Monthly Archives: February 2016

Culture, Leadership

Four Ways You are Making Your Employees Feel Small

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IMG_1205“Good leaders make people feel that they’re at the very heart of things, not at the periphery.” —Warren Bennis

 By Elizabeth Stincelli, DM

 

Without even realizing it, you may be making your employees feel small. Too many leaders let their ego, pride, and hidden agendas get in the way of doing what is best for the employees they are supposed to be serving. You can’t succeed alone and making employees feel small is one of the quickest ways to disengage and disenfranchise the very people who have the skills and abilities you need. Learn to recognize these four leadership behaviors that make your employees feel small.

Your ego is front and center

Your attitude, as a leader, has a huge impact on your employees. When your ego is front and center, your attitude will belittle employees making them feel small. Your ego screams that you identify yourself with power and superiority. It separates you from your employees rather than building community and cohesion.

You micromanage

Nothing appears to demonstrate a lack of trust more than micromanagement. When employees do not feel you have confidence in their abilities to do their jobs, it makes them feel small. But, if you are micromanaging, chances are it says more about you than it does about your employee’s abilities. One of the most important tasks of a leader is to make sure teams work well together and that employees feel engaged and valued. People need to feel competent and in control of their own work. Micromanagement undermines relationships, trust, engagement, performance, and loyalty.

You focus on their shortcomings

It’s important to employees that their work is significant and that they are making a meaningful contribution. When you focus on the shortcomings of your employees you make them feel that their contributions are not of value and this, in turn, makes them feel small. While it is not beneficial to overlook subpar performance, employees must see that you take as much notice of good performance as you do poor. As a leader, it is your responsibility to help employees overcome their shortcomings, not to continually rub their faces in them.

You have hidden agendas

When employees get the feeling that you are less than transparent and are operating based on hidden agendas, it tells them that you do not trust them enough to include them in the true agenda. This builds a culture of distrust that makes employees feel small. Hidden agendas make employees feel vulnerable and prevent the team from being able to work together toward shared goals. Your agenda should always be a shared agenda; hidden agendas never achieve positive results.

Start Making Employees Feel Valued

If you are ever going to succeed as a leader, you must stop making your employees feel small and start making them feel valued. Keep your ego out of it. Your employees need to see that your leadership is about them, not you. Stop micromanaging. Give you employees the training and support that they need and then let them do their jobs. Stop focusing on their shortcomings. Make sure that you acknowledge their strengths and help them to overcome their weaknesses. And, get rid of the hidden agendas. Develop a shared agenda where every employee is working toward the same goals. Your employees will perform to the level that your behavior tells them they should work at; stop making them feel small!

 

© 2016 Elizabeth Stincelli

 

Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the Founder 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, Obstacles, Opportunity

Turn Obstacles into Opportunities

helping hand 2If you’re trying to achieve, there will be roadblocks. I’ve had them; everybody has had them. But obstacles don’t have to stop you. If you run into a wall, don’t turn around and give up. Figure out how to climb it, go through it, or work around it.” —Michael Jordan

 

By Elizabeth Stincelli, DM

 

It is so easy to become overwhelmed when we run into obstacles. How easy is it to just give up? To walk away? As Michael Jordan points out in the quote above, obstacles are inevitable. You can choose to overcome the obstacles you encounter or succumb to the fear and frustration that causes you to give up; it’s all in your attitude. Instead of seeing obstacles as roadblocks, start seeing them as opportunities. So, what opportunities do obstacles offer?

Opportunity to reevaluate

Obstacles give us the opportunity to reevaluate. Do we have a good grasp of the big picture? Did we have a solid plan? Did we stick to the plan? Is it time to look for a contingency plan that yields the same results? Have we done our due diligence? This is a great opportunity to look five steps ahead. Can you see the other side of this obstacle?

Opportunity to collaborate

Obstacles are a great opportunity to wake up and realize that we can’t do it all by ourselves. Where are we weak? Can we collaborate with someone who is strong in this area? Where will our energy and focus be most beneficial? Who can fill in the gaps? Who can we learn from? Who can motivate and inspire us?

Opportunity to gain confidence

What better way to gain confidence than to overcome an obstacle. Every time we conquer a challenge, we gain more confidence in our ability to overcome anything that is thrown our way. It changes our self-talk from “I can’t” to “I’ve done it before and I can do it again”.

Opportunity to grow

And last, but definitely not least, obstacles provide us with the opportunity to grow. We don’t grow when things are easy; we grow when things are tough. Obstacles help us to see where we need to improve our knowledge and skills; they challenge us and help us to stretch and to grow.

Start Seeing Obstacles as Opportunities

You will encounter obstacles; things will get difficult. Don’t let obstacles derail you. Use them as opportunities to reevaluate the situation, your plan, and the big picture. Use them as opportunities to find ways to collaborate and benefit from the strengths of others. And, use obstacles as opportunities to stretch beyond your comfort zone and to grow.

 

 

© 2016 Elizabeth Stincelli

 

Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the Founder 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

Four Reasons You Should Make Time for Your Employees

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DSC03551-BW“No matter how busy you are, you must take time to make the other person feel important.” —Mary Kay Ash

 

By Elizabeth Stincelli, DM

 

I know you’re busy. We’re all busy. But, we also all need to feel important. One of the best ways to make you leadership matter is to make your employees feel important. How do you do this? Simply make time for them. When you make time for your employees you benefit, they benefit, and the organization as a whole benefits. Here are for reasons you should make time for your employees.

It builds relationships

When you take time out of your busy schedule for employees it shows that they are important and that you care. When they know you care, you will gain their trust, respect, and support. These are the building blocks for the development of strong relationships. And, it is through relationships that your will have the greatest impact as a leader.

They become more engaged

When you make time for your employees you get a better understanding for who they are, what they do, what they want, and what they bring to the table. Your interest in them makes them feel important and when they know they are important they become more engaged in their work. Engaged employees tackle challenges head on, they want to learn new skills, and they become invested in giving 100% to their tasks.

They feel valued

Your time is one of the most valuable gifts you have to offer. When you make time for your employees they feel appreciated and valued. When employees feel valued they become loyal advocates for you as a leader and for the organization.

It keeps you in the loop

You will find no better opportunity for open communication than when you are spending time, face-to-face, with your employees. You get a better sense of who they are and they get a sense of who you are. You might just be amazed at how out of the loop you have really been once employees start opening up you. They will keep you in the loop because they see you care about them and are willing to invest your time in them.

Make Time

As a leader, you need to make time for your employees. It builds relationships, leads to more engaged employees, lets them know they are valued, and opens up the communication that keeps you in the loop. When leaders share their precious time with employees, everyone benefits. Don’t you think it’s time you make time?

 

 

© 2016 Elizabeth Stincelli

 

Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the Founder 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

How Hidden Agendas Impact Organizational Success

ageandas2“In reality, there are very few villains who view themselves as villains. They just have a certain agenda at a certain time.” —Michael Jai White

 

 

Hidden agendas make it impossible to unite your team and achieve shared success. They destroy trust and eliminate any hope for transparency. When hidden agendas are in play in your organization, your team is divided and it is every man for himself. When leaders and employees have their own agenda, they are looking out for their own best interest and not the interest of the whole.

Hidden agendas reveal motives

When you, as a leader, have a hidden agenda employees will begin to perceive you as devious. They will start to question your motives, words, and actions. Soon you lose their trust. Without trust, you lose your ability to influence others.

Hidden agendas are self-serving

When employees operate based on hidden agendas, they are working toward their own goals and what will benefit them the most. In order for an organization to be successful, every participant must be working toward the same goal.

Hidden agendas jeopardize morale

Hidden agendas are perhaps the single greatest morale buster within your organization. They conceal true motives and are in many ways deceiving. Once exposed it can leave your team feeling demoralized and betrayed. When morale has been compromised your effectiveness will suffer.

Hidden agendas endanger your company’s future

We can’t state it emphatically enough – hidden agendas on many fronts are a threat that reaches beyond the scope of your internal structure. Unfortunately, identifying hidden agendas can be difficult. Addressing them in time can be a real challenge for you as a leader. Here are a few questions that can help shed some light on hidden agendas and help you as a leader before it is too late.

Are we driven by our values or by our profits?

When you and your people are driven by values rather than by profits then hidden agendas become less important. When the driving force behind your organization is to put people over profits, honesty above cutting corners, and integrity over deception then the profits will follow.

Does our communication foster accountability and growth?

Open communication is the life-blood of a sound organizational structure. But it must go beyond that by holding people accountable for what they say and do. When the lines of communication are flowing and everyone’s voice is being heard then hidden agendas are more readily identified and confronted.

Are we building strong relationships within our teams?

We accomplish nothing alone. We need the collaboration and participation of every member of the team. In order to be successful, we must build strong relationships within our teams. And, relationships are based on trust; there can be no trust when hidden agendas are in play.

Are we working toward shared goals?

If we are not working together toward shared goals, each member of your team will be working toward their own goals. This is where hidden agendas take form. Each team member focuses their energies on doing and getting whatever they need to be successful regardless of how it will affect the success of the team as a whole.

None of us set out to intentionally undermine the success of our organization but, this is exactly what happens when hidden agendas are at work. Our motives become questionable. Our actions become self-serving. We jeopardize morale. And, we end up endangering the future of our company.

Our objective here is to not only raise awareness to the pitfalls of hidden agendas but to show a better way. The strength of your organization is found in its people working together toward shared goals and values. When hidden agendas are put to rest then the team can move forward together.

 

© 2016 Doug Dickerson and Elizabeth Stincelli

 

Doug Dickerson is an internationally recognized leadership author, columnist, radio host, and speaker. He is a contributor for the Las Vegas Tribune, Executive Secretary Magazine, and the Daniel Island News (South Carolina) just to name a few. Doug and his family live just outside beautiful Charleston, SC. In addition to writing and speaking, Doug enjoys all sports, cooking on the grill, and time at Folly Beach, (SC). Email Doug at: managementmoment@gmail.com.

Follow Doug on Twitter, catch his  podcast – Doug Dickerson Podcast , follow him on Instagram, The Management Moment Show Program Page and Dougdickerson.wordpress.com.

 

Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the Founder 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.