Tag Archives: Relationships

Everyday Leaders, Leadership, Relationships

EVERYDAY LEADERS: RELATIONSHIPS

“Personal relationships are always the key to good business. You can buy networking; you can’t buy friendships.” – Lindsay Fox

This year I am focusing on everyday leaders. Not those who hold a formal position of authority, but those of us who, through our behaviors, have the ability to influence and inspire those around us just by being us. This is the eighth installment of articles that focus on one specific behavior that can make a huge difference in our ability to impact the lives of others.

This month I want to talk about relationships. What do relationships have to do with being an everyday leader? Relationships are the foundation for every business and personal transaction. Everyday leaders are expert relationship builders. The relationships they develop allow them to influence and inspire others. So, what do relationships look like in everyday leadership?

Trust:

Relationships are built on trust, and with trust you can accomplish almost anything. Everyday leaders are those who prove that they can be trusted and who invest in the building of relationships with those they work with. When you have the trust necessary to build these strong relationships you gain influence over others, this influence makes you an everyday leader.

Communication:

Communication is at the very core of how we get things done. When you have open, two-way communication, you become a leader. Everyday leaders bring people together by sharing information and experiences. They show they have a genuine interest and respect for those they work with. When you facilitate inclusive conversations, you become an everyday leader.

Authenticity:

No one wants a fake friend. Your authenticity is inviting; people get to know and like you. When you are authentic, you are able to truly connect with others. This authentic connection allows you to become an everyday leader.

Everyday leaders build strong relationships. They develop the trust that is the foundation for great relationships. They facilitate and encourage open communication. Their authenticity allows them to truly connect with others. Through the relationships they develop, everyday leaders make an impact on the lives of those around them.

How can you start building strong relationships today?

 

© 2018 Liz Stincelli

I am passionate about recognizing and inspiring the leader in each of us. I am the Founder of Stincelli Advisors where I focus on helping organizations change attitudes, change communication dynamics, improve collaboration and problem-solving, engage employees, and strengthen organizational culture. I am the author of “Overcoming Barriers in Your Leadership”. I am a Training Partner with StephenK Leadership. I hold a Doctor of Management degree with an emphasis on organizational leadership.

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

 

 

 

 

 

 

 

 

 

 

 

Connection, Leadership, Relationships

Three Keys to Connecting with Others

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chain link“The business of business is relationships; the business of life is human connection.” —Robin S. Sharma

By Elizabeth Stincelli, DM

 

We need human connection in both our personal and our professional lives. Almost everything that is accomplished is made possible through relationships. Since it is nearly impossible to succeed all alone, here are three keys to really connecting with others.

Listen authentically

Developing a relationship requires communication. But, the key to connecting with others is the listening side of the communication equation. Listening shows others that you are truly interested in them and what they have to say. It shows respect and allows you to get to know them as individuals on a deeper level.

Engage authentically

When you engage with others you show interest in their lives, their work, their goals, and their dreams. When you engage authentically you find the commonalities that create a sense of community, a sense of connection. Engagement, like listening, shows interest; it allows all parties to get to know each other, to find shared interests, and collaborate to achieve great goals.

Care authentically

At the end of the day, connection comes down to caring about another person. Not caring about what they have to offer you; not caring about whom they know; not caring about what they do; it’s about caring authentically. When you care about others on an individual basis you open the door to real connection.

Connect Authentically

Great things can be accomplished when two or more individuals connect authentically. This deep connection creates relationships that are built on trust and respect. Learn to listen, engage, and care authentically; these are the behaviors that foster true connection.

 

© 2016 Elizabeth Stincelli

 

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

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

 

Acknowledgement, Commitment, Communication, Engagement, Leadership, Trust

Are You Earning Employee Commitment?

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

By Elizabeth Stincelli, DM

 

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

Relationships

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

Trust

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

Communication

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

Engagement

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

Acknowledgement

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

Earn Their Commitment

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

 

 

© 2015 Elizabeth Stincelli

 

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

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

 

 

Empowerment, Leadership, Opportunity, Relationships

Developing Talent in Your Organization: Getting More from Your Employees by Giving M.O.R.E.

aditya ram21“We cannot create observers by saying ‘observe’, but by giving them the power and the means for this observation.” —Maria Montessori

By Elizabeth Stincelli, DM

 

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While Maria Montessori was speaking about the education of children, her idea applies just as well to employees and how we develop the talent in our organizations. We want to hire the best and the brightest, we get really excited when we find them, and then they leave. Why? The only way to keep employees with great potential is to give them M.O.R.E.

Have you ever had the experience of pulling into your driveway after leaving the office and realizing that you drove the whole way home on auto pilot? Sometimes I have even found myself driving, going into auto pilot mode, and heading to the office when where I intended to go was Costco. This phenomenon makes me laugh at myself, but it also gets me thinking about engaging our minds in what we are doing when tasks become routine. What might we miss along the way? Will we end up at our intended destination?

So, what happens when our employees’ tasks become routine? If they are not challenged or engaged and their mind goes on auto pilot, what might they miss? What opportunities for improvement are we sacrificing? How long will employees with great potential stay with our organization if they aren’t challenged and offered opportunity?

As a leader, you must learn to recognize the talent in your employees and give them the stage to shine. When you dedicate time and resources to developing the talent in your organization, you turn ordinary employees into extraordinary employees. If you want to get more from your employees, you are going to have to give M.O.R.E.

Motivate

Lee Iacocca emphasized that we should, “Start with good people, lay out the rules, communicate with your employees, motivate them and reward them. If you do these things effectively, you can’t miss.” Your employees possess knowledge, skills, and experience that they want to share with your organization. When you encourage them to make the most of their talents and you invest in them, your employees will become motivated. You must recognize that each employee is unique; they possess different talents and are motivated in different ways. Show that you value their capabilities, help them further develop their talents, and motivate them based on their individual personalities.

Opportunity

Steven Spielberg believes, “The delicate balance of mentoring someone is not creating them in your own image, but giving them the opportunity to create themselves.” You must learn to see the extraordinary potential in each employee and give them the opportunity to reach it. Give them the necessary skills and resources they need and then let them tackle challenges on their own and in their own way. Provide a safe place for them to try, fail, and learn from their mistakes. Give employees the opportunity to become the best versions of themselves; let them learn from one another, design how their own work gets done, and make decisions on their own. Create opportunities for your employees and then help them see that opportunity is available all around them.

Relationships

Joyce Meyer tells us, “We can improve our relationships with others by leaps and bounds if we become encouragers instead of critics.” Build relationships with your employees based on mutual trust and respect. Invest your time and resources into bringing out the best in others; become their coach and loudest cheerleader. Build a strong sense of community where employees feel a sense of belonging and a vested interest in the success of the organization. Communicate openly and share information often so employees know where they stand as individuals, where the team stands, and where the organization stands. When employees know that you care and are looking out for their best interest, you will build strong relationships that foster trust and loyalty.

Empower

Tom Ridge explained, “You have to enable and empower people to make decisions independent of you. As I’ve learned, each person on a team is an extension of your leadership; if they feel empowered by you they will magnify your power to lead.” Engage employees in contributing to problem identification and solving conversations. Encourage them to make decisions and to share their knowledge and experience with others. Give them the tools they need and then empower them to make decisions and take control of their own work.

Give M.O.R.E.

Everyone benefits when employees develop their talents; productivity increases, quality improves, and morale strengthens. When you invest in your employees and provide them with opportunity you will be amazed how your culture, morale, and outcomes improve.

Your investment in the development of your employees is proof that you value them as individuals, that you recognize the contribution they make to the organization, and that you are excited about their potential. As your employees grow, so will the capabilities and success of the organization, and so will you as a leader.

Help employees reach their full potential; retain valuable talent, and improve the adaptability of the organization by giving your employees M.O.R.E.

 

© 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.

 

Leadership, Relationships, Trust

Relationships: Strategy or Trust?

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“Friend, there’s no greater investment in life than in being a people builder. Relationships are more important than our accomplishments.”—Joel Osteen

By Elizabeth Stincelli, DM

 

Why Relationships Matter

Relationships play a role in every area of our lives; every experience, every lesson learned, every accomplishment. Our businesses are built on relationships, our friendships, our communities, and our families are all dependant on our ability to develop strong relationships. Relationships serve as a barometer, telling us if someone is a friend or a foe.

When it comes to your relationships, are they based solely on strategic positioning, or are they built on trust? Are they authentic? Are they rooted in looking out for each other’s best interests, or are you each in it only for yourselves?

Built on strategy?

Ross Perot believes, “Business is not just doing deals; business is having great products, doing great engineering, and providing tremendous service to customers. Finally, business is a cobweb of human relationships.” Are your relationships focused only on the deal? Relationships based solely on strategy are usually one-sided; they are manipulative and unsupportive. Are you focused on what’s in it for you? If you find yourself only doing for others because you expect something in return, you are in a strategic relationship.

Built on trust?

Albert Einstein told us, “Whoever is careless with the truth in small matters cannot be trusted with important matters.” Trusting connection is what brings relationships to life. Are you treating others the way you would like to be treated? Relationships built on trust are open and welcoming. In these types of relationships you are seeking to create win-win situations. Your communications are transparent and honest, and your intentions are clear. If you are each looking out for the best interest of the other, you are in a trusting relationship.

Build Strong Relationships

Strategic relationships are like a game of chess, except no one wins in this game. Mona Sutphen said, “Most good relationships are built on mutual trust and respect.” When you build strong relationships you create shared successes. You feel comfortable in these relationships knowing that your communications are honest, that they are not self-serving, and they are mutually supportive. Relationships are the vehicle with which you gain influence, create situations in which everyone wins, and achieve your goals. Building strong relationships which are based on trust, not strategy, is the key to success in your business, in your community, and in your home.

 

 

© 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.