Leadership Lesson – Doug Dickerson on Leadership

Walking in the Shoes of the People You Lead

Posted August 24, 2023August 24, 2023
by admin

Leadership and learning are indispensable to each other. – John F. Kennedy

Hopefully, you didn’t miss the recent story about Lufthansa CEO Jens Ritter. He took to LinkedIn to share his experience by stepping into the role as an additional crew member on a flight from Frankfurt, Germany to Riyadh, Saudi Arabia.

Ritter, a former pilot himself, joined the crew in serving the passengers aboard the flight. In his post, he said, “Sometimes, you need to change perspectives in order to gain new insights,” he wrote on LinkedIn about his experience. He added, “It was so interesting to address the guests’ wishes individually, to deal with the different energy everyone has.” he said.

Ritter’s example serves as a great lesson for all leaders. It’s one thing to make decisions in your office that will have an impact on your people, but it’s another to walk in their shoes and see for yourself the impact of those decisions. Ritter added, “Deciding things in the office will be different after really feeling the decisions on board.” This is the genius behind what he did and why it’s worth modeling.

As a leader, you make decisions that have consequences beyond the confines of your office. Understanding the impact and consequences of those decisions should never be lost on you. So, what is a leader to do? Let’s start with some basics.

Don’t confuse what’s best for the bottom line with what’s best for your people

As a leader, you have to look out for both. It’s your responsibility to understand the difference between the monetary cost and the morale cost. You can’t win the monetary cost by sacrificing the morale cost. If you lose the morale cost, you will almost inevitably lose the money cost. Click To Tweet

Jens Ritter working with the crew on a Lufthansa flight. — Credit: Jens Ritter via LinkedIn

By placing himself firmly in the shoes of the people impacted by his decisions, Ritter gained a greater appreciation for the impact of his decisions. If you want to be an effective leader, you’ll need to learn to do the same thing.

Your relevance as a leader is proportional to the relationships you build

John Maxwell was right when he said, “People don’t care how much you know until they know how much you care.” And this will always be the secret sauce of your leadership. When you learn the value of relationships as a leader it’s transformative.

You can be a leader by default because you have a title or you can be a leader by inspiration because you have the hearts of your people. I’ll go out on a limb here and say Ritter is an inspirational leader because he understood the value of walking in the shoes of his people. I can assure you that his fellow crew members will never forget the day when their CEO walked in their shoes. If you want to be an effective leader, you’ll need to learn to do the same thing.

You must choose between making a good impression or making a great impact

In leadership, it comes down to this choice you will need to make. Do you want to impress people or do you want to impact people? Far too many are satisfied with simply making a good impression.

Howard Henricks stated, “You can impress people from a distance, but you can only impact up close.” And this is your choice as a leader. Ritter could have stayed in his office and in some small way impressed his people. But up close he impacted them and learned some valuable lessons along the way.

If you want to be an effective leader, you will have to decide whether you want to impress your people or impact them. One choice requires nothing from you while the other will move you from a place of superficiality to significance.

Final Thoughts

Walking in the shoes of your people is one of the greatest and most appreciated things you can do as a leader. It keeps you grounded, relevant, and informed. The greater the distance between you and your people, the greater the gaps are in your leadership. If you haven’t done so lately, take a walk in the shoes of the people you lead.

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How Indecisive Leaders Hurt Morale

Posted July 27, 2023
by admin

Indecision may or may not be my problem – Jimmy Buffett

A story is told of former president Ronald Reagan once had an aunt who took him to a cobbler for a pair of new shoes. The cobbler asked young Reagan, “Do you want square toes or round toes?” Unable to decide, Reagan didn’t answer, so the cobbler gave him a few days.

Several days later the cobbler saw Reagan on the street and asked him again what kind of toes he wanted on his shoes. Reagan still couldn’t decide, so the shoemaker replied, “Well, come by in a couple of days. Your shoes will be ready.” When the future president did so, he found one square-toed and one round-toed shoe! “This will teach you to never let people make decisions for you,” the cobbler said to his indecisive customer. “I learned right then and there,” Reagan said later, “if you don’t make your own decisions, someone else will.”

Indecisive leadership is a crippling character trait for leaders. When your organization needs clear direction and decisive action, a waffling leader can cause more harm than good. Click To Tweet

With so much at stake, why do leaders waffle and struggle with decision-making? Three primary reasons come to mind.

They lack clarity

Leaders who struggle with decision-making may lack the necessary clarity needed to make the necessary decision. Rather than making the wrong decision, they make no decision at all.

They lack confidence

In some situations, leaders withhold decision-making because they are not confident enough in their own instincts. Rather than take a risk and make a decision, they play it safe and everyone is left dangling.

They lack consensus

In some cases, leaders withhold decision-making because they don’t have a consensus on the best path forward. Rather than offend a few with a decision, the leader demoralizes everyone by not making one.

So what is a leader to do? How can a leader overcome this agonizing dilemma? Here are a few ideas.

Trust your instincts

A confident leader will trust his or her instincts in times of decision. Deep down you have a strong intuition that guides you. Trust it.

Invite input

Decisive leaders are informed leaders. Those most affected by your decisions should be the first at the table of discussion. As it’s been said, “The person who sweeps the floor should choose the broom”. Welcome input, but make your decisions on principle, not politics.

Clarify your values

The worst thing you can do as a leader is to make a decision for the sake of making one. Roy Disney was right when he said, “When your values are clear to you, making decisions becomes easier”. When making a decision make sure it aligns with your values. If not, don’t do it.

Check your motives

First and foremost your decision-making should be what’s best for your organization and people. If you are making decisions to gain popularity or to gain favor with some to the detriment of others you are sowing the seeds of low morale. You must have the best interest of the team at heart and not just a few.

Leadership is about making hard decisions. Indecisive leaders make it harder–on themselves and those they lead. Your path forward begins by acknowledging what your indecisive tendencies are doing to your leadership and how it’s impacting the morale of those you lead.

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Leadership and the Toxic Workplace Culture (Part 2)

Posted July 10, 2023
by admin

Who you attract isn’t determined by what you want. It’s determined by who you are. – John Maxwell

In part one of this two-part series, I introduced you to a working definition of what a toxic workplace culture is and introduced you to the leader’s role in addressing it.

A toxic workplace environment was defined as “a workplace where a negative atmosphere caused by coworkers, supervisors, and/or the company culture, makes it difficult to work or progress in a job.” Perhaps you can identify with this working definition. In fact, 87% of those surveyed for the study said that they worked in such an environment.

The leader’s role in reversing a toxic workplace environment begins with two things: 1) The leader defines the workplace culture. In other words, the type of culture you want is determined by who you are. You can’t expect to have great workplace culture if you, as the leader, do not possess the character and integrity to create it. You define the culture by who you are. 2) The leader must defend the culture. It’s not enough to define the culture you want, you must defend it. This means everyone in leadership is clear on what it is and everyone sets the example of what it looks like and you hold everyone accountable for it.

As stated in part one, many CEOs and CFOs acknowledge the benefits of a healthy workplace environment but do not know where to start when it comes to fixing it. I addressed a starting place in part one, so let’s continue with a few next steps that can turn the tide.

Don’t assume everyone knows or understands the culture

It would stand to reason that your values and culture are an integral part of your onboarding process. If it’s not, it should be. But that aside, you must build upon it. Your culture and environment are always evolving. At every opportunity, remind your people that they represent the culture and the health of the organization.

Everyone is held accountable

Patrick Lencioni says, “Great teams do not hold back from one another. They are unafraid to air their dirty laundry. They admit their mistakes, their weaknesses, and their concerns without fear of reprisal.”

And this must be the guiding philosophy of your organization if you want it to be healthy. If all your people do is bottle up their frustrations and concerns and never speak up, even though that employee is an otherwise ideal team member, they are inadvertently contributing to the toxic culture. Your people must take ownership of the culture they want and it begins with mutual accountability. Click To Tweet

Regularly employ T.L.C.

The benchmarks of a strong workplace culture that will cause it to thrive are found in three basic ingredients:

Trust – The foundation of your workplace culture is trust. When your people trust each other (and you), the sky is the limit in terms of what you can accomplish. Without it, you will always be stuck.
Loyalty – Loyalty to one another – built on trust, is the glue that holds everything together in your organization. Guard and protect this with everything you have.
Communication – Nothing will undo a strong workplace culture any faster than a lack of good communication. Your people do not want to be left in the dark. If you can’t properly communicate then how can your people trust you or be loyal?

By no means have I exhausted all there is to say about toxic workplace cultures. But I trust that these two posts have opened your eyes and understanding to the possibilities of what can be done to turn it around in your organization.

Read more about employee engagement and workplace culture in my book: Employee Engagement – Click here to order my book on Amazon
For more information about employee engagement and workplace culture workshops, email me at: [email protected]

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Leadership and the Toxic Workplace Culture (Part 1)

Posted June 29, 2023
by admin

Who you attract isn’t determined by what you want. It’s determined by who you are. – John Maxwell

A quick toxic workplace culture Google search netted more than 43 million results. To say that toxic workplace cultures are not prevalent would be grossly inaccurate.

What is a toxic workplace culture? How do you know if you are in one? What can be done about it? These are more than just curious questions. For far too many, these are some of the most relevant questions many in the workforce want answers to.

A good working definition comes from a post at CareerPlug. They define a toxic work environment as a “workplace where a negative atmosphere caused by coworkers, supervisors, and/or company culture makes it difficult to work or progress in a job.” In the same survey, 87% of respondents, when asked, said they had experienced such an environment.

My purpose here is not to throw around too many statistics and figures. That toxic workplace cultures exists speaks for itself. But I will sparingly use some for the sake of context.

Writing in Forbes, Bryan Robinson, author of Chained To The Desk In A Hybrid World says, “More than 90% of North American CEOs and CFOs believe that improving their corporate culture would benefit financial performance. Although most leaders acknowledge that their organization’s culture is not as healthy as it should be, many don’t know where to start (emphasis mine). But time is running out.”

This admission of not knowing where to start is a telling revelation as it relates to leadership. Knowing that there is a problem does not translate into being able to do something about it. When/if leadership is paralyzed by the inability to act in a decisive way, the people - the culture, suffer. Click To TweetAnd what’s troubling about this is, people in the organization are not waiting around for things to improve. Employees who are tired of waiting are moving on. Can you blame them?

My leadership mentor, John Maxwell says, “Everything rises and falls on leadership”. And as it pertains to toxic workplace cultures, the absence of engaged leadership creates a void (intentionally or by default) that must be filled. And unfortunately, this is the root of many toxic workplace origins – not exclusively, but certainly a strong contributing factor.

So what’s the starting place for leaders? In part one of this series, I believe the focus has to be on those in leadership. Here are some starting points for consideration.

Leaders must define the culture

Simon Sinek says, “Corporate culture matters. How management chooses to treat its people impacts everything – for better or for worse.” And this is where leaders must step up. The type of culture you want is determined by who you are. The creation of your corporate culture begins with the leader and expands from there. In order to build a of culture of excellence, integrity, loyalty, passion, etc. it first must reside in the leader. This is where it must begin. The absence of these qualities in the leader will produce the absence of them in the organization. From there, the leader sets the tone in words and in actions. Again, who you attract isn’t determined by what you want. It’s determined by who you are.

Leaders must defend the culture

It’s just not enough to point out the values that you say define your culture. You must live it and breathe it, and ultimately, you must defend it. So how does a toxic culture evolve in an organization? It happens when the leader phones it in and believes that because the values and mission statements are written in a dusty policy handbook the job is done.

Your company culture and workplace must be defined and defended by those in leadership. And this means holding yourself and others accountable for it. Without this safeguard, you are on a slippery slope. As a leader, you must fight for your culture.

Next week I will look at specific things leaders can do to enhance employee engagement and put a stop to toxic workplace cultures.
Read more about employee engagement and workplace culture in my book: Employee Engagement -Creating Space for Engaged Employees and Healthy Culture Click here to order my book on Amazon
For more information about employee engagement and workplace culture workshops, email me at: [email protected]

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Pushing Through Your Frustrations

Posted June 21, 2023June 21, 2023
by admin

Needing to have things perfect is the surest way to immobilize yourself with frustration. – Wayne Dyer

I read a story once about a famous composer who had a rebellious son who would stay out late at night and come home after his father and mother had gone to bed. Before going to his room, he would stop by his father’s piano and slowly and loudly play a simple scale, all but the last note.

Then, leaving the scale uncompleted, he would retire to his room. Meanwhile, the father, hearing the scale minus the final note, would writhe in bed, his mind unable to relax because the scale was unresolved. Finally, in consternation, he would stumble down the stairs and hit the previously unstruck note. Only then, would he be able to return to his bed and go to sleep.

I have to confess that I find the story humorous. If only for a moment I channel my inner prankster, I could find myself doing such a thing.

Here’s what I know, we all have frustrations that we deal with on a regular basis. We all have pet peeves that irritate us.

A story in Forbes magazine revealed the Top 10 pet peeves in the office. They were: gossip and office politics, people taking others’ lunch, inconsiderate co-workers, constant interruptions, loud and annoying ringtones, poorly organized meetings, overcrowded and noisy office spaces, smelly food in the office, inadequate temperature control, and finally, forced birthday celebrations.

Which one(s) do you most identify with?

It’s important to be self-aware and be in touch with your frustrations and how they impact your leadership. Owning what frustrates you is an important first step, but not allowing those frustrations to boil over is equally as important. So here are a few tips for you as a leader to push through your frustrations.

Be at peace with your frustrations

Owning the frustrations is a good first step and can help you be at peace with it. This doesn’t mean that this frustration doesn’t need to be addressed or resolved, but you have to give yourself permission to be frustrated. From there, you can begin seeking solutions to what frustrates you – determine if it can be changed and if not, how your attitude towards it needs to change. But first and foremost, own it and be at peace with what frustrates you.

Own your frustrations

Pushing through your frustrations means that you own it. It means that you do not allow what frustrates you to control you or dictate your attitude or your performance. It means that you take control of the negative emotions that would otherwise derail you. Owning it simply means that you are naming or identifying what is frustrating you and you are committed to pushing through it with a good attitude.

Know what you can and cannot control

Nothing with frustrate you more than trying to push through and change something that frustrates you that you have no control over. For example, if a co-worker has a quirky personality that rubs you the wrong way, chances are you are not going to be able to do much about that. People are wired the way they are wired whether you like it or not. And that truth cuts both ways.

If however, your pet peeve falls into your purview as the leader in your organization and said the co-worker is constantly late for work – which is one of your pet peeves, then yes, you can do something about it.

Nothing will frustrate you more than trying to control what you can’t. Effectively pushing through your frustrations is all about working from this knowledge.

Next Steps: As you reflect on my article this week, consider the following:

What would you identify as your top pet peeve as it relates to you in your workplace?
. What is one thing that you can do today that would help you “own it” – attitude change, etc.?
Is this pet peeve an internal change you are going to have to deal with it, or is it something that you can directly do something about?

Remember – You can be at peace with your frustrations and you do not have to allow them to control you. Is your attitude toward your frustration helping or hurting?

For more information on my coaching services, email me at: [email protected]

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You Play Like You Practice

Posted April 28, 2023
by admin

Practice isn’t the thing you do once you’re good. It’s the thing you do that makes you good. – Malcolm Gladwell, Outliers

Like most young kids growing up, I played my fair share of sports. Be it on the dusty baseball fields channeling our inner Hank Aaron or playing football all the while believing that we would be the next Roger Staubach.

In football practice, our coach would say to us, “Boys, if you’re gonna do it wrong, do it wrong the best you can!”. His statement puzzled me. We would go through our drills in practice and I was under the impression that he wanted it done right the first time.

But for whatever reason, there were always a few of us who just didn’t execute the drill properly. And while the coach could have chosen to be harsher in his disapproval, he opted for a more sympathetic approach for us boys just learning to play. Over time, the drills became more and more routine and our proficiency increased. That season our fierce little team went undefeated. Roger Staubach would have been proud.

I’ve heard it said in more recent years that you play as you practice. In terms of leadership, that can either be good or problematic. How you conduct yourself as a leader is important and the stakes are higher than the outcome of a rec league football game.

So when it comes to the practice of leadership, what should be your focus? What are the disciplines to pay attention to? Here are a few (in no particular order) worth your consideration.

Practice the discipline of humility

Rick Warren describes it this way, “Humility is not thinking less of yourself; it is thinking of yourself less.” Humility in leadership empowers you to be authentic before others and it demonstrates that you are willing to set aside your ego for the sake of growth.

Practice the discipline of reading

It’s been said that leaders are readers. I agree. For leaders, the learning never ends. When you practice the discipline of reading you demonstrate that you are committed to your personal growth and development.

Practice the discipline of serving

The capacity of your leadership will always be tied to your willingness to serve. It’s when you place others first, and look out for the needs of others, that you will rise as a leader. If serving is beneath you then leading is beyond you. Click To Tweet

Practice the discipline of reflection

Your effectiveness as a leader will be gauged by your ability to think long. Reflection gives you the ability to put your present into focus and align your future with your values. Reflection keeps you grounded with purpose and clarity. This can be achieved through prayer or meditation.

Practice the discipline of generosity

Generous leaders are contagious leaders. Generous leaders practice an awareness that’s uncommon in most. They are observant of the needs of others and are always willing to give up their time and resources. In a self-absorbed culture, we need generous leaders now more than ever.

Practice the discipline of forgiveness

Leadership can be hard. So can life. And everyone is fighting a battle we know nothing about. The discipline of forgiveness can go a long way in establishing your leadership for the long haul. But know this, life is just too short to walk through it holding a grudge.

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Leadership Lessons From a Weary Traveler

Posted February 20, 2023February 20, 2023
by admin

A good traveler has no fixed plans and is not intent on arriving. – Lao Tzu

Some years ago, I was with a group of friends and we were taking a day trip from Athens, Greece up to Delphi – some 115 miles away. We were off to see some of the ancient ruins – including the famed Delhi sanctuary and the Delphi museum.

After enjoying our day in Delphi, the time came to return to Athens. But there was a catch. The weather turned bad and they were experiencing the worse snowstorm they’d had in many years. The route back to Athens would not be the one we would take going back.

We made our way over to the coast and hopped on a ferry that eventually returned us to Athens. What normally would have taken only a couple of hours turned into a long and tiring trip that got us back safely but exhausted.

On a humorous note, while aboard the ferry, some in our group made mention of the need to use the restroom. A smiling deckhand kindly pointed to the sign on a door where the restroom was located. Upon opening the door, the “facilities” was simply a hole in the floor a couple of inches in diameter. Several made the decision to wait until we were back on land.

In your leadership, there will be times when things do not go according to plan. And when this happens, you will have to adjust accordingly. Here are a few things to remember as you face the unexpected.

Flexibility is essential

It’s been said that what doesn’t bend, breaks. And in leadership, you have to anticipate the unexpected, and when it happens you have to be flexible at the moment. John Maxwell observed it this way, “Flexibility says there is more than one answer.” And this is what smart leaders recognize – there is more than one answer to whatever you’re going through.

Your attitude matters

When we left Athens for our day trip over to Delphi, we had no way of knowing that one of the worse snow in decades was going to happen that day. But – snow happens! In leadership, sometimes the unexpected happens. In these moments we are reminded that it’s not what happens to us that matters, it’s how we respond. Your attitude in times of adversity will make you or break you. Choose it wisely.

Adaptability is your ally

One definition says an adaptable leader is “someone who is able to change their behavior in response to changes in a situation.” It’s inevitable that you will face challenges and changes in your leadership. When they come, being adaptable will not only serve you well but can be an invaluable teachable moment for your team to learn from.

Final Thoughts

Just as it was for my trip to Delphi, the road that has brought you to where you are today, may not be the same road to take you to the next level tomorrow. Conditions on the ground may change and you have to learn to be flexible, guard your attitude, and be adaptable.

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Leading Through a Crisis

Posted February 5, 2023
by admin

Leadership is a matter of having people look at you and gain confidence, seeing how you react. If you’re in control, they’re in control. – Tom Landry

The wintry afternoon walk in the field out behind our house with my older sister started out like any other. I was about 10 years old. The field was a great place to play. There were plenty of trails to walk and ride our bikes. We built forts, shot our Daisy BB guns, and caught fireflies in Mason jars. This day, however, would be different.

As my sister and I exited the field before heading inside, I did something I’d done many times before with no thought. I pulled a tall weed out of the ground. But this time the weed didn’t budge. When the force of my pull met the resistance of the weed, it slit my finger open and laid the skin back.

As we approached the backyard my blue coat was already soaked in blood. I went to the water faucet and began rinsing my finger. “Don’t tell mom!” I shouted to my sister as I saw her run inside with no intention of following my command.

Once I went inside, my mother was already in a panic. She walked me up to the kitchen sink and told me to stand still. “I’ll be right back!” she exclaimed. Moments later she returned with a bottle of rubbing alcohol. “Hold your finger still”, she said. I was under the impression that she would perhaps pour just a little on the cut. I was wrong.

With the best intentions that a loving mother could conjure up at that moment, she emptied the entire contents of that bottle of rubbing alcohol onto my finger as I screamed. Which was just prior to my fainting on the kitchen floor.

My mother – God rest of her sweet, loving soul up in heaven, meant well. And in my moment of crisis, she did the best she knew how.

As a leader, there are two things you can be certain of – 1) You will face moments of crisis, and 2) Your people will be looking to you for confidence. So what do you do in a crisis? Here are a few practical ideas.

Stay calm

Remember, in times of crisis, your people will take their cues from you. From you, they need to see steadiness, resolve, and confidence. They don’t need to see you running for the doors. Or reaching for the alcohol.

Assess the situation

In times of crisis, you want to gather as much information as you can as quickly as you can. Gather your key people, ascertain what you know, separate fact from fiction, and start developing your action steps.

Communicate clearly

A good plan poorly communicated will only make matters worse. Click To TweetMake sure everyone knows the plan and everyone knows their role. Don’t assume anything.

Empower your people

Your people will gain confidence when you place your confidence in them. You can inspire your team by empowering your team. A time of crisis is not the time for a one-man show. Walk through the crisis with your people and you will make your team stronger.

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What Floyd Dean-Shannon Taught Us About Leadership

Posted January 23, 2023
by admin

In a world where you can be anything, be kind. – Unknown

Perhaps you saw the story recently on social media. It was one of those feel-good stories that just restores faith in humanity on many levels.

It begins with a post showing Delta Airlines flight attendant Floyd Dean-Shannon sitting in the aisle on a flight from Charlotte, N.C. to New York City holding the hand of a nervous passenger.

“I’ve got you,” he’s quoted as saying as he gives comfort and reassures the nervous passenger that everything was going to be fine. He took the time to explain every noise and bump as he held her hand.

The beauty of the moment didn’t go unnoticed by fellow passengers who were so touched by this act of kindness that they couldn’t help but capture the moment to share with the rest of us.

It’s probably safe to say that Floyd Dean-Shannon didn’t set out that day to be declared a hero on social media for his act of kindness toward a total stranger. He’d probably just say that he was doing his job. But I hope that the rest of us won’t soon forget it.

John Maxwell said, “People don’t care how much you know until they know how much you care.” And this is precisely what Floyd Dean-Shannon modeled. Here are a few additional leadership lessons we can learn from his actions that day.

Acts of kindness don’t diminish your leadership, it elevates it

We must never embrace the false notion that strong leaders don’t have the capacity for being kind. Not only did Dean-Shannon prove it, but judging by the response, it’s refreshing to see. In leadership, being kind is an asset, not a liability.

People are your business

Howard Behar, the former vice president at Starbucks said, “We are not in the coffee business serving people, we are in the people business serving coffee.” And this is the leadership lesson found at this moment. It always has been and always will be about people and how best to serve them.

One person truly can make a difference

Perhaps the greatest lesson that Floyd Dean-Shannon taught us is that one random act of kindness by one person truly can make a difference. But when we couple random acts of kindness with intentional acts of kindness soon big changes are made.

Mother Teresa said, “I alone cannot change the world, but I can cast a stone across the waters to create many ripples.” As leaders, this is our challenge – to create ripples that make a difference. Thank you, Floyd Dean-Shannon for showing us how.

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The Centrality of Trust in Leadership

Posted November 30, 2022January 13, 2023
by admin

Trust is the lubrication that makes it possible for organizations to work. – Warren Bennis

There is an old story of a father who took his young son out and stood him on the railing of the back porch. He then went down, stood on the lawn, and encouraged the little fellow to jump into his arms. “I’ll catch you,” the father said confidently. After a lot of coaxing, the little boy finally made the leap. When he did, the father stepped back and let the child fall to the ground. He then picked his son up, dusted him off, and dried his tears.

“Let that be a lesson,” he said sternly, “Don’t ever trust anyone.”

While that’s a harsh way to teach a lesson about trust, the foundations of trust – what it is, what it means to be trustworthy, is something that needs to be taught at an early age.

An article in studyfinds.org found that the average American has five people in their life they have a strong relationship with and can lean on for anything. From finding someone who is trustworthy or a good listener to finding someone loyal, nearly three-quarters of respondents to a survey agree that strong partnerships help simplify the complexities of life.

While it may appear, at least on the surface, that most people have at least five people in their circle that they can trust or confide in – is the circle far-reaching enough to include the workplace and other areas critical to the success of a leader?

With trust as the focal point of your leadership, there is the potential for great opportunity and success. While trust does not guarantee this success, one thing is certain, there will never be success without it.

How then does a leader make trust the center point of his or her leadership? What does it look like? Why does it matter? Take these points into consideration.

Trust is an inside job first

In order to be a trusted leader, you first have to be trustworthy. Being trustworthy is an inside job. It’s the bedrock of your character and the needle of your moral compass. Trust is developed over time and is an integral part of your character development. Before you are a trusted leader externally, you first have to develop it on the inside. Click To Tweet

Trust is a validation

It’s commonly said that trust has to be earned. And while that is true in many respects, I see trust more as a validation that it’s been seen and observed over time, and has been recognized as a reliable character trait of the leader. When your trust has been validated by the people you lead, you now have the opportunity to lead them with a greater purpose.

Trust is verifiable

Making trust the central point in your leadership also makes it verifiable. Trust is validated not by your words but by your actions. As a leader, this is crucial. Nothing will cause your people to lose confidence in your leadership more than being unreliable and creating uncertainty in their minds about your ability to deliver on what you say. If trust is a validation of your leadership, it’s verified by your daily decisions and actions.

Trust is fragile

While no leader in good faith sets out to purposefully violate his or her trust, it must be handled with care. No leader is perfect and even the best mess up. Unrealistic expectations can be hard to manage, and trust is not exclusive to only the leader. Trust is a two-way street that all must be striving for and protect. The expectation of trust in the leader ought to be the standard for all. Click To Tweet

Final Thoughts

“Character makes trust possible, and trust is the foundation of leadership,” says John Maxwell. I agree. Trust is the glue that holds it all together and as a leader, it must take center stage in your leadership.

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