Are You Setting Your Employees up for Failure?

“Employee loyalty begins with employer loyalty. Your employees should know that if they do the job they were hired to do with a reasonable amount of competence and efficiency, you will support them.” —Harvey Mackay

Mistakes happen. As a leader, it is your response to mistakes that has the greatest impact. Your response will either set your employees up to succeed or set them up for failure. Whether intentional or unintentional, are you setting your employees up to fail?

Training

As leaders, we get busy and it is easy to think that good enough is good enough when it comes to employee training. This is a quick way to set an employee up for failure. First off, employees should have ongoing access to training. Second, determination of what type and how much training is needed should be a two-way conversation between you and the employee. And, this is not a one-time conversation. Checking in with your employees to see how they feel they are doing and in what areas they think they would benefit from additional training is a great way to help your employees succeed.

Autonomy

No one thrives in a micromanagement environment. If you do not want to set your employees up for failure, stand back and give them some autonomy. If you have provided them with the best training and they know they have your support, they should be ready to tackle tasks and challenges on their own. They are not children and they do not need you to babysit them every step of the way.

Trust

When you give employees autonomy they start to feel trusted by you to do their jobs and make decisions on their own. Trust is a two-way street. As you demonstrate that you trust your employees enough to give them autonomy and that you are willing to invest in their success by giving them the training they need, they will start to trust you as a leader. If you want them to succeed, show them that you have their backs. When you trust and support each other, everyone wins.

Opportunity

If you want your employees to succeed, you must give them the opportunity to learn and grow. No one thrives when they are stagnant. Your employees want to know that not only are there ample opportunities for them in your organization, but that you will support and encourage them to pursue these opportunities.

Set Them Up for Success

Glen Mazzara, the American television writer and producer, explained, “It’s better to grow your employees, steer them into a place that they can learn and succeed, and want to work hard and be loyal, than to have a revolving door of employees. That’s demoralizing.” No one wins when employees fail. Give them all the training they need and want. Give them autonomy over their own work. Show them that not only are you worthy of their trust, but that you trust them in return. Make sure they have ample opportunity to learn and grow within your organization. Start setting your employees up for success instead of failure.

 

 

© 2017 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 change attitudes, change communication dynamics, improve collaboration and problem-solving, engage employees, and strengthen 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.

Listen to the Silence

“Silence is as deep as eternity, speech as shallow as time.” —Thomas Carlyle

 

We’re always being taught the importance of listening to what others have to say. Well, I have another suggestion to add; listen to the silence. There can be as much gleaned from what is not being said as in what is being said. Can you listen and learn?

Eliminate distractions

We run into distractions at every turn. There is no way to even experience the silence unless we can eliminate these distractions temporarily. When we are able to focus on the present moment, we might notice silence where we would hope to hear communication, we might see avoidance where we should see engagement.

What are you missing?

With all the noise surrounding us on a daily basis, what are we missing? Noise, in and of its self, can be a distraction. Who are we not seeing or hearing from? What information is being withheld? Recognizing what we are missing can be far more important than what we know.

See clearly

Listening to the silence helps us to see clearly. Are things running as smoothly as we think they are when we are preoccupied with all the noise? We know what we can hear being said, but what is missing? One of the most important skills in leadership is the ability to see clearly; we cannot address what we do not see.

Listen

When it is quiet, we can be present in the moment, and in that moment we can recognize what we are missing. Take time to eliminate the distractions. Become aware of what are you missing. Listen in order to see what is happening in your organization more clearly, with your people, and to your culture. Embrace the silence and learn.

 

 

© 2017 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 change attitudes, change communication dynamics, improve collaboration and problem-solving, engage employees, and strengthen 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.

 

Swim Together or Sink Alone

“Unity is strength… when there is teamwork and collaboration, wonderful things can be achieved.” —Mattie Stepanek

Gone are the days of the lone hero; great things are now achieved through the combined efforts of a group of individuals working together to reach a goal. The diversity and combined strength of collaboration infinitely expands our capabilities. We either learn to swim together or we will be left to sink alone.

No one knows it all

The power of a group comes from the combined knowledge and experiences of its members. No one person has all the answers; no one person even knows all the questions to ask. When we put our heads together we become greater than the sum of our individual abilities.

No one can do it all

Sometimes success takes brute force. No one person has the time and energy to do it all themselves. When we can divide tasks among teammates whom we trust and respect, we can conquer the tallest mountain and swim the greatest sea.

Success takes diversity

In a world where ideas are commodities and change direction as fast as a gust of wind, diversity is essential. If we all think the same we can only achieve one outcome. Success takes diversity of thought, diversity of experiences, and diversity of personality.

Swim Together

It is a vast ocean out there. In order to succeed we must learn to put our heads together because no one person can know it all. We must stand shoulder to shoulder and work together because no one person can do it all. We must embrace our differences and use our diversity to reach higher. So the question is, are you going to swim together or are you going to sink alone?

 

 

© 2017 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 change attitudes, change communication dynamics, improve collaboration and problem-solving, engage employees, and strengthen 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.

 

Fighting For vs. Fighting Against

“Better to fight for something than live for nothing.” —George S. Patton

Maybe it sounds the same to you, fight for what you want or fight against what you don’t want. To me, the attitude and mindset associated with these two statements are vastly different. And, these differences dramatically impact the results you get. So, are you fighting for or are you fighting against?

Fighting for the positive

When you are fighting for what you want, you have a sense of empowerment and control that energizes you. You are fighting for good, working toward achieving a goal. When you are fighting for something you have a defined target in your sights. This clear definition allows you to identify the positive steps you can take and milestones you need to reach in order to accomplish the things you aspire to achieve.

Fighting against the negative

When your focus is on what you don’t want, that is the exact thing you attract more of. When you are fighting against something you don’t want, it keeps your energy focused on the negative. Fighting against something makes it more difficult to clearly identify where you want to go; you are merely stating where you DON’T want to be. While this may be a step in the right direction, you may end up wandering aimlessly.

What are You Fighting For?

It’s all in how you word it. Focus your attention and energy on achieving something positive rather than overcoming something negative. Cleary define where you want to go rather than just where you don’t want to be. Set your sights on fighting for something positive instead of against something negative. Fighting for is energizing and empowering while fighting against can be exhausting and never-ending. So, what are you fighting for?

 

 

© 2017 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 change attitudes, change communication dynamics, improve collaboration and problem-solving, engage employees, and strengthen 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.

 

Are You Pulling Others Up or Pushing Them Down?

pulling“There are two ways of exerting one’s strength: one is pushing down, the other is pulling up.” —Booker T. Washington

The saddest thing about business and success is the internal political games that some people are willing to play in order to get themselves ahead. There are two different ways of getting to the top and they both look very different and have different impacts on your ability to lead. You can get to the top by pulling others up; serving them, inspiring them, and encouraging them. Or, you can get to the top by pushing others down in an attempt to make yourself look better and eliminate any competition. When you pull others up you serve in a hero role; you earn trust, respect, and loyalty. When you push others down you become the enemy; losing all trust, respect, and influence. Here are three questions to help you determine if you are pulling or pushing.

What is your attitude?

Do you see others as being capable and willing to do the task at hand? If you have the attitude that you are the only one capable of doing things right, I guarantee you are pushing others down. Recognizing the strengths that others bring to the table and giving them the opportunity and support to use those strengths is the trademark of a leader who is pulling others up.

Do you have the influence?

Do you inspire others? Do they trust and respect you? Without these things you do not have influence. If you do not have influence you cannot lead effectively. You gain the ability to inspire others and you earn their trust and respect by being a leader who reaches out and helps them along. If you continually push others down, you may have the false illusion that you have influence, but your employees know different.

Are you willing to make the investment?

If you are unwilling to invest your time and resources into building others up, then you are selfishly pushing them down. I’m sure you had a mentor at some point in your career, someone who you looked up to, someone who was willing to invest their time and energy into showing you the ropes and helping you grow. These are the true leaders. When you are unwilling to mentor others, you appear to have a hidden agenda. Employees will feel that you are withholding pertinent information in an attempt to make yourself look better.

Pull Others Up

Whether you are pulling others up or pushing them down, it will be reflected in your attitude, your ability to influence, and your willingness to invest in others. True leadership is about pulling others up, making them look good, and helping them to become the best they can be. This is the type of leadership that actually makes you, as the leader, look good. When you are pushing others down as you climb your way to the top, you are really showing everyone that you are not actual leadership material at all. Leadership is not about you so reach down and start pulling others up!

© 2017 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 change attitudes, change communication dynamics, improve collaboration and problem-solving, engage employees, and strengthen 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.

Employee Advocate | Leadership Consultant | Author | Speaker