What Happens When You’re an Inconsiderate Leader?

Inconsiderate

“Ignorance and inconsideration are the two great causes of the ruin of mankind.” — John Tillotson

Just because you have worked your way up the corporate ladder doesn’t mean that you no longer need to be considerate of others. When you are inconsiderate of those working with or for you, you actually diminish your ability to be and effective leader. An inconsiderate leader does not concern themselves with treating employees with respect, they do not care if they take all the credit when things go good and point the finger of blame when they go bad, and they don’t care if they make everyone else’s job more difficult than necessary. So, what happens when you are an inconsiderate leader?

You lose respect

No one has respect for a leader who does not have enough respect for them, as individuals, to even be considerate. No one wants to stand behind and support a leader who is selfish and self-absorbed. Without the respect of your employees, you have no ability to inspire or influence the way a leader must to be successful.

You lose empathy

You need your employees to be able to see things from your perspective. When you are inconsiderate, employees no longer care how you feel, what you want, or what your perspective is. All empathy for what you, as a leader, are going through flies out the window when you treat employees inconsiderately.

You lose cooperation

Once you have lost the respect and empathy of your employees, you will soon lose their cooperation. If you are an inconsiderate leader, your employees will stop caring what you need. They will do the bare minimum necessary to meet their job requirements but don’t expect any more from them than that.

You End Up Alone

If you are inconsiderate as a leader, at the end of the day you end up alone. No one will have your back. No one will go above and beyond to help you look good and accomplish your goals. And, no one will care what happens to you. When you are inconsiderate, you send the message that it is every one for themselves. And, mark my words, you will reap what you sow.

Check your leadership behavior today. Are you an inconsiderate leader?

© 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.

 

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Customer.

How are You Serving Your Internal Customers?

“The golden rule for every business man is this: ‘Put yourself in your customer’s place’.” — Orison Swett Marden

We recognize that we would not be in business if it were not for our customers. We spend a great deal of time and energy to determine their needs and provide service that goes above and beyond the monetary price they pay. This is how we keep our customers happy. But, what about internal customers? Do they not deserve the same consideration as external customers? For a business to run effectively, both internal and external customers need you to provide excellent customer service. Let’s evaluate how well you are serving your internal customers.

Do you empathize?

First and foremost, do you empathize with those working down the line from you? To provide the service that your internal customers need, and yes these internal customers can work as your employees, you must be able to understand their working conditions and needs from their point of view. You must be able to walk in their shoes. It is your responsibility to provide them with the resources and support that they need to do their jobs. Are you taking their lived experiences while in the workplace seriously?

Are you consistent?

If your internal customers can’t count on you, day in and day out, you are not providing good customer service. You must be consistent. Support one day and neglect the next will never result in happy, productive internal customers. Your customers need to know exactly what they can expect from you. Raise the standard of care you are providing and then be consistent about providing it.

Are you respectful?

Do you treat every individual with respect? If you are demeaning, always looking to place blame, and do not value the contributions of others, you will lose their support. If you do not respect them, they will not respect you. How successful can your organization be if your internal customers have no respect for you as a leader? Show your respect and specific appreciation on a daily basis.

They Matter

Your internal customers matter every bit as much as your external customers. Your organization cannot function without them. Do you empathize with them? Place yourself in their shoes. Are you consistent? Be reliable day in and day out. Do you truly respect them and do you show it? Appreciate the value that each individual brings to your organization. Your internal customers matter. Make sure you are providing them with customer service that goes above and beyond what they expect from you. Trust me, they will pass it on down the line and in the end it is your external customers that will reap the benefits.

© 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.

 

The Battle of Two Egos: A Recipe for Disaster

ego 1

“Check your ego at the door. The ego can be the great success inhibitor. It can kill opportunities, and it can kill success.” — Dwayne Johnson

Our ego often turns into our greatest stumbling block. When you get two ego battling for superiority, what you end up with is a disaster. Ego prevents us from seeing things the way they really are, from seeing our true selves, and seeing the value of others.

Who is better?

Our ego likes to convince us that we are better than others; we are smarter, better looking, and more skilled. Two things to remember here: first, no one is better than anyone else; second, it does not matter if one person is stronger in one area and another in a different area. What really matters is that it takes individuals with diverse strengths and experiences working together to achieve success. When we get caught up in a battle of egos it shuts down all collaboration and cooperation, leaving us on our own to try to succeed. This is a recipe for failure.

What about building relationships?

Whether business or personal, life is all about the relationships we develop. Like it or not, relationships matter and ego is an effective relationship destroyer. When there is a battle of two egos, not only is the relationship of those two individuals impacted, but also the relationships of everyone who gets caught in the middle being pressured to take sides.

Whose interests are being served?

If you ever want to be an effective leader, you must serve the interests of your followers. When you get into a battle of egos, your interests are the only ones you are concerning yourself with. Our ego leads us to believe we must win at all costs; many times it ends up costing our followers what would have served them the best.

No One Wins

Ego is a deceiver. In the battle of two egos, no one wins. To avoid the ensuing disaster caused by the battle of two egos, keep your ego in check. Remember that no one individual is any better than another; we all have strengths and weaknesses. Never underestimate the value of relationships; no one succeeds alone. Focus your energy on the right priorities; whose interests are you serving? Get out of your own way; recognize the damage that your ego, left unchecked, can cause; and start winning.

© 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.

Where is Your Diversity?

diversity

“We need diversity of thought in the world to face the new challenges.” — Tim Berners-Lee

As the United States, as well as many other parts of the world, struggles for acceptance of diversity, as leaders, the success of our organizations depend on that very diversity. The very things that we see in others that cause many to fear, and some to even hate, are the very things we need to face new challenges in a new and changing world. We no longer operate in an isolated environment; now that everything we do is on a global scale; diversity plays a bigger role than ever before. We need to value diversity of thought, diversity of perspective, and diversity of background. So, where is your diversity?

At the top?

If I were to look at your management team, would I see diversity? If your management team is all cut from the same fabric, always of one mind, your results will be limited to what that one mind can comprehend. This usually results in maintaining the status quo and limiting any forward movement that is progressive or innovative.

At the table?

If I were to look in on your operation meetings, would I see diversity? If you do not encourage a diverse variety of voices to take a seat at the table, your organization will develop tunnel vision. Who is to say how many opportunities you will miss out on when your vision is limited.

In the ranks?

If I were to walk around your organization, would I see diversity out on the floor? Every one of your employees need to feel included and a sense of community. I hope your community does not all look and think the same. I also hope that the lower ranks are not the only place where diversity is evident in your organization. This limits diverse input and influence as well as cripples your organizational culture.

Front and Center

Diversity is needed at every level of the organization to really be affective. You need it at the top in members of your management team. You really need it at the table where new ideas and solutions to problems are being brainstormed. And, you need it in the ranks where everyone is respected and accepted for the personal value they add to the organization. You need your diversity front and center. If I were to enter your organization would I find evidence that you value diversity of thought, diversity of perspective, and diversity of background? Or would I see one way of looking, one way of thinking, and one way of behaving around every corner? Put your diversity front and center starting today!

© 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.

Things That Motivate Employees More Than Money-Guest Post by Fretty Francis

moneyA bigger motivation than money is hard to believe, but it does exist. The kick that we get from being applauded is priceless. Only a person with true leadership qualities can create an engaged workforce. Offering rewards and opportunities before it’s too late is really important. Nurturing your employees with the skills that they require to attain future challenges is where the success of your company lies. If your business is facing failures consistently, then it is partially your fault. In such situations the bosses certainly lack the required skills and should consider working on their own skill development before blaming the employees. After all, a true leader is the one who is humble enough to admit their mistakes. Makes sense, right?

Yelling at your staffs can never improve the situation; rather it will worsen your bond with them. Once they build a negative perception about you, it will probably never change, and this will affect their performance.

Here are 12 effective ways to bridge the gap between bosses and the employees:

  1. Honest and generous with praise works in your favor- Be specific while you praise your employee and let them know you notice their efforts in details. You should always try your best to match the praise to their efforts. This may sound like a very simple concept, but embracing their potential should be your goal, rather than just expecting positive results. Try giving regular praise to your employees based on their valuable traits and soon you will see them praising each other, which is a good sign for a happy work culture.
  2. Get rid of managers for a change- Project managers maybe too good at handling their responsibilities but sometimes it is good consider their team handling responsibilities without a leader. Empowering your staff can give you surprisingly exceptional results. Without a leader they become more responsible and will work together on an equal level.
  3. Share your ideas with them- Nobody likes to be told what to do and what not to do, and therefore it is always advisable to share your ideas and make them theirs. This is quite simple because all you need to do is ask them their views about your ideas. This will boost their confidence to approach you with new ideas without hesitation.
  4. Give equal priority to each employee- A project becomes a success when each member of the team does their bit irrespective of the hindrances. Everyone should get equal credit for their contribution and feel proud for the team as a whole. This will make them realize that everyone is important and will never let success get to their head.
  5. A surprise lunch from the boss- Simply walk up to them and invites them for lunch and surprises them. Let them know you appreciate their work and they did impress you with their dedication. If you just hired new employees then, a surprise lunch is a great icebreaker for new team members. This is an awesome way to build trust and to establish a great rapport.
  6. Criticism will kill the enthusiasm- Never judge your employees based on something that is least important. Criticism is never fun on the receiving end, especially when you do it in front of others. An underperformer needs motivation, not a mulish boss who sabotages their confidence at every level. The more you support the less they focus on clock watching and become more productive.
  7. Share rewards first and then expect- Rewards can be in any form apart from increment and this is the time you make use of your creativity. Gift them free movie tickets, free gym membership, dinner reservations, salon or spa coupons, trophies and plaques. There are so many things that you can give them and let them know that you appreciate their efforts. This will motivate them to work harder on their future projects even before you asking them to do so.
  8. Comfort matters- Does comfort matters to you? Same is the case with your employees and bunch of little things can make a big difference. A fully stocked fridge, a comfortable couch (for a short nap occasionally) or allowing them to work from home if possible are all necessary perks. Comfort at workplace is the cornerstone of productivity.
  9. Flexible working hours- Everyone has a different “productive time of the day” and expecting employees to be actively working for the entire day is unreasonable. This can only waste time, so allow them to set their working hours (with valid reason). This will definitely elevate their performance and they won’t let you down.
  10. Throw a killer company party- Show interest in celebrations, just like you are enthusiastic about starting a new project. Celebrate when your employees perform well, organize birthday parties or raise a toast if you got a big client as your big breakthrough. Never underestimate the power of celebrations, as it brings positivity.
  11. Performer of the month- Although this is a very classic method of recognition, but it is still one of the favorites among the employees. Choose some star performers as nominees in different departments (categories). Pick all the outstanding employees and reward them for their magic behind the scenes.

Final thoughts: – Great things come to those who wait, and keeping patience with your employees can be a game changer. Be a generous boss by giving your attention to employees and you can learn from them. Review and analyze your employee performance through Performance Management System and give rewards to employees who have given sweat and blood to your business.

 

Author Bio:

Fretty Francis is currently a Software Analyst at SoftwareSuggest. She is passionate about HR, performance management, asset management, CRM among other things. In her free time you can find her either reading about tech stuff or listening to music.

better life“I firmly believe that if your environment works for you and your family, it translates into a better life.” — Candice Olson

I once had a friend whose mother had advised her to only date a man if her life with him would be better than the life she would have without him. I was a little taken aback those many years ago that her mother would even suggest that it was someone else’s responsibility to make her life better. I have since changed my view a little bit. I do believe that there are people who hold certain positions whose responsibility it becomes to make peoples’ lives better. Leadership is one of those positions. So, as a leader, are your employees’ lives better because of you than they would be if you weren’t their leader?

Do they have your support?

When employees do not have the support of their leader it always feels like they are fighting an uphill battle. This battle never ends and it is exhausting. Exhaustion diminishes employees’ quality of life rather than enhancing it. Give them the support they need so the constant battle comes to an end.

Do they feel safe?

Everyone has the basic need to feel safe. As a leader, it is your responsibility to provide a consistent environment where employee know what to expect. Knowing what to expect provides a level of security. If employees work in a chaotic, inconsistent environment they can never feel at ease. Provide employees with a sense of safety so they can feel comfortable in their work environment.

Can they trust you?

Lack of trust will overshadow every other step you take, as a leader, to improve the lives of your employees. Employees need to know that you are looking out for their best interests. Leadership is never about the leader and employees will quickly start to see through your façade into your hidden agendas. Make sure your words, actions, and intentions are authentic. Be transparent so that your employees never have a reason to question your motives.

Do you have respect for their lives?

It’s easy to become so focused on reaching organizational goals that you forget that your employees have lives outside of work. Their personal lives: families, friends, hobbies, and communities are just as important to them as their work lives. If you want employees to give 100% while they are in the workplace, you must provide them with ample opportunity to give 100% to their personal lives also. Everyone needs balance, even you.

Are you dedicated to serving them?

Leadership is about service, period. Your employees are not there to serve you; you are there to serve them. You can look at this as a blessing or a curse. If you see it as a curse you are in the wrong position. As a leader, you must provide guidance and support so that employees can be successful. Their success should be your main focus.

What Type of Work Environment are You Creating?

Are you creating a work environment where employees feel supported? Is there a consistency that gives them a sense of safety and security? Are you transparent and authentic so that employees have no reason to question if they can trust you or not? Do you have respect for their personal lives and the attention they need to give to matters outside of the workplace? Are you dedicated to serving your employees? These factors contribute to you, as a leader, giving your employees a better life. Is there any greater legacy you can leave than having made a positive impact on the quality of life of every employee that has worked with you?

What will you start doing today to improve the lives of your employees?

 

 

© 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 Undervaluing Your Employees?

Undervalue“Too many people overvalue what they are not and undervalue what they are.” —Malcolm Forbes

I see the impact of the above Malcolm Forbes quote in almost every organization I work with. Leaders tend to put more emphasis on what employees are not than on what they are. Are you undervaluing your employees? Here are a few of the most common causes for undervaluing what your employees really have to offer.

Trust in the wrong people

One of the biggest barriers to valuing the contributions of your employees is that you are trusting the wrong people’s opinion. You need to recognize that many managers and supervisors have their own personal agendas. Often, some of your best employees are viewed as threats or competition rather than valued assets. I know that most of you are thinking that this is not an issue in your organization; I guarantee that it is.

Poor internal systems

Another obstacle to placing the value on your employees that they deserve is poor internal processes and systems. When you have a weak link in your process, the blame for failure is often misplaced on the employees working within that system. Before you devalue the contributions that your employees are making to the success of the organization, make sure you haven’t built failure into your processes.

Lack of information

Access to information is another factor that has a huge impact on the perception of how valuable an employee is. When employees lack the pertinent information they need their deliverables are seen as deficient. I can’t tell you how many times I hear leaders tell me that their employees should be asking the questions. The problem with this thinking is that, more times than not, they don’t know what they don’t know. It is the responsibility of management to make sure employees have all of the information they need. Make sure that your employees have the information, tools, resources, and support necessary to do their jobs effectively.

Looking at the wrong things

Everyone has strengths and everyone has weakness. Would you want to be judged solely on your weaknesses? Of course not, so make sure you are not doing this to your employees. Make sure you are basing your evaluation of their value as much if not more on their strengths rather than their areas of weakness.

Disengagement

Employees do become less productive when they are not engaged in their work. This does not necessarily make them less valuable to the organization. The key is to figure out how to keep employees engaged and making meaningful contributions to the success of the organization. Disengagement is often the result of having little or no opportunity for professional growth and a lack of appreciation for the hard work employees are actually putting forth. Don’t start to undervalue your employees before you make sure you are keeping them engaged.

Keep Your Finger on the Pulse of Employee Value

You cannot base the value of an employee solely on the opinion of others; others have personal agendas. You cannot hold employees accountable for your poor processes and systems; make sure you build systems that work. You cannot expect exceptional work from employees who are not given the information and tools they need to do their jobs; remember, you can’t expect them to know what they don’t know they don’t know. Do not judge employee solely on their areas of weakness; you wouldn’t want to be judged on yours. And, don’t write off an employee’s value just because they have become disengaged; it’s your responsibility to offer an engaging work environment with ample opportunities for growth. As a leader, it is your responsibility to keep your finger on the pulse of employee value. Value is an individual property; it is not a determination that you can leave in the hands of others. Make sure you are valuing employees for what they are.

 

 

© 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.