Monthly Archives: October 2015

Leadership, Leadership Behaviors, Status Quo

Four Ways to Overthrow the Status Quo

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pumpkin-cage“I’m not interested in preserving the status quo; I want to overthrow it.” —Niccolo Machiavelli

By Elizabeth Stincelli, DM

 

No one ever succeeded by simply maintaining the status quo. The key to success is to constantly be growing, be changing, and be improving. In order to do these things, you must learn to not only question, but as Niccolo Machiavelli stated, overthrow the status quo. Here are four things you can do to get started.

New questions

One of the most obvious ways to overthrow the status quo is to start asking new questions. Ask questions about yourself, about your team, about your processes, about your goals, about the marketplace, and about your competition. Asking new questions helps keep you from falling into unproductive habits. Ask questions of others; encourage honest answers. Ask about plans and projects. Ask about the organization. Why do we do things this way? Does it work? Is there a better approach?

New people

You must understand that your own biases drive the way you view situations and the decisions that you make. To overthrow the status quo, try surrounding yourself with new people, the right people who can help you see through your biases. Build new relationships and get other people involved. Build yourself a team of subject matter experts and then learn to rely on their expert advice.

New information

You can’t know everything. To overthrow the status quo, embrace curiosity and learning as part of your daily routine. Seek out new and valuable information, not just what you want to hear or information that substantiates what you already believe. Evaluate your failures and mistakes. What can you learn from them? What new information do they provide you with?

New point-of-view

The world we work in is changing at breakneck speeds. In order to remain competitive, you must learn to look at situations from a new point-of-view. You must learn how to have a perspective that is fluid and flexible. A fixed position will no longer serve anyone’s best interest. Use a new vantage point to help overthrow the status quo.

Overthrow the Status Quo

Don’t default to the status quo; it won’t address the challenges to success that you will face. Use new questions, people, information, and points-of-view to reexamine situation, goals, processes, and ways of thinking. It’s a new world, one in which the environment you are operating in is changing fast. If you want to keep up, overthrow the status quo.
© 2015 Elizabeth Stincelli

 

Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the CEO of Stincelli Advisors where she focuses on helping organizations engage employees and improve organizational culture. Liz holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Liz by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at stincelliadvisors@gmail.com.

 

 

Acknowledgement, Commitment, Communication, Engagement, Leadership, Trust

Are You Earning Employee Commitment?

Client“Individual commitment to a group effort – that is what makes a team work, a company work, a society work, a civilization work.” —Vince Lombardi

By Elizabeth Stincelli, DM

 

Vince Lombardi nailed it. But, your employees don’t owe you their commitment. As a leader, it is your responsibility to earn the commitment of those in your organization. Looking out for your employees and earning their commitment is not only good for them, it’s good for you, and it’s good for business. When employees are committed to you, as a leader, and the organization, they work willingly in the best interest of the whole. It eliminates the ‘I’m only in it for me’ attitude. Employees are willing to give their ‘all’ to a leader, a cause, and a vision that they believe in. So, how can you earn employee commitment?

Relationships

The relationships you build with your employees are going to be key in earning their commitment. These relationships cannot be merely superficial; you must develop them on an individual level. This means not only being interested in them professionally, but also personally. Your relationships have to be real, no faking. Employees will see straight through your façade. Be yourself with employees; let them get to know the real, imperfect you. Show them that you are interested in their well-being and personal growth. Meaningful relationships earn commitment, boost productivity, and inspire employees to give 110%.

Trust

There will be no commitment from your employees without trust. The loyalty you need from your employees requires trust that goes both ways. No games; no tricks. Your actions and words must be honest and consistent. Show your employees that you have their backs. Create and share key learning moments with them. Be open about your failures and weaknesses. Also, you must provide them with a safe place to fail and learn from their mistakes. Give them control over their own work tasks, showing that you trust and have confidence in their abilities.

Communication

Earning commitment from your employees takes a whole lot of open and ongoing communication. Communication is a tool for sharing the organization’s stories in a way that brings employees together to be part of something important. Communication allows you to convey how employees’ work contributes to the overall success of the organization. Communication is also a two-way street. Listen more than you speak. Pay close attention to what is being shared and make sure you are on the same page. Communication helps you to remove the barriers to trust, which helps build the relationships that earn employee commitment.

Engagement

People simply work harder and are more committed when they are allowed to use their talents. When your employees are engaged in their work, they are more likely to be motivated, to remain committed to your organization, and to stay focused on achieving shared goals. Engaged employees have a sense of purpose and know they are making a difference. When you engage your employees in their work, you challenge them, bring out the best in them, and offer them the opportunity to grow and develop.

Acknowledgement

And finally, if you want to earn the commitment of your employees, acknowledge their contributions and value. Your employees are your greatest resource, don’t take them for granted. Show them that they are part of something bigger than themselves, something meaningful and important.

Earn Their Commitment

To be successful you need every employee to be committed to the group effort. They do not owe you this commitment; it is yours only when you have earned it. So, build strong relationships, develop mutual trust, cultivate open and honest communication, create an engaging workplace, and acknowledge the value and contributions of every employee. That’s how you make it work.

 

 

© 2015 Elizabeth Stincelli

 

Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the CEO of Stincelli Advisors where she focuses on helping organizations engage employees and improve organizational culture. Liz holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Liz by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at stincelliadvisors@gmail.com.

 

 

Leadership, Leadership Behaviors, Success

Four Ways to Get Out of Your Own Way

DSC09374-B“You’ve gotta find a way to get out of your own way, so you can progress in life.” —Steve Carlton

By Elizabeth Stincelli, DM

 

How much would you benefit from becoming more self-aware of the behaviors that cause you to stand in your own way? Would your focus change? Could you learn to be more curious, agile, proactive, and prepared to overcome challenges? Here are four ways to get out of your own way so you can thrive.

Let go of your ego and pride

First, you must let go of your ego. Your ego and pride will alienate those you need on your side; no one succeeds alone. They will taint your perception of reality. And, they will bias your decisions.

Challenge the status quo

The status quo is the enemy of progress. Once you have set aside your ego, you must challenge the status quo. Get comfortable with the idea of change, develop a positive attitude, and stop settling for the status quo.

Learn from your mistakes and failures

One of the keys to success is to continually learn; and, one of the best ways to learn is from your mistakes and failures. Now that you have removed the status quo barrier to progress, you need to pull together all of the lessons learned from your past mistakes. Admit vulnerability, recognize where your opportunities lie, and get comfortable with failure.

Recognize your weaknesses

Once you have thought through your past mistakes and recognize the lessons you have learned, you must recognize and admit your weaknesses. Again, no one succeeds alone; who will you need to help you accomplish your goals? Surround yourself with the right people and engage others in contributing to mutual success.

What Are You Waiting For?

So, how long are you going to stand in your own way? Let go of your ego, challenge the status quo, learn from your mistakes, and recognize your weaknesses. Get out of your own way so you can thrive.

 

 

© 2015 Elizabeth Stincelli

 

Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the CEO of Stincelli Advisors where she focuses on helping organizations engage employees and improve organizational culture. Liz holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Liz by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at stincelliadvisors@gmail.com.

 

 

Communication, Leadership

Five Ways to Hear What Your Employees are Actually Saying

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file000817447890“One of the most sincere forms of respect is actually listening to what another has to say.” —Bryant H. McGill

By Elizabeth Stincelli, DM

 

Why Listen?

Your employees have a huge impact on your day-to-day operations; what they have to say is important. The information that those on the front lines have to offer is extremely valuable. They are the ones with their fingers on the pulse of the organization. If you REALLY listen to what they have to say you might be able to head off problems early, learn something you don’t know, and get some great ideas. When employees know that you care about their point of view and value what they have to say, you build strong relationships and improve your organizational culture.

No ‘us vs. them’

If you want to hear what your employees actually have to say, you must eliminate any ‘us vs. them’ mentality in your organization. This mentality puts people in defensive mode. When we are on the defense, we are not even capable of higher order thinking let alone expressing ourselves in any meaningful way.

Stop talking

To actually hear what your employees are saying you must offer them multiple opportunities to communicate; a variety of settings and a variety of methods. Then, stop talking and listen. Show that you are attentive, ready and interested in what they have to say. When you aren’t focused on what you want to say, it opens the space to hear what others are saying and to notice what they’re not saying.

Ask questions

If you care about what your employees have to say, ask questions. Seems like common sense, but it doesn’t happen as often as it should. Ask what’s working and what’s not. Is there anything we should stop doing? What do we need to start doing? Ask them for input and feedback. And, don’t just ask work related questions; ask how they are doing. Let them know you care about them personally. Encourage them to ask you questions. Be honest with them. When you learn to ask the right questions you can get to the core of what your employees are actually saying.

Acknowledge what you’ve heard

One of the biggest factors in hearing what your employees are actually saying is acknowledging what you’ve heard. Verify that you understand what they are saying and demonstrate that you can see it from their perspective. Give them the opportunity to elaborate when necessary. Express appreciation for the information and feedback they provide.

Watch their energy

If you want to REALLY understand what your employees are saying, watch their energy. Their energy will send non-verbal information that helps you, as the listener, tap into what is really behind their words. Are they energetic and positive, showing passion? Are they subdued, showing lack of hope? Do they appear scattered, showing frustration or stress? The most productive conversations take place when you work together to build positive energy.

What are They Actually Saying?

Hearing what your employees are actually saying takes consistent effort. You can’t just be open to listening once in a while, it must be constant. You must eliminate even the perception of an ‘us vs. them’ mentality. You must stop talking. You need to ask the right questions. Acknowledge what you’ve heard. You must watch their energy with as much attention as you listen. You must learn to hear what is not being said as much as what is being said. In most communication there is more substance behind the words than is contained in the words. Care enough to hear what your employees are actually saying.

 

 

© 2015 Elizabeth Stincelli

 

Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the CEO of Stincelli Advisors where she focuses on helping organizations engage employees and improve organizational culture. Liz holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Liz by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at stincelliadvisors@gmail.com.

 

 

Leadership, Scrutiny, Thrive

Thriving Through Scrutiny

file0001096464435“You can’t help but be scrutinized, so I might as well be doing something while I’m being scrutinized.” —Heather Locklear

By Elizabeth Stincelli, DM

 

You Can’t Help but be Scrutinized

As Heather Locklear points out in the above quote, you are going to be scrutinized. It happens to every single one of us every day. So, how do you thrive through the scrutiny?

Don’t react

First of all, don’t take it personally and don’t react impulsively. When you are being scrutinized it says more about the other person than it does about you. While you have no control over the thoughts and actions of others, you can control your own attitude, emotions, words, and actions. Stop your first reaction; don’t lash out and never argue; I promise it is pointless. Be mindful of your internal and external reactions. If you feel you must respond, reply with a simply say “thank you” if there is merit to the scrutiny or simply say “I disagree and there is nothing further to discuss”.

Choose your attitude

You are in control of your own attitude, choose it wisely. First, don’t play the victim. Show you are confident but not arrogant. When you feel that you are being scrutinized, it is important that you give yourself credit; what did you do right? What are you good at? While you don’t need to justify your behavior, you don’t want to become angry or defensive either. It’s good to acknowledge how the scrutiny makes you feel, but keep your attitude positive.

Don’t over think it

Consider ‘who’ is scrutinizing you. Is it someone you trust? Is it an advisor or a friend? Once you identify the role this person plays in your life, then you can seek to understand their intention. Is there any validity to it? Was it given to hurt or the help? But, don’t over think it. Listen to what is being said and what is not being said. Then, simply ask yourself “does it make sense?” If you aren’t sure how to answer that question, get a second opinion.

Is there a lesson

You can turn scrutiny into opportunity if you look for the lesson to be learned. Take responsibility for what is true; take what is helpful and discard the rest. Is there something you can learn? Is there an ongoing issue? Be open-minded and try to make it a learning moment; even if it’s only learning to control how you respond to scrutiny. Use scrutiny as an opportunity to invest time in yourself to become the best you can be.

It doesn’t define you

And, the most important way to thrive through scrutiny is by not letting it define you. Remember that no one is perfect. Don’t let the thoughts and actions of others determine the way you see yourself. You are of value regardless of what anyone else has to say.

You Might as Well be Doing Something

As Heather Locklear said in her quote, you might as well be doing something while you’re being scrutinized. So, what can you be doing? You can be exercising control over your attitude, emotions, words, and actions. You can be evaluating who is scrutinizing you and what the intentions are behind their scrutiny. You can be determining if there is a valid lesson to be learned. You can be defining yourself on your terms. And, here’s the biggest tip for thriving through scrutiny: everything outlined above should take all of 30 seconds of your time. Then, hold your head high and move on!!!

 

© 2015 Elizabeth Stincelli

 

Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the CEO of Stincelli Advisors where she focuses on helping organizations engage employees and improve organizational culture. Liz holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Liz by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at stincelliadvisors@gmail.com.