staff development – Doug Dickerson on Leadership

Leadership Minute: Prune the Weeds

Posted October 14, 2014
by admin

A good garden may have some weeds. – Thomas Fuller

One of your roles as a leader in your organization can be likened to that of a gardener. You tend the garden and invest in good seed and in good soil with the belief that you will have good returns. Like any garden, your organization may have a few bad weeds. You can have people in your organization, who by their actions and attitudes, that can cause damage to the rest of the garden. If you don’t prune them back or pluck them out, they can spread their negative influence and cause harm. It is incumbent upon you as the leader to recognize the potential destruction a weed may impose and deal with it. The earlier you deal with the weeds the better. You can’t allow one bad weed to ruin things for everyone else. As a good leader you need to watch out for weeds, tend to them, and promote an environment in which everyone can thrive.

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Leadership Minute: Who’s Your Mentor?

Because mentors see our potential, they believe in us and help us believe in ourselves. – Joe Land, (Lessons from a Dream Maker)

An essential component of your growth and development as a leader is to have mentors. Mentors can give wise counsel, encouragement, correction, and affirmation while being an invaluable resource in your life. The truth is, leaders never stop learning and growing. When you get to a place where you think you know it all then you are in a dangerous place. One absolute truth I’ve learned in leadership over the years is this: the more I learn the more I realize how much I don’t know. When you surround yourself with mentors you can draw from their knowledge and experiences and apply them to your own life. The secret to your growth as a leader is to never stop being a student.

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Leadership Minute: Praise For The Front Line Staff

Never underestimate the wisdom and resources of your frontline staff – Lee Cockerell

Staff on the front lines have the initial point of contact with your clientele, are the face of your organization, and create the first impressions that make or break your business. As a leader, you should not just appreciate the service they deliver but see them as extensions of your leadership. As important as this role is, it is equally essential to understand why your front line staff is important to you. They add value by what they see, by what they hear, and what they deliver. They are your go-to team members who deliver for you and your organization time and again. Be sure to honor and thank them for their service. Where would you be without them?

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4 Distractions Every Leader Must Ignore

Posted October 26, 2013
by admin

Happiness can only be found if you can free yourself of all other distractions – Saul Bellow

There is a story involving Yogi Berra, the well-known catcher for the New York Yankees, and Hank Aaron, who at the time was the chief power hitter for the Milwaukee Braves. The teams were playing in the World Series, and as usual Yogi was keeping up his ceaseless chatter, intended to pep up his teammates on the one hand and distract the Milwaukee batters on the other.

As Aaron came to the plate, Yogi tried to distract him by saying, “Henry, you’re holding the bat wrong. You’re supposed to hold it so you can read the trademark.” Aaron didn’t say anything, but when the next pitch came he hit it into the left-field bleachers. After rounding the bases and tagging up at home plate, Aaron looked at Yogi and said, “I didn’t come here to read.”

How you handle distractions at work is important. According to Business Insider (http://read.bi/11JD4oo) your number one distraction at work is your co-workers. And while there are many other things that compete for your time and attention you must develop a skillset and the necessary discipline to effectively handle the distractions that come your way. Here are four distractions that are quite common but if you can master these you can surely take care of the rest.

Idle Chatter

Tying into the Business Insider finding it does not come as a surprise that idle chatter can derail your productivity and progress. Just as Yogi Berra tried to distract Hank Aaron at the plate when at bat, you too, must fend off those who would cause you to take your eye off the ball and fall victim to idle chatter. There is a time and place for talk but make sure it is not keeping your from what’s most important. If you can’t stop the idle chatter you need to remove yourself from it. Don’t get distracted by idle talk.

Pesky Critics

There will always be those critics who tell you how to hold the bat, what you are doing wrong, and what you should have done. Berra tried getting into the Aaron’s head by telling him he was holding the bat wrong. In leadership you will discover that many distractors are should-have-been’s and want-a-be’s who feel it is there place to set you straight. You will not eliminate your critics, but you can learn to silence them. How? Just like Aaron did. He hit the ball out of the park and that’s what you have to do. Nothing will silence your distractors quicker than remarkable success.

Petty Complainers

Similar in approach to the critics there will unfortunately be a regiment of complainers who feel it’s their calling in life to complain. You know their type; they are not happy unless they make others miserable, they find the cloud in every silver lining, the pitcher is always half empty, and things are just never quite as good as they think it should be (especially if they were in charge). If you’re not careful these complainers can turn into major distractors if you don’t learn to ignore them. Simply consider the source and move on. If the complainers’ lot in life is to be unhappy then you have the right of refusal to go along. Stay above it and out of their way.

Unhealthy cynics.

What is so detrimental about the cynics is that they never truly bought in to the mission or vision of your organization or values. True team players are all-in and totally invested in doing everything possible to make things work. Shared values are critical to your success. To be sure there is a need and place for constructive criticism that is given by someone with skin in the game. The cynic is merely looking out for himself. As a leader you must recognize the cynic for who he or she is and not allow that person to distract you or the rest of your team from reaching your goals.

As you develop an awareness for distractors and how they operate you will need to sharpen this vital leadership skill. While on the surface some distractions may seem lighthearted and good natured you must learn to tell the difference. Your leadership and your future depend on it.

What do you say?

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If you enjoy reading Doug’s leadership insights you will especially enjoy reading his books, Leaders Without Borders & Great Leaders Wanted. Visit Doug’s website at www.dougsmanagementmoment.blogspot.com to order your copies today.

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5 Signs You Might Be a Bully

Posted October 19, 2013
by admin

Just cause you got the monkey off your back doesn’t mean the circus has left town. – George Carlin

In a Peanuts cartoon Lucy demanded that Linus change TV channels, threatening him with her fist if he didn’t. “What makes you think you can walk right in here and take over?” asks Linus.

“These five fingers,” says Lucy. “Individually they’re nothing but when I curl them together like this in a single unit, they form a weapon that is terrible to behold.”

“Which channel do you want?” asks Linus. Turning away, he looks at his fingers and says, “Why can’t you guys get organized like that?”

While good organization is needed and commended in your office and place of business – bullying isn’t.

In trying to understand the rise in workplace bullying Shana Lebowitz wrote a piece in USA Today (http://usat.ly/1fYbxKB) and pointed out that according to a 2011 survey half of the employees said they were treated rudely at least once a week. Many said the experience of bullying had caused them to develop health issues such as anxiety and depression. Some had even left their jobs.

Bullying is a serious concern on many levels. Much has been written about being a victim of bullying, but not enough about or to the bullies. Bullying is an unfortunate issue that leaders must recognize and deal with.

Some people may pass off their bullying behavior with “it’s just my personality” not realizing that the person on the other end sees it quite different. What are some of the common bullying behaviors? What are some of the warning signs to look for? Here are five for your consideration.

You are oblivious to your meanness.

It may not be overtly intentional (although it might) but the words you choose and the way you vocalize them can rub others the wrong way. While you may feel you are only expressing the truth as you understand it, it’s not what you say but how you say it that leaves the lasting impression. Choose your words carefully and verbalize them with discretion.

You are a master manipulator.

You work behind the scenes and attempt to orchestrate things in your favor or desired outcome. It may be to freeze someone else out or get what you want by pitting one person or group against another. This type of behavior drives wedges and destroys trust. The philosophy is driven by a jealousy that says if you can’t get what you want then neither will the other person.

You are a gossip and a busybody.

While you may think you are just keeping up with the latest office news you might want to stop and consider the consequences. There is no virtue in gossiping about others and being up in everyone else’s business. If you can’t be trusted not to interfere with other people’s personal business what gives you the right to believe you can be trusted with company business?

You are a control freak.

Similar in style to the manipulator your objective is not so much about the performance of others as it is control. You are overbearing with expectations and demands and it’s simply a way to throw your weight around. If you are a leader who is displaying this type of behavior you only have a following because of your title and nothing more.

You are two-faced.

This is a common characteristic of a bully. You pretend to be one thing in public but are something else in private. You confide to a colleague in private and cut their legs out from under them in public. The end game is that it’s all about you and people are pawns.

Now that a few bullying behaviors have been identified it’s time for some honest evaluation. Have you in the past or are you now displaying any of the above mentioned behaviors? Do you notice that people tend to avoid you at work? Have you taken stock of how you treat others and look for ways to improve your people skills? Would you consider asking for help in identifying areas that need improvement?

Until you take ownership of a bullying past or present then being a bully will likely be a part of your future. Take steps now to stop it. You have a lot to lose if you don’t and everything to gain if you get it right.

What do you say?

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Additional Resources:

Workplace Bullying Institute: http://www.workplacebullying.org/

Not in Our Town: http://www.niot.org/front

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The Management Moment Radio Show: Four Ways to Lead Through Conflict

Posted October 11, 2013
by admin

Recruitment Coach recently reported on the negative impacts of workplace conflict. According to their findings workplace conflict leads to increased staff turnover and absenteeism. Their Employee Development Systems survey found that 81% of HR professionals had seen employees resign as a result of conflict, and 77% have noticed increased absenteeism, resulting in increased business cost.

In this timely broadcast Doug will lay out four ways to lead through conflict. These are simple yet practical tips that can help raise awareness and put your organization on a pathway of turning negative energies and conflict into positive energies that can make your organization more peaceful and profitable. Don’t miss this special broadcast!

Click here to listen to the On Demand replay: Four Ways to Lead Through Conflict

To order Doug’s books, Leaders Without Borders & Great Leaders Wanted visit www.dougsmanagementmoment.blogspot.com

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Bringing Solutions

Posted May 18, 2012
by dougdickerson

In Reader’s Digest a few years back a story is told of some truck drivers in training school. “Here’s the scenario,” the instructor announced to his class of novice truck drivers. “You’re in an 18-wheeler with a heavy load, barreling down a mountainous two-lane highway. Ed, your co-driver, is asleep. There are six trucks behind you, and as you come over the top of a hill, they pull out beside you to pass. Suddenly, you see several trucks coming in the opposite direction, pulling into your lane to pass. What did you do?” “That’s simple,” a student called out. “I’d wake up Ed.” “Why would you do that?” asked the instructor. “Because,” replied the student, “Ed ain’t ever seen a truck wreck like this before!”

Dealing with everything from the complex to the mundane, leadership can have its challenges. One key thing that will help you in your organization is to insist that for each problem someone brings to you, they also come with a couple of solutions. This is not for your benefit, but for the benefit of the one bringing it. In due time and with the right coaching, they will begin to see that the solutions they think they need from you they already have and they begin to build up their confidence.

Are you bringing solutions?

Doug’s new book, Great Leaders Wanted! is now available. Visit www.dougsmanagementmoment.blogspot.com to order your copy today!

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