Category Archives: Collaboration

Collaboration, Communication, Community, Culture, Employee Engagement, Engagement, Leadership, Opportunity, Organizational Culture

Three Ways to Invest in Your Employees that Won’t Cost You a Dime

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“Transformation in the world happens when people are healed and start investing in other people.” —Michael W. Smith

By Elizabeth Stincelli, DM

 

Why Invest in Your Employees?

Your time is the most valuable gift you can offer, when you make time to invest in your employees, the work environment in your organization will become a much happier place. Happy employees are more productive and quality conscious which results in higher profits. They have better interactions with both colleagues and customers which results in better experiences on every level and they make better brand ambassadors for your organization. When you invest in providing experiences that instill a sense of pride and accomplishment in each employee, your employees will give 100% to the organization. So, how can you invest in your employees without spending a dime?

Engagement

Chuck Daly said, “There’s nothing like being involved with a team that can go that distance.” One of the best investments you can make in your employees is to engage them in their work tasks, their teams, and the organization as a whole. This engagement gives them a sense of pride and satisfaction in their work. Bring out the best in them by encouraging them to take control over their own work and to identify and find solutions to problems. Listen to what they value and want to accomplish. Don’t micromanage; give your employees the skills and resources they need and then empower them to design how their work gets done. The experience your customers have with your organization is directly linked to how engaged and satisfied your employees are; invest in the engagement of your people.

Opportunity

Bobby Unser believes, “Success is where preparation and opportunity meet.” Providing opportunities to grow, personally and professionally, in the organization is a valuable investment in your employees. When employees grow, your organization grows; when they excel, you excel. Your employees are your most valuable asset, don’t let them feel underutilized. Continually give them the opportunity to gain experience and control their own work tasks. Offer them mentorship opportunities and give them access to training and development resources. Prepare your people to move on to something bigger and better; invest in offering your employees opportunity.

Culture

Ken Robinson tells us, “The role of a creative leader is not to have all the ideas; it’s to create a culture where everyone can have ideas and feel that they’re valued.” Investment in your organizational culture is one of the most important investments you can make. When you develop a culture that inspires a sense of community and truly engages employees, you create a trusting and safe environment for collaboration. This type of culture is all-inclusive, embracing differences and a encouraging the sharing of ideas. It emphasizes the development of relationships and open communication throughout the organization regardless of title or position. A strong culture recognizes the value that every employee contributes to the success of the organization; invest in your culture.

Make the Investment

Bob Parsons advises, “Never stop investing. Never stop improving. Never stop doing something new.” When we think of making an investment, we see dollar signs. But, as leaders, there are many investments in our employees that we can make that won’t cost us a dime. And, the return we will see is immeasurable. Offer your employees engaging work, provide them with opportunities to grow, and create a culture that embraces a sense of community and the development of relationships. Make the investment in your employees and watch the return.

 

 

© 2015 Elizabeth Stincelli

 

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.

 

Collaboration, Rapport, Relationships

The Key to Building Rapport

 

“You want to work with people who you like and have an easy rapport with.” —Mike White

By Elizabeth Stincelli, DM

 

Rapport

Rapport helps us build close relationships in which we can work together and communicate with ease. In these relationships we empathize with each other and find commonalities that bring us even closer together. Rapport helps us to feel safe to share our dreams and fears. If rapport provides the foundation necessary for successful collaboration and mutual support, where should you start?

Relationships

Richard Bach said, “I want to be very close to someone I respect and admire and have somebody who feels the same way about me.” Rapport is about relationships and relationships are about give and take, mutual respect, and trust. When we develop respect and trust we feel safe. This safety allows us to open up, collaborate, and share new ideas. When we know we can count on someone to give as much as they take, we feel comfortable being there for them and turning to them in our times of need.

Empathy

Mohsin Hamid explained, “Empathy is about finding echoes of another person in yourself.” You cannot develop a meaningful connection with another person without empathy. Empathy allows us to understand what it feels like to walk in the shoes of another. It helps to create a supportive and safe environment where there is genuine concern for one another. This genuine concern leads us to act, not just in our own best interest, but the interest of others as well.

Commonality

Barbara Deming believed, “The longer we listen to one another – with real attention – the more commonality we will find in all our lives. That is, if we are careful to exchange with one another life stories and not simply opinions.” Finding commonality strengthens the relationships we build and the empathy we feel. When we ask questions and then really listen, we learn more about others, and the more common ground we will find. It’s easier to develop a close connection and strong relationship with those whom we feel we have thoughts, ideas, and experiences in common.

Building Rapport

When we build rapport, we improve our ability to develop meaningful relationships where communication and collaboration can thrive. Strong relationships built on trust and respect, empathy, and commonality contribute to developing the rapport that allows us to feel safe to share our hopes and dreams, as well as our deepest fears.

 

 

 

 

© 2015 Elizabeth Stincelli

 

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.

 

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

Making a Leadership Difference

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“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.

 

 

© 2014 Elizabeth Stincelli

 

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.

 

Collaboration, Leadership, Teamwork

Not an Army of One

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“As you navigate through the rest of your life, be open to collaboration. Other people and other people’s ideas are often better than your own. Find a group of people who challenge and inspire you, spend a lot of time with them, and it will change your life.” —Amy Poehler

By Elizabeth Stincelli, DM

 

Are You Going it Alone?

It’s easy to think that you will be better off if you just do everything yourself. Many times it is fear that prevents you from asking for help. You may fear that you will give more than you get, or that you will share more about yourself than you would like. You may fear having to share your success with someone else. The problem is, you can’t possibly know everything or see situations from every angle. The more you learn, the more you realize there is so much you don’t know. Helen Keller said, “Alone we can do so little; together we can do so much.” You are limiting your chance of success when you insist on going it alone. So where should you start?

 Great ideas

Arnold Schwarzenegger said, “I welcome and seek your ideas, but do not bring me small ideas; bring me big ideas to match our future.” The best ideas come from sharing and combining ideas from a diverse, variety of sources. Use technology to access the information and expertise you need from individuals from around the world. Develop a supportive atmosphere that encourages the sharing of ideas without fear of judgment. Ask the question “what if?”. Give everyone the chance to share; you never know where the next great idea will come from.

Relationships

Build relationships. Joyce Meyer explained, “We can improve our relationships with others by leaps and bounds if we become encouragers instead of critics.” Much of your success is dependent on developing strong, authentic relationships. Get to know those you work with on a personal basis. Always be forthcoming and respectful in your interactions. Use the relationships you develop to foster the spirit of cooperation, encouragement, and support that leads uncovering great ideas.

Collaboration

Antony Starr told us, “Collaboration is the best way to work. It’s the only way to work, really. Everyone’s there because they have a set of skills to offer across the board.” Without collaboration, you can get stuck. You need skills and expertise beyond your own to continue to move forward. You have experts from around the world accessible right at your fingertips. The sky is the limit when you learn how to connect and collaborate with others. This collaboration is not about competing against each other, but innovating together to co-create something far beyond your individual capabilities. Identify a need, and then focus on who you need to help you find a solution.

Common ground

Improve your ability to collaborate successfully by finding common ground. Madeleine Albright recognized, “No matter what message you are about to deliver somewhere, whether it is holding out a hand of friendship, or making clear that you disapprove of something, is the fact that the person sitting across the table is a human being, so the goal is to always establish common ground.” People want to work with other people who they know and feel comfortable with. Find commonalities between you and your team members. Collaboration is not self-serving; think about the well-being of the whole not just the few. Create a shared vision where everyone wins. Finding common ground helps you break down interpersonal barriers and reduce the fears that prevent collaboration and block creativity. Learn to embrace the diversity that builds a strong team and encourages the discovery of great ideas.

Not an Army of One

Stephen Covey reminded us, “Synergy is what happens when one plus one equals ten, or a hundred, or even a thousand! It’s the profound result when two or more respectful human beings determine to go beyond their preconceived ideas to meet a great challenge.” Great challenges require great partnering. There is extraordinary power in people working together toward the same goal. Use diverse perspectives to change the way you view the need and the goal. Develop relationships with others; find common ground where you can share your expertise for mutual benefit and discover great ideas together. You never know where the next great idea might be found. You are not an army of one; build a network of experts to share in your exploration new ideas and great possibilities.

 

 

 

© 2014 Elizabeth Stincelli

 

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.

 

 

Collaboration, Flexibility, Structure, Work

The Way We Work is Evolving: Are You Ready?

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“The biggest mistake that you can make is to believe that you are working for somebody else. Job security is gone. The driving force of a career must come from the individual. Remember: Jobs are owned by the company, you own your career!” —Earl Nightingale

By Elizabeth Stincelli, DM

 

The Way We Work is Evolving

The way we work is changing. Millennials will soon make up 50% of the workforce. This generation is used to being connected, collaborative, and operating on the move. They are used to using social platforms to share and communicate. They want the ability to work from anywhere, to have a voice, and to be allowed to learn about things that interest them. We’re all going to have to jump on the bandwagon. We can no longer work in the fragmented environment of the past. The evolution of work now allows us to be more connected and engaged. This new work environment offers us the opportunity to thrive if we are ready to step up and take control of our own career. Are you prepared for the new work paradigm?

Social media

Amy Jo Martin explained, “Social media is changing the way we communicate and the way we are perceived, both positively and negatively. Every time you post a photo, or update your status, you are contributing to your own digital footprint and personal brand.” Social media is changing the way we behave. In this new age, small actions can have a big impact. A “like” from the right person or a critical review can have far reaching implications. Social media is creating communities and enhancing transparency.

The evolution of work utilizes these social avenues to promote organizations, monitor public opinion, and stay connected to customers and colleagues. You must learn to be conscious of the impact your posts, status changes, pictures, likes, and shares have both personally and professionally. If you are going to be responsible for steering your own career path, you have to care about your digital footprint and your personal brand.

Flexibility

Will Smith said “And where I excel is ridiculous, sickening, work ethic. You know, while the other guys sleeping? I’m working.” New technology gives you freedom and flexibility to work anytime, anywhere, with anyone, and on any device. Shifting to the cloud now allows you to access the software technology you need for almost any task. You no longer need to work 9-5 or spend hours commuting to the office every week.

The evolution of work allows you the flexibility to work where and when you want. You must develop the discipline to ensure that you can complete your work without a set schedule or consistent work environment. You must stay up-to-date on the latest advances in technology. And, with the accessibility of connecting to your work anytime, anywhere, you must make sure maintaining a healthy work/life balance is a priority.

New ways to collaborate 

Bill Gates tells us, “The PC has improved the world in just about every area you can think of. Amazing developments in communications, collaboration, and efficiencies. New kinds of entertainment and social media. Access to information and the ability to give a voice to people who would never have been heard.” New collaborative technologies allow you to easily share information and ideas. The ease of collaboration breaks down barriers. You now have access to people with expertise in any field from around the globe. Any information you desire can be found at your fingertips. You can connect with colleagues and collaborators on an international scale.

In a world with access to so many people and so much information, you must learn to filter the important information and focus on the task at hand. In this new world of increased collaborative ability, you lose much of the traditional face-to-face communication. You miss the little cues such as handshakes and body language. You must learn to compensate by building strong relationship where you can gauge conversational understanding based on tone and content. Always make sure your collaboration is a win-win situation for every participant.

Flatter structures

Steve McQueen said, “I can’t work in an environment where it’s a stiff hierarchy; that’s not my kind of way.” The hierarchical organizational structures of the past are being flattened. The evolution of work presents you with the opportunity to have a voice without needing to climb the corporate ladder. You now have the opportunity to serve as a leader without holding a formal position of authority through your influence and expertise.

Your work is now becoming self-directed. You are able to share your expertise and interests in a public arena. This offers the chance to be recognized for your contributions and to become a subject matter experts and thought leader. You must develop the skills, knowledge, and discipline necessary to work autonomously. You must be ready to speak up and share your voice. You must also be willing to listen to others to understand their point of view and not to judge.

Are You Ready?

The way you work is changing and the future looks much different from the past. Are you ready? Do you have a clear understanding where you want to take your career? Are you ready to embrace new technology and social platforms on a continual basis? The way we work is evolving, are you ready to evolve with it?

 

 

© 2014 Elizabeth Stincelli

 

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.

 

 

Collaboration, Empowerment, Engagement, Innovation, Leadership, Organizational Culture

Growing New Leaders

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“Growing other leaders from the ranks isn’t just the duty of the leader, it’s an obligation.” —Warren Bennis

By Elizabeth Stincelli, DM

Why Grow New Leaders?

Developing leaders throughout your organization places you in a position to conquer new leadership challenges where innovation and flexibility are the keys to success. When you build on the expertise within the ranks of your organization you improve efficiency and effectiveness. Growing new leaders allows you to tap into the talent and potential of your team members. Let’s look at three of the factors that promote the growing and nurturing of new leaders.

Environment

You must start by creating an environment where others have the opportunity and are encouraged to lead. Develop a culture where employees embrace collaboration and open communication. Value the diversity that offers a continual flow of new perspectives. Provide employees with an environment that challenges them in a way that engages and inspires. Encourage the sharing of ideas by asking great questions and valuing the answers you receive. Provide work that employees can feel passionate about. Network and relationship building are important factors in leadership. Help and encourage employees to build their network and develop strong relationships built on trust and respect. Implement programs where new leaders can be mentored.

Opportunity

If you want to grow new leaders you must provide them with experiences that help them understand who they are, what they stand for, and what their strengths and weaknesses are. Give them the opportunity to participate in solving difficult problems. Allow them to make mistakes and help them learn how to grow from the lesson these mistakes teach. Encourage them to share their ideas and allow them to participate in planning and implementation of new ideas. Every employee has valuable ideas, insights, and perspectives; engage them in productive conversations. When employees feel like they are an integral part of the organization they will be more motivated and engaged in growing as a leader.

Aptitude

Give employees the training and experiences they need to develop leadership skills. These skills will enable them to have a positive influence on colleagues, make informed decisions, and contribute new ideas. Help them develop an understanding of their own biases and how these biases can impact decision making. Teach them to appreciate the benefits of obtaining diverse points of view. Help them develop the ability to ask the right questions so they can make sense of overwhelming amounts of information. Teach them the value of networking. Create in them an ownership mentality. And, most importantly, serve as a role-model of good leadership and show them how to bring out the best in others.

Everyone Wins

Everyone wins when you grow new leaders and develop the leadership pipeline throughout your organization. When you have individuals with leadership ability at every level of your organization you increase the speed at which you can respond to change, your ability to be flexible, and your ability to respond to uncertainty. When you become more involved in the leadership development of your employees you will experience improved employee and customer satisfaction. By growing new leaders, your organization becomes more nimble and innovative, able to respond more quickly to customer needs and changes in the business environment.

 

 

© 2014 Elizabeth Stincelli

 

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.

 

Change Management, Collaboration, Communication, Engagement, Leadership, Organizational Culture, Planning, Team Building

How Are You Managing Change?

 

 

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“Any change, even a change for the better, is always accompanied by drawbacks and discomforts.” —Arnold Bennett

By Elizabeth Stincelli, DM

 

Why Change

Fight it all you want, change is inevitable. When we fail to embrace change we cause ourselves undue stress and waste valuable time and resources. Why change? Change becomes necessary when the needs of our organization, customers, or employees change.

How We Change

Once we realize that needs have changed, and therefore we need to evolve; we must set a realistic change goal. Every level of management must roll-up their sleeves and get involved. Employees must understand and believe the reason for the change and the benefit to them personally. The organization must be committed to pursuing the long-term vision and the change requirements associated with it. Here are four factors that will help you manage change.

Purpose

Have a clear purpose. How will this change influence, improve, and impact others? What problem are you solving or what are you improving on? How will it benefit you customers? How will employees benefit? How does this change fit into the overall organizational objectives? People’s main concern is their own well-being; your employees need a clear understanding of your purpose and how they will be impacted by the change.

Plan

Create a proper plan for implementing change. Spend extra time formulating a good plan. Build flexibility in the plan. Set clear goals, identify milestones, and outline the timeframe. Ensure that goals are ambitious, yet attainable. What scope does the plan cover and what are the deliverables? Identify what success looks like. Determine what relationships and resources you will need to accomplish your goals. Do your plans for change fit with the vision of the organization? You must determine a budget for the plan. Specifically identify who will be accountable for each task. Then, bring the right team of people together to implement the plan. Check results early and often to ensure you are not veering off course.

Culture

Develop an organizational culture that embraces change. Your culture should encourage a sense of responsibility, camaraderie, and generosity. Encourage the development of strong relationships throughout your organization. Let employees share in the leadership responsibility. Make sure you have the right people serving in the right roles. Provide engaging work for your employees and allow every employee to use their expertise in achieving shared goals. Build loyalty by promoting a positive culture that encourages employee participation. You should encourage innovation and allow for mistakes. Help employees develop collaborative and decision-making skills. Promote transparency. Create an atmosphere of mutual trust and respect where teams are motivated and engaged.

Communication

Successful change management is more dependent on communication than on strategy. Make sure you are clearly communicating with your employees early and often. Set an example of the level of communication that is expected. Talk truthfully about change. Be genuine in both your words and actions. Clearly outline ownership and accountability. Promote a common understanding of the long-term vision of the organization as well as the immediate goal. Listen more than you speak and ensure that you understand what’s being said. Communication is the only way to succeed. If your communication isn’t reaching your team, you won’t be successful at managing change.

Take-Away

Change is inherently uncomfortable, but the fact is we must change or we become obsolete. Failing to recognize the need for change can result in wasted time, energy, and resources. You can minimize the fear and resistance associated with change by defining and sharing a clear purpose for the change; by setting realistic goals; and evaluating who and how others with be affected by the change. Communicate the purpose, goals, and benefits to all parties that will be impacted. Always be transparent and open in your communication. Develop a culture within your organization that is agile and embraces change. Create a plan for the implementation of change and outline how success will be measured. Engage employees in the process of identifying the need for change, formulating a plan, and implementing the change. When employees are invested in the change process managing change can be a positive, transforming experience.

 

 

© 2014 Elizabeth Stincelli

 

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.

 

Collaboration, Communication, Conflict Management, Leadership, Team Building

Resolving Conflict-It’s Not about Winning

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“Peace is not absence of conflict, it is the ability to handle conflict by peaceful means.” —Ronald Reagan

By Elizabeth Stincelli, DM

 

What Causes Conflict and How Do We Resolve It?

Conflict is the mental struggle that arises when our ideas, needs, wishes, or demands are in opposition to those of others. Conflict is inevitable when you bring people together from different beliefs and backgrounds. When we spend time in conflict with each other we are wasting energy and destroying any sense of camaraderie. Conflict does not resolve itself and only escalates if not addressed. Unresolved conflict can result in the loss of productivity, cooperation, collaboration, and creativity. Let’s look a little deeper at some of the factors that cause conflict and how we can resolve them.

Cognitive bias

Cognitive biases are thinking errors that impact how we interpret the world around us. These biases often occur when we try to over-simplify how we process information. Biases cause irrational thinking and affect our ability to make sound decisions.

Biases can influence in simple ways such allowing the way you currently feel to color the way you interpret the world around you. They can permit your judgment to become dependent on previously provided evidence with little regard for new evidence. You may have the tendency to listen only to information that confirms your preconceived beliefs or to interpret information in a way that confirms these beliefs. Your expectations could be unconsciously influencing how you perceive the outcome of interactions. It is also easy to let ourselves get caught up in group think and adopt the beliefs of others without proper evaluation.

When we experience a cognitive bias it impairs our ability to rationally interpret information and experiences. It is easy to fail to recognize and compensate for our own biases. We must be aware of these biases and how they impact our thinking in order to prevent and resolve the conflict they may cause.

Ambiguity

Conflict often arises when we assume all parties are talking about the same thing. Often we find that each participant to a conversation has their own definitions and meanings which are not in agreement with each other. In order to eliminate ambiguity we must come to the same understanding, with the same definitions and meanings by asking open-ended questions which you do not have preconceived answers for. Listen with the intent of gaining an understanding of how other parties perceive the situation.

Many times conflict involves the perception we have of the role we play in a group differing from how others see it. Conflict becomes more likely when we are operating under different assumptions about our roles and responsibilities than those we work with. Clear, written communication can be effective at keeping ambiguity to a minimum. Make sure you know what the conflict you are experiencing is really about. Work together to assign clear roles, define reality, and eliminate ambiguity.

Communication

The most successful approach to resolving conflict is open, two-way communication. In order to communicate effectively you must learn to listen without passing judgment. Each party to the communication will apply their own definitions and meanings; therefore, you can’t just listen to the facts. You have to ask probing questions and come to a consensus on the definition and meaning of the facts. Also, don’t just listen to others to figure out how you can get them to agree with your point of view. Listen to really understand and appreciate their reality so you can understand where they are coming from.

Be clear and consistent with communication from the very beginning of the relationship. Ask questions and keep an open mind. Talk through and test the feasibility of proposed solutions together. Prepare in advance for difficult conversations. Define how you see the problem. What points do you think are important? Come prepared to propose possible solutions. Make sure your message is clear and concise. When working to resolve conflict, watch the tone and language that you use and keep your emotions out of the discussion. Be an active listener and show yourself to be transparent and trustworthy. Focus on mending relationships before turning your focus to tasks.

Spanning boundaries

To resolve conflict we must learn to build bridges between management, employees, suppliers, and customers. We must develop strong relationships between people with differing beliefs, experience, and knowledge. By clarifying the role that each individual plays and the purpose of the team you can capitalize on the power that individual differences bring to the table.

Establish commonality by creating a shared vision, building trust, and coming together to achieve a higher purpose. Co-create something greater than could be achieved individually by combining a shared vision and strategy with the expertise, resources, and experiences of each individual. Span boundaries by accepting and appreciating the diversity that builds a great team.

It’s Not about Winning

Conflict is inevitable. It’s usually rooted in poor communication and the inability to control our emotions. When working to resolve conflict, listen with the intent of developing a connection, not to merely respond. Don’t communicate with the goal of getting the other person to agree with your point of view; communicate to bring differing points of view together to co-create something that is new.

When dealing with conflict, keep your emotions in check and maintain moral high ground. You do not have the power to change others so you may have to look at ways you can change your approach to managing relationships to avoid and resolve conflict. Conflict can be about bringing differing opinions together and co-creating something fantastic. Don’t think of resolving conflict in terms of winning. It’s not about seeking to defeat an enemy but about finding common ground for cooperation, compromise, and collaboration.

© 2014 Elizabeth Stincelli

 

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.

 

Collaboration, Communication, Empowerment, Engagement, Leadership, Organizational Culture, Team Building, Teamwork, Trust

Let’s Collaborate

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Let’s Collaborate

“If you have an apple and I have an apple and we exchange these apples, then you and I will still each have one apple. But if you have an idea and I have an idea and we exchange these ideas, then each of us will have two ideas.” —George Bernard Shaw

By Elizabeth Stincelli, DM

 

Collaboration

Collaboration brings us together to work towards a shared objective. If we can collaborate effectively we increase our chances for success. Collaborating with others offers us the opportunity to be part of something larger than ourselves.

We can achieve more together than the sum of what we can achieve individually. Successful collaboration creates win-win situations where all parties benefit. People are most productive and satisfied at work when they feel supported, rewarded, and aligned with the work they are doing. Effective collaboration puts the right people in right roles and provides them with the voice, support, and encouragement needed to be successful. Here are a few factors impact your odds of collaborating successfully.

Culture

The culture of your organization will either foster or destroy collaboration. The culture should promote the attitude that there is always something new to be discovered. You never know where the next great idea will come from. A healthy culture encourages employees to ask questions. It challenges employees to wonder what might be possible if we work together. Collaboration helps us to feel energized and connected as we work in a team environment. Develop a culture that engages employees to participate in collaboration without competing with each other. Encourage the development of the authentic connections between colleagues that builds a sense of community. Promote a culture that encourages and rewards collaboration and advances a shared vision to guide collaborative efforts.

          Relationships

Successful collaboration is dependent on building strong, authentic relationships. These relationships allow us to influence and inspire others. Get to know colleagues on a personal basis. Always treat each other with respect. Use your relationships to develop a spirit of cooperation and offer encouragement and support.

         Communication

Communication connects us with others and is a key factor in effective collaboration. Communication should always be respectful. In a collaborative environment people should be given a voice to express themselves in a constructive manner. Encourage others to ask questions and challenge the status quo. Clearly communicate shared goals and objectives. Resolve disagreements quickly and in a respectful manner. And, remember to express appreciation for the contributions of team members.

         Trust

Trust is an important component of any successful collaboration. The collaborative environment must reduce the fear of judgment that hinders participation and productivity. Develop an atmosphere that encourages others to share ideas in a safe and respectful environment. Show compassion for colleagues. Set an example of how to treat others and how to work together effectively. Treat colleagues as equals. Develop a code of conduct so that situations are handled consistently and fair.

Focus

To collaborate effectively the team should focus on cooperation and developing connections between members. Every participant should be encouraged to bring the best of themselves to the table. To be successful, teams should focus their energy on outcomes not problems. Create a Collaborative environment with shared objectives that focus on what’s best for the organization as a whole.

Take-Away

You must build collaboration into the culture of your organization. The culture should empower individuals to work together to accomplish more than would be possible if they were working alone. A positive, collaborative environment encourages team members to share opinions and ideas, promotes cooperation, and develops strategic partnerships.

When we work together we can accomplish more that we ever could working individually. When we join forces we all win. Now, everyone, roll up your sleeves and let’s collaborate.

 

© 2014 Elizabeth Stincelli

 

Collaboration, Leadership, Organizational Culture, Team Building, Teamwork

Building Your Team

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Building Your Team

“Unity is strength… when there is teamwork and collaboration, wonderful things can be achieved.” —Mattie Stepanek

By Elizabeth Stincelli, DM

       Teamwork

In order for a team to successfully achieve their goals, team members must be willing and able to share knowledge, experience, and skills in the coordination and completion of the work at hand.

        Building Your Team

So you have a project to accomplish. You are given a team with which to work. The question now becomes, how do you build your team so that, as a whole, you are successful? Here are a few areas that can impact the level of success your team achieves.

               Collaboration

Working as a team towards shared goals requires collaboration. Collaboration must be built into the very culture of the organization. A culture where individuals are empowered to work together to accomplish more than would be possible when working individually. Collaboration provides a real sense of community. Successful collaboration requires clearly identified objectives and boundaries. Then, engaged employees should be allowed to operate freely within those boundaries. The most effective collaborative environments encourage team members to voice different perspectives, foster a spirit of cooperation, and develop strategic partnerships.

               Cohesion

Cohesion provides team unity as a whole. Cohesion requires a sense of community and a shared vision to work towards. Create a team with the right mix of members where everyone serves in the roles that best fit their strengths. Team members should learn to empathize with each other. Members should be willing to share their knowledge and previous experiences to help others. Successful teams communicate and learn from each other.

                               Respect

Show that you admire the abilities and accomplishments of team members. Treat everyone with respect.  Develop mutual trust within the team. Respect your colleague’s ability to do their job. Remember that everyone has something to contribute. Bear in mind that the team succeeds or fails as a whole.

                               Support

Give assistance and never leave anyone behind. Each team member must roll-up their sleeves and contribute to the work to be done. Make sure the team has the resources they need to achieve their goals. Help team members keep their eyes on what is really important. Develop a clear understanding of roles and responsibilities and then support each other in those roles. Act as a mentor or advisor to those members who need additional guidance.

        Take-Away

How well we work together as a team determines our success or failure at achieving our desired results. You cannot sit idly by and expect your team to succeed. Make a conscious effort and focus your energies on building your team.

© 2014 Elizabeth Stincelli