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Three Things Talent Can’t Do For You

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I have no special talent. I am only passionately curious. – Albert Einstein

Gary Inrig tells an interesting story about Bertoldo de Giovanni. Giovanni is a name even the most enthusiastic lover of art is unlikely to recognize. He was the pupil of Donatello, the greatest sculptor of his time, and he was the teacher of Michelangelo, the greatest sculptor of all time. Michelangelo was only 14 years old when he came to Bertoldo, but it was already obvious that he was enormously gifted. Bertoldo was wise enough to realize that gifted people are often tempted to coast rather than to grow, and therefore he kept trying to pressure his young prodigy to work seriously at his art.

One day he came into the studio to find Michelangelo toying with a piece of sculpture far beneath his abilities. Bertoldo grabbed a hammer, stomped across the room, and smashed the work into tiny pieces, shouting this unforgettable message, “Michelangelo, talent is cheap; dedication is costly!”

When it comes to the recruitment of the best and brightest in most organizations the safe bet is to always go with the most talented. For example, you don’t see the top law firms competing for the bottom ten graduating students from law school; instead they go after those graduating at the top of their class.

It goes without saying that talent is important. You want and need talented people on your team. But is talent alone enough? I’d like to highlight three things that talent can’t do for you and in doing so hopefully help you to see the broader picture of what matters most.

Talent can’t be a substitute for your character

Whenever you place a higher premium on talent than on character you have made a mistake. A talented individual on your team can be a valuable asset. But if they are strong on talent and weak on character in the end you will both lose. This is a trap many leaders find themselves in. What do you do when the “star” of your office (top sales producer, etc.) is also the office jerk, a bully, cuts corners, or exhibits otherwise questionable behavior?

At the end of the day, you can always find talented people to help you. You can also find people of character. It’s not an either-or proposition. You can have both but you have to esteem one over the other. Which do you think is more important?

Talent can’t be a replacement for your motivation

Talent and potential is one thing while possessing the motivation and desire to achieve is another. A person with lesser talent but with a higher motivation factor can achieve more than an unmotivated person with more talent. Talent is not what gets you up and out the door in the morning. Talent does not give you an advantage; motivation does.

A classic example is Steven Spielberg. Spielberg dropped out of high school and applied to and was rejected by three different film schools because of his “C” average grade. His report card didn’t measure his motivation and passion. But because his motivation joined forces with his talents we’ve all enjoyed some really great movies. The key here is not to become complacent or coast just because you are talented. No one will remember you because you had talents, but they will remember what you did with it.

Talent can’t be a predictor of your success

What talents do you possess? What is your driving passion? What would you attempt to do if you knew that you could not fail? These are pointed but necessary questions you need to answer if you want to be successful. You see, it’s not your talents that define you or guarantee your success – it’s your choices.

In your possession are talents that you have been blessed with. And every day your choices take you one step closer to perfecting those talents and achieving those dreams or your choices hold you back.

Here are some key choices you will have to make: Your attitude; it will make you or break you. Your friends; the true ones will always believe in you and stick with you. Your faith; it will give you strength for your journey and peace in your storms. Your fears; you will be defined by how you overcame them or how they overcame you. Your talents; will you use them or will you lose them. Talent does not guarantee success it is simply part of the formula.

Embracing your talents is a necessary first step going forward. The formula looks like this: T (Talent) + C (Character) + M (Motivation) + C (Choices) = S (Success). What are you doing with your talents?

© 2014 Doug Dickerson

Leadership Minute: Disturb Your Routine

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The best cure for a sluggish mind is to disturb its routine. – William H. Danforth

Have you ever been in one of those funks where you just couldn’t seem to find a way out? You know the state of mind I speak of – you’re in a rut where creativity is stagnant, you are not clicking on all cylinders like you are accustomed to, and you feel like you are banging your head against the wall. At some point in time we have all been there. One of the best ways to break out of that sluggish state of mind is to disrupt your routine. Disrupting your routine can be liberating and can help you gain some much needed perspective. When your routine becomes too predictable and robotic it can dull your senses to things going on around you. A little variety in your day can be therapeutic. Adding some variety to some otherwise predictable routines can help stimulate your mind and give you a different point of view. When it comes to a sluggish mind don’t be afraid to cause a disturbance.

Leadership Minute: Seek to Serve

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We lead best when we seek the welfare of those we lead, when we seek to serve rather than being served. – Alan McGinnis

As a leader you will put many skills into practice. You will learn the ropes of good people skills, time management, vision casting, teamwork, conflict resolution, and much more. But chief among those skills and what will set you apart from your counterparts is a genuine heart for those you lead. When you seek the welfare of those you lead above your own it will be the defining mark of your leadership. When you seek to serve your people they will see up close and personal what real leadership is all about.  This leadership philosophy runs contrary to what many people experience and what too few leaders practice. But think of how different things would be if it were. Your leadership is a privilege and it’s a gift. The joy of leadership is found in that discovery. Seek first to serve and everything else will take care of itself.

Leadership Minute: Build Bridges

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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?

Leadership Minute: Push Forward

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Trust is knowing that when a team member does push you, they’re doing it because they care about the team. – Patrick Lencioni

Trust is an essential component of any team dynamic. How trust is communicated is important. Knowing that your fellow team members have your back is reassuring. That they know you have theirs is critical. But sometimes a push is needed to send a message that you not only have their back but you believe in what they can become. Pushing others is not so much about being there to catch them when they fall but to help move them forward. Being pushed stirs us out of our comfort zones and tends to be unsettling at times. But we all need a push now and then. Trust is built through consistency and tested over time by our actions. When your team members trust you then they can see the push for what it is and the good it can accomplish. Trust enough to care, care enough to push.

The 4 Stages of the Company Critic

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Be grateful for what you have and stop complaining – it bores everybody else, does you no good, and doesn’t solve any problems. – Zig Ziglar

A guide at Blarney Castle in Ireland was explaining to some visitors that his job was not always as pleasant as it seemed. He told them about a group of disgruntled tourists he had taken to the castle earlier in the week.

“These people were complaining about everything,” he said. “They didn’t like the weather, the food, their hotel accommodations, the prices, everything. Then to top it off, when we arrived at the castle, we found that the area around the Blarney Stone was roped off. Workmen were making some kind of repairs.” “This is the last straw!” exclaimed one lady who seemed to be the chief faultfinder in the group. “I’ve come all this way, and now I can’t even kiss the Blarney Stone.”

“Well, you know,” the guide said, “according to legend, if you kiss someone who has kissed the stone, it’s the same as kissing the stone itself.” “And I suppose you’ve kissed the stone,” said the exasperated lady. “Better than that.” replied the guide. “I’ve sat on it.”

Moaners, groaners, and complainers – you know exactly who I am speaking of and no doubt already have them identified. These are the ones in your organization who just can’t help themselves – they tend to complain about everything.

Recent surveys (http://bit.ly/1o4sJ0u) indicate that negativity is on the rise in the workplace. According to Jim Harter, Gallup’s chief scientist for workplace management 18 percent of U.S. employees are actively disengaged and will complain about their companies. Knowing the stages of company critics is a must for leaders who desire to improve employee relations and maintain a healthy culture. Helpful to you as a leader is to know where your people fit into each category. Here are the four stages for your consideration.

The resistant critic

The resistant critic is the one who for no other reason than just to be antagonistic is against most every new idea and tends to be the resident complainer –in- chief. The resistant critic is locked into a predisposed mindset that makes it difficult to welcome new ideas, sees progressive ideas and people as threats, and will be the last to sign off (if at all) on strategies moving forward.

It will take an extended amount of time to convert the resistant critic and the way forward will not be easy- if achievable at all. The potential value of this person must be weighed against future benefits. If the resistant complainer is too much of a drag on morale and progress then it might be best to cut your losses and move on. In short – proceed with caution.

The reluctant skeptic

Unlike the resistant critic the reluctant skeptic is cautiously engaged. Healthy organizations need these people. By and large they tend to come on board with the mission of the organization but are not certified “yes men” and are not afraid to state the obvious. Reluctant skeptics may have their opinionated ways but for the sake of your future it can be a good thing to hear their voices and pick their brains.

Reluctant skeptics are a careful breed and tend to buy-in to the vision but only after careful deliberation. Arm them with the facts and give them time to process it and they can be your voice of reason. They may be the last to come on board but once they do they can be your strongest allies.

The reasonable participant

The reasonable participants are your tried- and- true loyal troopers. Almost always you can depend on them to be in your corner. While not as vocal in their criticisms as their above mentioned counterparts their voices tends to offer support first while working out the flaws later. The reasonable participant is the backbone of your organization and seldom seeks to rock the boat.

The reasonable participants are your influencers. They are the ones who can come alongside the skeptics and critics and elevate the dialogue and keep morale strong. Important for you as a leader is to never take these team members or their loyalty for granted.

The responsible performer

Ultimately, this is the outcome you are striving for in your organization- people who are engaged, producing, and performing at their best. Chances are you know where most of them fit. Moving people in your organization to this stage will take time, effort, and the best uses of your leadership skills. When each team member is now a responsible performer then your organizational culture is performing as it should.

Knowing the direction that your company critics are moving is important. As a leader it’s upon you to show the way.

What do you say?

© 2014 Doug Dickerson

Leadership Minute: Building Blocks

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One measure of your success will be the degree to which you build others up who work with you. While building up others, you will build up yourself. – James E. Casey

Building others up is one of the simplest and most effective things you can do as a leader. Your ability to influence and build up others can be a real game changer. When you take the time to acknowledge a colleague, congratulate on a job well done or give a word of encouragement, you have no idea the impact it can have. Perhaps that person is having a bad day and you’ve just renewed their faith in your leadership. You just never know the private struggle the other person is carrying. But because you are a leader who builds others up you can make their day. Will it come back on you in positive ways? Of course it will. But as you grow as a leader you will soon discover the joy of being the blessing more than receiving it.

Leadership Minute: Are You Adding or Subtracting?

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No matter what level of the company you’re on, you have a choice about what you will contribute to the culture. – Bill Hybels

When it comes to your participation in your organizational structure are you adding to it or subtracting from it? Each day at your place of business you are either the face of everything that is good and right about your business or you are a good bad example. Your organizational structure is only as good and right and productive as each person in it. Some days are tough. I get it. There are some days and some people that just rub you the wrong way. I understand. The boss may be a jerk and there may be days you feel you are carrying the load by yourself. It happens. But at the end of the day your presence, your attitude, and your work ethic is a contribution for the good of your company’s culture or it’s taking away from it. The choice is yours. Let your contributions be an example others will choose to follow.

Leadership Minute: Get Up and Get Moving!

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Just remember that there’s no way for any of us to get to the place of our Big Dream without leaving our recliners! – Bruce Wilkinson

What is your big dream? It’s the dream or idea that will keep you up late at night and gets you up early in the morning. But the dream does not come true because you dream it – it comes true because you work it. Your dream is akin to a blueprint – it’s the map of your destiny. Without a blueprint the builder can’t build. Many people bemoan unfulfilled dreams but in reality, for most, it was work left undone. The reality is this: the bigger the dream the harder the work. My encouragement to you today is not just to dream big dreams but to work hard. You will know that your dream has captured your heart when it puts tools in your hand. Do you have a big dream? Get up and get moving. It’s time to go to work!

Leadership Minute: Lead With Purpose

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The race to be a leader is crowded, but the field is wide open for those willing to be servants. – Rick Warren

One of the most important things you can do as a leader is to run your own race. Doing so requires knowing your purpose and examining your motives. Many would like to have the title of “leader” but for what purpose? Is it for the sake of what that title can afford you? Is it for personal gain? How about your motives? Be sure of this truth in leadership – your motives will be revealed. But the servant leader is just as easily identifiable but for a very different reason. A leader with a servants heart places others first, looks for ways to lift others up, and is not too proud to serve. Servant leaders have a different mindset and create a different organizational culture. When serving others becomes your mission it’s a game changer. When “what can I do for you?’ replaces “what can you do for me?” it changes everything. The road of servant leadership is less crowded and for good reason. Give it a try!