What I Learned About Leadership in Dog Obedience School
Spoiler Alert: Dog obedience training isn’t for the dog.
We lost our beloved golden lab mix a few months ago. She was a constant and loyal companion. A very timid rescue, she rarely disobeyed or did anything wrong. In fact, we were excited the first time she got into the garbage (probably 4 years after we got her) and declared: “We have a real dog!”
While I said “I’ll never get another dog” because her lose was so hard, Loki came into our lives recently. While he is a great dog, he is not the loyal by-my-side dog that Brandi was. He is a runner and we occasionally called him a nasty four-letter name that starts with an “sl” because he will go anywhere — with anyone — anytime.
Also, we discovered that cute little Loki could climb. My lab didn’t climb. My German Shepherd/Collie didn’t climb. I thought only cats climbed. But I was wrong.
Before WE were trained, Loki decided to play air hockey with my Lladro porcelain figurines. NOT. ONE. SURVIVED.
While these were very sentimental (and expensive) figurines, I realized that the error was mine, not the dog’s.
It was definitely time for me to go to obedience training. So off we went to puppy school.
I learned early on that puppy school is for people! The trainer, Elisa, had a knack for getting any dog to do what she wanted it to do (even the difficult dogs). It was magical to watch.
It was in watching her that I realized that dog obedience training is a lot like training leaders (something I had done for decades).
Leadership Lessons
These are the things I learned:
1.Vision: The dog doesn’t know where you want to go/what you want to do unless you tell it where you want to go and what you want to do. A dog on a loose leash will likely lead you wherever he or she wants to go. This may not be the best path or direction for you. After some training, even a strong willed dog will let you lead with a loose leash because they know you are in charge. Leaders, too, must have a vision of where they want to go. Followers need to know where they are going.
How leaders do it: Create a vision for your organization. Bring in consultants or retreat with your leadership team, draw pictures and chart where you want your organization to be in a year, 3 years, even 5 years.
2. Communication: It is not enough for you to have an idea of what you want your dog to do, you must also know how to communicate that to the dog. For instance, you can’t just think “I’d like the dog to sit right now like a good dog” you must say “sit.” Likewise, leaders must be able to communicate their visions: “I want us to be an organization that is diverse. I want this work to be as much fun as possible. I want us to be an excellent organization.”
How leaders do it: Use multiple mediums for communication. Talk to people. Communicate in speeches and newsletters and social media. Make sure all followers can recite the vision without thinking. Manage by walking around.
3. Self Care: The handler/owner must be patient and clear-headed in working with a dog. Enough sleep, good nutrition, exercise, etc., all improve well being. Impatience and anger will not work with dogs and is not very likely to work (in the long run) with people. Leaders MUST take care of themselves.
How leaders do it: JUST DO IT. Get enough sleep. Eat well. Have time with your family. Take a vacation! Have boundaries. You aren’t a better leader because you skip vacation and go on less sleep than you should. In fact, you will be a worse leader.
4. Knowledge of Followers: You must know the temperament and personality of your dog. Mine is a runner and a climber. I know that it is not a good idea to let him run free and I’ve learned that I shouldn’t leave half eaten chocolate caramels on the counter that is next to the couch.
Leaders must know which people they can let run free and which ones need to have on a “shorter leash” — as they say. Leaders need to know followers’ likes and talents and desires.
How leaders do it: Stay in touch with your followers. Talk to them. Follow their performance so you know who can be autonomous and who needs more guidance. Play to their talents — ask them what they want to do and then let them do it.
5. Pick up the Tempo: When my dog gets distracted by other dogs or the ground or a bird or . . . anything, I pick up the pace. I call his name and start to jog. I turn around and go the other way. I do whatever I can do to make it interesting. Leaders need to do the same thing.
How Leaders do it: Mix it up. Groundhog Day is not good at work. Restructure the message. Create new incentives. Find new ways to innovate. Get people excited. Create opportunities for fun.
6. Praise over Punishment: Perhaps the most valuable lesson I learned is that dogs respond better to rewards than punishment. When scolded, dogs will cower and hide. They are hesitant to respond and are less likely to engage with their owners. Positive reinforcement is key. Dogs also respond to more than just treats — they respond to praise and the positive excitement of their owners. People are the same. People respond better to rewards than punishment. People also respond to praise.
How Leaders do it: . This is critically important as a leader. Attend to the rewards for your followers. If it is financial, make sure you are competitive. If it is in the form of praise, take time to do it. Ask people what kind of incentives motivate them. Don’t ignore your engagement or incentive programs.
Dog obedience is really about you guiding your dog to do what you want him/her to do. Leadership is the same.
True leadership lies in guiding others to success — in ensuring that everyone is performing at their best, doing the work they are pledged to do and doing it well. Bill Owens
Peace and Love,
Anna B.
