Tag: #Leadership

Sharpen Your Ax to Develop the Best in You

Ecclesiastes 10:10 says, “If the ax is dull and its edges unsharpened, more strength is needed, but skill will bring success.”

Setting out to accomplish any goal without the necessary skills or tools is like trying to chop wood with a dull ax. You must overcompensate your efforts by applying more strength and muscle to accomplish the task, requiring additional time and energy. The duller the ax, the stronger the effort and the less efficiency involved.

Developing your leadership skills is critical at every level within any workplace or organization. Why? Because these aptitudes contribute to a healthy and effective workplace culture. In fact, 83% of organizations state the importance of cultivating leadership at all levels within the workplace hierarchy.

Yet, many also express their leaders are simply not ready to helm the organization. Despite the widespread availability of comprehensive leadership books and programs, people often lack the skills needed to lead an organization at any level.

These considerations bring me back to my military days. I initially did so well when tasked with an assignment to turn around inadequate conditions and boost morale amongst soldiers by helping them acquire new skills and abilities. Eventually accomplishing this goal, I was overjoyed to see the soldiers so proud of themselves. I went on to believe my next assignment would offer a chance to relax and relieve the pressures of my last one: only to find that I was embarking on a new challenge even more demanding than the last. With each new rank and level of responsibility came an even greater test. It was during these times that I realized the Army wanted me to excel and develop my skills at a higher echelon: with my superiors not only expecting elevated levels of proficiency and competency but also encouraging continuous learning and the application of related skills to accomplish any given mission. Hence, the Army was seemingly more interested in my leadership development than my ability to learn new tasks I’d only go on to forget months later.

There’s a difference between learning new skills and developing them as a leader within an organization—as new learning adds new skills to the toolbox that are further honed and utilized for their intended purpose. In essence, this helps leaders solve diverse problems facing any organization. Development inspires leaders to take on all challenges presented with the right mindset and a passion to train others to resolve problems, as well. This is even more true in the diverse and fast-paced world we live in today.

As leaders in the workplace (or even as parents in our homes), we need to sharpen our tools so they are ready to tackle any given challenge and ultimately summon the best return and reward for our efforts. With respect to leadership, this means developing related skills to influence those around you. As a parent, improving leadership aptitudes can bring everyone closer as a family and result in more congenial conditions at home.

To quote John Maxwell, “You can’t give what you don’t have.” As a leader, if you lack the skills needed to successfully execute this role, sharpen your ax through education, training, and professional development. Likewise, as a parent, sharpen your ax by developing effective communication strategies with your family members, improving your listening skills, and serving as a role model for those you love.

Dr. D

The Carolyle Destiny Group
https://linktr.ee/TheCarolyleDestinyGroup
(Tomorrow’s Destiny becomes Today Direction)

Your Attitude Determines your Destiny

                                                        Your attitude determines your altitude

On my desk in a picture frame, is my favorite quote by Zig Ziglar, when it comes to your attitude, “Your attitude determines your altitude.”   This reminds me to always keep my attitude in check because with the right positive mental attitude it could take you above during the storms of life.  Even when you don’t have control over the situation.

     To define our attitude, it’s the way we think and perceives the world, it’s the first thing which influence our behavior and exposes emotional and mental character of a person. With a positive attitude we can solve any type of problems and can face stressful situations.  Even when you don’t have control over the situation.  Having a positive attitude can hold us high above during the storms of life. 

      In my 20’s — I remember getting my first big job working for a big utility company as a meter reader, it had a six-month probationary period.   Then I got fired!!!   That Day, I remembered being call in the HR manager office on a Friday, there were Union Representatives and my supervisor.  I listened to 20 mins of complaints against me that did not represent my character, my work ethics, nor my Christian values.  I thought to myself, just a week ago, I received accolades 4 months straight for being the top meter reader in the department.  I was the guy that worked six days a week, worked the hard and dirty jobs no one wanted.  Surly I thought the permanent position looked promising.   What I was hearing was a description of someone else?   None of that mattered, still one week prior to the end of my probation on a Friday, I was Fired and told to pick up my last paycheck on false accusations.   I later I found out that I was making the older guys look bad. This wasn’t the norm of that department. So, I was expendable.    

However, I felt angry, confused, and felt betrayed by my supervisor and the company I worked for.   I remember sitting there refusing to allow this to shape my thoughts for violent retaliation.  So, I began to recite scriptures of my childhood and sung those songs I learned in Sunday School, “This little light of mine, I going to let it shine.”  I walked out of the office with peace and comfort.    And throughout the coming weeks I continued reciting those words of peace and comfort.

     Less than month later, I got a call from the Army recruiter and the rest is history.  It was my conscious awareness of the negativity present before me but, how in the mist of the storm, I shifted that mindset to a positive attitude that helped me to get through it, look your attitude serve as a compass in your life that directs your behavior. Changing the attitude of mind can change your behavior, direction and ultimately your destiny.

Quote: “A bend in the road is not the end of the road, unless you fail to make the turn.” -John C. Maxwell.                                                I took that turn, over 40 years!

I want to leave one thing with you, when you are struggling to maintain a positive mental attitude especially, now in this pandemic (Phil 4:8) 8 Finally, brothers and sisters, whatever is true, whatever is noble, whatever is right, whatever is pure, whatever is lovely, whatever is commendable—if anything is excellent or praiseworthy—think about such things.

Check out my other articles and blogs at http: thecarolyledestinygroup.one or http://dcdardentalk.com

Let me know if this of any value to you.

Derrick Darden, PhD

How to Add Value to People?

Do you add value to your people, employees, or team members? Or do you manipulate them?

Let’s look at both: adding value to employees, versus manipulating them for your advantage. Both start with attitude. Our attitude determines whether we will succeed or fail. The attitude of a leader, especially within the workplace or the organization, is contagious. It will send either a negative or positive message to employees. Your employees will react either way. Your actions speak louder than words.

Everything starts within the mind. Your thoughts, emotions, and beliefs, which form your attitude, are displayed in front of people. If you think people are lazy, always looking for a handout, and should be grateful for just having a job, your attitude may be clouding up a possibly good environment. In this case, your attempts to motivate your people and add value to them will be null and void.  

To quote Les Giblin: “You cannot make the other fellow feel important in your presence if you secretly feel that he is a nobody.” This is a great lesson. Just think about that when you find it difficult to acknowledge people or find it difficult to trust and believe in them. You can’t motivate or trick them into believing you have their best interests at heart. People are not fooled by hypocritical behavior. Therefore, when the opportunity presents itself, they will leave the company, organization, or directorate. People leave people, not organizations.      

A leader who shows that he genuinely wants to add value to his people is valuable to the company and its culture. So try to see your employees in a positive light. In the morning, when I first see my team, I smile. Then I say, “Good Morning! Glad to see you.” It is genuine and from the heart. Try to create a pleasant atmosphere before starting your day.  

So, how do you add value?

When I was leading hundreds of soldiers or employees, doing small things that were memorable to the people I led went a long way. I remembered their birthdays, kids’ names, hobbies, or something personal and unique to them.

To quote John Maxwell, people don’t care how much you know, they care about how much you care about them.

When you value people, you look out for their interests, you empower them, and you help them to grow both personally and professionally. Sydney J. Harris says, “People want to be appreciated, not impressed.” First and foremost, adding value to people means valuing people. I wish my leaders had learned this lesson. I would be telling you about memorable experiences instead of anguishing ones.  

Remember, people do as people see!

Derrick Darden ,PhD

Website: thecarolyledestinygroup.one

Photo by rawpixel.com on Pexels.com

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Are Your Diversity and Inclusion Initiatives Working?

Today diversity and inclusion efforts are a part of the core strategy amongst top organizations, no longer are most companies giving lip service that in order to be competitive in a global workforce, a diverse workforce is necessary.

Although the business case for diversity and inclusion (D&I) may be clear to you, everyone in your organization may not be on board. One reason is that while people usually understand the benefits of D&I in theory, they sometimes find them harder to relate to their everyday experiences at work. Even teams that are highly effective because they are diverse might not connect their performance to their composition.

Not having your employees on board can put your organization’s efforts to build a diverse and inclusive brand at risk. To create a culture of inclusion that everyone subscribes to is not a quick and easy task. If you want to prevent a disconnect between your D&I goals and the on-the-ground experiences of your employees and clients, here are five pointers to bear in mind.

1. LEADERSHIP PLAYS A CRITICAL ROLE
An organization’s diversity and inclusion efforts will fail without leadership commitment. As important as bottom-up initiatives are, diversity and inclusion need to be embedded in the way the organization operates. It needs to be a strategic priority and not an optional add-on. It’s the leaders who show what is important for the organization. They are also the role models who shape the organizational culture.

2. EVERYONE NEEDS TO BE ON BOARD
If any of your employees feel excluded from diversity initiatives, they will most likely not subscribe to the messaging. Make sure you consult regularly with staff representing all the different groups in your workplace to get their input and have them shape your diversity and inclusion activities.

3. GOOD COMMUNICATION IS KEY
To ensure that everyone on your team sees the link between diversity, inclusion and business success, it is crucial for leadership to be thoughtful and consistent in communicating the reasons behind D&I efforts.

4. START AT THE BEGINNING
The hiring and onboarding process is the first contact a new employee will have with your organization and can leave a lasting impression. Look at your recruitment and onboarding procedures. Where do you distribute your job postings? What questions do you ask in an interview? What does your onboarding process look like? Simple things like assigning a new employee a mentor or creating a list of frequently used acronyms can be quite helpful.

5. INCLUSION IS A JOURNEY, NOT A DESTINATION
Being inclusive is something you need to keep doing, consciously, again and again. An organization should regularly examine its practices and policies through a D&I lens and provide training to employees so they all have the awareness, skills and knowledge required to build a more inclusive work culture.

It might seem overwhelming at times, but through collaboration and taking small actions, you will make progress. As the famous proverb goes, “the journey of a thousand miles starts with a single step.”hey are diverse might not connect their performance to their composition.

by Anna Kostecka

Are Your Diversity and Inclusion Initiatives Working?

Main Website:http:thecarolyledestinygroup.one

dcdardentalks.com

The Right Attitude

Attitude is a game-changer. It can determine whether you advance to the next level or stay at your current one.  As John Maxwell said, attitude is not everything, but it is the difference-maker in life. For example, let’s say you have two people seeking employment for the same job and they qualify equally across the board in terms of experience, education, background, etc. However, one has a great attitude and one has a bad attitude. Who will you hire? The one with the great attitude, of course. Why?  Attitude. It was the difference-maker.

When do you define attitude? Some may say that attitudes are systems comprised of many evaluations made over a period of time during experiences that have an attached emotion. That emotion gets tagged along with the evaluation of that experience throughout the person’s life, unless it changes. Attitude is the way I feel about a person, an object or event. So, if I love sports, I have a positive evaluation of whatever sport I enjoy. On the other hand, if I dislike a certain person or I hate life in general, then I have a negative emotional evaluation of that person or life in general. In essence, your attitude determines what color lens we see things through and how we handle them. 

To quote Zig Ziglar: “Our attitude determines our altitude.”

Our attitude is the primary focus that determines whether we succeed or fail. This applies in every area of life.

However, in leadership, it determines whether or not we can make an impact to motivate our employees to maintain productivity, or produce a decline in morale, and therefore productivity.

There is no two ways about it: attitude is everything in leadership.

The attitude of a leader is contagious. It sends positive or negative vibes throughout the workplace. Studies have shown that when leaders exemplify negative behaviors, their employees distance themselves from their responsibilities. In essence, they distance themselves from what they were hired to do. They disengage from the overall vision and mission of the organization. The studies also indicate that they display a lack of care.  

A good leader has the attitude of “serving his troops” at all times. The leader is a servant to the people whom they lead, not the other way around.

“A leader leads by example, not by force.”–  Sun Tzu

We’ve all heard the phrase: “Lead by example.” In battle, the troops must see the Army Officer in front of them, leading them boldly towards their objective. The leader exemplifies a positive attitude, courage, selfless service, and inspires trust in his followers.

Example-setting is the only way a leader will get his followers to buy into his plan. Albert Schweitzer said: “Example isn’t the main thing in leadership – it is the only thing.”

Steps in getting the right attitude for leaders

As a leader, the higher you go, the more you have to make sacrifices for the good of your employees. As John Maxwell would say, “Leaders have to give up going up.” It’s not about you: it’s about your organization and your people. So you must have the right attitude. My mentors always told me that when you become a leader, it’s not about you any more. You lose the right to think about yourself; it’s all about the people you lead. You have examples such as Dr. Martin Luther King during the civil rights movement. He sacrificed not only his family, but his life, to give blacks equality in a society that refused to acknowledge it. Dr. King experienced many hardships – he was stabbed, stoned, physically and verbally attacked by humans and animals, and his house was bombed – and eventually he paid the ultimate sacrifice.

 Steps to acquire the attitudes of leaders

As a leader, I follow six key steps to show the right attitude to my employees or team members:

1. Show Empathy. The Leader must show and have the capacity of understanding what the other individual is going through or experiencing. Even though personally they may not have experienced that event, they need to place themselves in the employee’s shoes.                                                

2. Demonstrate trust. Remember that each employee has talents and abilities, and when joined together with those of other talented individuals, you have collective abilities and knowledge that can accomplish results. Give them the autonomy to take charge of the situation or task. Have faith in your people.                                                                                                                                                                                                                                        

3. Provide the necessary tools for success. Give your people the latitude to connect with others within and outside the company such as vendors, customers, and potential future customers. Teach your employees everything you know. In every position of leadership I had, my philosophy was to work my way out of a job by teaching the employees everything I knew. Many leadership positions worked out very well for me, and the operation ran like a well-oiled machine. 

4. Acknowledge achievements. Show appreciation and gratitude for the hard work your employees out in over the course of the week, month, or year.  Most of my organizations had monthly gatherings to acknowledge new employees, say farewell to others, and to recognize those who achieved and desired high recognition and praise in front of their peers.

  5. Encourage collaboration. Leaders need to demonstrate that the workplace is a collective and cooperative environment. And that we are one united organization trying to achieve the same mission and objectives. Never put up dividers between departments or divisions with the organization.   Remember, one does not succeed alone.

6. Bring the team together. As a leader, refuse to let dissension and negative rumors poison the organization and your team. Rumor mongering will divide the team or your employees. This adds unnecessary stress and strain.

What are your comments or thoughts?