Category Archives: Meaning

Community, Leadership, Meaning, Purpose, Why

You Need a ‘Why’!

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“People don’t buy what you do, they buy why you do it.” —Simon Sinek

By Elizabeth Stincelli, DM

 

Why ‘Why’?

Whether you realize it or not, your success is driven by your passion. Success isn’t about money, who you know, or where you come from; it stems from a fire burning deep in your soul. Success comes from knowing ‘why’ you do what you do and then being loyal to that ‘why’ in your words and actions. A strong ‘why’ spurs you to action, engages your employees, and commands greater loyalty from customers. Your ‘why’ is the spark that differentiates you from the crowd. If you need more reasons why you need to know your ‘why’, here are a few to get you started.

Purpose

John F. Kennedy said, “Efforts and courage are not enough without purpose and direction.” Your ‘why’ provides the purpose and direction that gives not only you, but the people you work with something to believe in for the long-run. It appeals to others on an emotional level and makes work feel less like work and more like purpose. When you demonstrate your ‘why’ you show the world that you stand for something. It boosts people’s confidence in you when they know that your ‘why’ is guiding your decisions and actions.

Meaning

Les Brown believes, “Life takes on meaning when you become motivated, set goals, and charge after them in an unstoppable manner.”  We all want to know that our work has meaning; that we are part of something bigger than ourselves. A powerful ‘why’ lets you know you are making a difference. Meaning spurs people to put forth their best efforts in pursuit of a collective project and proves that our efforts have value to a greater cause. Knowing and adhering to your ‘why’ infuses everything you do with meaning.

Community

Whether you agree with Paul Ryan’s politics or not, he hit the nail on the head when he said, “Every successful individual knows that his or her achievement depends on a community of persons working together.” Community gives people a sense of belonging. Your ‘why’ has the potential to bring about a sense of community that can drive results by motivating and inspiring others to act in the best interest of the whole. When your ‘why’ is visible through your words and actions you will attract a community of like-minded individuals who will support your efforts and celebrate your successes.

Discover Your ‘Why’

William Barclay told us, “There are two great days in a person’s life – the day we are born and the day we discover why.” Your ‘why’ not only impacts you on an individual level, but your employees, your organization, your community, and your overall success. Let your passion drive you. Infuse your actions with a meaning that will make you stand out from the crowd. Discover your ‘why’ and you will attract a community of supporters that will spur you on to success.

 

 

© 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.

 

Create Meaning, Culture, Inspiration, Leadership, Meaning, Motivation, Vision

Why is a Compelling Vision so Important?

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“Don’t underestimate the power of your vision to change the world. Whether that world is your office, your community, an industry, or a global movement, you need to have a core belief that what you contribute can fundamentally change the paradigm or way of thinking about problems.” —Leroy Hood

By Elizabeth Stincelli, DM

 

Vision

Your vision provides you with a description of the future that fulfills a deep hope within you. It clarifies where you want to go on an individual, team, and organizational level. Defining your vision helps you determine what skills, knowledge, tools, technologies, and abilities you will need to get from here to there. Having a compelling vision is not negotiable; it impacts the motivation, energy, and inspiration of yourself, your team, and your organization. As a leader, why should you promote a compelling vision in your organization and how can you do it?

Motivation

Les Brown believes, “Wanting something is not enough. You must hunger for it. Your motivation must be absolutely compelling in order to overcome the obstacles that will invariably come your way.” When employees’ lack a clear vision of where they are going, they often feel unmotivated and uncommitted; they feel their time and talent are going to waste. This is the perfect recipe for everyone to start working on their own agenda, and that is the perfect storm for your organization to fail to achieve the vision you have set. In order to keep everyone motivated, you must create a compelling, shared vision of the future where everyone wins.

Energy

Oprah Winfrey feels that, “Passion is energy. Feel the power that comes from focusing on what excites you.” When your employees have a clear and compelling vision, it unleashes the energy within them that will move them towards that vision. Help them to see what winning will look like and then link your vision to that picture. Tap into shared attitude, core values, and beliefs for the energy to keep moving forward and doing whatever it take to achieve your vision.

Inspiration

Ella Fitzgerald said, “Just don’t give up trying to do what you really want to do. Where there is love and inspiration, I don’t think you can go wrong.” When the vision for your organization fits into the values, ideas, and activities that inspire your employees they will be more committed, more productive, and more loyal. Inspire your employees by making your vision come alive for them; show them how important the role they play is in the big picture. Help them to envision how the future looks for them and inspire them with a deep sense of purpose. Reassure them that they are part of something meaningful, something greater than themselves.

Develop a Compelling Vision

If you don’t know where you are going, how will know what you need to get there? A compelling vision is important on an individual level and becomes even more essential as it spreads to teams, communities, and organizations. It is important for you, as a leader, to develop a vision so compelling that your employees can see, and even feel the opportunity that the future holds. Use your vision to motivate, energize, and inspire employees to work with you toward building that future.

 

 

 

© 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.

 

Employee Engagement, Leadership, Meaning, Rewarding Work

Giving Employees Rewarding Work

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“Far and away the best prize that life has to offer is the chance to work hard at work worth doing.” —Theodore Roosevelt

By Elizabeth Stincelli, DM

 

Rewarding Work

Employees want the work they do to have a purpose. Having a purpose makes their work rewarding. Whether or not employees find their work rewarding may have the single biggest impact on their attitude and productivity. As a leader, you should strive to create a work culture that emphasizes autonomy, collaboration, and transparency. Help employees see how their values and priorities align with yours and those of the organization. Give them rewarding work by engaging them, challenging them, and helping them find meaning in their work on a daily basis.

Feeling engaged

Earl Nightingale said, “We are at our very best, and we are happiest, when we are fully engaged in work we enjoy on the journey toward the goal we’ve established for ourselves.” Do you want productive employees? Then engage them in working toward goals you both believe in. Give them the opportunity to have a real impact on something bigger than themselves. Demonstrate trust and respect by allowing them to have control over how their own work gets done. Bring them together and provide a sense of community and the opportunity to develop true and engaging connections with others.

Being challenged

Nate Berkus told us, “You will enrich your life immeasurably if you approach it with a sense of wonder and discovery, and always challenge yourself to try new things.” Employees want to feel challenged. When you provide opportunities for them to tackle challenges you show that you trust and respect them; you spark their interests and build self-confidence. Just as you should continue to grow and stretch yourself, you need to offer your employees the same opportunity.

Finding meaning

Les Brown stated, “Life takes on meaning when you become motivated, set goals, and charge after them in an unstoppable manner.” Employees want work that is meaningful. Finding that meaning is what will keep them motivated. As a leader, it is your responsibility to develop a shared purpose and meaning that employees can buy into; make finding and sharing this meaning a priority. Incorporate shared values into the work employees are responsible for. Strive to help them understand that their time is not being wasted on something meaningless. Become aware of what matters to your employees and then connect with them in serving higher purpose.

Make it Rewarding

Having a purpose makes employee’s work rewarding. And, rewarding work results in higher levels of employee satisfaction and productivity. As a leader, it is your responsibility to engage employees in the work they do, offer them challenges and show that you trust them to address these challenges, and help them find meaning that is tied to shared values. You ask your employees to give their best to their work, make it rewarding.

What can you do, starting today, to make work more rewarding for your employees?

 

 

 

© 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.