Tag Archives: Leadership
If You’re a Leader, Everyone is Watching
“Don’t worry that children never listen to you; worry that they are always watching you.” —Robert Fulghum
Everyone is Watching
Robert Fulghum’s above quote is applicable not only to children, but to employees, colleagues, and competitors. If you are a leader, everyone is watching you. They want to see how you behave, who you are, and what you value.
How you behave
They are watching to see how you behave. Are your actions aligned with your words? Do they know what to expect from you? People want to follow those whose behavior is consistent. If you’re a loose cannon, you will make people nervous. Nervousness never equates to trust and without trust you cannot lead effectively.
Who you are
They are watching to see who you are. Are you the same person out on the floor as you are behind closed doors? Are you the same person in the office as you are in your personal life? People want to follow those who are authentic. If you are a different person to their face than you are behind their back, they will not trust you and they will not follow.
What you value
They are watching to determine what you value. Do your values line up with those you preach to your employees? Are your values the same as theirs? People want to follow those whose values they can respect. If you preach one thing and live another, they will not respect you and you will lose the credibility and trust needed to lead.
Why it Matters
You may not realize it, but what they see matters. What they see will either inspire them to follow you or cause them to turn away from your leadership. As a leader, you set the example; you show them you are either friend or foe; and what they see impacts your ability to influence.
You set the example
As a leader, you set the example. It is not ‘do as I say’, but ‘do as I do’. They are looking to you to set the standard for behavior by your actions. If you are authentic, trustworthy, and supportive, they will also be authentic, trustworthy, and supportive of you and others.
It determines friend or foe
What you say, who you are, and what you value signals to others that you are either friend or foe. If you are a foe, they will be on the defense at all times. They will not trust or follow you. If you are friend, they will give 110% to helping achieve your loftiest goals.
It impacts your influence
What they see impacts your ability to influence and you cannot lead without influence. If your behavior inspires trust, you will have influence. If you are authentic, they will develop the trust in you that you need to influence. If they share your values, they will respect you and you will gain influence. Of course, the opposite is also true, your behavior, lack of authenticity, and less desirable values will have a negative impact on your influence and your leadership.
How will you behave now that you know everyone is watching?
© 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 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.
Expand Your Circle of Control
“Focus on what you can control and your circle of control expands.” —Brent Tippets (Principal, VCBO Architecture)
How often do you sit and stew about your current circumstances, frustrated with your lack of progress? I was recently in this situation when I was given the above piece of advice from Brent Tippets. These wise words helped me to change my perspective, and as a result, my approach to my work and my goals. So, how do you expand your circle of control?
What can you control?
As Brent stated in the above quote, you must first start by focusing on the things that are currently in your control. Are you paying attention to the details that ensure you are providing quality deliverables? It is easy to become so complacent with our daily tasks that we start operating on autopilot. Take yourself off autopilot and pay conscious attention to the things you can control.
Look inside yourself
Once you have a clear picture of what you can control, you must look inside yourself and ask, ‘Can I do better?’ Are you focusing your energy in the right places? Are you getting the desired results? Once you answer these questions, you must determine what you can do better that is currently in your control. Take the accountability and initiative to evaluate and improve your own performance in the things you can control.
Care authentically
The final piece of the puzzle is to care authentically about the tasks that are in your control. Why do you do what you do? How does it fit into the big picture? How is what you are doing now contributing to getting you where you want to go? It’s great to have big aspirations; one of most effective ways to get from here to there is to perform the things you can control not because you are paid, not because you fear discipline, but because you truly care about your work and the contributions you are making.
Expand Your Circle
If you want to expand your circle of control, it’s time to change your approach to your work and your goals. When you focus your energy on the things you can control; when you look inside yourself and strive to do better; and when you care authentically about the contributions you are making, your circle of control will expand. You gain pride and confidence in your work; others develop trust and appreciation for your contribution. This combination of confidence and trust will be the vehicle that takes you from where you are now to where you want to go.
What will you do today to change your focus and impact your circle of control?
© 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 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.
Leadership Growth Hacks Week 4
The Position-Less Leader
“Leadership is something you earn, something you’re chosen for. You can’t come in yelling. ‘I’m your leader!’ If it happens, it’s because the other guys respect you.” —Ben Roethlisberger
We know that the idea that leadership is bestowed upon a few, select individuals is an antiquated notion. It is not a formal position of authority that determines leadership, but the ability to influence others. Every one of us has the potential to be a leader. So, what gives the position-less leader the power to influence others?
Trust
People follow those they trust. A position does not award you the trust required to be a leader. When we gain the trust of others we are able to influence them because they know that we will look out for their best interest. When we become a trusted advisor, we become a position-less leader.
Competence
People follow those who they see as competent. A title does not prove competence. When we work closely with others they start to have confidence in our skills and knowledge; they see the value of our experience. When we become the go-to person to answer questions and solve problems, we become a position-less leader.
Communication
People follow those with whom they develop good, two-way communication. Authority does not necessarily make you a good communicator. When we develop relationships where we share information; listen because we care; and empathize with others, we gain the ability to influence. With this influence, we become a position-less leader.
It’s About Respect
The bottom-line is: it’s all about respect. Leadership is the ability to influence others; it takes trust, proven competence, and two-way communication. These characteristics are not earned by acquiring a position of authority. They are developed through focusing our energy on becoming a positive force in the lives of others. When we earn their respect, we expand our influence, and become position-less leaders.
© 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 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.
Leadership Growth Hacks Week 3
Can You Hear Them Now?
“None so deaf as those that will not hear. None so blind as those that will not see.” —Matthew Henry
Employees are the life-blood of any organization. Even though many leaders think they are the key to organizational success, it is employees that are the eyes, ears, muscle, and brain that keep things running. When you have the attitude that it is you and not your employees that deserve the credit you tend to stop hearing what they have to say. This is a mistake that can have dire consequences. So, why is it so important to hear your employees?
What do they see?
If you don’t hear them, you will never know what they see. You can’t be everywhere and you can’t see everything. Your employees are your eyes on the floor, at the job site, in client meetings, and in the hallways. They are witness to many things that you really need to be aware of. If you aren’t willing to listen to them you will never know what they see.
What do they hear?
If you don’t hear them, they will never share what they hear. It is impossible for you to pay attention to every sound or every word. Your employees are your ears. They hear the hum of the machinery. They hear conversations between clients and colleagues. They hear the concerns of other employees. If you aren’t willing to listen to them, you will not know a piece of equipment sounds different until it is breaks down. They will not share the information they gained from conversations they have participated in or overheard. You will never know what they hear.
What do they know?
If you don’t hear them, you will never benefit from what they know. Every employee brings with them a unique set of skills, knowledge, and experience. It is the combination of these three factors that make each employee one of a kind. If you are not willing to listen to them, you will never know what knowledge they have to offer.
Are You Willing to Listen?
Your employees have so much to share. If only you could see everything they see. If only you could hear everything they hear. If only you had access to everything they know. Wait, you can and do if only you are willing to listen. Can you hear them now?
© 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 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.
Leadership Growth Hacks Week 2
Four Benefits of Disruption
“By seizing the opportunities that disruption presents and leveraging hard times into greater success through out-innovating, out-thinking, and out-working everyone around you, this just might be the richest time of your life so far.” —Robin S. Sharma
Historically the word ‘disruption’ has had a negative connotation. But, in this day and age, disruption is the driving force behind success. So, what makes disruption positive?
Shakes up the status quo
Disruption shakes up the status quo. It forces us to reevaluate the way we have been doing things and even the goals we are trying to achieve. The status quo keeps us stuck where we are; disruption can give us the push we need to get moving forward again.
Piques curiosity
Disruption shocks us out of our slumber. We can no longer operate on autopilot; we begin to be curious about what is and what could be. It’s this curiosity that leads us to explore new ideas, products, and processes. Curiosity is a key component to success and disruption is a great reminder.
Forces out-of-the-box thinking
Disruption can serve as a yield sign, signaling that there may be a better way. Stop using the same thinking that got you this far, step outside the box and see what great ideas you might find there. When everyone else is operating inside the box, disruption can be the catapult that sends you in an uncharted direction.
Improves adaptability
Learning to embrace and capitalize on disruption improves our adaptability. Things never go exactly as planned. Disruption keeps us agile; we no longer get thrown off course every time we encounter a disrupting event.
Seize the Opportunity
As Robin S. Sharma emphasized in the quote at the beginning of this article, disruption can help you to out-innovate, out-think, and out-work those around you. This is the key to success. So, seize the opportunity. Let disruption shake up the status quo, pique curiosity, force out-of-the–box thinking, and improve adaptability. In the encouraging words of Robin S. Sharma, “…this might just be the richest time of your life so far.”
© 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 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.
Three Reasons You Don’t Want Content Employees
“We must not be content to memorize the beautiful formulas of our illustrious predecessors. Let us go out and study beautiful nature.” —Paul Cezanne
Some think that contentment is the key to happiness but, it can be the enemy of progress. Employees are happiest when they are making progress, being challenged, and growing personally and professionally. Why be content, settling for the status quo, when you can be exploring, learning, and growing? Here are three reasons you don’t want content employees.
Passion
Contentment slowly suffocates the flame of passion. Passionate employees are excited to contribute and they thrive on being part of something bigger than themselves. Passion cannot be taught, it cannot be passed on from one person to another. Passion must stem from a belief in something that is of personal value. Help your employees understand the big picture goals of the organization and then acknowledge the value that their personal contributions bring to the table.
Drive
Drive is the desire to make progress, to go further than we have gone before, and achieve great goals. When employees become content, they tend to lose their drive. Encourage employees to never be content with the status quo. Nourish their desire to contribute to the forward progress of the organization. And, give them the credit they deserve for progress made.
Opportunity
Everyone wants the opportunity to take on challenges, learn new things, and grow. When employees become content they lose the ambition to put forth the extra effort needed to seize opportunity. Offer employees challenges that keep their work exciting. Give them access to the resources they need to meet these challenges head-on. Invest your time and energy into helping employees become the best they can be and then reward them for their growth.
Ignite the Fire
If your employees have become content their spark has burned out. Fuel their passion. Feed their drive. And, encourage them to pursue opportunities. Acknowledge the value that they add to the organization and reward progress and growth. It’s time to ignite the fire.
© 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 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.