Leadership Growth and Development – Page 2 – Doug Dickerson on Leadership

Embracing The Hard Things in Leadership

Posted July 22, 2019July 22, 2019
by admin

Never interrupt someone doing something you said couldn’t be done. – Amelia Earhart

This past week our nation and the world celebrated the 50th anniversary of the first moonwalk by Neil Armstrong.

Years before that historic moonwalk, President John F. Kennedy in a rousing speech at Rice University declared:

“We choose to go to the Moon in this decade and do the other things, not because they are easy, but because they are hard; because that goal will serve to organize and measure the best of our energies and skills, because that challenge is one that we are willing to accept, one we are unwilling to postpone, and one we intend to win, and the others, too.”

Kennedy’s speech at Rice on September 12, 1962, was not the first time he referenced going to the moon or rallying the nation around this ambitious goal. He had done so the year before in a speech to Congress and was a driving force behind its realization even though he would not live to see it.

But for me, the most inspiring part of the speech was not the articulation of the goal of going to the moon. It was embracing that goal and others, “not because they are easy but because they are hard”. That, to me, was the inspiring challenge of a past generation, and is one we need to rediscover in ours. Embracing the hard.

The quest for many is the easy route – it’s the path of least resistance. Embracing the hard is, well, hard. It demands more of us – more than at times we feel we are capable of giving. Shakespeare put it this way, “ We know what we are, but know not what we may be”. Embracing who we may be means letting go of the easy and embracing the hard.

This is true in our personal lives and in our leadership. Embracing the seemingly impossible challenges and willfully opting for the hard paths flies in the face of conventional thinking. Consider these three perspectives:

The hard things in leadership: What it’s not

-Embracing the hard things in leadership is not about embracing hard things as if you have some martyr syndrome.

-It’s not blind ambition without regard to risks and sacrifices that will need to be made.

-It’s not making things hard, it’s doing hard things in a smart way.

The hard things in leadership: What it is

Ralph Martson said it this way, “Don’t lower your expectations to meet your performance. Raise your level of performance to meet your expectations”. This is the secret to doing the hard things in leadership.

-It’s about raising expectations to such a high level that your people become passionate about wanting to do the hard things.

-It’s about redefining what success looks like. And it will never look the same again when you embrace the hard things.

-It’s about bringing out the best in ourselves and in others. Knowing what you are truly capable of achieving is not found in doing the easy things. Your leadership is not forged in the valley, but in the fire.

The hard things in leadership: The cost

Many Americans during the 60’s opposed the idea of sending a man to the moon. They argued that the money could be better spent on other things.

-The toll was great for those who worked on the Apollo mission. The divorce rate, in particular, was very high.

-When you choose to do the hard things in leadership versus the easy – it will come at a cost. Not everyone will take the journey with you.

-Some are comfortable being “settlers” – let them be.

-Some are just not willing to pay the price. Don’t let them dissuade you. You must do as Ben Horowitz suggested and “embrace the struggle”. When you do then a whole new world of possibilities opens up before you.

While it may go against the grain of the current way you think about leadership – embrace the hard things. You will be a better leader for it.

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7 Things You Do That Your Leader Can’t Stand

Posted January 28, 2019January 28, 2019
by admin

The cost of leadership is self-interest. – Simon Sinek

In this space last week, I wrote about The 7 Things You Do as a Leader Your Team Can’t Stand. It was an attempt to pull back the curtain and look at the things that you do as a leader your people struggle with.

As promised, this week the script is flipped. It’s time to take a look at the things that people in the organization do that the leader can’t stand. It’s only fair considering the number of people who at one time or another have said they work for an idiot.

Keep in mind, the observations from this article including the one from last week are not designed to be used as ammunition to go after one another. It’s designed to put into context the necessity of a greater conversation that’s needed. Next week, I will devote this space to how both sides can come together, work through these issues, and be a stronger organization.

So what are the seven things you do that your leader can’t stand? Just like last week, this isn’t an exhaustive list but represents some of the more common ones.

You are not a team player

This one thing will irritate your leader quicker than anything else. When the reality or the perception is that you do what you do more for the benefit of yourself than for the benefit of the team it will rub your leader the wrong way. You have little credibility when railing against your organization or leader when all of your actions demonstrate that you are using them for your own gain. Team players lift their leader, their peers, and thus, the entire organization. Click To Tweet

Your leader can’t stand your self-centeredness.

You play politics

When you elect to engage in the office politics game it’s a demonstration that you have lost your focus and calls your motives into question. What your leader needs is not your skill at manipulating others but your ability to empower others. Your leader needs people on the team who are more concerned with reaching their goals and lifting those around them to do the same. Playing politics to get your way or get ahead is the lowest form of leadership.

Your leader can’t stand you stirring up dissension.

You point out problems, provide no solutions

I’ve yet to find a perfect organization. Chances are, yours isn’t one of them. But if all you do is point out problems without providing solutions it can be a force of frustration for your leader. Henry Ford said it well, “Don’t find fault, find a remedy.” The next time you have a problem to take to your leader be sure to take a few solutions with you. Simply pointing out a problem means little if you are not willing to be a part of the solution. Click To Tweet

Your leader can’t stand you griping about things you’re not willing to fix.

You don’t go above and beyond what’s required

The ability of your organization to move beyond the level of mediocrity rests with its people willing to go the extra mile to make it happen. But whenever people are not willing to embrace an above and beyond work ethic, it will be hard to rise above that level of mediocrity. So long as people are content to show up and do the minimum amount of work in order to get a paycheck, it will always be a struggle to move your organization forward. Click To Tweet

Your leader can’t stand people who only give minimal effort.

You are not willing to take risks, you play it safe

This is not about taking reckless risks or behaviors that would otherwise put the organizations in jeopardy. But it does demonstrate that you are willing to think outside the box, that you are open to creative solutions, and that you take nothing for granted in terms of where the organization is and where it expects to go. Yet when you had rather play it safe and avoid risks’ then you are not moving the ball forward.

Your leader can’t stand small thinking.

You stop growing and learning

No matter how good you are at doing what you do, there will always be room for improvement and something to learn. As John Maxwell said, “No matter how much it costs you to keep growing and learning, the cost of doing nothing is greater.” What signal does it send to your leader when you stop growing and learning? What do you think he or she thinks of your capacity to be a future leader in your organization if you are not growing and learning?

Your leader can’t stand your limited thinking.

You don’t lead yourself well

In the final analysis, your ability to lead yourself is what matters. You must take responsibility for your personal growth and development. Before fixing everything around you, you must fix what’s wrong within you. So long as you are not leading yourself well you will never rise to a level of effectively leading those around you. Click To Tweet When you invest in your leadership you invest in your future. If your leader sees that you can’t lead yourself then what motivation does he or she have elevating you beyond where you are now?

Your leader can’t stand you not growing as a leader

Now that the 7 things have been named and brought to light on both sides, next week I will look at win-win solutions. It’s time for some conversations. I invite you to join in.

Resources I recommend:

The Ideal Team Player by Patrick Lencioni

Order it here from Amazon

The Five Levels of Leadership by John Maxwell

Order it here from Amazon

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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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Three Ways Leaders Can Model Losing

Posted December 2, 2018
by admin

I have not failed. I’ve just found 10,000 ways that won’t work. – Thomas A. Edison

In most all leadership circles we hear much about winning and success. I’m not knocking it. We all like to win.

But in leadership, as in life, not every endeavor we undertake results in a win. Sometimes we lose. We don’t need books and webinars on how to win. That comes easy for most. Losing, on the other hand, is another story.

As a sports enthusiasts and player back in the day, we all heard the saying, “It’s not whether you win or lose, but how you play the game.” That’s all good and well if you win but can ring hollow when you lose.

In leadership, losing and failure takes on a whole new meaning. We tend to tie our value to our successes and see failure as unacceptable (not that it ever should be), and not as a part of our overall success journey. We forget the big picture.

In his acclaimed book, Failing Forward, John Maxwell states, “One of the greatest problems people have with failure is that they are too quick to judge isolated situations in their lives and label them as failures. Instead, they need to keep the bigger picture in mind.” Your approach and attitude toward losing are critical to your leadership.

How you lose or fail as a leader says as much about your leadership as does winning. How will you model it? Click To Tweet

Here are three ways as a leader you can model losing. Weigh them carefully, one day you will need this.

You model losing with your humility

At the end of the day, nothing is more humbling as a loss. Losing has a way of keeping you humble and grounded as a leader. Not that you always want to end up on the losing end of things, but it is an indication that the journey to success is also littered with failures along the way.

Losing is a not so subtle way of learning that you don’t know it all and remaining humble is important. At times, the best thing that can happen to you is to experience a loss. A loss is a great teacher.

You model losing with your integrity

In the event of losing, be sure not to lose your integrity. Be humble and gracious. Don’t blame others for your loss and be sure to accept responsibility. Losing shows that you have skin in the game and that you were willing to take some risks.

There are worse things in a leaders life than losing. You can learn from your mistakes and live to fight another day. Click To Tweet But when you compromise your character and lose your integrity you’ve lost the most significant battle of all.

You model losing with your resolve

Thomas Edison’s attitude towards failure is a great example of resolve. He experienced setbacks (a fire destroyed his lab) and suffered numerous hardships. He is remembered not for his defeatist attitude but for having a positive one. Thirty days after that fire destroyed his lab he put forth the first phonograph.

The battles you win and lose as a leader is a reflection of your skills and judgment. How you lose is a reflection of your character and your heart. What kind of leader will you be? Click To Tweet

When you are an example of a leader who knows how to lose, you will be a leader who knows how to win, and one worth following. Stay humble, keep your integrity in check, and never lose your resolve.

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Why Your Employees Stand On The Sidelines

Posted November 11, 2018
by admin

I like work; it fascinates me. I can sit and look at it for hours. – Jerome K. Jerome

According to Gallup’s 2017 State of the American Workplace, only 33% of full-time employees in the U.S. are engaged at work. The majority of employees are indifferent.

Chances are you know one of these persons. They show up at work. They do their job. Then they go home. They don’t go above and beyond what’s required of them to improve the company or advance its goals.

We’ve known for some time that engagement in the workplace is a challenge. It’s been written about extensively.

Sideline employees make up what Gallup identifies as the “actively disengaged” – those who do not enjoy going to work and are sucking the morale out of your organization. They’re unhappy and everyone knows it.

Why employees opt for the sidelines will vary from organization to organization. Understanding why is crucial. While this is not an attempt to identify all of those reasons, perhaps these observations will help.

Indifferent leaders produce indifferent employees

Leaders set the tone for the organization. If the leadership is indifferent towards its team members – not engaged with them, listening to them, empowering and equipping them, then it’s going to be a stretch to think the team members will be enthusiastic about coming off the sidelines. If you want your employees to have skin in the game they first need to see your investment.

The mission isn’t clear

If your team members can’t identify the mission of the organization then don’t expect them to commit to uncertainty. Click To Tweet. Team members will come off the sidelines when they know the mission when the vision is clear, and when they know what impact their contribution will make. Don’t expect your team members to stick their necks out for what you as a leader haven’t made clear.

The risk isn’t worth the reward

Leaders move employees off the sidelines by not only sharing the mission and vision but painting a picture of what victory looks like. Engaged employees had rather risk defeat by being in the game and contributing than watching others celebrate a victory they had nothing to do with. Click To Tweet It could be that some on the sidelines are there because there’s no incentive to be in the game.

Poor company culture

According to YouEarnedlt, 49% of employees say culture influences their employee experience more than the physical environment or the technology to do their job. Company culture is a two-edged sword that cuts both ways for sideline employees. They are on the sidelines because of their perception of a poor company culture but are too indifferent to step up to change it. The culture of your organization sets the tone for the productivity of your people. As a leader, you must accept responsibility for this. Click To Tweet

Moving your people from the sidelines to an all in commitment requires strong leadership. The foundational principles are relationships, communication, engagement, and culture. It’s time to get your players in the game!

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Four Things All Humble Leaders Do

Posted November 4, 2018November 6, 2018
by admin

Humility is not thinking less of yourself, it is thinking of yourself less. – C.S. Lewis

Pride and arrogance. It’s been the Achilles-heel for leaders it seems for as long as anyone can remember. There’s a fine line and big difference between a leader who instills pride among his or her people and in doing so lifts morale across the board throughout the organization.

But then there’s the leader who is simply arrogant and prideful in that they are haughty, think they know it all, look down on others, ignores input, is condescending, and are basically just jerks. Chances are, you already have a visual image of this person in mind, don’t you?

Yet one of the most endearing qualities of leadership is found in the person who genuinely walks in humility.

But what sets this leader apart? How can you spot them? What are their characteristics? Here are four that are obvious.

They ask a lot of questions

Humble leaders are not afraid to ask questions. It’s a leadership hack that is lost on many aspiring leaders due to pride. The proud and arrogant leader had rather make you think they know it all by not asking a question. The humble leader had rather ask questions and be sure of it.

In his book, Good Leaders Ask Great Questions, John Maxwell writes, “Any leader who asks the right questions of the right people has the potential to discover and develop great ideas”. And this is true of you.

Your road to success as a leader is not achieved through pride and a know-it-all attitude. It comes from a humble attitude and by asking questions. Click To Tweet

They put others first

In an age when so many are only looking out for themselves, the humble leader knows how to put others first.

Putting others first is all about putting the needs of the team ahead of your own. It’s not just about making decisions within your organization that best fits your needs, but is about empowering all people across the board. The humble leader is willing to make sacrifices others won’t. It’s done out of service and duty to a cause, purpose, and mission greater than self.

They bring people together

This characteristic of a humble leader is worth highlighting because this leader understands that they alone are not the source of all knowledge.

The humble leader is smart enough to know that the way forward is not alone, but with others. Click To Tweet The humble leader knows that in order to sustain momentum and move forward it takes everyone working together. The humble leader is all about bringing people to the table for all voices to be heard.

The humble leader taps into the wisdom and knowledge of all his or her people in order to move the team forward. He does so not by feeling threatened by those voices but by appreciating them. Click To Tweet

They speak less and listen more

The one with the title talks- a lot. The humble leader is prone to speaking less and listening more.

Stephen Covey said, “It takes humility to seek feedback. It takes wisdom to understand it, analyze it and appropriately act on it.” And this is what humble leaders desire to do. Humble leaders are like sponges- learning all they can.

Humble leaders are like a breath of fresh air. They are confident in who they are, what they know, and the skills they have. But they are not so arrogant that they are afraid to ask questions, put others first, bring people together, and speak less (or as Simon Sinek suggests – speak last) and listen more. In this day and time, we could use some humble leaders.

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Rhythm Busters: The Four You Need To Tackle Today

Posted October 21, 2018October 21, 2018
by admin

The way is long if one follows precepts, but short if one follows patterns. – Seneca

Ask any artist, poet, or musician and they will talk to you of the importance of rhythm. The same goes for athletes. Getting into and establishing a rhythm is essential to success.

Unknowingly, however, many people are sabotaging their own success in leadership or in their organizations due to common rhythm busters. These are actions or behaviors that if left unchecked can disrupt the rhythm you need to sustain your momentum.

Think for a moment about the patterns and practices in your organization that work. The ones that create momentum and drive success. List them. Now picture what your organization would look like without them. What if that list was removed from your playbook, not by outside forces, but by self-inflicted wounds?

There are plenty of rhythm busters that can sabotage your momentum and hold you back. These four are ones you need to identify and tackle today. Click To Tweet

Turf wars

Nothing will kill the momentum of your organization any faster than territorial turf wars. It fosters distrust within your team and undermines your goals and mission.

Not understanding the destructive force of turf wars will render a leader ineffective in moving his or her organization forward. Allowed to continue, it won’t matter. The organization will crumble under the weight of its own arrogance.

Patrick Lencioni, in his acclaimed book, Silos, Politics and Turf Wars, writes, “There is perhaps no greater cause of exasperation-not to mention turnover-than employees having to fight with people in their own organization. Understandably and inevitably, this bleeds over into their personal lives, affecting family and friends in profound ways”.

Turf wars will disrupt the rhythm of your leadership and organizational life. It’s time to put a stop to it. Click To Tweet

Chasing the urgent, forsaking the important

Commonly referred to as “the tyranny of the urgent”, this behavior will always disrupt the rhythm of your organization. Study the patterns of most any successful organization or leader and you will see this clear distinction – knowing what is urgent and what is important.

The urgent bends toward pesky interruptions, phone calls, text messages, “need this right away” distractions that take team members away from the priorities that matter to tend to things that can wait. Unless you understand the difference between the urgent and the important you will always fight this battle with little success. Don’t let the urgent disrupt the rhythm of important.

Complacent attitudes

One of the dangers of a well-oiled machine is the belief that it runs by itself. If not careful, members on your team can settle into an attitude of believing that success is automatic if they keep doing the same things over time. While there is much to be said for regular patterns that work, it’s never a good idea to settle into a complacent mindset and take success for granted.

Leaders must always be on guard against anything that would disrupt organizational rhythms. Be it poor attitudes, complacent mindsets, or dated thinking Click To Tweet. As Pat Riley said, “When a great team loses through complacency, it will constantly search for a new and more intricate explanation to explain away defeat”. Don’t allow complacent attitudes to disrupt your rhythm.

Mistaking movement for progress

Mistaking movement for progress is the byproduct of complacent attitudes. This mindset lulls your people into believing that as long as the team is moving then all is well. But not all movement is progress. And smart leaders will recognize this.

As a leader, you must have keen eyes to see whether you are moving in the direction of your goals and vision. You must have ears to the ground to filter thru the noise of those, who despite their best intentions, may be giving bad advice.

Too much is at stake for you as a leader and for the direction of your organization to allow your rhythm to be derailed. Rhythm busters are a constant threat. You must be diligent and stop them before they stop you.

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The Power of Purpose Driven Leadership

Posted September 23, 2018October 8, 2018
by dougdickerson

When you’re surrounded by people who share a passionate commitment and common purpose, anything is possible. – Howard Schultz

There is a story involving Yogi Berra, the well-known catcher for the New York Yankees, and Hank Aaron, who at that 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 Berra and said, “I didn’t come up here to read.”

The story is a great reminder of why having and knowing your purpose is important. Do you know your company’s mission or vision statement? If not, sad to say, you are not alone. According to a survey conducted by TINYPulse of over 300 hundred companies and 40,000 anonymous responses, the survey revealed that only 42 percent of employees know their organization’s vision, mission, and values.

If your employees do not know your company’s vision, mission, or values then they will be poor representatives of your company. If you, as the leader, have not clearly communicated those core values then you have fallen down on the job. How can your employees represent what they do not know? Purpose-driven leadership is essential to your success. Here are three reasons why.

It gives context to your past

In order to understand where you are and where you are going, it is important to understand your past. Click To Tweet Knowing the back-story of your organization – all the successes and failures and how it emerged in the formative years is foundational information worth understanding.

Marcus Garvey said, “A people without the knowledge of their past history, origin and culture is like a tree without its roots.” Seek to understand where you have come from in order to make sense of where you are going. From that knowledge, you can have a greater understanding and appreciation for where you are today.

It keeps you focused on the present

When your purpose and vision is clear it gives your employees the focus they need to succeed. If your team is in the dark about its mission and vision they are without the most basic of tools needed for success. Your employees cannot lead your organization to its intended destination if they do not understand why they are going there or the values that will guide them. Click To Tweet

A clear understanding of your purpose gives them the ability to focus like a laser on accomplishing their goals and objectives. Just as Hank Aaron was able to tune out the distraction at home plate and hit a home run, so too, will your team succeed when they focus on their mission.

It gives you direction for the future

When you can put your past in context and focus on the present then you can build for the future. When you have a purpose that is known, with employees who are engaged, then you have a future that is promising. Click To Tweet

“Even though the future seems far away,” said Mattie Stepanek, “it is actually beginning right now.” Purpose-driven leadership is about empowering and equipping your team. Purpose-driven leadership is the rudder of your ship and will keep you on course. Your future is only as promising as your ability to empower.

The time is now to lay claim to your purpose, make known your mission and vision, and discover the possibilities before you.

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Leadership In a Word: Redemption

Posted April 22, 2018
by dougdickerson

[No] matter what a waste one has made of one’s life, it is ever possible to find some path to redemption, however partial. – Charles Frazier, Cold Mountain

A word about redemption

The life of a leader is a life of many imperfections, failures, and flaws. Then add to that all of the false accusations, whispers, and rumors. Hang around in leadership long enough and you will come to know what I mean.

Thankfully though, perfection is not a prerequisite for leadership. But neither is this truth a license for bad behavior. On the leadership journey, we all need some grace and redemption.

I am reminded of a story involving a young boy working in the lab with Thomas Edison. It comes from a book by James Newton in which shared this story.

Edison was working on a crazy contraption called a “light bulb” and it took a whole team of men 24 straight hours to put just one together. The story goes that when Edison was finished with one light bulb, he gave it to a young boy helper, who nervously carried it up the stairs. Step by step he cautiously watched his hands, obviously frightened of dropping such a priceless piece of work. You’ve probably guessed what happened by now; the poor young fellow dropped the bulb at the top of the stairs.

It took the entire team of men twenty-four more hours to make another bulb. Finally, tired and ready for a break, Edison was ready to have his bulb carried up the stairs. He gave it to the same young boy who dropped the first one. That’s true forgiveness.

How many times as a leader have you been like the boy who dropped the bulb? How many times in our learning curves have we come up short, missed the mark, didn’t come through, or failed to deliver? We’ve all been there.

On our leadership journey, we all need some grace and redemption. Let’s briefly examine a few key concepts.

The redemption I need

This framework has already been established so I won’t dwell here long. Suffice to say, as leaders we are all flawed in some way. When you see yourself as one who leads from a position of needing redemption and grace as much as the people you lead, it will cause you to walk humbly. The Scripture says, “to whom much is given, much is required” (Luke 12:48), and this is especially true for leaders today.

The redemption I give

I can only imagine the reaction of that young boy’s face when the next day Edison handed a new light bulb back to him to walk up the stairs. But that was a testament to the redemptive heart of Edison.

What about you? As a leader, and by your actions, you have opportunities to be an agent of redemption and forgiveness. Your one redemptive act of kindness toward a colleague or team member may be all it takes to turn things around for that person.

I am not talking about abandoning expectations or lowering the bar as it relates to standards and performance, but I am speaking to a specific leadership skill not found in the manual but in your heart. The human equation. Perhaps if we listen more, talk less, forgive more, condemn less, love more and hate less, then we can reflect a standard of leadership worth emulating.

Redemption quotes

“A good head and a good heart are always a formidable combination”. – Nelson Mandela

“Leadership is about making others better as a result of your presence, making sure that impact lasts in your absence”. – Sheryl Sandberg

“To handle yourself, use your head; to handle others, use your heart”. – Eleanor Roosevelt

“And be kind to one another, tenderhearted, forgiving one another, even as God in Christ forgave you”. – Ephesians 4:32

“Civility doesn’t weaken a message, it helps others hear it”. – Kate Nasser

A final word

We live in a world of hurting people. And here’s a truth I learned many years ago – hurting people hurt others. As a leader, in your sphere of influence however large or small- you’ve been given an opportunity to be a small light in the darkness. Your one redemptive act of kindness or forgiveness may be all it takes to set the course right and change someone else’s life. Let redemption be a defining quality of your leadership.

*Note: Leadership In A Word is my writing theme for 2018. Each week the focus will be on a word that impacts you as a leader. My style is new but my message and commitment to delivering fresh leadership insight to you are the same. It’s my sincere desire to help you grow as a leader and to partner with you in reaching your full potential.

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Leadership In a Word: Scars

Posted April 2, 2018
by dougdickerson

Turn your scars into stars – Robert H. Schuller

A word about scars

In The Odyssey, there is a scene that takes place near the end of the story. Odysseus returns home after many years of wandering. He is in disguise as an old man. At first, nobody recognizes him, not even his wife and child. One night before bed, Odysseus’ aged nurse bathes him. At first, she thinks he is just a stranger, but while bathing him, she recognizes a scar on his leg. She remembers the scar from infancy. Until she saw the scar she did not recognize him.

Hang around in leadership long enough and you will come to know about scars. It’s not something you hear a lot about when starting out in your professional life although you should. We tend to start out wide-eyed and ready to take the world by storm.

But along the way, all the things that you weren’t taught in your MBA classes and elsewhere introduce you to the realities of leadership. Life happens. People disappoint. You experience a few failures. Loneliness sets in. You second guess yourself. Your blinders come off as you’ve been properly introduced to the real world. Can you relate?

But in as much as we can accumulate scars through the school of hard knocks in leadership, not all are the by-product of negative experiences. Often time scars are from tenacity – staying in the fight, not giving up, and persevering in the face of adversity. Great leaders are known for this.

Think for a moment about your own leadership journey. While scars can be painful, you’d probably not be where you are today without them.

Yet over the years, I’ve seen scars do leaders in – the pain was too much. Here I’d like to offer a word of hope and these reminders.

Scars are a sign of healing

I read something very interesting about scars. It stated, “A scar is a mark left on the skin after a wound or injury has healed. Scars are a natural part of the healing process”. And this is where many in life and leadership miss the process. A scar is not an open or active wound- it’s a healed one.

Sometimes in life and in leadership, we thwart the healing process regarding the battles we’ve gone through. When we hold onto our hurts with unforgiveness, bitterness, or anger, the wound can never heal.

You can be a leader with scars and move on or you can be a leader holding onto wounds.

Scars are a sign of your passion

When you’ve found your passion – your one thing – it will motivate you to stay in the fight when others walk away. It will cause you to refocus your energies. It will keep you up late at night and cause you to rise early. Because of it, you will learn to give up the good to chase after the great.

Years ago in high school, I worked at a garden center. The winter months were brutal. But it was during this time we built the greenhouses and spent those cold days potting roses. Thousands of roses. Our cold and bloodied hands bore the scars of the hard work that went into a prosperous and beautiful spring. Scars were part of the price we paid to enjoy that beauty.

Your scars in leadership prove your passion. They are signs of your willingness to go above and beyond to reach your goals.

As a leader, see your scars for what they are – proof that you have skin in the game and that you will fight for what you believe in.

Scars are a sign of your strength

Whether it’s in your everyday life or more specifically in your leadership role, no one likes the situations that bring scars. They hurt. We feel the sting of disappointment, failures, betrayals, and what about that difficult boss you have to deal with?

Over time, these life experiences don’t just cut us but they can scar us. The question then is about our response. Are we going to let it define us or prepare us? Are we going to get bitter or better? We have a choice to make.

I can look back at some of my most painful scars and see it now from a different perspective that only time allows. While the experience was painful at the time, I can now see where it prepared me and made me a stronger leader as a result.

You haven’t come this far in your journey because you are weak, you are here because you are strong. You have the scars to prove it.

Scar quotes

“God will not look you over for medals, degrees, or diplomas, but for scars”. – Elbert Hubbard

“Some people see scars, and it is wounding they remember. To me, they are proof of the fact that there is healing”.- Linda Hogan

“Scars are not signs of weakness, they are signs of survival and endurance”. – Rodney A. Winters

“But he said to me, “My grace is sufficient for you, my power is made perfect in weakness” “. – 2 Corinthians 12:9

A final word

Most every leader I know has scars. What about you? Leadership will present you with challenges you didn’t anticipate. You will acquire some scars along the way. But your scars are reminders that you have healed, they are reminders of your passion, and a testament to your strength.

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