Leadership Growth and Development – Page 8 – Doug Dickerson on Leadership

Leadership Minute: Vocabulary Test

Posted August 12, 2014
by admin

The word impossible is not in my dictionary. – Napoleon Bonaparte

Words are important. From them your belief systems are formed and realities are defined. As a leader you will inspire confidence and courage based upon your word selection. What message do you want to send? To be sure, you will face many obstacles and challenging circumstances will always be a companion on your journey to success. But when the word impossible enters your vocabulary you then marginalize your leadership and the chances of success for your team. When your words sow seeds of doubt about the obstacles before you then that doubt will serve to magnify the challenge. The challenge of your leadership is to sow seeds of faith and to instill confidence. This happens by the words you speak. It doesn’t make the challenge or obstacle any less real; it simply means that you choose to not be defined by them. The sooner you take the word impossible out of your vocabulary the better off you will be.

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3 Leadership Lessons from the ‘Improbable’ Michael Strahan

Posted August 9, 2014
by admin

They do not love that do not show their love – William Shakespeare

Among the inductees in the NFL Hall of Fame Class of 2014 was the great Michael Strahan from the New York Giants. He joined fellow inductees Derrick Brooks, Ray Guy, Claude Humphrey, Walter Jones, Andre Red, and Aeneas Williams.

Strahan is the youngest of six kids and in his induction speech he said that he is absolutely an “improbable Hall of Famer,” and an “improbable football player.” The son of a career Army man, Strahan did not grow up playing football. He received a scholarship and attended Texas Southern University where he learned to play. Another “improbable” moment later came when he was drafted by the New York Giants.

Michael Strahan played defensive end for the Giants for 15 years. He set the NFL’s single-season record for the most sacks (22.5) in 2001. He played in 216 games for the Giants and had a career 141.5 sacks (5^th all-time in the NFL). His final game for the Giants came in 2007 with a win over the New England Patriots in Super Bowl XLII.

In listening to his Hall of Fame induction speech you can’t help but hear the love not just for the game of football but for the people he credits for his success. From coaches and teammates that spanned the various generations of his illustrious career, Strahan took time to recognize them all. Here are three leadership take-aways from Michael Strahan that are worthy of a closer look.

It’s not when you begin but how

Strahan trained and conditioned in Germany. He didn’t take up the game of football until college – in Texas. By that time most of his peers had considerable experience that would seemingly put him at a disadvantage. But he worked hard and learned the game and had to be teachable.

As a leader it isn’t about when you begin but how. If you work hard, are willing to learn and apply yourself, then there is no goal in your sights that you can’t reach. Your age or lack of experience is no match for a positive attitude and strong work ethic.

Improbable doesn’t mean impossible

By all accounts Strahan possessed every disadvantage imaginable when he started out. His lack of experience would surely put him at a disadvantage. Or would it? Learning and excelling at the game while in college and being drafted into the NFL was even more improbable. But he did it.

Strahan joins the company of many others who would have been labeled as “improbable” by any other standard or measurement. Walt Disney was fired from a newspaper for “lacking ideas”. Steven Spielberg dropped out of high school and applied to three film schools but was unsuccessful due to his “C” average. President Harry Truman was rejected by the U.S. Military & Naval Academies due to his poor eyesight. Michael Jordan was cut from his high school basketball team. What does Michael Strahan share in common with all of these people? He refused to be labeled and refused to give up. All successful leaders do this.

Humility is refreshing

For all the success that Michael Strahan achieved in his NFL career there is something quite refreshing about not forgetting those who helped and sharing he credit. Strahan was remarkably generous in paying homage to those who helped him. Striking in his remarks was in how he acknowledged predecessors like Lawrence Taylor and Howie Long. What was honorable was the way in which he proclaimed his love for his parents and proudly admitted to being a “momma’s boy”.

The road to success is long and hard and the bonds you forge with those around you who share the journey make it all worthwhile. When you can remain enough humble to learn, at any age or at any stage in your career, it’s a leadership quality worthy of respect and emulation.

While Strahan’s journey was on a stage for the entire world to see and enjoy it’s not unlike countless others who can and will do the same. Likely far removed from the spotlight and fanfare of a Strahan-like career, you will serve with the same degree of passion and purpose.

It’s important to remember these three lessons: it’s never too late to reach for your dreams; improbable circumstances don’t define you – they only indicate your starting point; humility is never out of style and will always serve you well. Thank you, Michael Strahan, for reminding us.

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Leadership Minute: Who Are You Thankful For?

Posted August 7, 2014
by admin

No one who achieves success does so without acknowledging the help of others. The wise and confident acknowledge this help with gratitude. – Alfred North Whitehead

As you look back over the span of your life as a leader I’m sure there are people along the way who made an impact. Do you remember them? They are the ones who befriended you in a new job. They helped you grow and develop your confidence. They stood by you and believed in you when no one else would. They gave you correction when you needed it and patiently gave of their time to help you grow and become the leader you are today. Expressions of your gratitude are in order. Why not reach out and reach back to say thank you to those who were kind enough to help you? Perhaps you can give them a call or send them a note expressing your gratitude. Life is too short and leadership too hard not to pause now and then to remember, reflect, and give thanks for where you are and for those who helped you. Who are you thankful for?

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Leadership Minute: Serve Well

Posted August 4, 2014
by admin

I have always believed that the best leader is the best server. – Herb Kellleherm

As a leader you wear many hats and juggle many responsibilities. Your leadership journey is one filled with up’s and down’s and everything in between. But what are the defining characteristics of your leadership? Could it be your charismatic personality? After all, people are drawn to vibrant and energetic leaders. Perhaps it’s your track history of great successes that draws people to you. While there could be any number of things to point to that defines you as a leader there is really only one that truly matters. Serving is the ultimate and highest expression of your leadership. When you make serving your priority you set the tone for how customers are going to be treated, how employees will perform, how clients will be represented, how business will be conducted, and how growth will be achieved. Serving is the ‘secret formula” for success and life. When you stop looking inward and start looking outward you can start going forward.

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4 Things Your Employees Don’t Need From You

What a pleasure life would be to live if everybody would try to do only half of what he expects others to do. – William J.H. Boetcker

A story from Bits & Pieces tells of a manager and a sales rep standing and looking at a map on which colored pins indicate the company representatives in each area. “I’m not going to fire you, Wilson,” the manager said, “but I’m loosening your pin just to emphasize the insecurity of the situation.” That, of course, is a light-hearted reminder of the complexity of the employer/employee relationship.

Ask most people at their place of business what they need from their employers to be more successful or productive on the job and they will be quick to tell you. But when you ask them what they don’t need in order to be more productive is when things get interesting. Not long ago I asked a group of workers what they didn’t need in order to succeed. It was eye-opening exercise you should try.

Writing in a Harvard Business Review blog (http://bit.ly/1rEOqqS), Gretchen Gavett reported on the findings of the American Psychological Association’s new “Work and Well-Being Survey”. The good news out of their report is that 70 percent of people are satisfied with their jobs. But once you look below the surface there are a few troubling signs.

“Although almost two-thirds of employees feel their company treats them fairly,” writes Gavett, “other aspects don’t look so good. More than half feel like their employer isn’t open and upfront, a third feel that their organization isn’t always honest and truthful. One in four say they don’t trust their employer at all, and that’s a big deal.”

While intuitively we should know that open communication and trust are essential to good employer/employee relationships it still resurfaces as an issue to address. Knowing what your people need to succeed is important, but also knowing what they don’t need from you will certainly help. Here are four things to start with.

Your negative attitude

In as much as positive attitudes are contagious so are negatives ones. If you make it a habit to circulate among your people with a bad attitude, always finding fault, only focusing on what’s wrong, then your presence will be a demoralizing factor. The truth be told, your people may have every tool they need to succeed but if you have a negative attitude then it is hindering them. Among my informal survey this was the most cited response.

Your indifference

Everyone likes to be appreciated, valued, and wants to believe that their work makes a difference. But if you come across as indifferent to their work, ideas, and contributions then you are sending signals that they are unimportant to you. If you place no value in your people then how can you expect them to place value in their work? Indifference breeds indifference and the results will be devastating.

Your Obstruction

Your leadership style will either facilitate the progress of your people or it will stand in their way. If you burden people down with unnecessary policies and procedures, time-wasting meetings, or ill-timed interruptions then you are in the way. Your employees should not be made to pay the price for your poor time management skills. Don’t allow the “tyranny of the urgent” to be an obstruction to your people.

Your Inconsistencies

While most of your people will never speak up about this don’t mistake it for not noticing. Inconsistent actions by management always send the wrong message. When you communicate one thing and do another then you have planted doubt and mistrust in the minds of your people. Your employees don’t need mixed messages. It only creates confusion and animosity.

So, what’s the bottom line? What do your employees need? From their management team they need leaders with positive attitudes who see the good and bad and know how to address both. They need engaged leaders who know their business without being in their business. They need leaders who clear paths towards success and goal achievement without creating barriers. They need strong leaders who fairly and consistently put forth the values, vision, and best practices of the organization so that everyone can succeed.

What do you say?

I welcome your feedback:

1. What additional things would you add to the list?

2. How can employers do a better job building relationships with their employees?

3. What are some best practices that you can share that have been helpful in your experience?

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