We keep moving forward, opening new doors, and doing new things, because we’re curious and curiosity keeps leading us down new paths – Walt Disney

In Bits & Pieces there was a story told of a sign in the window of an English company that read: We have been established for over one hundred years and have been pleasing our displeasing customers ever since. We have made money and lost money, suffered the effects of coal nationalization, coal rationing, government control, and bad payers. We have been cussed and discussed, messed about, lied to, held up, robbed and swindled. The only reason we stay in business is to see what happens next.

Like the owners in the story you may show up at your place of business more out of curiosity for what is going to happen next than anything else. But a healthy curiosity combined with your passion can be a good thing. The discoveries of a curious leader can be transformational and help you grow beyond your current boundaries. Here are five traits of a curious leader that you need to know.

Curious leaders have an unquenchable appetite to learn.

What are you passionate about? What are your hobbies and interests? As a leader the answers are found not just on a personal level but also on a professional level.  On a professional level your curiosity will lead you to learn all you can about your product, your customer, and the future direction of your industry. A curious leader will always be looking for and finding new ways to improve and build a healthy future.

Curious leaders are not afraid to take risks.

The only way to grow and move forward is to step out of existing comfort zones and attempt that which has not been tried and be willing to fail and get back up and do it again when knocked down. Curiosity is not just imagining things in new ways it is doing things in new ways. Curious leaders take risks. Curious leaders had rather fail at something big than succeed at something small.

Curious leaders are explorers.

Curious leaders are the modern day versions of Christopher Columbus, Marco Polo, or Captain Robert Scott. Today we know them as Henry Ford, Alexander Graham Bell, Steve Jobs, and Bill Gates, to name a few. They set out to open new doors, discover new paths, and make their mark on the world. Curious leaders consider the exploration just as rewarding as the discoveries they make and we need more leaders with a sense of exploration.

Curious leaders often walk alone.

Curious leaders are not prone to sitting still and have a high energy level. Ever learning and exploring new possibilities they can be misunderstood by others who might otherwise be content with the status quo. But curious leaders keep moving forward and as a result may be found in small company. But curious leaders are needed and our lives have been enriched by lonely people such as Thomas Edison and Albert Einstein.

Curious leaders cast the vision.

Curious leaders are best qualified to cast the vision because they are the ones who have already experienced it. The curious leader has been out front on the future and knows why the team needs to go there. What the curious leader now needs is a strong supporting cast to make it happen. While the curious leader is needed to identify and cast the vision he may not be the best one to execute it.

Curiosity is a wonderful leadership trait. It can position you for the future and give you a renewed sense of purpose. Where will your curiosity take you?

 

© 2013 Doug Dickerson

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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 to order your copies today.

          

Website: www.dougsmanagementmoment.blogspot.com

Doug is available to speak for your business, civic, or church group. Email Doug at [email protected] for more information.

 

My great concern is not whether you have failed, but whether you are content with your failure – Abraham Lincoln

On the journey of leadership there will be failures. I’ve had my share of mine, how about you? So the question is not whether we will fail but are we content with failure. Until you address this mindset and work to overcome it you will never rise to the level of success you desire. Until this issue is settled you will never reach your potential as a leader. Don’t be afraid of failure on your journey because you will experience it, but never allow yourself to be so comfortable with failure that you stop striving for excellence.

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If you enjoy reading the “Leadership Minute” you will especially enjoy reading Doug’s book, Leaders Without Borders & Great Leaders Wanted. Visit Doug’s website to order your copies today.

             

Website: www.dougsmanagementmoment.blogspot.com

Follow at: www.twitter.com/managemntmoment

Doug is available to speak for your business, civic, or church group. Email Doug at [email protected] for more information.

Great spirits have always encountered violent opposition from mediocre minds.   – Albert Einstein

In his book, Living Above the Level of Mediocrity, Charles Swindoll tells of meeting a man who once served on one of Walt Disney’s original advisory boards. The early days were tough; but that remarkable creative visionary refused to give up.

What was particularly intriguing was how Disney responded to disagreement. He said that Disney would occasionally present some unbelievable, extensive dream he was entertaining.  Almost without exception, the members of his board would gulp, and stare back in disbelief, resisting the thought of such a thing. But unless every member resisted the idea, Disney usually did not pursue it. The challenge was not big enough to merit his time and creative energy unless they were unanimously in disagreement.

Taught by most in Leadership 101 is how to get along with others, build consensus, and to speak with one voice.  This art is practiced in many conference rooms as leaders measure success by their ability to squash resistance to their agenda and corral the “rebel rousers” who dare stand in the way. And this is where the practice of good leadership fundamentals with its predictable boundaries must embrace unlimited progress through constructive disagreement.

Insecure leaders will never accept or tolerate disagreement and see it as a form of rebellion that must be defeated. It reminds me of the time veteran baseball umpire Bill Guthrie was working behind home plate one afternoon and the catcher for the visiting team was repeatedly protesting his calls. Guthrie endured this for a number of innings, and then called a halt. “Son,” he said softly, “you’ve been a big help to me in calling balls and strikes today, and I appreciate it. But I think I’ve got the hang of it now, so I am going to ask you to go to the clubhouse and show whoever’s there how to take a shower.”

How do you handle disagreements? Do you take it personal? Do you punish those who disagree with you? Or do you, like Disney, embrace and welcome disagreement as a means to making large dreams come true? Here are three observations to help you embrace constructive disagreements and create a culture in your organization that welcomes all viewpoints.

Constructive disagreements unleash creative thinkers.

Disney refused to embrace small dreams. If the dream and the opposition were too small, it did not merit his time and creative energy. But he knew he was surrounded with gifted people. And he knew his team did not disagree for the sake of resistance, but ultimately they resisted the notion that the impossible was not within their power.

Erich Fromm said, “Creativity requires the courage to let go of certainties.” And in like manner, it requires courage to let go of what others have labeled certain failure for what you believe are acceptable risks.  Creative thinkers set aside conventional wisdom and push through as a team to achieve the impossible.

Constructive disagreements unshackle big dreams.

It almost sounds like a contradiction. But real progress is made not when there is unanimous agreement about mediocre ideas but with disagreement on how to conquer large ones. The path of least resistance requires little. Not disagreement. It demands engagement, commitment, and a personal investment in the outcome.

Disney wanted to present his team with ideas and dreams that would challenge their traditional ways of thinking and tap into their creative genius. It is one thing as a leader to value and appreciate those who always agree with you, but in order to go to a higher level you have to be courageous enough to embrace the ideas and can-do spirit of those who disagree and trust them to deliver. What big dreams have you embraced?

Constructive disagreements produce undeniable results.

By embracing unanimous disagreements Disney and his team created magic that has endured for decades. Millions of people all over the world have experienced the wonders of the Disney brand.

Are you a leader with big dreams and great ideas? Your rise to the next level could be just one disagreement away from reality. As you unleash creative thinkers, unshackle big dreams, you too can attain big results. But first you must step out of your comfort zone and look at things in a new light…wouldn’t you agree?

© 2013 Doug Dickerson

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To order Doug’s books visit www.dougsmanagementmoment.blogspot.com

            

Follow at: www.twitter.com/managemntmoment

Doug is available to speak for your civic, business, or church group for leadership development or keynotes. Email Doug at [email protected] to learn more.