Overcoming Barriers in Your Leadership
Developing Talent in Your Organization
“One of my greatest talents is recognizing talent in others and giving them the forum to shine.” —Tory Burch
By Elizabeth Stincelli, DM
Developing Talent
When you dedicate time and resources to developing talent within your organization you make ordinary employees into extraordinary employees. Everyone benefits when employees develop their talents; productivity increases, quality improves, and morale strengthens. As a leader, you have to remember that the most outspoken voices are not always the wisest; you must give everyone the opportunity to be heard and contribute. Provide them with shared values and principles but don’t overwhelm them with extensive rules and then give them the opportunity to show what they can do. Develop their talents and then give them control over their own tasks and decision-making. So, where do you start?
Relationships
Angela Ahrendts said, “Everyone talks about building a relationship with your customer. I think you build one with your employees first.” Create a healthy, productive organizational culture and start building relationship based on trust and respect. You need to be your employees coach and loudest cheerleader. Hire great, hard-working individuals and then bring out the very best in them by developing relationships and investing your time and resources. Don’t keep secrets; demonstrate that you have trust and confidence in your employees by sharing information and communicating openly. Stop treating your employees like children; put your trust in them and you will build loyal relationships and a strong sense of community.
Motivation
Dwight D. Eisenhower told us, “Motivation is the art of getting people to do what you want them to do because they want to do it.” As a leader, you must recognize that each employee is unique, possessing different talents and motivated in different ways. Your employees possess knowledge, skills, and experience that they want to share with the organization. No one wants to be treated like a machine; show that you value their capabilities by helping them to further develop their talents and motivating them based on their individual preferences. When you invest in your employees on an individual level you will be amazed at how motivated your workforce will become. Lift and encourage them; provide support through both your words and actions.
Opportunity
Bob Feller believed, “Every day is a new opportunity. You can build on yesterday’s success or put its failures behind and start over again. That’s the way life is, with a new game every day, and that’s the way baseball is.” Let your employees know that there are opportunities available all around them. Let them know that you see their extraordinary potential and then give them the opportunity to reach that potential. Give employees the skills and resourced necessary and then let them tackle challenges on their own while providing a safe place to for them to fail. Give them the opportunity to become the best version of themselves, to learn from one another, to design how their work gets done, and to make decisions within guidelines.
Extraordinary Results
Wade Boggs explained, “A positive attitude causes a chain reaction of positive thoughts, events, and outcomes. It is a catalyst and it sparks extraordinary results.” Your employees want to be extraordinary. When you invest in them and provide opportunity you will be amazed how your culture, morale, and outcomes improve. Your investment stands as proof that you value them on an individual basis, that you appreciate their contribution to the organization, and that you recognize and are excited about their potential. As your employees grow, so will your success. Develop the talent in your organization, invest your time and resources, provide opportunity, cheer your employees on, and you will achieve extraordinary results.
© 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.
You Need a ‘Why’!
“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.
Why is a Compelling Vision so Important?
“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.
The Foundation of Leadership: Trust
“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.
© 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.
Giving Employees Rewarding Work
“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.
Learning to Look Forward
“You can’t dwell in your past but move forward, look forward. That’s it.” —Caroline Wozniacki
By Elizabeth Stincelli, DM
Looking Forward
As much as we may like to, we can’t change the past. The only control we have is over our thoughts and actions in the current moment and developing a plan for the future.
Why
Why learn to look forward? Denis Waitley said, “A dream is your creative vision for your life in the future. You must break out of your current comfort zone and become comfortable with the unfamiliar and the unknown.” Looking back only allows the past to weigh you down. When you learn to look forward you’re able to see your dreams for the future and set goals to get you there. With a steadfast gaze focused on the future, distractions will be less likely to get in the way of your dreams. This is why it is so important to look forward.
Vision
What does the future look like to you? Helen Keller believed, “The only thing worse than being blind is having sight but no vision.” You have to get clear about what you want to achieve. Create a vision that is meaningful to you. The more meaningful, the more dedicated you will be to putting in the hard work necessary to achieve your dreams. Set your vision and get busy.
Create a path
How are you going to get there? Ralph Waldo Emerson told us, “Do not go where the path may lead, go instead where there is no path and leave a trail.” Develop a plan. It is easy to drift off course when you are constantly reacting to your circumstances. A solid plan puts you in a healthy place where you can respond rather than react. Your plan must start with a solid foundation and then it will require continual assessment and updating. Create a path to your vision that starts where you are now and then take action.
Getting There
The concrete on the past has set. Now what? Learn to look ahead. Develop a compelling and meaningful vision for the future. And then, create a path that will lead you there. Develop the habits that, if done daily, will lead to success. Start where you are, with what you have, and learn to look forward. Focus on your dreams; you’ll get there.
© 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.
The Key to Building Rapport
“You want to work with people who you like and have an easy rapport with.” —Mike White
By Elizabeth Stincelli, DM
Rapport
Rapport helps us build close relationships in which we can work together and communicate with ease. In these relationships we empathize with each other and find commonalities that bring us even closer together. Rapport helps us to feel safe to share our dreams and fears. If rapport provides the foundation necessary for successful collaboration and mutual support, where should you start?
Relationships
Richard Bach said, “I want to be very close to someone I respect and admire and have somebody who feels the same way about me.” Rapport is about relationships and relationships are about give and take, mutual respect, and trust. When we develop respect and trust we feel safe. This safety allows us to open up, collaborate, and share new ideas. When we know we can count on someone to give as much as they take, we feel comfortable being there for them and turning to them in our times of need.
Empathy
Mohsin Hamid explained, “Empathy is about finding echoes of another person in yourself.” You cannot develop a meaningful connection with another person without empathy. Empathy allows us to understand what it feels like to walk in the shoes of another. It helps to create a supportive and safe environment where there is genuine concern for one another. This genuine concern leads us to act, not just in our own best interest, but the interest of others as well.
Commonality
Barbara Deming believed, “The longer we listen to one another – with real attention – the more commonality we will find in all our lives. That is, if we are careful to exchange with one another life stories and not simply opinions.” Finding commonality strengthens the relationships we build and the empathy we feel. When we ask questions and then really listen, we learn more about others, and the more common ground we will find. It’s easier to develop a close connection and strong relationship with those whom we feel we have thoughts, ideas, and experiences in common.
Building Rapport
When we build rapport, we improve our ability to develop meaningful relationships where communication and collaboration can thrive. Strong relationships built on trust and respect, empathy, and commonality contribute to developing the rapport that allows us to feel safe to share our hopes and dreams, as well as our deepest fears.
© 2015 Elizabeth Stincelli
Elizabeth Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the CEO of Stincelli Advisors where she focuses on helping organizations engage employees and improve organizational culture. Elizabeth holds a Doctor of Management degree with an emphasis on organizational leadership.
Learn more about Elizabeth by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at stincelliadvisors@gmail.com.