Tag Archives: Leadership

Challenge, Fear, Leadership, Perseverance, Strength, Success

Stand Strong and Persevere

January 5, 2015 Liz Stincelli

“Perseverance is not a long race; it is many short races one after the other.” —Walter Elliot

By Elizabeth Stincelli, DM

Perseverance

We do not succeed in a day, a week, or even a year. Success takes dedication and perseverance; and it takes it on a daily basis; day after day, week after week, and year after year. No one can do it for you; you have to do it for yourself. Stop dwelling on the negative; stand strong and persevere.

Overcome your fear

So where do you start? First, you must learn not to let fear stand in your way, causing you to give up. Charles Stanley wrote, “Fear stifles out thinking and actions. It creates indecisiveness that results in stagnation. I have known talented people who procrastinate indefinitely rather than risk failure. Lost opportunities cause erosion of confidence, and the downward spiral begins.” If you want to succeed, you must be willing to fail. Recognize that failure is not something to fear, it is only temporary; grow from it and move forward. Become courageous enough to do what you’re afraid doing. Only then will you build the resilience necessary to bounce back from defeat.

Welcome a new challenge

Summer Sanders said, “To be a champion, I think you have to see the big picture. It’s not about winning and losing; it’s about every day hard work and about thriving on a challenge.” When you learn to thrive on challenge you no longer perceive it as an obstacle to success. Take the initiative and accept the challenge to act on your biggest ideas. Develop the tenacity necessary to fight for your dreams. Every new challenge is an opportunity to get closer to achieving your goals. Step out of you comfort zone and stand strong in the face of adversity. Use challenge as an opportunity to experience, learn, and grow.

Keep moving forward

Conrad Hall explained, “You are always a student, never a master. You have to keep moving forward.” You keep moving forward when to choose to take responsibility, learn from your mistakes, and make corrections. You will never regret putting forth the effort necessary to keep moving when things get tough. When you feel stuck, try looking at things from a different point of view. You never know when all the hard work and perseverance is going to pay off so, never give up. Take stock of both your accomplishments and the lessons learned from your failures and then keep moving forward.

You Can Do It

Henry Wadsworth Longfellow told us, “Perseverance is a great element of success. If you only knock long enough and loud enough at the gate, you are sure to wake up somebody.” Accept that the only person you can control is yourself. Acceptance of this fact places the responsibility for your success squarely on your shoulders. Develop courage by overcoming fear, build resiliency by welcoming a new challenge, and use the lessons you learn to keep moving you forward. Stand strong and persevere; you can do it.

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.

Challenge, Leadership, Positive Energy, Success

Where’s Your Positive Energy?

January 5, 2015 Liz Stincelli

“When you are enthusiastic about what you do, you feel this positive energy. It’s very simple.” —Paulo Coelho

By Elizabeth Stincelli, DM

Positive Energy

Life can be long and tedious when you get caught up in negative thinking. Negative thinking leads to negative energy and negative energy NEVER leads to success. So, how can you cultivate positive energy?

Self-Talk

Denis Waitley tells us, “Relentless, repetitive self-talk is what changes our self-image.” Words have power, especially self-talk. Start by getting rid of all the “have to”, “must”, and “should” talk. Stop telling yourself that everything has to be perfect. Tell yourself that you are equipped to overcome the obstacles you are likely to encounter. Decide that you will maintain a positive attitude despite what comes your way. Recognize and then eliminate even the slightest appearance of negative self-talk.

Reframe

Marianne Williamson explained, “Our key to transforming anything lies in our ability to reframe it.” Recognize that in life very few things in life black or white. Learn to look at situations from other perspectives and reframe the way you define your circumstances. Find the positive in people and situations. Focus on the things that make you healthy and happy and reframe to develop a positive, yet realistic view of the world.

Growth

Bo Bennett said, “Those who improve with age embrace the power of personal growth and personal achievement and begin to replace youth with wisdom, innocence with understanding, and lack of purpose with self-actualization.” What better way to foster positive energy than to know you are growing every day. Focus on what you can do instead of what you can’t do. Connect a positive meaning to the goals you are pursuing. Emphasize continual learning, growth, and real engagement in your life. Develop positive relationships that offer support in your constructive endeavors. Figure out who you are when you are at your best and then strive to be that person 100% of the time.

You Have It

Hayley Hasselhoff believed, “People dwell so much on the little things, but why should they hold you back when you have the big things to look forward to? By exuding positive energy when dealing with your problems, you will exude it in your being in general.” Focus on positive self-talk, reframe situations to view the positive, and concentrate on your personal growth. Practice small, positive steps every day. Express gratitude for who you are, your opportunities, and your experiences. Where’s your positive energy? I know you have it so let’s see it.

Leadership, Strength

Differentiate Yourself: Focus on Your Strengths

January 2, 2015 Liz Stincelli

“It does not take much strength to do things, but it requires great strength to decide on what to do.” —Elbert Hubbard

By Elizabeth Stincelli, DM

Your Strengths

How can you differentiate yourself? Is it more constructive to focus on your areas of weakness, or should you focus on your strengths? Your strengths are what allow you to perform well. I am not talking about technical strengths because talent will only get you so far. I’m talking about the strengths that span across tasks, situations, and settings. These strengths are more motivating than your weaknesses and they give you the confidence that differentiates you from the crowd. So, how do you know where to focus?

What provides satisfaction?

Zig Ziglar explained, “Being productive gives people a sense of satisfaction and fulfillment that loafing never can.” Think about what you find fulfilling. What activities provide you with satisfaction and happiness? This is where you will find your strengths.

Is it consistent?

Arsene Wenger said, “When you look at people who are successful, you will find that they aren’t the people who are motivated, but have consistency in their motivation.” Your strengths can be seen across different situations and are consistent over time. You may find your strength lies in your resilience, integrity, honesty, agility, or perseverance. Look for the traits that you exhibit consistently regardless of circumstance, task, or setting.

How can you use it?

Denis Waitley tells us, “Don’t dwell on what went wrong. Instead, focus on what to do next. Spend your energies on moving forward toward finding the answer.” Knowing your strengths can help you to understand how you fit into the big picture. In turn, when you can see the big picture you can better determine how to leverage strength. Recognizing and focusing on your strengths will impact the relationships you build, the way you work with your team, and the self-development you pursue. Your strengths will keep you motivated and help you think strategically and creatively.

Differentiate Yourself

Eleanor Roosevelt believed, “We gain strength, courage, and confidence by each experience in which we really stop to look fear in the face…we must do that which we think we cannot.” The most effective tool you have for differentiating yourself is a focus on your strengths. These strengths are your assets. Does your strength lie in your ability to be a visionary? Do find satisfaction in being able to ask the right questions and solve problems? Does your strength consistently lie in planning or in rolling up your sleeves and getting the job done? Your strengths differentiate you by influencing your effectiveness at being a leader, solving problems, and working with your team. Use your strengths to overcome your fears and keep moving yourself forward. Focus on building your strengths rather than overcoming your weaknesses; it is your strengths that will set you apart from the crowd.

Culture, Employee Morale, Engagement, Habits, Leadership, Morale

Developing a Healthy Culture in 2015

December 24, 2014 Liz Stincelli

“Businesses often forget about the culture, and ultimately, they suffer for it because you can’t deliver good service from unhappy employees.” —Tony Hsieh
By Elizabeth Stincelli, DM

Why Culture?

As we approach the start of a new year, it’s the perfect opportunity to set a goal for developing a healthy culture in your organization in 2015. Now, of course, merely setting a goal is not nearly enough, but laying out a plan is a great starting point. While many leaders view culture as the latest buzzword in organizational leadership, the truth is, your culture may have a bigger impact on the performance of your organization than any other single factor. Culture drives success; your culture impacts your level of engagement, growth, and innovation. Your culture determines the on-the-ground actions, behaviors, and decisions of your employees. A healthy culture does not happen by accident, it is intentionally developed. So, what can you do to start developing a healthy culture in 2015?

Set the example

Rupert Murdoch told us, “In motivating people, you’ve got to engage their minds and their hearts. I motivate people, I hope, by example – and perhaps by excitement, by having productive ideas to make others feel involved.” As the leader, you are the one responsible for creating the culture in your organization. Focus on the positive behaviors you want to see in your organization and then set the example for others to follow. Show people that you value the employees at every level of the organization. Help them see that their actions and decisions have value. Communicate respectfully and authentically. Then, celebrate small achievements.

Help them grow

Benjamin Franklin believed, “Without continual growth and progress, such words as improvement, achievement, and success have no meaning.” If you want to have a healthy culture you must invest in the development of your employees. This shows them that they are valued. Help them to build positive self-identities. Offer them the opportunity to design their own work. Make learning something to be celebrated. Show them the trust it takes to allow them to learn from mistakes without fear. Encourage them to participate in the decision-making in your organization.

Share your values

Your culture is based on group norms of behavior; shared values are what keep those norms in place. Roy E. Disney said, “When your values are clear to you, making decisions becomes easier.” Share your values with your employees. Help them see how these values play into the long-term focus of the organization. Then, help them understand the importance of the role they play in that focus. Once you share your values you can start to develop shared, healthy organizational habits.

Healthy Culture/Happy Employees

James Sinegal explained, “When employees are happy, they are your very best ambassadors.” Develop a healthy culture that will keep your employees happy. Set the example, help them grow, and share your values. Connect meaning and value to them as individuals and to the tasks they perform for your organization. Remember, your culture will influence the actions, behaviors, and decisions of every employee. Make intentionally developing a healthy culture in 2015 a priority and see what success you can achieve.

Communication, Engagement, Leadership, Respect

Do You Really Want to Communicate?

December 18, 2014 Liz Stincelli

“To effectively communicate, we must realize that we are all different in the way we perceive the world and use this understanding as a guide to our communication with others.” —Tony Robbins

By Elizabeth Stincelli, DM

Communication

Just because you are talking doesn’t mean you are communicating. Are your conversations one-sided? Are you listening with judgment? Are you so busy formulating a response that you miss the message? The point of communication is to try to create a shared perception of the world. Develop the habit of really engaging in conversation. Learn to show respect when communicating. And, recognize that, while there may be differing points of view, you can still communicate effectively.

Engage

Nelson Mandela said, “A good leader can engage in a debate frankly and thoroughly, knowing that at the end he and the other side must be closer, and thus emerge stronger.” You and the other side will never get closer to the same understanding if you do not engage in good, two-way communication. It’s difficult to have a productive conversation that is confrontational, demeaning, or judgmental. To have constructive conversations, try asking questions that will draw on a positive memory or feeling; this deepens the sense of well-being and trust. When we feel at ease we are more likely to be open to having productive conversations. Interact directly whenever possible. Make others feel like they are part of the conversation and that their input is valued. In a successful conversation both parties walk away feeling that they have been heard and have a better understanding of where the other is coming from.

Respect

Bryant H. McGill believed, “One of the most sincere forms of respect is actually listening to what another has to say.” Ask others for their perspectives or personal opinions; this shows you have respect for them and their input. Share the floor. Don’t act as if it’s your way or nothing. Be confident but not arrogant when you’re communicating. Learn to paint the big picture for others and help them to see how they fit in. Have enough respect to give credit where it is due. Only speak for yourself and remain genuine and receptive. Make it clear how much you care about the success of others and that you respect and value their opinions.

Two views

Harper Lee explained, “You never really understand a person until you consider things from his point of view.” If you want to really communicate you must acknowledge that there are differences in how any two people view reality and situations. Learn to focus on what others are saying at the moment without interrupting or passing judgment. Then, confirm your understanding and ask follow-up questions. Don’t dance around uncomfortable questions, answer first and then elaborate if necessary. This open give and take is what allows you to create a shared understanding of the situation.

Make the Effort

Truman Capote stated, “A conversation is a dialogue, not a monologue. That’s why there are so few good conversations: due to scarcity, two intelligent talkers seldom meet.” In order to have good conversations you must learn to engage not lecture. You must show respect. And, you must recognize that there are two differing points of view involved in every conversation. We all find it difficult to communicate sometimes but, good conversations can happen if you are willing to make the effort.

Gratitude, Leadership

Are You a Grateful Leader?

December 11, 2014 Liz Stincelli 1 Comment

“Often people ask how I manage to be happy despite having no arms and no legs. The quick answer is that I have a choice. I can be angry about not having limbs, or I can be thankful that I have a purpose. I chose gratitude.” —Nick Vujicic

By Elizabeth Stincelli, DM

Gratitude

Very few of us have as much to be angry about as Nick Vujicic. Yet, Nick has chosen to be grateful. If he can do it, so can you. Gratitude can make a difference not only in your life but in the lives of those you work and associate with. Think of the example you will be setting if you demonstrate gratitude in every area of your life, including your leadership. What a simple concept; change lives by showing gratitude.

Why

Why show gratitude? Melody Beattie explained, “Gratitude unlocks the fullness of life. It turns what we have into enough, and more. It turns denial into acceptance, chaos to order, confusion to clarity. It can turn a meal into a feast, a house into a home, a stranger into a friend.” When you are truly grateful, everyone wins. People who operate in an environment of appreciation and gratitude are more inspired and engaged. They have a positive outlook on life. Gratitude can be a great motivator and there is no better way to develop trust than letting people know they are sincerely cared for and appreciated. Gratitude opens the door to building new, stronger relationships; it can ease hardships, and amplify the positive in life. Gratitude and happiness are interconnected and can be infectious. How much more productive and engaged would your employees be if they felt supported and appreciated by you?

Who

To whom should you express gratitude? People want to associate and do business with people they like and who appreciate them. When you show gratitude, people will remember how good you made them feel. The most powerful tool for success at your disposal is your ability to make others feel appreciated. When people feel appreciated they are more likely to communicate openly, collaborate more, and accomplish great things. As a leader, you should express gratitude to those who have an impact on you. This means personally and professionally; both internal and external to your organization.

How

How can you make others feel appreciated? You can create an environment where others have the opportunity to thrive, be creative, and increase their potential. Notice the good in others daily. Thank them both privately and publically with words of appreciation. Be authentic by expressing gratitude because you get pleasure from doing so, not out of obligation. Show empathy and compassion. Demonstrate your gratitude by offering your ear, giving compliments that are specific, offering opportunities, showing trust, and making others feel they’re part of something bigger. As a leader, you can create a healthy, happy culture where gratitude is the norm.

Gratitude in Leadership

John Milton said, “Gratitude bestows reverence, allowing us to encounter everyday epiphanies, those transcendent moments of awe that change forever how we experience life and the world.” As a leader, your gratitude will change the way both you and those you associate with see the world. Use your grateful attitude to help others focus on the positive aspects of their personal and professional lives. It’s a simple concept; express gratitude daily and change not only the lives of those you associate with, but your own life as well.

Leadership, Sharing

Sharing Your Gifts

December 4, 2014 Liz Stincelli

“We are never doing anyone any favors by withholding our gifts from the world. It’s scary to be fierce, but you can’t compromise that for fear of losing those around you.” —Idina Menzel

By Elizabeth Stincelli, DM

What Do You Have to Give?

Every one of us has a gift to share. I’m not talking about material gifts, I’m talking about the gifts that don’t cost a thing but can make the biggest difference in the lives of others. These are the gifts that uplift others. What do you have to give? Every one of us can give T.I.P.S.; they won’t cost you a thing.

Time

Mary Kay Ash believed, “No matter how busy you are, you must take time to make the other person feel important.” Time is a limited resource, but it may possibly be the most valuable gift you can give. When you are willing to share the gift of your precious time, it shows people you really care. Take the time to make family, friends, colleagues, and those in your community feel important.

Inclusion

Colm Keaveney said, “Discipline and unconditional support is earned by understanding, trust, and inclusion.” Everyone desires a sense of belonging, to be part of a community. What a simple but meaningful gift to share; helping others feel part of something bigger. Whether it be a family, team, organization, or other community, people want to feel that they fit in, that they have something in common with those around them, and that they are welcome and accepted.

Passion

Oprah Winfrey tells us, “Passion is energy. Feel the power that comes from focusing on what excites you.” And then, share that excitement with others. Help them find purpose and meaning in the everyday things they do. Share the gift of your passion and ignite a fire inside others that will fill their lives with energy, excitement, and a passion of their own.

Servitude

Ann Landers explained, “People who care about each other enjoy doing things for one another. They don’t consider it servitude.” Whether you are a leader, a colleague, a friend, or a neighbor, be of service. The gift of your service can lift others, lighten their load, and improve their lives. You will find that being of service to others benefits you more than it does them by providing a great sense of satisfaction and accomplishment.

Sharing Your Gifts

Sabrina Bryan said, “You can do anything as long as you have the passion, the drive, the focus, and the support.” Help those in your life accomplish great things by sharing the gifts that only you can give. Give of your precious time. Share acceptance and a sense of community. Spread your passion. And, be of service to others. When you share your gifts, you are the one who reaps the rewards. Be fierce and share your gifts with the world.

Collaboration, Communication, Engagement, Leadership, Leadership Development, Organizational Culture

Making a Leadership Difference

November 28, 2014 Liz Stincelli 1 Comment

“Make a difference about something other than yourselves.” —Toni Morrison

By Elizabeth Stincelli, DM

Time to Evaluate

As we approach the end of the year, what a great time to evaluate the difference that our leadership is making. The difference I am talking about is not on the bottom line, it’s in the lives of your employees. Do they look to you for direction? Do they know you have their back? Do they feel that you value them as individuals? Does your leadership last in your absence? Maybe it’s time to hone some of your leadership behaviors.

Communication

Communication is one of the most powerful forces in leadership. Yehuda Berg explained, “Words are singularly the most powerful force available to humanity. We can choose to use this force constructively with words of encouragement, or destructively using words of despair. Words have energy and power with the ability to help, to heal, to hinder, to hurt, to harm, to humiliate, and to humble.” How would your employees rate your communication? Your ability to communicate openly and effectively determines how well you connect with others. This ability consists not only of how well you speak, but how well you listen. Are your communications inclusive? Do you approach your conversations with curiosity and engagement? Show employees that you value their input by asking and expressing appreciation for their opinions. Listen with the intent to understand; acknowledge your own biases and keep them in check. When you, as a leader, communicate well, your organization will be more efficient, your employees will give their best efforts, and you will have a stronger culture with higher morale.

Respect

Estelle Parsons said, “It is so important to get respect for what you do and at the same time give it.” Is there mutual respect in your organization? Estelle’s quote applies to your employees as well as yourself. As a leader, it is so important that you acknowledge, respect, and appreciate the contributions that each of your employees make to the success of the whole. Show that you are interested and see value in each of them as individuals. Tune into their needs and invest your time and energy to their development. Show that you respect their ideas by inviting them to challenge your thinking. Respect your employees enough to be authentic and open with them. Be willing to share your wisdom, but also to learn from their experiences and knowledge.

Courage

How courageous are you as a leader? Robert Green Ingersoll believed, “The greatest test of courage on earth is to bear defeat without losing heart.” Do you have the courage to stand behind the right decisions made by either you or your employees? Your employees need to know that you have their back. As a leader, you must also have the courage to seek new opportunities and challenge the status quo. You must admit your faults but not let your failures discourage you. Show enough confidence to make the tough decisions while sticking to your core values. Have the courage to let your employees see that you are open to constructive criticism and new challenges.

Collaboration

Mattie Stepanek explained, “Unity is strength… when there is teamwork and collaboration wonderful things can be achieved.” As a leader, don’t just dictate what is to be done, use collaboration to help your team come up with the best solutions. Do you anticipate the needs of your employees and are you proactive in meeting them? When you give your employees the tools they need and put the right people in the right roles, as Mattie said, wonderful things can be achieved. Engage and encourage employees to actively participate in organizational improvements and decision-making. Set an example by placing the good of the whole above your own. Be transparent and keep team members well-informed. Foster debate and value differing opinions throughout your organization. And, make sure you develop a vision that your employees can buy into and work toward together.

Making a Difference

If you want to make an impact as a leader, make a difference in the lives of your employees. Use communication as a means for sharing your wisdom with others while showing curiosity and appreciation for their opinions, skills, and knowledge. Develop mutual respect. Have the courage to stand behind your employees 100%. Encourage collaboration to achieve wonderful things. Engage in these leadership behaviors and you will be making a leadership difference.

Focus, Leadership

Leadership Focus

November 6, 2014 Liz Stincelli 3 Comments

“One reason so few of us achieve what we truly want is that we never direct our focus; we never concentrate our power. Most people dabble their way through life, never deciding to master anything in particular.” —Tony Robbins

By Elizabeth Stincelli, DM

What’s Important?

With so many priorities fighting for our attention, how do we know where to direct our leadership focus? While many situations require temporary focus, there are some areas that warrant consistent focus. You must focus on your people and your vision for your organization. You must also focus on yourself and your personal mission. As a leader, how do you know if you’re focusing on the right things? How would you answer the following questions?

Are you leading with you head and your heart?

Are you contributing to the personal and professional growth of your employees?

Are you including others in your leadership?

Are you encouraging your employees to challenge the status quo?

What do you want your legacy to be?

How will you impact the world?

Do you know what your goals are?

Can you see the route for achieving them?

Are you developing and maintaining a strong character?

Once you can see where you need to focus you will be less distracted by day-to-day busy work. You will experience less stress and frustration. You and your employees will be able to maintain a better work/life balance. Focus keeps you from drifting off course. It allows you to keep a finger on the pulse of your organization and your life. Make the commitment to focus on what’s important.

Your people

Sabrina Bryan explained, “You can do anything as long as you have the passion, the drive, the focus, and the support.” Sabrina Bryan’s quote is a two-way street. As a leader, you need passion, drive, focus, and the support of your people to succeed. Your people also need you to inspire passion and drive, they need you to guide their focus, and they need your support. Only when your people receive what they need from you will they give you what you need in return. Focusing on your people is an investment in mutual success.

Get out on the floor and really connect with your people. Engage them in participating in leading the organization and developing solutions to real problems. Encourage the creativity and collaboration that builds strong teams that can work together to achieve mutually beneficial goals. Celebrate accomplishments. Align the individual goals of employees with organizational goals. Focus on making sure every employee knows how their decisions and actions contribute to achieving organizational goals and give them the skills and tools necessary to be successful.

Yourself

Venus Williams said, “I don’t focus on what I’m up against. I focus on my goals and I try to ignore the rest.” It is easy to get distracted from what’s important by the chaos that surrounds us. Concentrate on goals that guide you toward making a positive impact on the world. Develop a plan; when you have a plan to focus on you can respond rather than react to situations as they arise. Focus on pushing yourself to think and act differently and to seek opportunities where others see only obstacles. Always consider the “what ifs?” to ensure that your focus doesn’t become an excuse to put on blinders.

Focusing on yourself is not about what you do, it’s about the type of person you want to be. To be that person you must be authentic and consistent in both your professional and personal life. Remember to always keep a picture in the back of your mind of the impact you want to make. Knowing where to keep your focus will help prevent you from straying off course.

Leadership Focus

Denis Waitley suggested, “Don’t dwell on what went wrong. Instead, focus on what to do next. Spend your energies on moving forward toward finding the answer.” As a leader, develop a plan; know which direction you are going and what your objectives are. Then, focus on supporting and developing your employees and developing goals that will have a lasting impact. Focus will help you remember why you’re doing what you’re doing and will keep you heading in the right direction. Minimize distractions and maximize your leadership focus.

Empathy, Leadership

Empathy-The Leadership Big Picture

October 30, 2014 Liz Stincelli 5 Comments

“Empathy is about standing in someone else’s shoes, feeling with his or her heart, seeing with his or her eyes. Not only is empathy hard to outsource and automate, but it makes the world a better place.” —Daniel H. Pink

By Elizabeth Stincelli, DM

The Big Picture

Harper Lee reminded us, “You never really know a man until you understand things from his point of view, until you climb into his skin and walk around in it.” Empathy is the social and emotional skill that helps us understand and feel the emotions, experiences, intentions, thoughts, and needs of others. It is not a superficial understanding but an understanding at a level that allows us to offer sensitive, insightful, and appropriate support. It is at the core of developing trusting relationships by helping others feel safe and comfortable.

Empathy may be the most important characteristic of a successful leader. As a leader, you must learn to understand and acknowledge how others are thinking and feeling. You can’t give people what they want and need if you don’t know what they want and need. It’s about taking the interests of others as well as your own into consideration. You must be able to put yourself in someone else’s shoes and see things from their perspective. Empathy is about being we-focused rather than I-focused and understanding that, collectively, we are better off when we step outside of our silos. It is easy to get buried in the layers of management and overwhelming amounts of data within our organizations. We get caught up in fighting for our individual needs and forget to look at the bigger picture and true purpose of what we are doing. Empathy directs our focus back to what’s important in the big picture.

Internal organizational empathy

Stephen Covey said, “When you show deep empathy toward others, their defensive energy goes down, and positive energy replaces it. That’s when you can get more creative in solving problems.” Why is empathizing with employees and colleagues so important? People want to work with and be led by someone they trust has an understanding of their thoughts, emotions, and experiences. If you want to be successful as a leader, you must become a reflection of the people you are leading and that requires empathy.

If you really want to get in touch with others, you must learn to actually listen to them. This means more than just hearing the words they say, you must also pay close attention to the signals they are sending. Empathy requires a new level of collaboration, a level that is close and personal. As a leader, you must emphasize value, not just transactions; people, not just processes. Studies show that organizations with happy employees, good organizational culture, and empathetic leaders perform better.

External organizational empathy

David M. Kelley explained, “The main tenet of design thinking is empathy for the people you’re trying to design for. Leadership is exactly the same thing – building empathy for the people that you’re entrusted to help.” Why is it important to have empathy for stakeholders external to your organization? You have to know and understand others before you can truly be of service to them. Having empathy for the wants and needs of your stakeholders isn’t just a superficial exercise; it should be the foundation of your entire business strategy.

Empathy is simple, it’s about understanding and respecting the choices of your clients, suppliers, and other stakeholders so that you can respond to their needs better. You must develop a deep understanding of their motivations; get familiar with what their lives are like on a daily basis. Empathy is about having firsthand knowledge of similar experiences and emotions and using that knowledge to gain a deeper understanding of the world through the eyes of others. It is this understanding that allows you to provide the service that is of the most value.

Reaping the Benefits

What difference would empathy make? For your colleagues? For your clients? For your community? Empathy matters, it lays the foundation for relationships, teamwork, leadership, and innovation. Ben Parr said, “Entrepreneurs may be brutally honest, but fostering relationships with partners and building enduring communities requires empathy, self-sacrifice, and a willingness to help others without expecting anything in return.” Empathy is our ability to identify with what someone else is thinking and feeling and then to respond with the emotion and action that is appropriate. It takes a commitment to really becoming tuned-in to the experiences, thoughts, and emotions of others. Leadership is about making a positive difference and empathy is the tool that brings people together for the benefit of self and others both internal and external to your organization. Empathy brings the big picture into focus.

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

By Elizabeth Stincelli, DM

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