will go to great lengths to serve you and your organization. Listening creates buy-in. It’s a momentum builder. If you want to empower you people listen to your people. Click To Tweet

Listening keeps you grounded

This is the trap that far too many leaders fall into. It’s when you stop listening that you lose touch with what’s going on around you. When you stop listening to all voices and only a few voices, then how can you truly benefit? Soon, the only voices you hear are the ones telling you only what you want to hear. When this happens, your leadership is diminished. Keep the doors to your leadership open with your ears and with an open mind. Often time the best ideas and input flow into your office, not out of it. Click To Tweet

Listening keeps you connected

Much like staying grounded, listening keeps you connected to your people. You never want to be so far removed from your people that you don’t hear their heartbeat. To listen to your people is to know your people. When you stop listening to your people, you stop knowing your people. Don’t be so far removed from their heartbeat that they no longer hear yours. Because if you do, then you are only presiding over your own demise as a leader. Stay close, stay connected, and keep listening.

Listening quotes

“I like to listen. I have learned a great deal from listening carefully. Most people never listen.” – Ernest Hemmingway

“There is a difference between listening and waiting for your turn to speak”. – Simon Sinek

“Most people do not listen with the intent to understand; they listen with the intent to reply”. – Stephen R. Covey

“If the person you are talking to does not appear to be listening, be patient. It may simply be that he has a small piece of fluff in his ear”. – Winnie the Pooh

“Most of the successful people I’ve known are the ones who do more listening than talking”. – Bernard M. Baruch

A final word

The only way listening becomes a strong leadership skill is when we become intentional about it. Remove distractions. Show respect. Put your cell phone away. Look your people in the eye and let them talk. These are just basic courtesies that we need to return to. But we have to look past the basic “how-to’s” and get to a deeper understanding of the greater benefits and how listening impacts us as leaders.

What do you say?

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Winning With People

Posted November 27, 2017
by dougdickerson

A boss has the title. A leader has the people. – Simon Sinek

Writing in The Book of Business Anecdotes, Peter Hay recounts the following story:

In the 1950s, marketing whiz Stanley Arnold was working at Young & Rubicam, where he was asked to come up with a marketing campaign for Remington Rand. The company was among the most conservative in America. Its chairman at the time was retired, General Douglas MacArthur. Intimidated at first by a company that was so much a part of America, Arnold also found in that phrase the first inspiration for a campaign. After thinking about it, he went to the New York offices of Merrill Lynch, Pierce, Fenner, and Beane, and placed the ultimate odd-lot order:

“I want to purchase,” he told the broker, “one share of every single stock listed on the New York Stock Exchange.” After a vice president tried to talk him out of it, the order was finally placed. It came to more than $42,000 for one share in each of the 1098 companies listed on the Big Board at the time. Arnold now took his diversified portfolio into a meeting of Remington Rand’s board of directors, where he argued passionately for a sweepstakes campaign with the top prize called A Share in America. The conservative old gentlemen shifted around in their seats and discussed the idea for a while. “But Mr. Arnold,” said one, “we are not in the securities business.” Said another, “We are in the shaver business.”

“I agree that you are not in the securities business,” said Arnold, “but I think you also ought to realize that you are not in the shaver business either. You are in the people business.” The company bought the idea.

People business. It’s one of the most complex challenges you will face in leadership. And it’s one you’ve got to conquer if you are going to succeed. Unfortunately, you don’t always get to choose those people. In fact, you might at times feel like the person who said, “Sometimes I wish I was an octopus so I can slap eight people at once”.

Since slapping people is out of the equation as a leader, we must reconcile the fact that as leaders we are in the people business. This is our greatest challenge and it’s our greatest reward. Here are a few reminders on how as a leader you can win with people.

You win by winning their hearts

Too often this is where many a leader drops the ball. This is a leadership principle I learned from John Maxwell almost twenty years ago. Maxwell said, “Always touch a person’s heart before you ask him for a hand.”

A good leader will invest relationally with his or her people before asking for their hand. It’s when you’ve made this connection first you open the door to other possibilities and opportunities. But first, win their heart.

You win by investing in your people

When your people know that you are invested in them they will go to great lengths to perform. This investment is not just monetary although it’s included. Winning with your people happens as you empower and equip them to not only meet their expectations but to exceed them.

“Whatever we expect with confidence,” said Brian Tracy, “becomes our self-fulfilling prophecy”. You win with your people when you raise their level of confidence and remind them of their potential and abilities on a regular basis.

You win with people by conceding the spotlight

I’ve said it many times and it’s worth repeating here now. Expressions of servant leadership are found when you concede being in the spotlight by putting someone else in it. And this is how you win with people.

Billy Hornsby said, “It’s okay to let those you lead outshine you, for if they shine brightly enough, they reflect positively on you”. You can only win with people as a leader on this level if you’re secure enough to drop your ego and quit worrying about who gets the credit for what. You win with people when you celebrate your people and their successes.

You win with people when you listen to your people

You win with your people when you learn how to listen. Some of the best ideas in any organization will not flow out of the corner offices, but into them. As a leader you must do as Howard Behar suggests in his book. It’s Not About The Coffee, and “put the time into listening, even to what’s not said…You’ll know what your customers want, you’ll know why the passion is missing from your organization, and you’ll learn solutions to problems that have been sitting there waiting to be picked.”

Winning with people happens when you are more concerned with what they have to say than you are in what you have to say. Your leadership hinges at times on your ability to be quiet and listen.

You win with people when you commit to developing leaders

Your success as a leader doesn’t come when you gain more followers but when you develop more leaders. Simply put, multiplication is the math of leadership. You win with your people by multiplying the number of leaders in your organization.

“A leader is best when people barely know he exists,” said Lao Tzu, “when his work is done, his aim fulfilled, they will say: we did it ourselves”. And this is the ultimate goal of your leadership and the definitive mark of winning with your people. It’s as you raise them up as leaders and empower them that you win.

Your leadership rises and falls on your ability to win with people. Make it a priority and you will go far.

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Are You Playing To Your Strengths?

Posted March 30, 2017
by dougdickerson

Focusing on our own strengths is what, in fact, makes us strong. – Simon Sinek

A recent story in the Gallup Business Journal revealed that only twenty percent of U.S. Workers think that their jobs use their strengths. It said, “Identifying strengths and fulfilling natural potential has never been more important for students and employees. In the United States alone, just 13% of workers say they find their work meaningful, and a mere 20% think they’re in jobs that use their talents”.

The fact that so many companies are failing to tap into the strengths of their employees is troubling. How can these companies expect to compete when the best that their employees have to offer is going unutilized? Is it any wonder then that only 13% of workers say that their work is not meaningful?

Bridging the gap between unsatisfied employees and those who actually do play to their strengths is a leadership challenge that must be tackled. Here are a few things that we, as leaders, need to do:

Know strengths before you hire

Knowing a potential employee’s strengths before hiring is just common sense. Why would you even consider someone for a position if that person does not possess the skill sets needed or without knowing whether or not that person would be playing to their strengths? Why set someone up to be unfulfilled, miserable, and ultimately fail? When hiring, don’t drop the ball; find out what strengths the candidate possesses and place them accordingly.

Reevaluate strengths on a regular basis

Our hope is that our employees are continually growing and improving. It is important that you reevaluate employees’ strengths on a regular basis. Are they ready for more responsibility? Would they benefit from gaining experience in a new area? Is the position where they serve still a good fit? Make sure your knowledge on where employees’ strength lie is always up-to-date. Make ongoing training a part of their empowering process.

Don’t allow the position to define the person, let the person define the position

A cookie-cutter approach to filling positions within your organization typically centers around the “duties” of the job. While that is important to understand, the position must not define the person. In the final analysis, you are hiring a person, not a position. A person will only be fulfilled when he or she plays to their strengths. This is what matters most. Hire qualified employees, put them in positions where they can best utilize their strengths, and then get out of the way and allow them to make the position their own.

People will thrive when they play to their strengths

People find their work meaningful when they are playing to their strengths. When they feel they are contributing in meaningful ways they will produce at higher levels and everyone wins.The right people in wrong positions will only lead to low morale and poor performance. Make sure you know where your employees’ strengths lie and then give them the opportunity to utilize those strengths in defining their position and contribution to the organization.

The fact that only 20% of employees are in jobs where they believe that their talents are being used is a sign of deficient leadership. This trend can be reversed but it has to start with a fresh approach to your leadership and recognition and respect for what employee strengths can contribute to the organization.

Employee engagement can be a challenge on good days. Don’t complicate things from an organizational standpoint by not allowing people to play to their strengths. Unleash their potential to be their best.

Learn more about Liz by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at [email protected].

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The ‘Yes Men’ Disconnect and How it Hurts Your Leadership

Posted January 26, 2017
by dougdickerson

Very few big executives want to be surrounded by ‘yes’ men – Burton Bigelow

I heard a somewhat humorous account some years back about the Biblical story of David and Goliath. When the Israelites came up against Goliath all the soldiers thought was, “He’s so big we can never kill him.” When David looked at him he thought, “He’s so big I can’t miss.” It all came down to perspective. And in the end we know, David killed the giant.

One of the blind spots for leaders who have been around a long time in their organization is that they tend to be the ones with the greatest disconnect to what is really happening. And many a good and aspiring leader had rather tell the boss what he or she wants to hear rather than what they need to hear. Sound familiar?

But most credible leaders will tell you that they want the perspective of people they trust. And being a ‘yes man’ is more self-serving than it is helpful. What leaders need to hear is the truth.

But let’s be honest- many find it difficult to speak the truth for fear of negative repercussions, etc. And out of that fear, the truth is sacrificed for the expediency of the moment. As an aspiring leader yourself, what are you to do? Here are a few tips to navigate those treacherous waters.

Build relationships

That you want to speak truth to the leader in your life is noble. But you have to earn that right. And you earn that right not by being “right” all the time but by building a relationship where you earn that person’s trust. Until you recognize this you will always be afraid to speak up.

Be a team player

If you are going to build off that trust you must be a team player. By that I mean you must check your ego at the door and your motives must be genuine. It’s as you build up your leader that you build up your organization. If you have hidden motives eventually it will come to light. You’ll never build trust if your intentions are deceiving.

Stop being the gatekeeper

Leaders need perspective and people around them that will speak the truth. But that can’t happen so long as gatekeepers build walls that prevent all voices and ideas from being heard. If you truly care about your organization then you will welcome input and ideas from a wide range of people who can provide the perspective that is needed. Disarm the body guards and let your leader hear what needs to be said.

Be courageous and humble

Speaking the truth will not always be easy. It will require courage on your part and a dose of humility to say it. To that end, more times than not it is not what you say but how you say it that makes the difference. Most leaders want the truth, but not delivered with an arrogant attitude.

In the end, two things really matter: leaders need to be told the truth and have people surrounding them not afraid to speak it. You are doing a disservice to yourself, the leader you work with, and to your organization as a whole if you don’t. It’s a mark of your maturity as a leader when you learn to do it right and when you do everyone wins.

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Breaking Up Is Hard To Do

Posted November 3, 2016
by dougdickerson

“Don’t take your love away from me

Don’t you leave me in misery

If you go then I’ll be blue

Cause breaking up is hard to do

Neil Sedaka

The song by Neil Sedaka was first recorded in 1962 and hit number one on the Billboard Hot 100. Sedaka recorded it again in 1975. Without a doubt it was one of his signature songs.

Breaking up. Broken hearts, Lost love. The song encapsulates it all. And it’s time to explore the issue now. But not in the way you may think.

A survey by ADP Canada revealed that two-thirds of employed Canadians or 65 percent, are “ready to walk or leave their office doors.” The are described as “the uninspired”, “the casual daters”, and “the dissed”. While the survey was exclusive to Canadian, the implication is clear- many are ready to break up.

Circumstances will vary from one organization to the next but the reasons for wanting to break up will be similar. While the reasons for a break up might be numerous let’s explore three of them now.

Lack of loyalty/trust

Loyalty and trust go hand in hand and when one suffers it has an impact on the other. People within your organization need to know that you have their back and that you trust them.

As pointed out in the aforementioned article company loyalty has been in decline since the 1980’s. How can any organization successfully move forward with a steady loss of loyalty and trust? As a leader you must shore up the loyalty trust issue. Without it your future is in jeopardy.

Poor communication

Communication is the life-blood of your organization. When done right your people will respond. Your people not only want to be informed of decisions that affect their performance but need to be included in it. If your leadership style is to lead by decrees then this might explain why you have loyalty/trust issues.

Be proactive in establishing clear lines of communication and be inclusive with your team. They will appreciate the inclusion and it will strengthen morale.

Lack of vision or purpose

The buy-in to one’s work is linked to a clearly defined vision and purpose. People deserve to know the vision in terms of where the organization is headed and the significance of their role in seeing it to completion.

If you people are in the dark as to the vision and mission of the organization or if the organization is adrift internally then one’s purpose will be a casualty. A smart leader will keep the vision, mission and purpose clear and before the team at all times.

While breaking up might be hard to do it becomes much easier for your people if there is no loyalty or trust, when communication is ineffective, and when there is no vision or purpose found in being there.

It’s time to evaluate the strength of your organization and reinforce what matters most. Building the type of organization your people would never dream of leaving begins by being the type of leader everyone wants to follow.

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The Most Important Person in the Room is Not You

Posted September 23, 2016
by dougdickerson

Everyone has an invisible sign hanging from their neck saying, ‘Make me feel important.’ Never forget this message when working with people- Mary Kay Ash

At age 16 Andor Foldes was already a skilled pianist, but he was experiencing a troubled year. In the midst of the young Hungarian’s personal struggles, one of the most renowned pianists of the day came to Budapest. Emil von Sauer was famous not only for his abilities; he was also the last surviving pupil of the great Franz Liszt. Von Sauer requested that Foldes play for him. Folds obliged with some of the most difficult works of Bach, Beethoven, and Schumann.

When he finished, von Sauer walked over to him and kissed him on the forehead. “My son,” he said, “When I was your age I became a student of Liszt. He kissed me on the forehead after my first lesson, saying, ‘Take good care of this kiss–it comes from Beethoven, who gave it to me after hearing me play.’ I have waited for years to pass on this sacred heritage, but now I feel you deserve it.”

The young Andor Foldes experienced what the average person in your office/organization wants to experience (no, not a kiss!) but validation and approval.

In fact, a report by the American Psychological Association (http://bit.ly/2ddRXvf) found that those who report feeling valued by their employer are significantly more likely to be motivated to do their very best (93 percent vs. 33 percent). So how are we doing?

Value. It is a word as leaders we like to kick around. We want to “add value” we say, but in reality, do we? Really?

Are you running a deficit on people skills and showcasing the most important people in your organization? Here are three simple tips that you can put into practice right away that can make all the difference in the world to your people.

Say it

Your people are the most appreciable asset you have. As you interact with your team members, look at them with that invisible sign around their neck that says, ‘Make me feel important.’ How about a compliment? How about word of encouragement? How about a pat on the shoulder, a look in the eye, and a sincere “Thank you for all that you do. We really appreciate all of your hard work!” Who wouldn’t feel important after an encounter like that?

Leadership tip – Your people don’t care how much you know until they know how much you care. Tell them!

Show it

Your words are nice and your words are important. But you can also make them feel important by your actions. Take time to celebrate your victories along the way and give honor where honor is due. You don’t have to break the bank to make your people feel important but you should be willing to acknowledge your people and the sacrifices they make. Make your people feel important giving them a hand-written note of appreciation with a gift certificate enclosed to their favorite restaurant. It doesn’t have to be elaborate but the acknowledgement lets them know they are important.

Leadership tip – Leaders who are invested their people will have people invested in their leader.

Share it

Making team members feel important is essential to you as a leader. It does wonders for morale and the sense of shared accomplishment is elevated. But you are not the only one who looks upon your team members and sees their value. After 25 years of service one company I know of gives their employees and spouse an all-expense paid dream vacation. Behind every great team member is a significant other who shared in the sacrifice you benefited from. The circle of your success is far more reaching than you might imagine.

Leadership tip – The most important person in the room is not you. It’s everyone who has joined with you, bought into your vision, share your passion, and have cast their lots with you to carve out a future together. It’s them.

Who have you made feel important today?

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In Praise of Second Fiddle Leaders

Posted September 15, 2016
by dougdickerson

Expressions of servant leadership are found when you concede being in the spotlight by putting someone else in it.

Where were you on April 8, 1974 at 9:07 p.m. EST? It might be a stretch for some to remember where they were last weekend, much less on this date 42 years ago, if indeed you were even alive. But I remember the date and time like it was yesterday. I was glued to my TV watching one of my sports heroes make history.

The stadium in Atlanta, Georgia was filled with 53, 775 joyous fans. It was in the fourth inning with a runner on first, when finally it happened- with one powerful swing of the bat – baseball history was made. Hank Aaron hit homerun number 715 into the Braves bullpen in left field. Babe Ruth’s long-standing record was finally broken.

[youtube https://www.youtube.com/watch?v=HFsTiV7bqCo&w=350&h=350]

But there is another part of the story that is rarely, if ever, mentioned. Right off the top of your head, can you name the pitcher who threw the ball to Aaron? What team were they playing? On that April night, someone had to be the hero, and someone had to make it possible. That person was left-handed veteran Al Downing of the Los Angeles Dodgers. Downing had a career ERA of 3.22 with a Win-loss record of 123-107. On this historic night, Al Downing was second fiddle.

Second fiddle. Not a very glamorous sounding title is it? But were it not for untold thousands of people who courageously bear the name, we would not have our heroes to idolize. To be sure, – every quarterback needs a center, every NASCAR driver needs a crew chief, the boxer needs a trainer, etc. Behind and beside every successful person is a second fiddle who helps make it all possible.

Who are the second fiddle people in your organization? Chances are you have already identified this person. They are your most reliable go-to people who make things happen without being asked or told. They have an intuition of what needs to be done and take action. They prefer the shadows over the spotlight and whose job, when completed, make you look better than you are.

I contend that what we need today are more people who play second fiddle. Yes, we need strong leaders out front casting vision, defining the mission, and leading the way. And yes, we need our heroes to cheer who inspire us to be our best. All of my teammates in Little League wanted to be like Hank Aaron.

But in a culture where people clamor for the spotlight perhaps a second look is in order. The backbone of every successful leader, organization, business, and any other worthwhile cause is a dedicated group of people who play second fiddle- the unsung heroes, the real leaders.

So here is to all the second fiddle leaders out there – I write in praise of your leadership. You have conceded the spotlight by putting others in it and by doing so have shown what servant leadership is all about. People may not know your name, or see the tireless contributions you make, but none of it could be done without you.

Al Downing may be a tiny asterisk in the annals of baseball history. But were it not for Al Downing on that April evening 42 years ago you wouldn’t know the history of Hank Aaron. We need more players willing to step up the big leagues and play second fiddle. Are you game?

By the way, the Braves won the game 7-4.

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