Monthly Archives: May 2016

Connection, Leadership, Relationships

Three Keys to Connecting with Others

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chain link“The business of business is relationships; the business of life is human connection.” —Robin S. Sharma

By Elizabeth Stincelli, DM

 

We need human connection in both our personal and our professional lives. Almost everything that is accomplished is made possible through relationships. Since it is nearly impossible to succeed all alone, here are three keys to really connecting with others.

Listen authentically

Developing a relationship requires communication. But, the key to connecting with others is the listening side of the communication equation. Listening shows others that you are truly interested in them and what they have to say. It shows respect and allows you to get to know them as individuals on a deeper level.

Engage authentically

When you engage with others you show interest in their lives, their work, their goals, and their dreams. When you engage authentically you find the commonalities that create a sense of community, a sense of connection. Engagement, like listening, shows interest; it allows all parties to get to know each other, to find shared interests, and collaborate to achieve great goals.

Care authentically

At the end of the day, connection comes down to caring about another person. Not caring about what they have to offer you; not caring about whom they know; not caring about what they do; it’s about caring authentically. When you care about others on an individual basis you open the door to real connection.

Connect Authentically

Great things can be accomplished when two or more individuals connect authentically. This deep connection creates relationships that are built on trust and respect. Learn to listen, engage, and care authentically; these are the behaviors that foster true connection.

 

© 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.

 

Inspire, Leadership, Leadership Behaviors, Teach

Go Beyond Leadership: Teach and Inspire

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teach“If you want to build a ship, don’t drum up people to collect wood and don’t assign them tasks and work, but rather teach them to long for the endless immensity of the sea.” —Antoine de Saint-Exupery

By Elizabeth Stincelli, DM

 

No one wants to work, day in and day out, carrying out meaningless tasks that feed the passion and vision of someone else. People want to feel engaged in work that is meaningful to them, where they know they are adding value. When you focus on the task of leadership, you often alienate your employees. As a leader, you have a unique opportunity to step beyond leadership and become a teacher. When you serve your employees in a teaching role, you inspire and engage them. So, how can you step up your leadership to teach and inspire?

Offer challenge

Talented employees want to be challenged and engaged. They don’t want all the answers and every solution provided for them. They want the opportunity to identify problems, tackle issues, and make decisions related to their work for themselves. When you offer challenges to your employees, not only do you show that you trust them but, you make their work more exciting; when their work is more exciting they become more engaged; and, when they are engaged they are eager to learn new skills and gain new knowledge.

Provide meaning

Employees need to find meaning in their work. They need to know that their contribution is making a difference. This cannot be your meaning; work must be meaningful to employees on an individual basis. They need to see the big picture and understand the important role they play in that big picture. When employees feel that their work is meaningful, motivation switches from external to internal. Meaningful work provides inspiration, and inspiration motivates employees to put more effort into their performance. High performing employees are always looking for ways to develop and to learn which improves themselves, the team, and the organization.

Support growth

Employees want opportunities to grow. When you serve in the role of a teacher you invest your time and resources into helping others become the best they can be. Growth requires exposure to new experiences, continual training, opportunities to use new knowledge and skills, and the leeway to fail and learn from that failure. The more employees grow, the greater their potential for future growth and the greater their contribution to the organization.

Share vision

At the end of the day, successful leaders are the ones who effectively lay out their vision and then get employees to buy into that vision heart and soul. When you serve employees as a teacher and a mentor, you inspire them to make your vision their own. With a shared vision, employees become more dedicated, teams become more committed, and the organization thrives.

Teach and Inspire

Effective leadership goes beyond dictating and directing employees and tasks. It requires stepping beyond the traditional role of the transactional leader to that of a teacher. When you become a teacher and mentor who offers challenge, provides meaning, supports growth, and shares vision you inspire your employees. And, inspired employees will take pride in their work, they will respect the goals of the organization, and they will give 110% in pursuit of those goals.

 

 

© 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.

 

Habits, Leadership, Leadership Behaviors, Leadership Development

Take Your Leadership off Autopilot

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autopilot off“Very often, human beings are living like on autopilot, reacting automatically with what happens. What interests me about the life of an explorer is you are in the unknown; you are out of your habits.” —Bertrand Piccard

By Elizabeth Stincelli, DM

 

Autopilot is about habit. It’s about operating based on habit rather than consciously responding to the situation and circumstances surrounding you. When you are in autopilot mode, it’s like you have blinders on; you miss many signs, symptoms, and opportunities. Autopilot plays a role in every area of our lives. It becomes particularly concerning when it starts to impact the behaviors of leaders. So, how can you take your leadership off autopilot?

Be curious

When you are curious you seek out the new, the unknown, the interesting. To the curious leader, the blinders of autopilot are too restrictive; they are thrown aside and exchanged for a new perspective of curiosity. Curiosity helps keep you from operating out of habit.

Be present

When you are present you pay attention to the details of what is happening here and now. When you pay attention your autopilot is shut down. Being present as a leader keeps your focus on what is happening and this laser focus helps prevent you from unconsciously falling into your ordinary habits.

Be engaged

When you are engaged, you are actively participating. Active participation turns off autopilot. It boosts the energy and excitement in which you approach your leadership. When you are engaged it’s much easier to act purposefully rather than out of habit.

Break the Habit

Step out of your habits and into the unknown. Take off the blinders and start being curious. Become focused and present. Be engaged, becoming an active participant in your leadership. It’s time to break the habit and take your leadership off autopilot.

 

© 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, Leadership Behaviors, Leadership Development

Are You Checking in or Checking Out?

checklist 2

 

A leader is the one who knows the way, goes the way, and shows the way. – John Maxwell

 

 

Employee engagement is as vital to your success as a leader as ever. When a Gallup survey reports that only 30 percent of U.S. employees are engaged in their work what do you think that says about leadership engagement?

The question we would like to pose to you is simply this: are you checking in or checking out as a leader in the way you engage your people? Your answer matters because in it reside signals not just to your leadership style but to the health of your organization.

Here are a series of questions we would like to pose to you for your consideration; a check-up if you will as to your engagement levels with your people and the state of your leadership effectiveness.

Do you know your employees on an individual basis?

Like any smart leader in business you make it a priority to know your customer. Knowing your target audience is critical to your bottom line. If it is important to you to know your customer does it not stand to reason that you should know the people serving your customer?

When you don’t take the time to get to know your employees on an individual basis, it clearly shows that you don’t care. How hard will an employee work for a leader who does not care? You will not get anywhere near the productivity or quality you need from employees if you do not show that you care about their well-being.

Check-In Tip: Get to know your employees on an individual basis. How are their families? What are their hobbies? How was their recent vacation?

Do you know what is happening on the ground level?

One of the dangers leaders can find themselves in is being too far removed from the front lines of the operation. We understand that the responsibilities you face as a leader in part take you away from the front lines so it must be a priority for you to return.

There is no way for you to know everything; when you distance yourself from what is happening on the ground level it’s like putting blinders on. What issues might slip by you? What opportunities might you miss?

Check-In Tip: Get out on the floor; make your presence the norm. Be observant and engaged with what is happening on the ground level.

Do you have the right people in the right positions?

Your effectiveness as an organization is realized not when you have a lot of people but when you have the right people in the right place. When people play to their strengths and are passionate about what they do then your organization will excel.

None of your employees want to be just a warm body, and most of your tasks require some form of specialized knowledge or skill. When you give little thought to where employees can make the greatest contribution to the organization, you are crippling your operations and minimizing the importance of individual contributions.

Check-In Tip: Learn where your employees’ strengths lie. Then place them in positions where they will be engaged and challenged while making the greatest contribution to the organization.

Can your employees count on you?

The people in your organization need to know that you are a leader who is reliable and will have their backs. You foster trust and earn respect not merely by your words but in your day-to-day actions that demonstrate your commitment to their success.

If your employees don’t feel they can count on you, we’d be willing to bet that they won’t go out of their way to be there for you either. If you send the message to your employees that it’s every man for himself, be prepared to be left standing on your own.

Check-In Tip: Show your employees that you have their backs; knowing that they can count on you is a key factor in gaining the trust and respect you need to be an effective leader.

So, are you checking in or are you checking out? As a leader, you are setting the example for employees to follow. If you are not connecting with your employees and engaging in operations at the ground level, your employees will follow suit. And, disengaged employees do not reflect well on any leader and do not benefit the organization as a whole.

 

© 2016 Liz Stincelli and Doug Dickerson

 

810_1736Liz Stincelli is the Founder of Stincelli Advisors where she focuses on helping organizations engage employees and improve organizational culture. She holds a Doctor of Management degree with an emphasis on organizational leadership. Learn more about Liz by visiting her website: www.stincelliadvisors.com

 

dougDoug Dickerson is an internationally recognized leadership speaker, columnist, and author. He is a contributor for The Las Vegas Tribune, Executive Secretary Magazine, Realizing Leadership magazine, and  The Daniel Island News to name a few. Read more at: DougDickerson.WordPress.com