Category Archives: Communication

Communication, Leadership

All You Need are These 5 Steps for Better Internal Communication-Guest Post by Rae Steinbach

 

When communication breaks down in business, your bottom line suffers and your reputation can, too. Poor internal communication is often at the root of business failures – from product recalls to under-resourcing promotions.

By learning and practicing better communication within your business, you can easily avoid the pitfalls that come with waiting until after an issue has occurred. Soliciting employee feedback early on and exploring new avenues for promoting conversations across departments are the means to achieving overall better internal communication.

Some of the most pervasive communication problems that organizations face are noted below, along with tips on how to solve or avoid them.

Establish Company Goals

A clear purpose is the glue that holds your workforce together. If your employees are asking themselves what they are doing at work then you are failing to provide the necessary motivation needed for them to attend the office each morning and rally around the common goals of your business.

Ask yourself and your leaders to answer some basic questions to find your company mission and vision:

  • Who are you?
  • What’s your primary motivation at work?
  • What does your business stand for?
  • Why should any of your employees feel motivated to come and work for you?

Refine the answers into no more than 2 – 3 short, high-impact sentences that can be easily understood by every employee in your office. This will help everyone to unite around the common cause of your organization.

Encourage Commitment From Day One

When new people join your organization, are they introduced to colleagues and taken through an induction process that explains their role, responsibilities and the resources available for achieving their targets? If not, you’re setting yourself up for a communication failure and also indicating that you don’t care about the progress of new hires.

To make the most of your employees’ abilities, it is essential that they understand company culture, core operations, protocols, best practices, and what resources are available to them to support their work. The easiest way to do this is through a short induction program. The added benefit is you will elicit strong commitment from new recruits on day one of their career with you.

Point Them in the Right Direction

You will never achieve great communication throughout your business if people don’t know who to communicate with and when. Employee directories, team meetings and planned collaboration sessions will assist staff to know when and who to speak to, in order to meet challenges and work together cohesively.

Communication is a two-way street and open door policies encourage staff to share concerns, ideas and thoughts about projects and policies. The power of the collective minds you employ will always outweigh even the smartest of leaders so it’s important to give employees a safe and easily accessible space for sharing ideas or concerns.

Share Resources

A company wiki, document repository, or communication and project management software will encourage efficiency and stop different departments from creating the same work over and over. Don’t be mistaken by seeing these resources as static, either. Encourage staff to continually add to FAQ documents and process libraries as they learn. They will be able to teach important skills and ideas to others if the resources are provided and encouragement to do so is given.

Get Out of the Office

Genuine relationships are built on a variety of experiences that are not all found in a work environment. Take some time out to do something fun as a team. This will allow people to get to know each other on a deeper level. The shared experience of doing something not work-related will have the added benefit of transporting positive energy into the workplace, making for a happier and more close-knit team.

Start Now!

Great communication begins with you. The next time you take a break from your desk, make eye contact with your team, begin a conversation, and get everyone talking to each other. Great communication is the basis for success in any business vertical.

 

Rae Steinbach is a graduate of Tufts University with a combined International Relations and Chinese degree. After spending time living and working abroad in China, she returned to NYC to pursue her career and continue curating quality content. Rae is passionate about travel, food, and writing, of course.

 

Communication, Leadership

What Happens When No One Communicates?

“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

Recently my son and his fiancé bought a new home. Several of us were pitching in to help them move. What should have been a simple task, especially since they had not acquired much at this point, turned into a chaotic, time consuming ordeal. Why? Simple, no one was communicating with anyone else. Everyone assumed that we were all on the same page and knew the plan. It turned out that there were six different pages and six different plans. My son and his fiancé weren’t even on the same page. If lack of communication can disrupt a simple, short-term task, what happens in your organization when no one communicates?

Differing priorities

As Tony Robbins points out in the above quote, we each perceive the world differently. Our perceptions help us to identify our priorities. When no one communicates, we all start making the assumption that we see the situation from the same perspective and therefore have the same priorities. Big mistake; without clear communication everyone becomes focused on what they determine are the priorities. When everyone has differing priorities it becomes difficult to get tasks completed in a timely manner.

Working against each other

An unintentional byproduct of differing priorities and lack of communication is that everyone seems to be working against each other. While each is focused on what is most important based on their view of the world, it is often to the detriment of others trying to accomplish their own priorities. Instead of working together, lack of communication breeds an “every man for himself” attitude.

Finger pointing

Once an atmosphere of “every man for himself” is created the finger pointing starts. Everyone thinks they are the ones following the plan. If things aren’t going according to the plan, it’s someone else’s fault. Just as in my son’s moving fiasco, the problem is there is NO shared plan, just a bunch of separate plans all interfering with each other.

Get on the Same Page: Communicate

The problems created by lack of communication compound over time. They start to wreak havoc in your operations and cause confusion and frustration. Yet, these problems are so easy to fix. Start communicating. Make sure everyone knows the plan and shares the same priorities. When you communicate and everyone is on the same page, simple tasks remain simple tasks, and long-term goals stay on-track.

What will you do today to improve communication in your organization?

 

© 2017 Elizabeth Stincelli

 

Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the Founder of Stincelli Advisors where she focuses on helping organizations change attitudes, change communication dynamics, improve collaboration and problem-solving, engage employees, and strengthen organizational culture. Liz holds a Doctor of Management degree with an emphasis on organizational leadership.

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

 

Communication, Leadership

What is the Quality of Your Communication?

“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.” —Yehuda Berg

Your communication can build others up, or it can tear them down. As a leader, it is your responsibility to teach, encourage, and support. These all require quality communication. Here are four keys to quality communication.

Trust

Are you friend or foe? This is the very first question that others will seek to answer before any communication takes place. If they determine you to be a friend, they will trust you and quality communication can take place. If you are a foe, there will be no trust and without trust, there will be no true communication.

Listen

Quality communication is a two-way street. If you want the other party to participate, you must listen. Listening requires you to set aside your assumptions, turn off that little voice in your head that likes to judge others, and truly hear what is being said. When you really listen to the ideas, concerns, and opinions of others your communications will become more meaningful.

Care

People are more open to quality communication if they know that you authentically care about them as an individual. No one likes to communicate with someone who is just going through the motions. When others know that you care about what they have to share and when they know you are looking out for their best interests, you will be able to communicate on a deeper level.

Follow-through

At the end of the day, all the communicating in the world does not matter if there is no follow-through. Never leave others wondering where things lie on an issue or idea. Have a follow-up conversation, even if it may not be what they want to hear. Follow-through shows respect and it is this respect that will improve the quality of conversations in the future.

True Communication

Have you checked your communication lately? The only true communication is quality communication. When others know they can trust you; when you really listen to them; when they know you care; and when they can count on you to follow-through, then, and only then, can you start to truly communicate. What is the quality of your communication? It’s about time you find out.

 

 

© 2016 Elizabeth Stincelli

 

Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the Founder of Stincelli Advisors where she focuses on helping organizations change attitudes, change communication dynamics, improve collaboration and problem-solving, engage employees, and strengthen organizational culture. Liz holds a Doctor of Management degree with an emphasis on organizational leadership.

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

 

Communication, Leadership, Listening

What Happens When You Don’t Listen?

telephone

“The art of effective listening is essential to clear communication, and clear communication is necessary to management success.” —James Cash Penney

We hear leadership experts incessantly harping on the importance of communication to effective leadership. But, is it going in one ear and out the other? There are two parts to communication. One, of course, being the sharing of information and emotions with others. The second being truly listening when others are sharing thoughts, ideas, feelings, and information. For some reason, the listening side of communication seems to be the hardest. So, what happens when you don’t listen?

Lack of empathy

When you don’t listen it’s impossible to have empathy. How can you determine how you would feel if you were in another’s shoes if you don’t listen to their details and emotions? Listening allows you to find points of connection with others on a deeper level; it allows you to empathize with their lived experiences.

Lack of understanding

When you don’t listen you miss out on gaining understanding. There is something you can learn from everyone you interact with but, you’re going to have to start listening. You never know, they might have insights to offer that you can’t see; you won’t know unless you listen.

Lack of appreciation

When you don’t listen others feel unappreciated. There is nothing that shows that you value someone more than truly listening to them. Listen without ulterior motives, without a prepared response, and without judgment shows true appreciation for who they are and what they have to share.

Lack of respect

When you don’t listen you show a blatant lack of respect. Turning a deaf ear sends the message that you think you know more than they do, that you see no value in what they may have to share, and that you don’t have enough respect for them to hear them out. Truly listening is an easy way to show respect for others and to earn their respect in return.

Start Listening

Communication is vital component in successful leadership. The importance of the listening side of the communication equation is often minimized because it is so easy to do, yet so easy not to do. When you don’t listen, it makes it impossible to empathize with others. You may also miss out on important information and insights. Listening shows others that you appreciate and value them. It is also a sign of respect. Maybe it’s time for you to start listening.

What step will you take today to show someone that you are truly listening?

 

 

© 2016 Elizabeth Stincelli

 

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

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

 

Acknowledgement, Commitment, Communication, Engagement, Leadership, Trust

Are You Earning Employee Commitment?

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

By Elizabeth Stincelli, DM

 

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

Relationships

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

Trust

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

Communication

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

Engagement

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

Acknowledgement

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

Earn Their Commitment

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

 

 

© 2015 Elizabeth Stincelli

 

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

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

 

 

Communication, Leadership

Five Ways to Hear What Your Employees are Actually Saying

1 Comment

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

By Elizabeth Stincelli, DM

 

Why Listen?

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

No ‘us vs. them’

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

Stop talking

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

Ask questions

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

Acknowledge what you’ve heard

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

Watch their energy

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

What are They Actually Saying?

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

 

 

© 2015 Elizabeth Stincelli

 

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

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

 

 

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

8-03-2

 

 

 

“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.

 

Communication, Leadership, Trust

Six Reasons Why Your Employees Don’t Believe a Word You Say

employees

By Doug Dickerson and Elizabeth Stincelli

“Don’t believe what I say. Believe what I do.” —Carlson Ghosn

Two psychiatrists meet at their 20th college reunion. One is vibrant, while the other looks withered and worried. “So what’s your secret?” the older looking psychiatrist asks. “Listening to other people’s problems every day, all day long, for years on end, has made an old man of me.” “So,” replies the younger looking one, “who listens?”

That humorous story reminds us as leaders of not just the necessity of listening but of the importance of how we communicate. It’s not so much what we say that’s important but that we are leaders who understand why our people should listen to us in the first place.

If your people are tuning you out and not believing what you say then your leadership is on life-support. Knowing the symptoms is the first step in turning things around. If your people don’t believe a word you say then here are six reasons why.

You are self-centered

If you are a self-centered leader your people will not believe you because you are only looking out for yourself. When decisions are made based upon what is best for you –what makes you look good- then you are using your people. Self-centered leadership tends to be manipulative and puts what is best for you above what is best for the team. If you are a self-centered leader you’d better wake up before it’s too late. One day you will look around and you’ll discover that not only are your people not believing you – they are not following you either.

You are inconsistent

Inconsistent actions produce inconsistent results. The flow and continuity of your leadership is essential to your success. If you say one thing and do another then those very actions will lead to mistrust and will marginalize your leadership. Flexibility is a must for any team moving forward. Unexpected things happen and your people will have to learn to go with the flow. But if you are inconsistent in terms of what you communicate or how you treat them it will be impossible for them to move forward or have faith in your leadership.

You don’t have their backs

Nothing will empower your team faster than having the backs of your people. A good leader knows this. But your people will not believe you if your message to them says “I have your back” yet you are nowhere to be found when they need you. When you empower your people and have their backs you create a momentum that can take your team to new levels of success. Don’t squander the drive, motivation, and ingenuity of your people by failing at this one critical element of your leadership. If you have the backs of your people they will have yours.

Your ego is front and center

If, as a leader, your ego is front and center, your employees won’t believe a word you say. Your ego can prevent you from seeing the world as it really is; you begin interpreting reality through your own biased lens. When your ego is front and center you send the message that your opinion is the only one that matters. Soon your employees, tired of hearing about how you know everything, will stop listening to you at all.

You lead with fear

If you lead with fear you will never earn the trust of your employees and they won’t believe a word you say. Fear stimulates the fight or flight response. In this state of mind, there is no higher-level cognitive thinking. When you lead with fear your employees disengage and become more focused on protecting themselves than what you are saying. Your attempt to control your employee’s behavior through fear will result in distrust and will undermine your ability to share your message and vision.

They don’t feel valued

Our success is deeply intertwined with our ability to collaborate. When your employees don’t feel valued they lose interest in continuing to try to contribute to the team. They withdraw and you lose the value of their unique skills and knowledge. Your employees need to have a voice and to have their individual contributions recognized and valued. Communication is a two-way street and when your employees don’t feel valued, you lose their respect which has a negative impact your ability to communicate and influence as a leader. When your employees don’t feel valued they won’t believe a word you say.

The key to leadership is trust and influence. If your people don’t believe a word you say, you have lost your ability to lead. It’s time to evaluate your leadership. Is your leadership self-centered or inconsistent? Do you have your employee’s backs? Is your ego front and center? Are you leading with fear? Do your people feel valued? Answer these questions honestly, make a change, and start leading today.

####

© 2015 Doug Dickerson and Elizabeth Stincelli

Doug Dickerson is an internationally recognized leadership speaker, columnist, and author. For more information about his books and speaking engagements visit Dougdickerson.wordpress.com

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.

 

Communication, Leadership

Why Can’t Your Employees Talk to You?

file3051235526599

“You don’t get unity by ignoring the questions that have to be faced.” —Jay Weatherill

By Elizabeth Stincelli, DM

 

Why?

Every one of you is probably thinking “This doesn’t apply to me. My employees are always welcome to talk to me.” Guess what? Many of you would be surprised to find that your employees would disagree with you. And, when your employees aren’t talking to you, you miss out on the information and questions that can bring unity and success to your organization. So, why can’t your employees talk to you?

Ego

Robin S. Sharma explained, “Leadership is not a popularity contest; it’s about leaving your ego at the door.” It’s easy to fall into the mindset that your ideas have worked in the past so why do you need to listen to employees’ input now. Do you think you know what employees and customers want; that you know what’s best for them? When you let you ego go unchecked, you send the signal throughout your organization that there is no point in trying to talk to you. You come across as untrustworthy and disrespectful. You send the message that you think your employees are incompetent and their opinions are of little value. If you want your employee to talk to you, leave your ego at the door.

Fear

Charles Stanley believes, “Fear stifles our thinking and actions. It creates indecisiveness that results in stagnation.” I’m not talking about your employees’ fear, I’m talking about yours. Are you are afraid of what you will hear, that you might have to take on a challenge? Are you more comfortable maintaining the status quo than having to question it? When you let your fear interfere with being open to hearing what your employees have to say, you may be causing your organization and your leadership to stagnate. Your fear often causes you to become defensive, sending the message that you’re not open to listening to the ideas and perspectives of others. If you want your employees to talk to you, recognize your fear and turn it into curiosity.

Laissez-faire leadership

James Caan said, “My least favorite phrase in the English language is ‘I don’t care’.” Are you a laissez-faire leader? Or maybe a better question is, are you perceived as a laissez-faire leader? Are you so hands-off that your employees question whether or not you even care? Recognize that there is a difference between trusting your employees to operate without undue interference from you, as a leader, and not wanting to be bothered with the issues or concerns of your employees. If you want your employees to talk to you, make sure they know that you care about what they have to say.

Make a Change

Robert Baden-Powell told us, “If you make listening and observation your occupation you will gain much more than you can by talk.” The key to effective leadership is influence, and others will be more open to influence when they feel they have been heard. Chances are you don’t even realize that you are perceived as not willing to listen. Keep your ego in check, don’t let fear stand in the way of what you might learn by listening, and make sure your employees know that you care about what they have to say. Sometimes, as a leader, there are challenges and questions that have to be faced. Make a change and ensure that your employees CAN talk to you.

 

© 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.

 

Communication, Leadership, Respect, Trust

Listen Like a Leader

sw_Listening_sa209430

“I remind myself every morning: Nothing I say this day will teach me anything. So, if I’m going to learn, I must do it by listening.” —Larry King

By Elizabeth Stincelli, DM

 

Listening Like a Leader

One of the most important leadership skills, that outstanding leaders have mastered, is the ability to listen. Genuine listening is one of the key ways you can show your strength as a leader; it shows confidence and establishes trust. As Larry King said in the quote above, the only way you are going to learn anything is by listening. Sounds simple enough, but so few people listen like a leader. When you listen like a leader, you listen with the intent to gain true understanding, you show respect to others, you make real connections, and you build mutual trust.

Understanding

Leonardo da Vinci believed, “The noblest pleasure is the joy of understanding.” Outstanding leaders are insatiably curios; they ask open-ended questions that challenge the status quos and help others to reframe problems and ideas. In order to gain a true understanding you must leave your own agenda at the door and learn to recognize your biases so that you are open to really understanding what others have to say. You must encourage people to not only share their thoughts, but to dig deeper into what lies beneath those thoughts. Recognize that everyone has something valuable to contribute and take the opportunity to reach across the organization, listening like a leader with the intent to gain understanding.

Respect

Bryant H. McGill tells us, “One of the most sincere forms of respect is actually listening to what another has to say.” Outstanding leaders understand that it’s not all about them. Listening to others is the ultimate sign of respect and it shows you care. It demonstrates how much you value and respect the experience and knowledge of others when you ask for their input. People want to be consulted and know that they’ve been heard and their ideas are taken under serious consideration. Show that you respect their opinions and are confident enough to welcome others to challenge, question, and disagree with you. Admit when you are wrong or don’t have the answer. Ask the questions that will have a real impact and then listen like a leader to what others have to offer.

Connection

Rollo May said, “Communication leads to community, that is, to understanding, intimacy, and mutual valuing.” An outstanding leader looks for connections and develops personal relationships by really listening to others. You let them know you care about what they think and about their ideas when you truly listen. You must create a safe place for people to open up and share knowledge, ideas, and opinions. Listening like a leader allows you to find the connections that transform relationships and teams.

Trust

Stephen Covey explained, “Trust is the glue of life. It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships.” Outstanding leaders build trust by proving they are good listeners. Leadership is all about influence and if you want to have an influence, others have to know they have been heard. Listening shows that you value the thoughts of others, that you are worthy of their trust, and encourages them to continue to communicate. Listen like a leader and develop the trusting relationships that allow you to influence others.

How to Do It

So, how do you listen like a leader? You listen without having an answer or response already in mind; don’t just listen to confirm what you already think you know. Let others know that you hear them and that you care about what they have to share. You ask questions and follow up. You put yourself in their shoes so that you can empathize with their point of view. You limit distractions and give your undivided attention. You not only pay attention to what is being said and how they say it, but also to what is not being said. You talk less and listen more to gain understanding, show respect, uncover and develop connections, and build trust. Then, and only then, will you be listening like a leader.

 

 

© 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.