All posts by Liz Stincelli

Communication, Engagement, Leadership, Respect

Do You Really Want to Communicate?

December 18, 2014 Liz Stincelli

“To effectively communicate, we must realize that we are all different in the way we perceive the world and use this understanding as a guide to our communication with others.” —Tony Robbins

By Elizabeth Stincelli, DM

Communication

Just because you are talking doesn’t mean you are communicating. Are your conversations one-sided? Are you listening with judgment? Are you so busy formulating a response that you miss the message? The point of communication is to try to create a shared perception of the world. Develop the habit of really engaging in conversation. Learn to show respect when communicating. And, recognize that, while there may be differing points of view, you can still communicate effectively.

Engage

Nelson Mandela said, “A good leader can engage in a debate frankly and thoroughly, knowing that at the end he and the other side must be closer, and thus emerge stronger.” You and the other side will never get closer to the same understanding if you do not engage in good, two-way communication. It’s difficult to have a productive conversation that is confrontational, demeaning, or judgmental. To have constructive conversations, try asking questions that will draw on a positive memory or feeling; this deepens the sense of well-being and trust. When we feel at ease we are more likely to be open to having productive conversations. Interact directly whenever possible. Make others feel like they are part of the conversation and that their input is valued. In a successful conversation both parties walk away feeling that they have been heard and have a better understanding of where the other is coming from.

Respect

Bryant H. McGill believed, “One of the most sincere forms of respect is actually listening to what another has to say.” Ask others for their perspectives or personal opinions; this shows you have respect for them and their input. Share the floor. Don’t act as if it’s your way or nothing. Be confident but not arrogant when you’re communicating. Learn to paint the big picture for others and help them to see how they fit in. Have enough respect to give credit where it is due. Only speak for yourself and remain genuine and receptive. Make it clear how much you care about the success of others and that you respect and value their opinions.

Two views

Harper Lee explained, “You never really understand a person until you consider things from his point of view.” If you want to really communicate you must acknowledge that there are differences in how any two people view reality and situations. Learn to focus on what others are saying at the moment without interrupting or passing judgment. Then, confirm your understanding and ask follow-up questions. Don’t dance around uncomfortable questions, answer first and then elaborate if necessary. This open give and take is what allows you to create a shared understanding of the situation.

Make the Effort

Truman Capote stated, “A conversation is a dialogue, not a monologue. That’s why there are so few good conversations: due to scarcity, two intelligent talkers seldom meet.” In order to have good conversations you must learn to engage not lecture. You must show respect. And, you must recognize that there are two differing points of view involved in every conversation. We all find it difficult to communicate sometimes but, good conversations can happen if you are willing to make the effort.

Elizabeth 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. Elizabeth holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Elizabeth 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.

Gratitude, Leadership

Are You a Grateful Leader?

December 11, 2014 Liz Stincelli 1 Comment

“Often people ask how I manage to be happy despite having no arms and no legs. The quick answer is that I have a choice. I can be angry about not having limbs, or I can be thankful that I have a purpose. I chose gratitude.” —Nick Vujicic

By Elizabeth Stincelli, DM

Gratitude

Very few of us have as much to be angry about as Nick Vujicic. Yet, Nick has chosen to be grateful. If he can do it, so can you. Gratitude can make a difference not only in your life but in the lives of those you work and associate with. Think of the example you will be setting if you demonstrate gratitude in every area of your life, including your leadership. What a simple concept; change lives by showing gratitude.

Why

Why show gratitude? Melody Beattie explained, “Gratitude unlocks the fullness of life. It turns what we have into enough, and more. It turns denial into acceptance, chaos to order, confusion to clarity. It can turn a meal into a feast, a house into a home, a stranger into a friend.” When you are truly grateful, everyone wins. People who operate in an environment of appreciation and gratitude are more inspired and engaged. They have a positive outlook on life. Gratitude can be a great motivator and there is no better way to develop trust than letting people know they are sincerely cared for and appreciated. Gratitude opens the door to building new, stronger relationships; it can ease hardships, and amplify the positive in life. Gratitude and happiness are interconnected and can be infectious. How much more productive and engaged would your employees be if they felt supported and appreciated by you?

Who

To whom should you express gratitude? People want to associate and do business with people they like and who appreciate them. When you show gratitude, people will remember how good you made them feel. The most powerful tool for success at your disposal is your ability to make others feel appreciated. When people feel appreciated they are more likely to communicate openly, collaborate more, and accomplish great things. As a leader, you should express gratitude to those who have an impact on you. This means personally and professionally; both internal and external to your organization.

How

How can you make others feel appreciated? You can create an environment where others have the opportunity to thrive, be creative, and increase their potential. Notice the good in others daily. Thank them both privately and publically with words of appreciation. Be authentic by expressing gratitude because you get pleasure from doing so, not out of obligation. Show empathy and compassion. Demonstrate your gratitude by offering your ear, giving compliments that are specific, offering opportunities, showing trust, and making others feel they’re part of something bigger. As a leader, you can create a healthy, happy culture where gratitude is the norm.

Gratitude in Leadership

John Milton said, “Gratitude bestows reverence, allowing us to encounter everyday epiphanies, those transcendent moments of awe that change forever how we experience life and the world.” As a leader, your gratitude will change the way both you and those you associate with see the world. Use your grateful attitude to help others focus on the positive aspects of their personal and professional lives. It’s a simple concept; express gratitude daily and change not only the lives of those you associate with, but your own life as well.

Leadership, Sharing

Sharing Your Gifts

December 4, 2014 Liz Stincelli

“We are never doing anyone any favors by withholding our gifts from the world. It’s scary to be fierce, but you can’t compromise that for fear of losing those around you.” —Idina Menzel

By Elizabeth Stincelli, DM

What Do You Have to Give?

Every one of us has a gift to share. I’m not talking about material gifts, I’m talking about the gifts that don’t cost a thing but can make the biggest difference in the lives of others. These are the gifts that uplift others. What do you have to give? Every one of us can give T.I.P.S.; they won’t cost you a thing.

Time

Mary Kay Ash believed, “No matter how busy you are, you must take time to make the other person feel important.” Time is a limited resource, but it may possibly be the most valuable gift you can give. When you are willing to share the gift of your precious time, it shows people you really care. Take the time to make family, friends, colleagues, and those in your community feel important.

Inclusion

Colm Keaveney said, “Discipline and unconditional support is earned by understanding, trust, and inclusion.” Everyone desires a sense of belonging, to be part of a community. What a simple but meaningful gift to share; helping others feel part of something bigger. Whether it be a family, team, organization, or other community, people want to feel that they fit in, that they have something in common with those around them, and that they are welcome and accepted.

Passion

Oprah Winfrey tells us, “Passion is energy. Feel the power that comes from focusing on what excites you.” And then, share that excitement with others. Help them find purpose and meaning in the everyday things they do. Share the gift of your passion and ignite a fire inside others that will fill their lives with energy, excitement, and a passion of their own.

Servitude

Ann Landers explained, “People who care about each other enjoy doing things for one another. They don’t consider it servitude.” Whether you are a leader, a colleague, a friend, or a neighbor, be of service. The gift of your service can lift others, lighten their load, and improve their lives. You will find that being of service to others benefits you more than it does them by providing a great sense of satisfaction and accomplishment.

Sharing Your Gifts

Sabrina Bryan said, “You can do anything as long as you have the passion, the drive, the focus, and the support.” Help those in your life accomplish great things by sharing the gifts that only you can give. Give of your precious time. Share acceptance and a sense of community. Spread your passion. And, be of service to others. When you share your gifts, you are the one who reaps the rewards. Be fierce and share your gifts with the world.

Collaboration, Communication, Engagement, Leadership, Leadership Development, Organizational Culture

Making a Leadership Difference

November 28, 2014 Liz Stincelli 1 Comment

“Make a difference about something other than yourselves.” —Toni Morrison

By Elizabeth Stincelli, DM

Time to Evaluate

As we approach the end of the year, what a great time to evaluate the difference that our leadership is making. The difference I am talking about is not on the bottom line, it’s in the lives of your employees. Do they look to you for direction? Do they know you have their back? Do they feel that you value them as individuals? Does your leadership last in your absence? Maybe it’s time to hone some of your leadership behaviors.

Communication

Communication is one of the most powerful forces in leadership. Yehuda Berg explained, “Words are singularly the most powerful force available to humanity. We can choose to use this force constructively with words of encouragement, or destructively using words of despair. Words have energy and power with the ability to help, to heal, to hinder, to hurt, to harm, to humiliate, and to humble.” How would your employees rate your communication? Your ability to communicate openly and effectively determines how well you connect with others. This ability consists not only of how well you speak, but how well you listen. Are your communications inclusive? Do you approach your conversations with curiosity and engagement? Show employees that you value their input by asking and expressing appreciation for their opinions. Listen with the intent to understand; acknowledge your own biases and keep them in check. When you, as a leader, communicate well, your organization will be more efficient, your employees will give their best efforts, and you will have a stronger culture with higher morale.

Respect

Estelle Parsons said, “It is so important to get respect for what you do and at the same time give it.” Is there mutual respect in your organization? Estelle’s quote applies to your employees as well as yourself. As a leader, it is so important that you acknowledge, respect, and appreciate the contributions that each of your employees make to the success of the whole. Show that you are interested and see value in each of them as individuals. Tune into their needs and invest your time and energy to their development. Show that you respect their ideas by inviting them to challenge your thinking. Respect your employees enough to be authentic and open with them. Be willing to share your wisdom, but also to learn from their experiences and knowledge.

Courage

How courageous are you as a leader? Robert Green Ingersoll believed, “The greatest test of courage on earth is to bear defeat without losing heart.” Do you have the courage to stand behind the right decisions made by either you or your employees? Your employees need to know that you have their back. As a leader, you must also have the courage to seek new opportunities and challenge the status quo. You must admit your faults but not let your failures discourage you. Show enough confidence to make the tough decisions while sticking to your core values. Have the courage to let your employees see that you are open to constructive criticism and new challenges.

Collaboration

Mattie Stepanek explained, “Unity is strength… when there is teamwork and collaboration wonderful things can be achieved.” As a leader, don’t just dictate what is to be done, use collaboration to help your team come up with the best solutions. Do you anticipate the needs of your employees and are you proactive in meeting them? When you give your employees the tools they need and put the right people in the right roles, as Mattie said, wonderful things can be achieved. Engage and encourage employees to actively participate in organizational improvements and decision-making. Set an example by placing the good of the whole above your own. Be transparent and keep team members well-informed. Foster debate and value differing opinions throughout your organization. And, make sure you develop a vision that your employees can buy into and work toward together.

Making a Difference

If you want to make an impact as a leader, make a difference in the lives of your employees. Use communication as a means for sharing your wisdom with others while showing curiosity and appreciation for their opinions, skills, and knowledge. Develop mutual respect. Have the courage to stand behind your employees 100%. Encourage collaboration to achieve wonderful things. Engage in these leadership behaviors and you will be making a leadership difference.

Leadership, Motivation

Keeping Motivated

November 20, 2014 Liz Stincelli

“When you look at people who are successful, you will find that they aren’t the people who are motivated, but have consistency in their motivation.” —Arsene Wenger

By Elizabeth Stincelli, DM

The Problem

As leaders, we set the tone for motivation. The problem is, sometimes we struggle with keeping ourselves motivated. We can’t effectively motivate those we work with if we lack motivation ourselves. So, how do we stay motivated?

Attention

We must give motivation our conscious attention. Jim Rohn said, “Give whatever you are doing and whoever you are with the gift of your attention.” You should focus on increasing your strengths. Giving your attention to the areas you are strong in is more motivating than focusing on overcoming weaknesses. Look for opportunities that leverage your talents. Again, it’s easier to stay motivated at things you are good at. Set small measurable goals to help yourself keep your eye on the ball and then set deadlines. Purposefully create a practice that builds focusing on your goals into your daily routine. Determine what is important to you and why it is important. Then ask yourself if you want it bad enough to put in the hard work necessary to achieve it. Finally, identify where you are, where you want to go, and then focus your attention of what you need to do to get there.

Benefits

Napoleon Hill explained, “Every adversity, every failure, every heartache carries with it the seed of an equal or greater benefit.” Being clear about the benefits is a big factor in motivation. Keeping the benefits in mind will help you to remain motivated when times get tough. Great successes are often preceded by obstacles and failure. Use these failures as learning opportunities, remind yourself of the benefits you will experience once you succeed, and keep moving forward.

Visualization

Harvey Mackay said, “I believe that visualization is one of the most powerful means of achieving personal goals.” It helps keep you motivated when you can literally see your goals. Many contribute much of their ability to achieve success to using a visualization board. You can remind yourself what all the hard work is for by creating a board that illustrates not just what you are working towards, but also why. It also helps to create a mantra that reinforces a positive mindset. A visualization board and mantra can be very effective because your brain responds to the way things make you feel, not the things or actions themselves. Get a clear vision of where you are going and then see yourself on the journey; that’s where your motivation will come from.

Consistency

Jim Ryun explained, “Motivation is what gets you started. Habit is what keeps you going.” Consistent motivation is about thinking long-term. It requires conscious commitment. Your real motivation will come from having a clear vision what is important and why, and then developing the self- discipline that allows you to focus your attention on a consistent basis. It helps if you commit to your goals publically so you have a sense of accountability. Consistent motivation means you never let yourself become complacent and content with the how things are currently. Make the commitment to continuously motivate yourself to reach your goals and fulfill your dreams.

Keeping Motivated

Les Brown said, “Wanting something is not enough. You must hunger for it. Your motivation must be absolutely compelling in order to overcome the obstacles that will invariably come your way.” When you find your motivation is lacking, remember that what you did yesterday will not be sufficient tomorrow. You must fan the flames of motivation on a daily basis. Build attention to your goals into your daily schedule. Clearly identify the benefits you will experience. Use visualization and mantras to preserve the positive feelings of you purpose. And be consistent. The better you become, the easier it gets to keep motivated. It’s your life, you are in control. Once you learn to keep yourself motivated, then and only then, can you start motivating others.

Inspiration

Inspiring Others

November 13, 2014 Liz Stincelli 1 Comment

“The most important thing is to try and inspire people so that they can be great in whatever they want to do.” —Kobe Bryant

By Elizabeth Stincelli, DM

Inspiration

Whether you like Kobe Bryant or not, his quote shows that he’s definitely on to something. What an incredible purpose, to live your life as to inspire others to give their absolute best efforts toward achieving their goals. You have the opportunity to inspire those around you on a daily basis. If you can learn to understand their motivations, you can inspire them and ignite their passions. You must first build authentic connections on a personal level. Offer your time and energy to help others grow and flourish. Spark their curiosity and inspire a passion for participation, innovation, and problem-solving. Your ability to inspire others is dependent on how they perceive you; make sure they see you as mutually trusting, authentic, and encouraging.

Trust

Booker T. Washington explained, “Few things can help an individual more than to place responsibility on him and to let him know that you trust him.” The influence you have with others makes you a leader, and to be successful in that role, formal or informal, you must develop relationships based on trust and commitment. Trust is a two-way street. You must earn the trust of those around you, but you must also demonstrate your trust in them. Trust provides the foundation from which you build the relationships that allow you to influence and inspire others. Get to know others on a personal level and show genuine interest in them. Include them in goal setting and decision-making processes. Ask for their input and give them the autonomy that shows you trust their intentions and abilities.

People look to those they trust and admire for inspiration. Be open and transparent in all your interactions. Be authentic and show you care. As you earn trust, you will also earn the opportunity to serve as an inspiration to others.

Set an example

Rupert Murdoch said, “In motivating people, you’ve got to engage their minds and their hearts. I motivate people, I hope, by example – and perhaps by excitement, by having productive ideas to make others feel involved.” The day-to-day example that you set plays a big role in your ability to be an inspiration to those around you. Everyone is looking for someone to inspire them. Act as a mentor to those looking for guidance. Show them how to set and then work toward goals. Make sure you’re available and willing to help those in need. Be authentic and live your life so that when others see your behaviors they will be inspired to model them.

Encouragement

John C. Maxwell tells us, “If you are a leader, you should never forget that everyone needs encouragement. And everyone who receives it – young or old, successful or less than successful, unknown or famous – is changed by it.” What better to be known for than as someone whose inspiration and encouragement changed the lives of those who came in contact with them? People are most satisfied when they feel empowered with a sense of control, independence, and value. They are encouraged when their contributions and ideas are respected. If your want to inspire others, help them to see the value and meaning they have to offer. Encourage them to be active participants in their own success.

Inspiring Others

Harold S. Geneen explained, “The best way to inspire people to superior performance is to convince them by everything you do and by your everyday attitude that you are wholeheartedly supporting them.” Inspire others by showing trust, setting a good example, and being of encouragement. Develop trusting relationships where you can inspire individuals to collaborate, share knowledge, and innovate on their own or in a group. Be authentic in your words and actions so others can see exactly what is inspiring about you. Help them become the best that they can be. Ignite passion and commitment which will inspire them to put forth their best efforts. And, the bonus is, the people who are inspired by you will turn around and share that inspiration with others.

Focus, Leadership

Leadership Focus

November 6, 2014 Liz Stincelli 3 Comments

“One reason so few of us achieve what we truly want is that we never direct our focus; we never concentrate our power. Most people dabble their way through life, never deciding to master anything in particular.” —Tony Robbins

By Elizabeth Stincelli, DM

What’s Important?

With so many priorities fighting for our attention, how do we know where to direct our leadership focus? While many situations require temporary focus, there are some areas that warrant consistent focus. You must focus on your people and your vision for your organization. You must also focus on yourself and your personal mission. As a leader, how do you know if you’re focusing on the right things? How would you answer the following questions?

Are you leading with you head and your heart?

Are you contributing to the personal and professional growth of your employees?

Are you including others in your leadership?

Are you encouraging your employees to challenge the status quo?

What do you want your legacy to be?

How will you impact the world?

Do you know what your goals are?

Can you see the route for achieving them?

Are you developing and maintaining a strong character?

Once you can see where you need to focus you will be less distracted by day-to-day busy work. You will experience less stress and frustration. You and your employees will be able to maintain a better work/life balance. Focus keeps you from drifting off course. It allows you to keep a finger on the pulse of your organization and your life. Make the commitment to focus on what’s important.

Your people

Sabrina Bryan explained, “You can do anything as long as you have the passion, the drive, the focus, and the support.” Sabrina Bryan’s quote is a two-way street. As a leader, you need passion, drive, focus, and the support of your people to succeed. Your people also need you to inspire passion and drive, they need you to guide their focus, and they need your support. Only when your people receive what they need from you will they give you what you need in return. Focusing on your people is an investment in mutual success.

Get out on the floor and really connect with your people. Engage them in participating in leading the organization and developing solutions to real problems. Encourage the creativity and collaboration that builds strong teams that can work together to achieve mutually beneficial goals. Celebrate accomplishments. Align the individual goals of employees with organizational goals. Focus on making sure every employee knows how their decisions and actions contribute to achieving organizational goals and give them the skills and tools necessary to be successful.

Yourself

Venus Williams said, “I don’t focus on what I’m up against. I focus on my goals and I try to ignore the rest.” It is easy to get distracted from what’s important by the chaos that surrounds us. Concentrate on goals that guide you toward making a positive impact on the world. Develop a plan; when you have a plan to focus on you can respond rather than react to situations as they arise. Focus on pushing yourself to think and act differently and to seek opportunities where others see only obstacles. Always consider the “what ifs?” to ensure that your focus doesn’t become an excuse to put on blinders.

Focusing on yourself is not about what you do, it’s about the type of person you want to be. To be that person you must be authentic and consistent in both your professional and personal life. Remember to always keep a picture in the back of your mind of the impact you want to make. Knowing where to keep your focus will help prevent you from straying off course.

Leadership Focus

Denis Waitley suggested, “Don’t dwell on what went wrong. Instead, focus on what to do next. Spend your energies on moving forward toward finding the answer.” As a leader, develop a plan; know which direction you are going and what your objectives are. Then, focus on supporting and developing your employees and developing goals that will have a lasting impact. Focus will help you remember why you’re doing what you’re doing and will keep you heading in the right direction. Minimize distractions and maximize your leadership focus.

Empathy, Leadership

Empathy-The Leadership Big Picture

October 30, 2014 Liz Stincelli 5 Comments

“Empathy is about standing in someone else’s shoes, feeling with his or her heart, seeing with his or her eyes. Not only is empathy hard to outsource and automate, but it makes the world a better place.” —Daniel H. Pink

By Elizabeth Stincelli, DM

The Big Picture

Harper Lee reminded us, “You never really know a man until you understand things from his point of view, until you climb into his skin and walk around in it.” Empathy is the social and emotional skill that helps us understand and feel the emotions, experiences, intentions, thoughts, and needs of others. It is not a superficial understanding but an understanding at a level that allows us to offer sensitive, insightful, and appropriate support. It is at the core of developing trusting relationships by helping others feel safe and comfortable.

Empathy may be the most important characteristic of a successful leader. As a leader, you must learn to understand and acknowledge how others are thinking and feeling. You can’t give people what they want and need if you don’t know what they want and need. It’s about taking the interests of others as well as your own into consideration. You must be able to put yourself in someone else’s shoes and see things from their perspective. Empathy is about being we-focused rather than I-focused and understanding that, collectively, we are better off when we step outside of our silos. It is easy to get buried in the layers of management and overwhelming amounts of data within our organizations. We get caught up in fighting for our individual needs and forget to look at the bigger picture and true purpose of what we are doing. Empathy directs our focus back to what’s important in the big picture.

Internal organizational empathy

Stephen Covey said, “When you show deep empathy toward others, their defensive energy goes down, and positive energy replaces it. That’s when you can get more creative in solving problems.” Why is empathizing with employees and colleagues so important? People want to work with and be led by someone they trust has an understanding of their thoughts, emotions, and experiences. If you want to be successful as a leader, you must become a reflection of the people you are leading and that requires empathy.

If you really want to get in touch with others, you must learn to actually listen to them. This means more than just hearing the words they say, you must also pay close attention to the signals they are sending. Empathy requires a new level of collaboration, a level that is close and personal. As a leader, you must emphasize value, not just transactions; people, not just processes. Studies show that organizations with happy employees, good organizational culture, and empathetic leaders perform better.

External organizational empathy

David M. Kelley explained, “The main tenet of design thinking is empathy for the people you’re trying to design for. Leadership is exactly the same thing – building empathy for the people that you’re entrusted to help.” Why is it important to have empathy for stakeholders external to your organization? You have to know and understand others before you can truly be of service to them. Having empathy for the wants and needs of your stakeholders isn’t just a superficial exercise; it should be the foundation of your entire business strategy.

Empathy is simple, it’s about understanding and respecting the choices of your clients, suppliers, and other stakeholders so that you can respond to their needs better. You must develop a deep understanding of their motivations; get familiar with what their lives are like on a daily basis. Empathy is about having firsthand knowledge of similar experiences and emotions and using that knowledge to gain a deeper understanding of the world through the eyes of others. It is this understanding that allows you to provide the service that is of the most value.

Reaping the Benefits

What difference would empathy make? For your colleagues? For your clients? For your community? Empathy matters, it lays the foundation for relationships, teamwork, leadership, and innovation. Ben Parr said, “Entrepreneurs may be brutally honest, but fostering relationships with partners and building enduring communities requires empathy, self-sacrifice, and a willingness to help others without expecting anything in return.” Empathy is our ability to identify with what someone else is thinking and feeling and then to respond with the emotion and action that is appropriate. It takes a commitment to really becoming tuned-in to the experiences, thoughts, and emotions of others. Leadership is about making a positive difference and empathy is the tool that brings people together for the benefit of self and others both internal and external to your organization. Empathy brings the big picture into focus.

Habits, Leadership, Organizational Culture

Developing Healthy Habits in Your Organization

October 23, 2014 Liz Stincelli

“The difference between an amateur and a professional is in their habits. An amateur has amateur habits. A professional has professional habits. We can never free ourselves from habit. But we can replace bad habits with good ones.” —Steven Pressfield

By Elizabeth Stincelli, DM

Why Develop Healthy Habits?

Do you want your organization to play the role of amateur or the role of professional? Bertrand Russell explained, “Right discipline consists, not in external compulsion, but in the habits of mind which lead spontaneously to desirable rather than undesirable activities.” Habits give your brain a rest by putting some things on autopilot. Why not develop the habits within your organization that lead to right decisions and action on an almost unconscious level?

When you develop a habit, you create a connection between a specific situation and a resulting action. Why not make it easier for your employees and management to do the right things and make good decisions and harder to do the wrong things? Because habits become instinct, they eliminate the tendency to over think. Your values drive your culture and set the priorities that provide a framework for decisions and actions. Why not use habits as a tool for achieving the behavior you want within your organization?

Consistency

Stephen Covey explained, “Our character is basically a composite of our habits. Because they are consistent, often unconscious patterns, they constantly, daily, express our character.” What character has your organization developed? When you develop healthy habits throughout your organization, you improve consistency in your behaviors. These healthy habits improve the character and reputation of your organization. The consistency created by the habits you develop makes it much easier to predict where you are going and how you will get there.

When you develop a positive culture, your employees love what they do, they love their clients, and they work together toward the same, shared vision. With healthy organizational habits you can empower your employees to act, knowing their actions and decisions will be consistent with the vision of the organization. The consistency which results from these habits increases the ability to accelerate problem solving and decision-making. Use habits to establish consistent core principles that reinforce organizational knowledge and clarify beliefs. This will allow you to streamline your business operations. Make sure your culture and habits mirror your mission and cultivate strength in your core beliefs.

Free up energy

Ralph W. Sockman said, “Good habits, which bring our lower passions and appetites under automatic control, leave our natures free to explore the larger experiences of life. Too many of us divide and dissipate our energies in debating actions which should be taken for granted.” How much energy can you free up in your organization by developing healthy habits? When your employees have healthy habits to operate by it frees up energy to be put towards their passion and gives life to creativity and innovation. Use the extra energy to ask the silly questions and perform the crazy experiments that may lead to incredible break-throughs.

Increase energy by developing and nurturing a culture and habits where employees are trained, equipped, and encouraged to think for themselves. When you instill good habits in your organization you can feel confident allowing employees the leeway to explore new ideas and expand thinking. Make sure the healthy habits you develop are all inclusive where everyone feels they are part of the greater whole. Use your extra energy to rally your people around a big idea but leave space for inspiration and the opportunity to think differently. Use habits to create a culture of gratitude where employees are energized and excited about the work they do.

How Do We Do It?

Culture is a deeply held and widely shared set of beliefs, norms, and assumptions that work together to make specific behaviors and outcomes more likely. Organizational culture starts with shared beliefs which influence the habits employees develop. These habits will play a big role in how employees think and act. The habits you develop should be clearly based on what you believe since they will be the foundation for behaviors, actions, and decision-making.

Culture has to be continually managed, refreshed, and refocused to maintain healthy habits. Success is no longer guaranteed by just attracting the best people and investing in innovative ideas; your culture must emphasize and reward healthy habits. Promote a positive and opportunity focused attitude at all levels of the organization. Develop habits that inspire people, focus them on a shared mission, and give them a sense of purpose. With the right support and habits, your people will be willing to move mountains to achieve a shared vision.

The process

As A. P. J. Abdul Kalam explained, “Excellence is a continuous process and not an accident.” If you want to develop healthy habits in your organization, you will have to devote conscious effort to it. In his book The Power of Habit, Charles Duhigg lists the three step process that plays into the phenomena of human habits. First, there is a prompt that triggers a specific behavior. Second, there is a behavior routine that is triggered. And third, there is a psychological reward for performing the behavior.

If you want to change habits you must introduce a different routine. You must first identify the prompts that lead to the unwanted behaviors. Then, discover which rewards are associated with those behaviors. Finally, you can implement alternative routines which offer similar rewards. While the process listed here is generic, it applies to all habits. If you look closely, you will see it at work in your organization. With a little planning, you can use this process to your advantage in developing the healthy habits that bring about the desired behaviors in your organization.

Behaviors

Margaret Mead said, “Our humanity rests upon a series of learned behaviors, woven together into patterns that are infinitely fragile and never directly inherited.” The actions and decisions of your employees within the boundaries of your organization are based on the behaviors they have learned over time. These behaviors create patterns of action, which represent habits, in your organization and must be deliberately created if you want any influence over the behaviors and actions of your employees.

Design a culture that develops habits which are aligned with team, organizational, and individual values so that behaviors are predictable and consistent. Develop a shared meaning for success to ensure all decisions and actions are directed towards the same goal. Create a supportive environment where both individuals and the organization benefit. Once you have the right values and habits in place you can rally employees around a shared sense of purpose and mission. To get the behaviors you are seeking, develop habits that put your people before your strategy. Listen to the voice of your employees, build your team, play to their strengths, and then learn to get out of the way and let them run with it.

Don’t approach the development of healthy habits by asking yourself how you can repair what you’re doing wrong. Instead, start asking yourself how you can build on what you’re already doing right. Take a long-term perspective to identifying the habits that will serve your organization best. Trust that your healthy habits will turn obstacles into opportunities to innovate and grow. Use your culture and organizational habits as tools to reinforce skills and clarify knowledge. Habits are based on action not just words, so lead by example. Remember to celebrate the little successes. If you want to transform your organization, you must set your sights on a higher purpose and place a priority focusing on the health of the habits in your organization.

What Habits Will You Choose?

Benjamin Franklin explained, “Your net worth to the world is usually determined by what remains after your bad habits are subtracted from your good ones.” Do the healthy habits in your organization outweigh the bad? If you want to get new behavior from your employees you must change their habits. What beliefs and habits will produce the behaviors that will cause your organization to thrive?

Cultivate a culture that allows employees to play an important role in something big and meaningful. Then, develop the healthy habits that will produce the desired decisions and actions. Brian Tracy said, “Successful people are simply those with successful habits.” What habits will you choose?

Create Meaning, Leadership, Leadership Development, Organizational Culture, Thrive, Trust

Don’t Just Survive as a Leader, Thrive as a Leader

October 16, 2014 Liz Stincelli

“A garden requires patient labor and attention. Plants do not grow merely to satisfy ambitions or to fulfill good intentions. They thrive because someone expended effort on them.” —Liberty Hyde Bailey

By Elizabeth Stincelli, DM

Leadership

Liberty Hyde Bailey’s quote does not just apply to gardening; it applies to leadership as well. You may manage to survive as a leader as a result of good intentions, but to thrive and grow as a leader you must expend purposeful effort. As a leader, you might survive by doing the bare minimum. But, thriving is about being connected, being engaged, giving of yourself, and promoting a positive environment. You must invest in yourself and in your people, in your relationships, and in your culture. You must devote energy to finding and sharing the meaning behind your work.

Relationships

Angela Ahrendts explained, “Everyone talks about building relationships with your customer. I think you build one with your employees first.” Building strong relationships with your employees based on trust and respect should be you first order of business as a leader. Leadership is not about you, it’s about others. You need to surround yourself with talented, passionate, and dedicated people and then focus your energy on supporting and engaging them. It’s your responsibility as a leader to help the people you serve to grow and prosper. Spend time with them and get to know them on a personal basis. Who are they? What are their aspirations? Learn to listen without judgment. Find out where their strengths lie and then give them the opportunity to focus on their interests. Take chances on them, it sends a great message of your trust and confidence throughout your organization.

If you want to thrive as a leader, be open, honest, and authentic in your words and actions so your people will trust you. Ensure that the relationships you develop are not one-sided, but are mutually beneficial. Focus on building a sense of community and belonging throughout your organization. And remember, relationships are all about communication so, communicate, communicate, and communicate some more.

Culture

Tariq Ramadan said, “Cultures are never merely intellectual constructs. They take form through the collective intelligence and memory, through a commonly held psychology and emotions, through spiritual and artistic communion.” This applies inside organizations as well as across cultures. Your organizational culture is not a set of policies or procedures; it’s not words in some handbook; it’s deeply ingrained in the behaviors and emotions of our employees. Your culture should illustrate the respect and value you have for the contributions and abilities of others. Develop a reputation for hiring great people, providing great training, and offering great opportunities. Create a culture where everyone thrives. Help those you work with find their voice and confidence. Encourage and value the contribution that diversity offers throughout your organization. Set an example of the collaboration and cooperation that will lead to success team building. Create a safe environment where employees can gain knowledge from failure without fear of judgment.

As within, so without; as you treat your employees, so your employees will treat your customers. If you want to thrive as a leader, exceed employee expectations and they will exceed customers’ expectations. Ensure that employees get face time with customers so they understand their needs. Teach employees, by the example that you set, to aim at improving the lives of customers not just making the sale. Encourage empowerment and autonomy, not conformity. Make the inclusion of employees in the decision making process a priority. Make yourself available to those you lead. Make sure your culture is constantly evolving in positive direction.

Meaning

Antoine de Saint-Exupery told us, “The meaning of things lies not in the things themselves, but in our attitude towards them.” Everyone is looking for meaning and purpose. People thrive when they find their work meaningful. It’s not the work itself; it is the relationship between the individual and the work they are doing. This is where attitude and perspective come in. Make sure every employee understands how truly important their job is. Help them connect the work they are doing to what is important to them and the organization. Employees will be more engaged when they are excited about the work they are doing.

As a leader, it is your responsibility to help those who follow you find meaning and align their work with their values. This makes achieving goals more satisfying. If you want to thrive as a leader, help them construct a positive way to view the world. This provides energy, focus, and fulfillment. Your employees will be more loyal and committed if they feel their work has meaning. Share your passion with them; build and maintain excitement about the journey you are on. Share a purpose that is inspiring at every level of the organization.

It’s Time to Thrive

We thrive and find strength by finding meaning and an inspiring purpose. As a leader, you must not only find meaning and an inspiring purpose for yourself and your work, you must also create meaning and inspire a sense of purpose in those who follow you. If you want to thrive as a leader, you must take an active role in developing yourself and your employees. Built strong relationships, develop an engaging and inclusive culture, and help those around you find meaning in their work. It’s time to stop merely surviving in your role as a leader. Step up to the plate, put forth the effort, and thrive as a leader.

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

Employee Advocate | Leadership Consultant | Author | Speaker