Category Archives: Habits

Habits, Inspiration, Leadership, Success

How are You Going to Get to the Next Level of Greatness?

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up_stairs“Our minds influence the key activity of the brain, which then influences everything; perception, cognition, thoughts and feelings, personal relationships; they’re all a projection of you.” —Deepak Chopra
So here you are; you have come so far. But, is this where you are going to stop? Or, are you ready to reach the next level of greatness? As you start out on your journey, here are five questions to ask yourself.

Who are you?

Not the ‘who’ that everyone has been telling you to be, but the ‘who’ you were before you started believing them. Who were you when you were a child, young and naive? Who are you when you are alone with your thoughts, where no one can see or hear you? If you want to get to the next level of greatness, you have to find who you are at your very core.

What stories are you telling yourself?

Are they the same stories that you tell the world? Where did they come from? When did they start? Who first told them to you? And, most important, are they true? The stories that you tell yourself will either propel you to the next level of greatness or serve as an anchor around your neck that will sink you. Make sure you are telling yourself the right stories. Word of warning here, don’t lie to yourself; find positive, inspiring, powerful stories that are true.

What are your strengths?

While it’s good to minimize your weaknesses, your energy is much better spent on building on your strengths. What can you do to become even stronger? Can you become a subject matter expert, the go to person in your area of strength? If you want to reach the next level of greatness you can’t be a jack-of-all-trades; identify your strengths and run with them.

What are your goals?

You can’t reach the next level of greatness by wandering lost in the woods. Get realistic about where you are and then visualize what that next level looks like. What does it feel like? Now, set some goals to get you from here to there. Not giant, overwhelming goals; set small incremental goals that serve as stepping stones.

Who do you need to become?

The answer to this question holds the key to all success. The person that got you here can’t get you to the next level of greatness. So, what kind of individual would be able to attain that level? What would they know? How would they act? Who would they spend their time with? What habits would they have? Well, if you want to get to the next level, you’re going to have to become that person. So, get busy.

The Key

You hold the key to getting to the next level of greatness. It’s inside of you right now. You’re going to have to do some deep, sometimes uncomfortable soul searching to figure out who you really are. Then, you are going to have to unravel years’ worth of stories to get to the bottom of where they came from and if they are even true. You are going to have to start telling yourself new, powerful, and positive stories. You’re going to have to dig down and identify your true strengths and then pursue these strengths rather than fretting over your weaknesses.

You’re going to have to figure out how you are going to get from here to there and set some goals to keep yourself on track. And finally, you MUST figure out who you need to become in order to reach the next level of greatness. Now for the catch, answering all of these questions, no matter how deep you dig and how honest you are with yourself will get you nowhere without action.

So, get out there and get going!

 

 

© 2016 Elizabeth Stincelli

 

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

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

 

Habits, Leadership, Leadership Behaviors, Leadership Development

Take Your Leadership off Autopilot

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

By Elizabeth Stincelli, DM

 

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

Be curious

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

Be present

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

Be engaged

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

Break the Habit

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

 

© 2016 Elizabeth Stincelli

 

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

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

 

Culture, Employee Morale, Engagement, Habits, Leadership, Morale

Developing a Healthy Culture in 2015

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“Businesses often forget about the culture, and ultimately, they suffer for it because you can’t deliver good service from unhappy employees.” —Tony Hsieh
By Elizabeth Stincelli, DM

 

Why Culture?

As we approach the start of a new year, it’s the perfect opportunity to set a goal for developing a healthy culture in your organization in 2015. Now, of course, merely setting a goal is not nearly enough, but laying out a plan is a great starting point. While many leaders view culture as the latest buzzword in organizational leadership, the truth is, your culture may have a bigger impact on the performance of your organization than any other single factor. Culture drives success; your culture impacts your level of engagement, growth, and innovation. Your culture determines the on-the-ground actions, behaviors, and decisions of your employees. A healthy culture does not happen by accident, it is intentionally developed. So, what can you do to start developing a healthy culture in 2015?

Set the example

Rupert Murdoch told us, “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.” As the leader, you are the one responsible for creating the culture in your organization. Focus on the positive behaviors you want to see in your organization and then set the example for others to follow. Show people that you value the employees at every level of the organization. Help them see that their actions and decisions have value. Communicate respectfully and authentically. Then, celebrate small achievements.

 Help them grow

Benjamin Franklin believed, “Without continual growth and progress, such words as improvement, achievement, and success have no meaning.” If you want to have a healthy culture you must invest in the development of your employees. This shows them that they are valued. Help them to build positive self-identities. Offer them the opportunity to design their own work. Make learning something to be celebrated. Show them the trust it takes to allow them to learn from mistakes without fear. Encourage them to participate in the decision-making in your organization.

Share your values

Your culture is based on group norms of behavior; shared values are what keep those norms in place. Roy E. Disney said, “When your values are clear to you, making decisions becomes easier.” Share your values with your employees. Help them see how these values play into the long-term focus of the organization. Then, help them understand the importance of the role they play in that focus. Once you share your values you can start to develop shared, healthy organizational habits.

Healthy Culture/Happy Employees

James Sinegal explained, “When employees are happy, they are your very best ambassadors.” Develop a healthy culture that will keep your employees happy. Set the example, help them grow, and share your values. Connect meaning and value to them as individuals and to the tasks they perform for your organization. Remember, your culture will influence the actions, behaviors, and decisions of every employee. Make intentionally developing a healthy culture in 2015 a priority and see what success you can achieve.

 

 

 

© 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.

 

Habits, Leadership, Organizational Culture

Developing Healthy Habits in Your Organization

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“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?

 

 

 

© 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.