doug smith training

Centered leaders ask the questions that others are afraid to ask. Questions like: What's your vision of success? Is the organization doing all that it can to support your development? What part of serving our customers do you enjoy the most? Are given enough choices in how you do your work? Do you feel connected in meaningful ways to other people here? Questions like that. Deep, thinking, honest, open questions.  What would be a good question for you to ask today? -- doug smith  

Even when it looks like corruption is everywhere, we do not have to let it rule. Leaders need the courage to resist corruption -- no matter how small and no matter how large and no matter for how long.  When in doubt tell the truth, play fair, and act with integrity. Anything else will always catch up to you. -- doug smith  

If you've ever had a boss who treated you like you should be perfect, you know how uncomfortable and how unachievable that expectation is. As leaders, we need not ever expect perfection. What we are reasonable in expecting is constant improvement.  Even with constant improvement as an expectation, we should also realize that it is natural for people to plateau, for that level up to level off. It's like breathing. We can only inhale so much without exhaling. Expecting perfection guarantees disappointment. Expecting non-stop improvement invites burn-out. Let's be reasonably demanding leaders with the accent on reasonable. I'll try. How about you? -- doug smith  

You don't need excuses as much as you do courage. In those moments when you're not sure if you should do what you're about to do because it just doesn't feel right -- maybe it seems to collide with one of your values -- what if you used that pause, that hesitation, to think it thru? There's always a catch if your values don't match. Something will always give. If it's one of your values that has to give, how will you feel about that later? -- doug smith  

Things work out when we work out -- exercise every gift you've got.  Here are three gifts we could do more of and be better off for doing it: Listen, Love, and Learn. Listen more to what people say. Listen more to hear real meaning, real life, real emotions. Love more as a first reaction, even when it's rough. Love our work more, love our family more, love our chances to love even more. And, Learn more each day on how to be better. Better leaders, better people, better communicators. What do you think? -- doug smith  

  We all make mistakes. If we take the time to reflect on what happened and what we would do the next time a similar situation occurs we can build on our reserve of wisdom. It's not the only way, but it helps. We also build wisdom by continuing to learn, by reading long works (not just social postings), and thru deep, vulnerable conversations.  We cannot perfect the past but we can paint a better future.  Wisdom won't wipe out what came before, but it will provide a way to endure. What is your favorite way to build more wisdom? -- doug smith

Make room for creativity and watch how much it grows. -- doug smith  

What happens if you start working before you have set any priorities for the day? It might cause you to miss a high priority item. What happens if you always prioritize work over your own needs? Well, you decide that, but often it leads to dissatisfaction, trouble in the home life, and burn out. Your work matters, of course. Your own well being matters even more. Your work matters most when you matter first. Better you = better results. What do you think? -- doug smith  

Wouldn't it be great if respect came naturally and we didn't even need to think about it? It doesn't. We carry around so many tensions, stresses, and levels of bias that sometimes respect comes very hard indeed. It might even feel impossible. Respect takes practice. It takes practice to demonstrate respect all of the time, and so it is always practice. Intentional, studied, demonstrated practice. I'm still practicing. How about you? -- doug smith  

You don't need to keep score, but remember: someone is. Someone is paying attention to the way you handle feedback. Someone is monitoring your voice tones when you talk with team members. Someone is watching to see how you react when you are challenged. People, and especially leaders, are constantly evaluated. Will you be a perfect 10? Will you be a mixed up combination of varying opinions? Will you consistently treat people with the kind of respect and attentiveness that makes scoring irrelevant? High performance leaders relax on the scoring and focus on centering. Your self, your team, and some part of the world - all more centered, focused, balanced, and alive. (Oh, and don't worry -- it takes a lifetime to get there...) -- doug smith

Do even facilitative, participative leaders need to take command sometimes? However reluctantly, the answer is yes. But, reluctance is not necessary (or helpful) under the circumstances that require a strong leader to take command. In a crisis, under the duress of a situation hindering collaboration, when there is no time to choose...in the right situation, the leader simply must take command. How? With respect. With dignity. With urgency. We do not rip away the authority and influence of the group and we do not lock ourselves into a pattern of command-and-control as philosophy in the future. Here's what we can do to make sure that our sudden command is accepted, respected, and achieved: Plant the seed - even in quiet times, even when things are going smoothly and the team can make group decisions, high performance leaders let the team know what types of incidences will cause for command. Rely on an ally - the best leaders are still not perfect. Build relationships with a few trust

It is a recurring theme: something needs to be done, and yet isn't getting done. Or, there is an urgent problem to be solved, and no one is solving it. When the cause is important a leader will emerge.  What if that leader is you? -- doug smith  

When do you have to get off of the sidelines and take charge? When there is an urgent problem, and no one is willing to step up? When you care about the outcome, and the outlook is grim? When your instincts tell you to move forward? Yes, yes, and yes. Sometimes we have to lead because no one else will. -- doug smith

Do other people upset your inner peace? Do you ever find yourself getting emotional over something someone said, or did? Oh, have I ever done that! So many times! It's not inevitable though, and as leaders we do well to get our emotions under control. We do control our emotions. It may not feel that way, because emotions are extremely strong. We can tame them, we can control them, we can manage our emotions. In a world where emotionally intelligent leaders are needed more than ever, gaining that sense of inner peace is essential. Taking a deep breath. Reflecting on what we've learned. Meditating. Praying. Expressing gratitude. Building social equity by serving with kindness and compassion. The work is long and steady and -- strictly optional.  Will you take the option?  Develop your emotional core of strength, focus, and centeredness and it will serve you (and the people you serve) well. Your inner peace belongs to you.  -- doug smith  

The art of leadership includes knowing when to be sensitive and when to be tough. It could even be a combination of sensitive (caring about the feelings of others) AND tough (standing your ground.) High performance leaders balance sensitivity and toughness to make sure they don't break themselves or anyone else.  -- doug smith  

You've heard it so many times you could be tired of the expression: color outside the lines. I'm all for creativity, but let's face it, boundaries are also important. Sometimes a leader needs to make those boundaries clear and certain and keep things within those boundaries. The art of developing leadership includes some lines we need to color inside.  Knowing what those lines are is part of our job, especially when they change. It can feel like a paradox, but high performance leaders must balance clarity and creativity.  -- doug smith

When does leadership start? Is it when we have formed our mission? Is it when our ambition rises to the occasion and tells us to take charge? What do you think? Here's what I think: Leadership starts when we think of other people first. We need to be leaders in order to make things better for other people. if you're only making things better for yourself, that doesn't take leadership, that just takes initiative and ambition. But, when you see a way to make things better for other people as well as yourself, it takes leadership to mobilize people to help. Because without the help of other people, you aren't really a leader at all. -- doug smith  

The goal is only as good as the plan, the plan is only as good as the actions, the actions are only as good as the motivation, and the motivation is determined by quality of character, Work on the "who" while you do what you do. -- doug smith  

Do you ever get over-excited? Does stress ever bring on strong emotions for you? It's certainly happened to me. Feeling that urgency without seeing an answer is tough. That's when I've learned to breathe deeply, count to ten (or higher) and stay aware to exactly what is going on. Experience the experience and then, slowly if necessary, move forward. High performance leaders master calm and composure.  Of course, I'm still working on it. How about you? -- doug smith

Doesn't it seem a little hazy sometimes? The future is fuzzy. Uncertainty rules. It can knock us sideways with a dizziness that dazzles us without rest. Breathe. You are up to this. You are made for this. You can center yourself, focus yourself, clarify your own goals, and push. Relentlessly push positively in the direction you choose. If it's the wrong direction, you'll discover that and shift. High performance leaders are constantly shifting. From the old, to the new. From the uncertain, to the clear. Shift. Centered leaders live with ambiguity while pushing for clarity. Keep pushing. -- doug smith