Jeannette Seibly delivers “straight talk with immediate results” to business owners and executives of $1MM to $30MM enterprises, creating dynamic results. You may contact her at JLSeibly@SeibCo.com for an initial free consultation.

About Jeannette Seibly

Jeannette Seibly delivers “straight talk with immediate results” to business owners and executives of $1MM to $30MM enterprises, creating dynamic results. You may contact her at JLSeibly@SeibCo.com for an initial free consultation.

Inspiring Leadership Is All in the Communication

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Recently I overheard a business owner telling an employee, “You’re wrong, wrong, wrong!” The employee simply dropped his head in embarrassment and said nothing. A few days later he quit after finding another job.

Many times when team members feel misunderstood, not heard, or humiliated – they quickly become cynical of the project, company, boss and some of their team members. While employees also have the responsibility for clearing up any misunderstandings, the ultimate responsibility falls on the leader to continually inspire his or her team and elicit the best from them – it’s all in the communication.

Communication is Everything

Each Word Conveys a World. Choose your words carefully. Everyone has their own interpretation of what a word means due to their experiences, education and learning styles. Take the time to explain what you are saying when others don’t readily understand. This may include using a picture, showing them the specific item, writing down an outline or details, etc.

Listen Past Emotional Filters. We all have them when we listen to someone. For example, some employees may listen to you as a critical parent, while others may find the same statements inspiring. The challenge is to be aware of the words you choose to use, your tone of voice and other non-verbal expressions. Rely on your business coach to help uncover the filters that are getting in your way.

Be Open to the New. You don’t know everything … no matter how many years of experience you’ve had in your job. For example, you may understand a company’s system; but, may not understand how to improve it to save time and money. Brainstorming new ideas and aligning on the details creates new results.

Be Present with Others. Many times miscommunication can be prevented when we put down our electronic gadgets. This includes during meetings, impromptu get-togethers, phone calls, emails (yes, we attempt to multi-task when we are reading), etc.

Build Win-Win Outcomes. I once observed a high-level boss who could take some of the strangest remarks and turn them into the most insightful comments he had ever heard. He did this authentically and as a result, all of his team members felt valued. Learn how to listen for new possibilities and build win-win outcomes. Remember to brainstorm and establish a goal before delving into the details of producing the desired outcome.

Clean- up Misunderstandings Now. It’s important to quickly uncover and resolve any miscommunication. It will only take a few minutes to check back with your team or employee to clarify what they heard you say. Otherwise, it may take hours or months to rectify the issue.

Be Humble. Listen to understand an employee’s dilemma instead of mentally thinking of how to fix it. Then, after they have vented (and, before you start offering your advice), ask what they believe the best course of action may be to resolve it.  Then, brainstorm and select the intended result before putting together the details.

Help Others Understand Each Other. Use qualified assessment tools to help your team members gain an objective perspective of their own and others’ communication styles. Then, take it a step further and provide communication skills training. These efforts will pay dividends for years to come! (For more information, click here.)

Remember, inspiring leadership requires powerful communication skills.

©Jeannette Seibly, 2017

Do you need to inspire your participants at a trade association event? Do you need an engaging presenter? Do you need a facilitator to help address a difficult company issue? Contact Jeannette.

The truth is, sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your income. Learn the art of bragging because no one will do it for you. Get your copy of It’s Time to Brag! Business Edition

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She Check out her website, or contact Jeannette for a free confidential conversation.

Are Your Millennials Ready to Lead Now?

Millennials Lead.2Millennials have surpassed Generation X as the largest workforce in the United States, and Baby Boomers are retiring at faster rates. As a result, employers are finding they have waited too long before investing in the next generation of leadership! If Millennials are not mentored before they go into senior-level roles, they often will create havoc for employees, customers and business results because they are ill prepared.

Not everyone has the true interest or capability to be an effective leader in your company, regardless of what they tell you (and regardless of their age group). Often, people seek these coveted opportunities for more money, industry prestige, professional power and other personal desires. So it’s important to identify the qualities and experience the company needs before developing future leaders. Being proactive when investing in high-potential Millennials can guarantee a better quality of leadership for the future.

Proactively Prepare Your Future Leaders

Clarify Leadership Skills. What competencies are required in your company to be a great leader? Some companies expect their leaders to have excellent interpersonal skills, while others require a stronger technical or financial focus. Remember, no one can have strong abilities in everything. Be clear what type of experience, skills and interpersonal traits (e.g., behavioral traits, interests and thinking styles) are required. When you provide a clear path and opportunity to develop the required skills, future leaders can excel. Don’t forget to define a secondary path for brilliant technical experts, highly creative individuals and other gifted non-leader-type employees, with appropriate compensation and perks.

Qualified Assessments. Use qualified assessment tools to objectively benchmark the qualities you need. Then, compare with the employees’ traits, current skills, abilities and willingness. These tools also provide coaching, leadership perspectives and 360-degree feedback information for your managers and top-level executives to help develop and mentor their potential successors with laser-like precision.

Close the Gap. Waiting until the day a position opens up to develop a future leader prevents the company from having someone ready to assume the job responsibilities and be effective. This is why potential leaders fail. Select high-potentials to lead projects for the company now. Encourage them to take on trade association board and committee work. Hire an external coach for them, and select an internal mentor. All of these actions will prepare fast-track Millennials by uncovering their blind spots, developing their effectiveness and teaching them the unwritten characteristics of good leaders.

Coachability. Offering regular and meaningful feedback is critical. Many will not ask for it, and may be unaware of how to handle feedback. Be clear … if the person is not coachable, it’s time to reevaluate whether or not they will make a good leader in your company. Some may do well in their current position but may not have the emotional intelligence or ability to work well with others, execute projects or programs to achieve intended results, etc. Promoting people beyond their capabilities and interests can be one of the most expensive lessons a company experiences. And, it’s preventable.

It’s time for companies to get serious about readying Millennials for future leadership roles now. They will be happier, and so will you!

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to bragging. Remember, no one will do it for you. The truth is, sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your income. Get your copy of It’s Time to Brag! Business Edition

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. Check out her website, or contact Jeannette for a free confidential conversation.

Want to Be a Great Leader? Make Great Presentations!

LeadershipPresentatonAre you a new leader and want to be seen and heard in a positive way? Successful leaders use presentations to engage others and showcase their depth of knowledge about a topic. Whether the presentation is for the company’s employees, management team, board or future clients, great leaders take the time to learn how to make great presentations.

So, shake off your nervousness, set aside your ego and get into focused preparation.

10 Preparation Tips

One: Know Your Audience. What is the audience looking to learn? Are they looking for how-to-do-it’s or a 30,000-foot overview? Or something in between? Talk with the event organizer (whether it’s a boss, HR department, board or association) to find out. Be clear and plan your presentation by keeping it simple and smart (KISS). Clarity is key. Never assume you know the audience’s needs (even if they are your employees or co-workers) or the purpose of your presentation without asking the event organizer each time.

Two: Write an Overview. If you have been asked to provide information about what you will speak on, first create a one-page overview of the issue and why it’s important. Then, write out the three key learning points (or takeaways) plus a short bio about yourself. (Don’t forget to use your brag statements. http://BizSavvyBrag.com) It’s critical to ask for input to be sure the overview meets the organizer’s needs before sending it.

Three: Clarify Who, What, When, Where and Why. If the organizer has sent you an email outlining their specific needs for the presentation, follow it carefully and in a timely manner. You may want to request a short meeting to ask clarifying questions. Write down the responses! This is a great opportunity to build your reputation as a leader through the type of questions you ask and your ability to deliver what is expected. Always debrief with the organizer after the event. Ask, “What worked?” and “What didn’t work?” Listen and learn.

Four: Stick to the Allotted Time. Failure to keep your presentation within the allotted time frame is one of the biggest detractors from the quality of the material and your ability as a presenter. Shorten your talk to allow for Q&A, and do not engage in long-winded debates or tangents. Remember, many groups do not allow extra time since they have other speakers and activities scheduled for their audiences.

Five: Provide Easy-to-Read Handouts. Be sure your handouts and/or PowerPoints are ready, proofed and delivered as requested. Print them on light-colored paper stock with an easy to read font. Leave plenty of white space to ensure participants can easily take notes. Many organizations today are saving on paper, so make sure your audience has easy access to a digital format.

Six: Practice, Practice and Practice. Get in front of the mirror or other people several times (not just once) to deliver your entire talk. Practicing it out loud will make you aware of points or stories that can make a positive difference. Don’t wing it! If you do, you will usually forget something important, go off on a tangent or fail to deliver on the requirements of the presentation. It’s not unusual to make incorrect statements or inappropriate comments when you lack preparation. If you do, your boss or board will be hesitant to ask you to present again!

Seven: Have a Customer-Friendly Attitude. Write down your checklist of everything you need to bring to your presentation. Then, use it. Compare it with the expectations of the event organizer. Call about a week before your presentation and review each item to ensure you’re ready! This process is a great relationship builder if done correctly.

Eight: Follow Up and Follow Through. If additional information is requested from your audience, get the information to the right people within 24 to 48 hours. Remember, their experience working with you before, during and after your presentation counts!

Nine: Know the Rules about Selling Your Book, Product or Service. If you have been asked to present on behalf of your company at a trade event, be aware that most associations ban selling from the front of the room. Be clear about what they consider a sales pitch. One effective way to reach out to your audience is to have them complete an evaluation and ask for their contact information. Make sure to ask for their permission to follow up (and how: in a face-to-face meeting, LinkedIn or e-news distribution). If you are able to sell from the back of the room, have a co-worker run credit cards so you can stay focused on the people who want to talk with you.

Ten: Have Fun. First and foremost, enjoy meeting the audience before, during and after the event. Listen and learn. Refrain from any gossip or negativity. Being too serious is a detractor. If you’re nervous, walk one mile the day before and limit your intake of caffeine and sugar.

Presentations are great opportunities to build your leadership skills by listening to others talk about issues and potential solutions for your company, industry and profession.

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to bragging. Remember, no one will do it for you. The truth is, sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your income. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. Check out her website, or contact Jeannette for a free confidential conversation.

How Do You Impact Others Each and Every Day?

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Many people today are in a big rush and rarely slow down. They fail to understand and appreciate that what they do or don’t do leaves a long-lasting impression on others. ALL of our actions, words, attitudes and behaviors impact everyone: clients, co-workers, bosses and customers’ clients, family and friends! Lack of awareness of how you impact others will limit your business growth now and in the future.

Do These Sound Familiar?

  • -A boss conducts a cursory interview of a candidate and hires him. Within two weeks, the new employee starts complaining about his job, co-workers and company. The boss claims it wasn’t his fault … the guy is a bad employee.
  • -A group of entrepreneurs wants to release a new product and is looking for funding. Instead of fine-tuning their offering by listening to feedback from potential investors, they keep looking. Their excuse is “No one gets it.”
  • -A speaker fails to review the information sent by his boss for a presentation. As a result, the employee bored the Board and blamed his boss for not being clear about her expectations.
  • -A resident smokes tobacco and non-tobacco substances in her apartment even though the signed lease says smoking is forbidden. Anytime a complaint is made, the woman claims she doesn’t smoke and points the blame on neighbors or right back on the people complaining.

Consider the Following When You:

Create a new product or service and announce it without conducting proper due diligence. There is a cost (tangible and intangible) because of poor planning and execution (e.g., the ability to attract new customers, retain current employees, etc.).

Write an email or new policy and fail to proof it. Customers and others will push back when you haven’t done your homework and have failed to communicate clearly and concisely.

Put together a presentation (or wing it) and fail to follow the guidelines provided by your boss or event conference planner. It is unlikely you are going to add value without preparation.

Fail to check links and test the instructions before sending them to customers. There will be problems. This carelessness creates additional work for others and impacts their job satisfaction, the time required to complete their own work. This can easily be prevented by having someone else edit or review your work.

Post information without checking its validity, or gossip. People will learn they cannot trust you and will stop listening to you.

Deliberately lie to save face or retain a customer. Know that eventually the truth will surface and your excuses will rarely make a positive difference.

Move too fast for your team to keep up with you. You’ll leave them behind. It’s important to elicit the best from them and encourage them to give their best in order to avoid high turnover and low morale.

Get upset when feedback is provided. Get over it! Instead, say “thank you.” Feedback is a great way to learn from mistakes so you don’t repeat them.

Slow down and take the time to get it right the first time. Understand you do impact others, their customers and so on. When you make more work for others, it creates a negative impression on your company and on you, and it’s a difficult reputation to overcome!

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to resolve a company issue? Contact Jeannette.

What are your brag factors? How do you share them in a business-savvy manner? Sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your paycheck. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience providing strategic counsel on ways to avoid negatively impacting others. Check out her website, or contact Jeannette for a free confidential conversation.

Safety and Well-Being Should Be #1 in Every Company

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Workplace accidents, theft, drug use and other issues that impact the safety and well-being of all employees need to be vigilantly addressed before they become a problem.

Because of the difficulty of finding qualified talent, companies have become lax in ensuring they have the right people in the right jobs. As a result, health and safety issues that could be prevented by good selection practices, safety training and ongoing communication are often overlooked.

 

A general manager of a medium-sized production company does not reinforce the hiring policies set by the owners, including drug testing. Since they were not used when he was hired and his mandate is to control costs, he doesn’t use these hiring policies either. As a result, one drug user has become two, and drug use and distribution are rapidly growing among employees. To make the situation worse, the GM has pushed the responsibility for documentation onto the employees and then diminishes the importance of their evidence. These ill-advised and dangerous management practices have created high turnover, poor product quality and suffering ROI.

While this may seem like an extreme case of negligence, being an ostrich and sticking one’s head in the sand will not transform poor practices. It’s everyone’s number one responsibility to ensure the safety and well-being of all employees at all times.

Prevention Practices

Proper Due Diligence. This is where employers can make the biggest difference. It’s better to keep a job open than to hire anyone with a history of theft, drug use and distribution, and other employment-related issues that can turn into safety concerns (don’t forget, white-collar crime is on the rise). Remember, good employees will research the company online, including social media postings. They are not interested in working for a company that doesn’t value its employees.

Use a qualified core value assessment that looks beyond background checks (which rely solely on public records) and into a person’s ability to arrive to work on time, respect others and speak up when there are violations of standard operating procedures. The right tool is inexpensive and will positively impact company profitability and well-being.

Job Fit Is Key. When employees are not happy in their jobs, they do the minimum work necessary to keep their jobs, and productivity suffers. In turn, they will usually find another outlet to make their work more interesting, which may not support the values, policies and safety practices of the company.

Qualified job fit assessments, when used properly, ensure people are in the right jobs. (How do you determine that an assessment is qualified when there are so many to choose from? Get your copy of Hire Amazing Employees to find out.)

Employee Orientation and Training. According to an Institute of Work and Health research study, only 1 in 5 companies provide training for a new job!

Train all employees before they start their jobs. Then, consistently and rigorously reinforce work and safety practices, including: How do they report a problem or concern? When do they do so? Who do they tell? Remember, any bullying and intimidation should be handled immediately when employees step forward to report violations or other concerns.

Vigilant Communication. When someone has the courage to speak up, OSHA citations, workers’ compensation claims and employment litigation can be prevented. It only takes one lax moment to have someone, and the company, get hurt.

Don’t forget to use different communication vehicles (wall banners and postings, department meetings, pep talks before and after shifts, texting (when not driving), etc.) as reminders. It is critical managers hold each and every employee, and each other, accountable for following standard operating procedures in a safe manner, whether or not the issue is in their department.

Safety and well-being should be #1 in any company. Ensure proper hiring, training and communication practices are reflected in this all-important commitment.

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to bragging. Remember, no one will do it for you. The truth is, sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your paycheck. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience providing qualified assessments for hiring, coaching, training and managing great employees. Check out her website, or contact Jeannette for a free confidential conversation.

Bad Bosses Can Be Good People with Poor Skills

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Today’s bosses are getting a bad rap. They are the number one reason employees cite for leaving their employers. The truth is, many people leave due to poor job fit, work ethic and work discipline, along with illusions about how fast they should be advancing in their jobs or careers.

As a boss, you may believe you have the wrong employees. However, it’s critical to your career, now and in the future, to learn about yourself and how you can improve your management responsibilities: performance, people and profit. Usually when you do this, you will be surprised to find you have great employees. If you continue to believe you don’t have great employees, you will eventually discover you are in the wrong job!

Important Note: Being a good person does not mean you are a good boss!

Transform Poor Skills Into Good Ones

-Performance Effectiveness. As a boss, you may falsely believe that if your employees like you, they will perform at higher levels. It’s a myth! The truth is, as a respected boss (not necessarily a well-liked boss), you become fearless about making the right decisions, finding needed resources and encouraging employee initiatives. While you may not be everyone’s favorite boss, your employees can count on you to develop them into great contributors who produce unprecedented results. They will value you as a leader.

-Great Relationships. Belief in yourself, your teams and your management peers is critical, but believing blindly can create problems. Use objective data to guide you in developing and coaching your people with laser-like skills to ensure job fit. Remember to listen more than talk. When you value others, their ideas and efforts, people will respect and like you as a leader.

-Attention to the Bottom Line. Your boss and top management team will provide important industry insights and rely on your technical and people skills to design, plan and execute new business practices. It’s important for you to be able to work with and through your team profitably to achieve the intended results. It will determine your fate as a good boss now and in the future.

Boss Development Is Required Now

Note: You may see yourself or one of your employees as having “bad boss” traits. It’s critical to act now to fix them. The longer bad habits continue, the harder it is to transform them into effective ones.

-First, hire a business advisor to work through the challenges and perceptions for an extended period of time. There are no quick fixes! Take a qualified assessment to help you see the connection between your work habits and attitudes and how they conflict with good boss practices. Participate in a qualified 360-degree feedback to better understand the workability of your management style based on objective feedback from your boss, peers and direct reports. Contact SeibCo for information on qualified assessments and executive coaching.

-Second, review the information provided by both assessments with your business advisor and create a strategic plan to develop skills you are not using, acquire skills you do not have and become effective when handling the challenges, conflicts and changes required of any boss. Remember, you can build on strengths. You cannot build on weaknesses.

-Third, implement the strategic plan you just created with your advisor and stay focused. Being a good boss is not an easy career path. However, it can be really fun and highly rewarding.While no one expects you to be perfect, it’s important you transform your “bad boss” reputation before it derails you and your career options.

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to sharing your successes. Remember, no one will do it for you. The truth is, bragging in a business-savvy manner will help you close sales, receive promotions and increase your paycheck. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience developing great bosses and teams to achieve unprecedented results. Check out her website, or contact Jeannette for a free confidential conversation.

What Changes Do I Need to Make to Achieve Results?

changes to achieve results.3

 

“We are biologically wired to resist change … it’s why change fails.”

—Dr. Britt Andreatta, author of Wired to Resist

 

Many of us have heard or used the phrase “The definition of insanity is doing the same thing over and over again and expecting a different result.” Yet most of us rely on the same process when creating a new product, service, program, business plan or book—whether or not we’re happy with the results. Then, when we’re unhappy, we blame situations outside ourselves for failures or less-than-adequate results. Whether we realize it or not, we are continually resisting change and operating with our familiar way of doing things.

A group of employees were in charge of an upcoming company event. While they all said they wanted something new and different, they resisted making the required changes. They allowed their mindset to pull them back into their comfort zone. Creating new ideas requires changing how the group normally operates. It takes courage to push beyond the first idea everyone likes and keep everyone focused on future results.

Transforming Our Relationship with Change

Be Present. Many people are not conscious of what they are doing, saying or thinking. It feels safer to keep doing what will create known results, even when there is a need or desire for different outcomes. Stepping into the unknown creates new opportunities. To take that step, we must become conscious of and acknowledge the truth. For example, upgrading an entrepreneur’s accounting system from a shoebox to QuickBooks can evoke fear. This change forces the entrepreneur to see the facts in black and white! (This can be a good thing, or not.) However, the new awareness creates new opportunities: the ability to apply for a loan, determine profitability to help win contracts, and reduce unnecessary expenses.

Expand Comfort Zones.  We often resist doing anything outside our comfort zones, since our brains are wired to keep us safe. Yet outside the comfort zone is where unprecedented results can occur. To rewire and reinforce new habits, make one change a day. For example, take a different route to work, try out different types of coffees, say “Hi!” to everyone in the office, etc. These new actions will push the raw edges of one’s comfort zone.

Take Focused Actions. Achieving better results requires focused actions beyond what we are comfortable doing or thinking. Unfortunately, if we don’t enjoy the process or we don’t believe there is an immediate reward, we resist or give up. Conscious expansion is required. One recommendation is to talk with someone who has achieved the same results. Ask the question “What was one thing you did that helped you achieve your results?” Listen and learn. Before taking action, modify what you will be doing. Remember, just because it worked for them does not mean it will work for everyone. Each person has different thinking styles, core behaviors and occupational interests. Talking with a business coach will create customized actions and more powerful results.

Celebrate Each Change. While people can welcome change, or they can fear taking unfamiliar actions, everyone can benefit from making the right changes for themselves. Celebration or acknowledgment of what you have done reinforces positive experiences and a positive inner voice. One great habit is to take a quick inventory of the successes you experience each day and write them down.

Change is not easy or hard. Real change depends on your ability to make the right choices to expand your comfort zone and achieve the intended results.

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to sharing your successes. Remember, no one will do it for you. The truth is, bragging in a business-savvy manner will help you close sales, receive promotions and increase your paycheck. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience helping create the right strategies, teams and actions to achieve unprecedented results. Check out her website , or contact Jeannette for a free confidential conversation.

Are You Afraid of the Truth?

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“It’s a fact: People don’t like hearing contradictory or negative information.” —Author Mark Murphy, Truth at Work: The Science of Delivering Tough Messages

 

 

 

Whether you are a leader or employee, it’s critical you learn how to hear and deliver the truth.

If you are like many leaders, your failure to talk straight comes from wanting to be liked more than respected. You tend to gloss over issues out of fear of hurting someone’s feelings, but it’s at everyone else’s expense. The truth is, failure to talk straight will actually cause people to dislike you and distrust you.

The additional challenge is sticking to the facts when your work culture doesn’t support it and wants you to remain silent. However, silence is costly: it can lead to low employee morale, productivity delays, working on bad ideas and customers leaving. It can also cause you to lose your job or derail your career.

Financially successful companies have learned how to tell the truth appropriately. How can you?

How to Stick with the Facts

Deliver Bad News Respectfully. Many leaders only want to hear what they want to hear. Because no one will tell them the truth, they are surprised when competitors overtake them and clients leave. When the work culture is focused on “going along to get along,” it needs to shift so managers learn the importance of how to listen and hear the facts. Otherwise, they will be blindsided.

How to do it:

  • -Don’t shoot the messenger—make it easy for others to tell you what is happening.
  • -Share bad news by first saying, “I’m pretty sure you’re not going to like what I’m about to say.”
  • -Factually fine-tune your message so that the truth is meaningful for your boss (for example, some executives will listen if you talk about the financial loss of a customer, but not if you discuss low employee morale — even though this leads to expensive turnover).

Overcome Fears. Bosses do not like to hear contradictory or negative information. However, safety, health and well-being issues need to be handled regardless of how others feel about operating in a safe manner. Employment and financial problems need to be addressed head on with real information. The courts, Department of Labor and other governmental agencies do not care about the company’s aversion to the truth or the fact that you may have been lucky up to this point.

How to do it:

  • -Get real and stick to the facts, even when some co-workers (and bosses) make it difficult.
  • -Conduct audits on policies, practices and tools used to ensure your company is in compliance and update them.
  • -Address up front the importance of new operating procedures using various communication channels (for example, intra-communications, online and group training, and FAQ boards).

Train for Straight Talk. Many employees and bosses don’t know how to talk straight with one another due to lack of training or a culture that focuses too much on harmony. These poor communication skills often result in miscommunication, lack of clear directives and engaging in poor ethical practices at every level of your organization.

How to do it:

  • -Design learning modules that include face-to-face interaction exercises.
  • -Include all levels of the company in all training programs.
  • -Learn the difference between facts and feelings, opinions and thoughts.

Take Responsibility. Telling the truth when fixing broken systems or handling sensitive employee issues can be challenging. It’s one of the top reasons executives and leaders fail in implementing solutions. This can be due to sacred cows, higher-ups not wanting to rock the boat, employees fearing changes in work responsibilities or reliance on solutions that are not viable.

How to do it:

  • -State the facts and review them with your business advisor, CPA or attorney.
  • -Document facts and the costs/benefits of potential solutions.
  • -Share this information with your boss or board and keep talking until it is resolved.While people are afraid of the truth, you can help them learn to have straight conversations and lead by example.

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to sharing your successes. Remember, no one will do it for you. The truth is, bragging in a business-savvy manner will help you close sales, receive promotions and increase your paycheck. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience training leaders to tell the truth and creating strategic solutions for unprecedented results. Check out her website , or contact Jeannette for a free confidential conversation.

Is Your Company Ready for the Future?

Develop Leaders4

The old mindset of how to identify a new leader has changed. Due to technology advancements, geographical influences, and financial and people demands, there is a need for a new type of leader. Many companies are having a difficult time finding and developing the right ones.

How do you identify the future leadership for your company? How do you develop them?

First, Identify and Qualify Them

Competence. Are they results producers? Where is the gap in the skills they currently have and what is required? Do they have the people savvy to talk and work with anyone, anywhere, at any time?

Qualified Assessments. Use them. Start now. They help uncover what you don’t know about a person—the kind of information that can come back to haunt you. Due to their incredible accuracy, qualified assessments are invaluable in helping guide the development of future leaders in your company.

Oust Biases. Identify your own biases and set them aside. This practice is the only way you will identify future leaders in a new business era.

A business owner was having a hard time hiring the right person to take over running his company. He had failed several times. His bias was to hire people he liked who had the right title and came with the right connections. If they had a one-time winning experience, that helped too. Unfortunately, using these biases as criteria for a leader does not translate into actually being able to effectively run and build a financially successful company!

Don’t Promote Too Soon. This is a company’s biggest hidden expense. When managers promote someone who is not ready, lacks the resilience to handle challenges or conflicts, or does not have the interest in developing the skills to be a leader (regardless of what they tell you), they leave. Often, they take training skills and materials, clients and key contact lists, proprietary information and key employees with them when they go. Use incremental titles to help keep Millennials who are impatient to get ahead.

Second, Develop Them

Recognize Lone Rangers. Many leaders refuse to take advice. These DIYers will take the company and management team down with them rather than ask for help. Provide them board and management team training designed to teach them how to work with and through others, manage conflicting opinions and execute changes. If they are unwilling to participate, look now for a different future leader.

Preparation. Assign them team projects and have them participate in trade association events and boards. Include them in high-level discussions and ask their opinions. This will help them understand there is more to leadership than having a title. They will either relish the opportunities or dread them. Do not overlook their readiness to assume the next leadership role.

The Right Coaching. The laser-like ability to develop talent is a critical skill many current leaders, executives and business owners do not have. Provide key employees with an internal mentor and an external coach to help groom them as future leaders. Help establish attainable goals for each quarterly coaching program and check in to ensure they are on the right track.

Delegate Projects. Provide written expected outcomes, a budget and team members for the projects you delegate. Check on progress weekly and ensure situations, people and outcomes are not being overlooked. Remember, success is a process of working through issues, not an event where results magically occur.

What If Internal Candidates Are Not Ready?

There may come a time when you need to bring in someone from the outside to get the company on track and build future internal leaders. The problem is where to look. One option is finding a current executive, but they are often happy in their current job and must be promised job security to move. Another option is a consultant, but they are often overlooked because they have gray hair. Other factors could be candidate biases or that they are only willing to work part-time. Ask your network for introductions. Ensure the new leader is able to develop a successful succession plan, work past family business or existing succession plan biases, and navigate internal company politics. Don’t forget to negotiate a win-win exit plan for them when the internal candidates are ready.

©Jeannette Seibly, 2017

What are you waiting for? We’re on day three of the next quarter! The question is, are you in action to accomplish your 2017 goals? If not, why not? If you are stuck, contact Jeannette Seibly. She will provide you the insight required for you to move forward powerfully!

There is an art to bragging. Learn how to share your successes and teach your team to do the same in a business-savvy manner that will inspire others, build credibility and close the sale! Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience coaching leaders and future leaders for unprecedented results. Check out her website , or contact Jeannette for a free confidential conversation. Need a presenter who engages your audience? Remember to get your copy of her 5th and newest book, It’s Time to Brag! Business Edition.

Do You Want Positive Results? Delegate!

delegate2Truly successful leaders have learned how to get issues addressed and job activities they detest done with minimal stress. They are great at working with and through others to achieve positive results through delegation. They know (sometimes having learned the hard way) failure to delegate will sabotage the successful growth of their company, ability to hire and retain great employees, and profitability.

Delegate the Right Way!

Select the Right Person. Delegating to employees that have the interest, skills and business acumen can create great working relationships. Give the task or project to the best qualified person, without basing the decision solely on longevity, job titles and non-critical factors. Make sure they have the resources needed. They will amaze you with the results they produce!

Create a Culture of Learning. When new opportunities present themselves, consider delegating them to your employees so they can learn new skills and broaden business awareness. In turn, this will improve job satisfaction and overall results. Don’t forget to make sure their current job responsibilities are getting done too!

Mentoring and Coaching. Create a positive work environment, where employees feel comfortable asking for help. Encourage cross-training and participation in group projects to develop each of your employees. These processes can boost their morale, build their confidence to try new things, and generate profitable ideas. Remember, to listen to their ideas with an open mind.

Delegating will promote positive and profitable results.

©Jeannette Seibly, 2017

What are you waiting for? In 3 days, Q1 will come to an end! The good news is there is still time to get started and enjoy a successful 2017. The bad news is continuing to wait will not bode well. Take action, now! Contact Jeannette Seibly. She will provide you the insight required for you to move forward powerfully!

There is an art to bragging. Learn how to share your successes and teach your team to do the same in a business savvy manner that will inspire others, build credibility and close the sale! Get your copy of, It’s Time to Brag! Business Edition

Jeannette Seibly has been a business advisor and executive coach for 24 years; along the way she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience coaching leaders for unprecedented results. Check out her website , or contact Jeannette for a free, confidential conversation. Remember to get your copy of her 5th and newest book, It’s Time to Brag! Business Edition.