Category Archives: Trust

Communication, Employee Engagement, Leadership, Leadership Development, Trust

Become an Exceptional Leader

April 16, 2015 Liz Stincelli

“One rare and exceptional deed is worth far more than a thousand commonplace ones.” —Saint Ignatius

By Elizabeth Stincelli, DM

Exceptional Leadership

Exceptional leadership is not about you, it’s about those who follow you. It is the responsibility of the leader to steer the ship. But, an exceptional leader goes beyond just setting the course, they help their team to shape their ideas into something meaningful and then empower and encourage them to see their ideas come to fruition. Exceptional leaders focus on helping others achieve success. They have a strong sense of purpose and communicate that purpose to others through their words and actions. They develop strong relationships built on trust and respect. And, they engage others in their purpose by providing meaningful work and opportunities that inspire others to become the best they can be. Start working on becoming an exceptional leader today.

Communication

Rollo May believed that, “Communication leads to community, that is, to understanding, intimacy, and mutual valuing.” Exceptional leaders understand the value of open communication in building a trusting, safe environment where employees feel their ideas and contributions are valued. This type of environment fosters as sense of community and the collaboration necessary for true innovation and success. Exceptional leaders use conversations to build connections by giving others their undivided attention. They use conversations as a means of provoking questions not providing answers. This allows them to incorporate the contributions from a variety of sources into one, awesome idea.

Trust

Stephen Covey tells us, “Trust is the glue of life. It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships.” Exceptional leaders are authentic, approachable, and compassionate. They empathize with others on a deep and personal level. We trust people who share our values, who do what they say they will do, who authentically invest in our relationship, and who treat us as they wish to be treated. Exceptional leaders understand that without trust they have little or no influence.

Engagement

Ian K. Smith said, “I think happiness is a combination of pleasure, engagement, and meaningfulness.” Exceptional leaders understand that everyone wants to feel engaged and of value. People want to know there is a purpose to their tasks, to be given control over their work, and to be encouraged to make it their own. Exceptional leaders see the value of the skills, experience, and knowledge that employees throughout the organization have to offer. They provide meaning and create opportunities for employee to engage in contributing to a purpose that speaks to them on an individual level.

Become an Exceptional Leader

Exceptional leaders bring people under a common purpose and then allow them to create their own ideas and provide the support they need to flourish. People will follow an individual in a position of authority because they have to; they will follow an exceptional leader because they want to. Commit to becoming an exceptional leader; build open communication, earn trust, and encourage engagement. You will make a difference in the lives of those who follow you and they will reward you with the loyalty and support you need to bring your leadership vision to life.

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.

Leadership, Leadership Development, Organizational Culture, Trust

The Foundation of Leadership: Trust

March 19, 2015 Liz Stincelli

“Trust is the glue of life. It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships.” —Stephen Covey

By Elizabeth Stincelli, DM

Trust

The most important leadership characteristic is the ability to inspire trust. Without it, teams will never reach their full potential and relationships will suffer. As a leader you must be intentional about building trust in your organization. Trust has to be a two-way street. Set the example; be trustworthy yourself and show others that you trust them. A culture of trust boosts motivation, increases job satisfaction, and results in greater productivity. So, how do you build a foundation of trust?

Speak freely

Frederick Douglass said, “To suppress free speech is a double wrong. It violates the rights of the hearer as well as those of the speaker.” Employees, customers, and suppliers should know that they are welcome to speak freely with you. This will result in the sharing information more readily. What valuable information might you miss out on if others do not trust that they can speak freely with you? Provide a safe space where discussion, debate, and problem-solving can happen. Build employee confidence in knowing that you have their best interests at heart. And, always communicate directly with employees; don’t let them hear it from someone else first.

Act without fear

Charles Stanley explained, “Fear stifles our thinking and actions. It creates indecisiveness that results in stagnation.” Employees must know that you trust them to make the right decision and must feel comfortable enough to act without fear. When you develop a solid foundation of trust in your organization, employees will move outside of their comfort zones, feel confident exploring new ideas, will act freely, and be more willing to take on risk. Instill the courage in your employees that will encourage them to make the decisions and share the new ideas that will continue to move your organization forward.

Control over work

Margaret Wheatley tells us, “Even though worker capacity and motivation are destroyed when leaders choose power over productivity, it appears that bosses would rather be in control than have the organization work well.” Pixar is so successful because they have developed a culture that believes that everyone possesses a slice of genius. Your employees have skills and knowledge specific to their work; seek their input in areas where they have the knowledge and experience you are lacking. Delegate as much responsibility and control over tasks and projects as possible to employees and teams. Respect and value the diversity of ideas that employees have to offer. Show that you trust them to have control over their work and then reward great ideas and innovation.

Build the Foundation

Trust builds a strong foundation of leadership that is able to stand the test of time. This foundation supports motivation, job satisfaction, and productivity. As a leader, you must create a culture where employees can speak freely, act without fear, and have control over their own work. Trust begins with you; start building the foundation.

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

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

October 16, 2014 Liz Stincelli

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

By Elizabeth Stincelli, DM

Leadership

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

Relationships

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

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

Culture

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

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

Meaning

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

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

It’s Time to Thrive

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

Communication, Empowerment, Engagement, Leadership, Organizational Culture, Success, Team Building, Trust

So, You’re a New Leader

July 24, 2014 Liz Stincelli

So, You’re a New Leader

“The task of the leader is to get his people from where they are to where they have not been.” —Henry A. Kissinger

By Elizabeth Stincelli, DM

A New Leader

So, you’ve been promoted into a leadership position. While, as the leader, you are now responsible to plan and direct the actions of those you lead, more importantly, you must learn to inspire and empower them. You are now under the scrutiny of your new team. They want to know if you are worthy to be followed. It’s up to you to earn their trust and respect. They are going to be looking to you to provide a sense of purpose that each of them can buy into.

What Now?

Are you prepared to lead? One of the very first things you must do as a new leader is to determine where you’re starting from, where you need to be going, and the obstacles you may face. You need to learn how things really work on the front lines so you will be better prepared provide direction and make decisions. You need to get to know your team and earn their respect. Here are some starting points for your leadership journey.

Self-confidence

Followers need to know that you believe in yourself. This is not arrogance but confidence. Do your homework; make sure that when you speak you know what you are talking about and then trust yourself and your judgment. Set out on a quest to continually gain new knowledge and experiences. Show followers that you are competent to lead. Live your life as an example that you can be proud of.

Establish a foundation

Establish a solid foundation of principles, expectations, and values. Develop and clearly demonstrate through your words and actions a shared purpose and vision. Provide meaningful work where followers can take pride in their contributions. Demonstrate the authenticity of your intentions through transparent and open communication.

Develop a culture that values consistent behavior, the sharing of knowledge, and encourages collaboration. Put the right people in the right roles and show a commitment helping them become successful. Commit to quality and set up measures to monitor results. Ask great questions and really listen to the answers. Foster an environment of strong relationships, teamwork, and collaboration.

Engage

Be supportive of your employees. Clearly outline your expectations and give them the opportunity to come up with their own ideas rather than you dictating what they should do. Value each member of your team for what they can contribute not for their position. Remember, you don’t have all the answers so trust the knowledge and skills of your team members. Engage and encourage each of your followers to participate in the leadership of the organization. Help followers to continue to develop personally and professionally.

Encourage your team to challenge the status quo with innovative thinking. Urge team members to voice differing perspectives, not for conflict, but to improve performance. Encourage team members to connect authentically and show them how by the example you set. Form a diverse team to ensure a continual supply of new perspectives. Emphasize accountability and ownership. Give credit to team members where and when it is due.

Character

Your character will play a pivotal role in your success or failure as a leader. Make sure your service is focused on others and not self-serving. Know what you stand for and why. Be committed to your values and principles. Always be authentic. Lead with purpose and compassion. Demonstrate patience and strength under pressure.

Build deep and meaningful relationships with those you work with. Show everyone they matter by giving them your time and making them feel valued. Show them that you recognize and appreciate their efforts. Demonstrate your competence. Do what others won’t and be willing to roll up your sleeves and get your hands dirty. Be courageous and embrace the lessons that failure has to offer. Show humility. Be fair and consistent in your leadership. Be a good listener. Always practice what you preach. And, strive to inspire and motivate those around you.

Intentions

Lead for the right reasons. If your intentions are not authentic your employees will quickly see through the façade and you will lose their trust and respect. Lead not for the benefits to you personally but to leave a legacy through the lives you have impacted. Be a compassionate leader. Share your wisdom. Help others grow and reach their full potential. Share and grow your vision. Always stand by your principles. Inspire all who come in contact with you. Serve to encourage and lift others through inspiration and hope.

Take-Away

As a new leader you must determine where your team is, where they are going, and how they are going to get there. You need a strong vision for the future that your team can support. If you always put the needs of your team before your own they will become your loyal supporters. Don’t lead for the sake of the position; take this new opportunity to make a difference in the lives of those you work with. Leadership is a journey, not a destination.

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

Let’s Collaborate

July 10, 2014 Liz Stincelli

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.

Communication, Empowerment, Leadership, Organizational Culture, Teamwork, Trust

Six Ways to Enhance Organizational Structure- with co-author Doug Dickerson

June 13, 2014 Liz Stincelli 1 Comment

Six Ways to Enhance Organizational Structure

The productivity of a work group seems to depend on how the group members see their own goals in relation to the goals of the organization. – Ken Blanchard

When was the last time you took a hard look at the effectiveness of your organizational structure? While most organizations have one, do the people in your organization know it or understand it? The time may be ripe for you to take a fresh look at yours and consider these six ways to enhance it.

Empower your leaders

Regardless of what your present organizational structure looks like its functionality should empower its leaders. Successful leaders thrive in an organizational structure that fosters creativity, unleashes potential, and doesn’t stifle progress. This happens when less emphasis is placed on hierarchical structure and more emphasis is placed on empowering the right people in the right places. Empowerment elevates the performance of leaders and encourages behavior that earns the respect of followers. This respect allows leaders to build partnerships within the organization that encourage open, two-way communication and foster a sense of loyalty.

Give ownership

Ownership occurs within your organizational structure when there is buy-in from the bottom up and system wide. If ownership is not shared then the structure is self-serving and not empowering. People want ownership and sense of belonging to a great cause. Without ownership that can’t happen. Ownership holds everyone on the team accountable for their decisions and actions. In order for employees to take successful ownership of their work they must clearly understand expectations. They must also have milestones where progress is evaluated. Ensure that employees are serving in the right roles, give ownership, and celebrate their victories.

Expand borders

Organizational structures don’t define you, you define them. As such, your organizational structure should not be a document of containment but a blueprint of open boundaries to grow and succeed. It should not box people in but should free them to do what they do best. As your organization grows so should your structure but in a way that facilities your growth and not in ways that impede it. Provide employees with the opportunity to be more flexible about how, when, where, and with whom the work gets done. Employees want to be involved in designing and managing their work tasks. Offer employees choices and the ability to personalize work. Allow employees to share ideas and be involved in the implementation of these ideas. As you expand your borders, provide opportunities for employee growth and focus your energies on the results that really matter.

Think lateral

Employees need to have a level of control over their work tasks. A top-down organizational structure hinders the ability of decision-making at the lowest level possible. Decision making on the front-lines allows issues to be identified and addressed quickly. In a lateral structure, employees understand where they fit and how they impact the success of the organization. A flat organizational structure allows employees at all levels of the organization to be empowered and given autonomy over their work. This less rigid structure allows for flexibility and promotes a feeling of equality and inclusiveness. When lateral thinking is put into action it allows for swifter response times that can translate into happier customers, gratified clients, and a healthy bottom line. Lateral thinking is empowering, efficient, and very effective.

Build trust

The support needed to successfully achieve organizational goals is gained by developing relationships based on trust and commitment. The organizational structure can enhance or impede factors such as open communication, management follow-through, accountability, consistency, and concern for employee interests all of which foster a sense of trust. Therefore, building trust is a deliberate action, not something left to chance. It happens as relationships are given priority, it grows in an atmosphere of community, and it pays huge dividends when everyone is engaged. Without trust you have nothing. With it your potential is unlimited.

Find common ground

Employees prefer to work with others they see as similar to themselves. When the organizational structure provides an inclusive environment with common goals a sense of community is developed. Finding common ground helps in the successful pursuit of these shared goals. The organization must foster a shared purpose so that employees understand why the organization exists and why they do what they do. Finding common ground is a fundamental condition of your success. You need to define, share it, but most of all; your team needs to own it. Common ground is your path forward.

Does your organizational structure support the goals you trying to reach? The continued success of your organization is dependent on your ability to continually evaluate and enhance your organizational structure. You can enhance your effectiveness by taking these steps to ensure that your organization is ready to succeed in the 21st century.

Doug Dickerson is an internationally recognized leadership speaker and columnist. He is the author of two leadership books. He is the director of Management Moment Leadership Services. To learn more visit www.dougsmanagementmoment.blogspot.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 structure. Elizabeth holds a Doctor of Management degree with an emphasis on organizational leadership. Learn more about Elizabeth by visiting her website, www.stincelliadvisors.com

Empowerment, Engagement, Innovation, Inspiration, Leadership, Motivation, Organizational Culture, Teamwork, Trust

Stifling Employee Engagement

May 28, 2014 Liz Stincelli 2 Comments

Stifling Employee Engagement

“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.” — Simon Sinek

By Elizabeth Stincelli, DM

Employee Engagement

Employees want to be challenged, to have control over their work tasks, and have the opportunity to continue increasing their knowledge and skill set. When employees feel fully engaged they become emotionally committed to working hard in the best interest of the organization.

Are You Stifling Employee Engagement?

Do the employees throughout your organization know that they share in the success of the organization? If you want your employees to do more than just show up to work, you must consciously develop a culture that engages them in their work and shows appreciation for the contributions they make to the success of the organization. Watch out for these management behaviors that stifle employee engagement.

Unsupportive culture

Corporate culture affects performance and contributes to the social control that influences the way employees behave and make decisions. Culture bonds individuals together on a social level to make them feel included in the experience of the organization. Engagement must become part of the culture. When employees enjoy their work and the environment they work in they are more loyal, innovative, provide better customer service, and strive to continually improve the organization.

Out-dated view of work

In the early 20th century, Fredrick Taylor pioneered scientific management. This form of management focused on production and breaking projects into tasks. Employees could then be trained to specialize in a specific task. Taylor emphasized efficiency, control, and predictability. This view of leadership treated employees like instruments that leaders could manipulate. The focus of leadership was on the needs of the organization and not those of employees.

Times have changed; as employees become more educated and skilled, their desire to participate in the leadership and decision-making process increases. High performing employees expect the opportunity to participate and be independent. Your employees are the core of your product or service. They should find their work to be fulfilling and meaningful. If you want your employees to be engaged in their work, you should reevaluate and make adjustments to how you view work.

Lack of investment

Employee engagement requires the investment of resources to continually develop employee knowledge and skills. Talented employees want to continuously improve themselves. As a leader, you must focus on their development and offer them meaningful opportunities to contribute to the organization.

Lack of commitment

A culturethat supports employee engagement requires full commitment from management since that’s where the responsibility for employee engagement falls.Spend time helping employees succeed. Make sure you, as a leader, and your employees are committed to the right things.

Lack of inspiration

When employees do not feel inspired by those who lead them they will not be fully engaged in the organization. Employees are motivated by shared trust, values, and purpose. By developing and maintaining trusting relationships you can inspire individuals to collaborate, share knowledge, and contribute to the development of new organizational knowledge. Let employees know, through your words and actions, why they should work for you. Be a source of inspiration.

Take-Away

Employee engagement is dependent on commitment from management, a supportive culture, training, and empowerment. Provide employees with the knowledge and skills that will allow them to deliver a value that exceeds expectations. Remember that employees who are emotionally committed to the organization want to contribute. Give them the tools and opportunities to make the meaningful contributions that benefit them on and individual level and the organization as a whole.

Leadership, Trust

Do You Deserve Employee Trust?

May 22, 2014 Liz Stincelli 2 Comments

Do You Deserve Employee Trust?

“When a train goes through a tunnel and it gets dark, you don’t throw away the ticket and jump off. You sit still and trust the engineer.” — Corrie Ten Boom

By Elizabeth Stincelli, DM

The Role of Trust

Successful leaders provide energy and gain support for the achievement of organizational goals by developing relationships based on trust and commitment. Trust provides the foundation from which we build the relationships that allow us to influence others.

Do You Deserve Employee Trust?

Do your employees trust you to safely guide them through the dark tunnels? If the answer is yes they will be loyal to you and follow you willingly. If the answer is no you will be unable to lead successfully. Below are a few obstacles that you should eliminate if you want to be the type of leader who deserves the trust of your employees.

Lack of communication

When we feel like information is being withheld from us it is only natural to become suspicious and question why. When we fail to communicate with our employees it often leads to assumptions and fear. Your employees are more likely to see you as a trustworthy leader if you communicate openly. Be up-front with them about what you want for the organization and why. Include them in strategic planning. Share your vision for the future. Discuss how they fit into your vision. And, most importantly, make it clear, in both words and actions, that you are available to discuss any concerns they may have.

Lack of consistency

When you are not consistent your employees never know what they can expect and you prove to your employees that you are unreliable. Consistency creates a sense of stability and a stable environment is a lot less stressful than an unstable one. Provide your employees with a work environment that feels safe, stable, and where they know what to expect from you as a leader.

Unwilling to stand your ground

Employees find it difficult to trust and respect a leader who is unwilling to stand their ground when it comes to something they truly believe in. Show your employees that you stand by your principles regardless of the consequences. Exhibiting courage gives your employees insight into your character and character earns respect and trust.

Questionable agendas

When it appears to employees that you, as a leader, are participating in internal political games, they will perceive you as devious. When your employees feel they have reason to question your motives, words, or actions, you lose trust. Open communication and an intentional focus on avoiding political games will go a long way in being perceived as a trustworthy leader. Be authentic rather than manipulative.

Lack of concern for employee interests

If it appears to your employees that you only focused on your personal interests they will find it hard to put their trust in you. We trust those who we know are looking out for us. Show your employees that you are focused on what is best for the organization as a whole and that you have a genuine concern for them as individuals.

Take-Away

To be successful as a leader your employees must know that they can trust you. Without trust, you do not have the ability to influence others. Employees must see by the example that you set that you are deserving of their trust. Will they want to jump off the train when it gets dark, or will they trust you to bring them out safely on the other side?

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

Employee Advocate | Leadership Consultant | Author | Speaker