How to Put Others at Ease During Conversations

microaggression.bizsavvycoach.3As leaders, it’s important to learn how to put others at ease during conversations. Mastering this skill opens up a world of possibilities! With conversations, you will learn about potential project flaws, how to motivate team members, and how to improve your influence with bosses and clients. And, these are only a few of the benefits!

Are you someone who:

  • -Can comfortably talk with all types of people: team members, boards, executives, and influencers?
  • -Marvels at others’ ease when conversing with anyone, anywhere, and at any time?
  • -Enjoys talking with others and have a desire to listen and learn?

Developing excellent conversation skills will make you a better communicator. If you’re willing to do the work, you can learn how to interact, motivate, and influence others with ease as a leader.

9 Tips to Fine-Tune Your Conversation Skills

  1. Be Present. Set aside all distractions before starting any conversation. When talking or listening, keep your focus on the other person. Think of them as a VIP, regardless of their title or position in the company. Whenever possible, move from behind your desk and sit in a chair close-by. When working remotely, keep your eyes on the screen. Start to notice how present you are or are not during conversations.
  2. Unleash Your Natural Curiosity. This is important when interacting with others. Instead of taking a righteous position, keep your mind open to hearing what others have to say, and create new solutions together.
  3. Allow Others to Communicate in Their Own Way. Expecting others to communicate with you in a particular way can be off-putting. You will miss out on hearing important information. Instead, allow them to communicate in a way that works for them. (To quickly understand their communication style, use the PXT Select.) Develop a thicker skin if you are easily offended. Learn how to ask questions to elicit the best from others instead of debating their POV.
  4. Have Compassion for Others’ Challenges. Be open to listening, and, when asked, provide appropriate advice. Do this without blaming them (or others) for the situation. Stay objective while being understanding of the situation. This is not a time for jokes or other humor. Be responsible for ensuring any excuses shared don’t derail a project, client relationship, or team effectiveness.
  5. Keep Your Calendar and Office Decluttered. You might ask why this matters during a conversation? It matters because a clean office is more inviting. Others feel more comfortable and are more open in what they have to say. If working remotely, remove wall art that could be offensive. Always minimize distractions. Otherwise, these can be become deterrents to having conversations and learning what you need to know in any situation.
  6. Pronounce Their Names Correctly and Use Their Preferred Names. Avoid using shortened versions (e.g., Jenny for Jennifer, etc.) or labeling others (e.g., superwoman, strong man, etc.). If you don’t remember the person’s name or don’t know how to pronounce it, ASK! “I’m not clear how to pronounce your name.” OR “I’ve met so many people recently. Can you remind me of your name?” Then, repeat the person’s name to their satisfaction.
  7. Ask Questions Without Sounding Like a Reporter. A good conversation puts others at ease. Learn how to have a conversation without first deep-diving into the who, what, when, where, and why. That’s what a reporter does. If you uncover a problem, be responsible for setting up the conversation before deep diving into it. “I’m hearing a potential issue in this conversation and need to clarify what I’m hearing. Is that OK?”
  8. Share Your Own Experiences. Team members want to know they are not alone in their challenges. When you share your experiences, start with the point of your story and end with the point to re-emphasize it. Remember, keep it short (about 1 minute) and stay focused on the topic. Most importantly, honor confidentiality.
  9. Keep an Open Mind. Stay focused on the topic at hand by taking a positive and healthy interest in their POV. Listen and respond to questions using straight talk. This encourages team members to stay at ease during any conversation. It’s how you discover what you need to hear, not what you want to hear.

©Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel in business and beyond. Find out how effective you are as a communicator with all types of people. Contact Jeannette for a confidential conversation. Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.

If you are underemployed or unemployed, it’s time to learn how to sell yourself and get that job, promotion, and/or pay raise! http://CareerBragging.com

Do you want to increase your business? Learn how with Be a Fabulous Podcast Guest (and get invited back!)http://SeibCo.com/workbooks/

 

There IS a Better Way to Improve Meetings

Delivering Bad NewsLeaders and team members want to be productive. Engaging team members during meetings create shorter discussions and better decisions. Productivity will naturally increase!

Ironically, the #1 challenge leaders face is engaging team members and keeping meetings productive. And as we all know, today there is the additional challenge of conducting remote meetings.

Consider, There Is a Better Way

Stop Focusing on PowerPoint presentations. Recently, Jeff Bezos banned PowerPoint at Amazon. They found meetings are now shorter and smarter…while costing nothing to implement! (Inc. 2020)

The presenter provides a written, readable, and stand-alone hard-copy document (1 to 3 pages). This requires the presenter to think through and communicate with greater precision.

Team members read, together and in silence, at the beginning of each meeting. This encourages leaders and team members to get on the same page faster and engage in more meaningful conversations.

By replacing PowerPoint with briefing documents, Bezos effectively increased company-wide management productivity by at least 25 percent.

But Wait! Before You Implement!

Understand Reading Levels

Before you jump in and hope to achieve the same dramatic results, remember people read and comprehend at different rates of speed.

According to a study of literacy rates by Wylie Communications, 34% of Americans read between a 4th– and 5th-grade level. 37% read between a 6th– and 8th-grade level. Savvy presenters focus on communicating at the lower grade levels. Yet, writing at a 4th-grade level can be difficult. That requires eliminating “big words” and “jargon” while simplifying numeric data and charts.

Also, leaders must manage the discussion process since team members can become difficult when others read too slow, ask too many questions, or misinterpret the data.

Develop Clear Communication Strategies

Communicating information on point and in simple terms requires practice. When writing, focus on your audience, include simple graphs and other documented data.

Use a readability indicator (Google for sites) to keep your ideas simple and on point. Some sites provide the grade level for the document. (The readability indicator for this article is 8th grade.) Keep in mind, your audience’s reading level will be lower than you think. (Center for Plain Language)

You may believe distributing information before the meeting can be helpful. It’s not. Team members can’t or won’t take the time to read it…and will fail to remember content and/or pretend to understand the data. This can further disengage the team.

Manage the #1 Saboteur

The problem of multi-tasking is still a major deterrent for productive meetings. It’s why some companies ban electronics during meetings!

Yet, the distractions of working remotely and poorly managed meetings continue to make it difficult to keep leaders and team members focused.

To keep people’s attention during my workshops, I use worksheets with key points listed and provide blank spaces to fill in data. This approach provides a structure for note-taking. It allows team members to absorb more information while keeping them engaged and focused on the topic. While some may resent this approach, it’s usually because they don’t want to stay present during the conversation.

Provide Training to Improve Communication Skills

Due to greater reliance on video conferencing, online chats, and phone calls, leaders and team members must step up and improve their communication skills.

Tips:

  • Listen with the intention of learning and ask questions to clarify. Non-verbal communication includes physical and auditory cues. Since 80% of communication is non-verbal, if you don’t develop the skills you will find it difficult to truly discern what they mean.
  • When speaking, start with the point you want to make.
  • Keep your ideas on-point and brief since attention spans are short. Avoid talking just to talk.
  • Use simple and easy to understand explanations and graphs.
  • Ensure everyone is being responsible for staying present during all conversations.
  • It’s important you and your team participate in various training opportunities to improve speaking, listening, and debate skills!

©Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel in business and beyond. This includes conducting engaging and productive meetings! Contact Jeannette for a confidential conversation. Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.

Is your career at a stand-still? It’s time to learn how to sell yourself and get that job, promotion and/or pay raise! http://CareerBragging.com

Do you want to Be a Fabulous Podcast Guest (and get invited back!)? Learn how: http://SeibCo.com/workbooks/

Do You Know How to Develop Good Judgment?

Good Judgment.BizSavvyCoach.2Successful leaders know how to use good judgment to make good decisions. They know if they make a poor judgment it will impact the company, team, and customers. And, they know there may not be a second chance to correct it.

A business leader was part of a national news segment recently. He told the reporter that the pandemic was a hoax and like having the flu. “You’re sick for a couple of days and then back to work.” He was not wearing a mask, even though the area recommended one. His employer and customers were appalled by his lack of sensitivity and poor judgment in answering the reporter’s questions.

How to Develop Good Judgment

Expand Experience and Knowledge. Stay current and deep dive into issues that impact your business. Do not skim online articles for answers. Good conclusions require exercising good critical thinking and emotional intelligence skills when reviewing information.

Use Intuition and Gut Feelings as Guides, Not Answers. Relying solely on intuition and gut feelings for your answers will cause poor and inconsistent decisions. Use these feelings as part of the decision-making process. Remember, emotions are often triggered by past experiences and biases, which can get in the way of using good judgment.

A group of team members became upset with their leader when a team member left. They demanded to know why, but the leader was unable to share the reason due to HIPAA. The leader asked the team members to consider why a team member would leave during a big and financially rewarding project. The team moved past their emotional reactions and reached out to the team member for answers. The leader used good judgment and maintained confidentiality during an emotionally charged and tough conversation.

Value Integrity. Doing the right things the right way sounds easy until you must make a difficult or unpopular decision. Often, there is not a clear road map. The litmus test for good judgment is determined by the impact it has on others.  If it’s a good decision, no one continues talking about it. If it’s a bad decision, the upset will be expressed for a very long time.

Elicit Their POVs. Are you hearing what others need to say? Team members often shy away from telling you what you need to hear. Be open and take the time to elicit their POVs. Yes, it requires more time. But, dotting the I’s and crossing the T’s now will save you time, money, and customers in the long run.

Believe in Choice. You always have a choice, whether it appears that way or not. Knowing you have a choice will open up alternatives. Explore them with your executive coach. Remember, wisdom is developed from taking risks, making mistakes, and correcting them.

Set Aside Ego. There was a wise CFO I worked with years ago. Even though he believed he had the answers to different issues, he would set aside his ego. He asked a variety of people for their input and listened! It altered some of his beliefs by identifying his biases and incorrect assumptions. What are you doing to set aside your ego? What are you doing to make sure you’re asking for and listening to others’ opinions?

Develop a True Strategy. Rubber-stamping current issues with past solutions doesn’t save time and money. Before any crisis, past solutions often create poor results since no two situations are identical. True strategy is thinking outside the box by brainstorming and considering the impact on others, today and tomorrow.

©Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel in business and beyond. This #newnormal has created new challenges that can impact your judgments. Are you ready?  Contact Jeannette for a confidential conversation. Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.

5 Ways to Boost Your Career as a Remote Leader

Sales.business.time.focus.get real

Typically, leaders have boosted their careers by having frequent 1:1 time with their bosses.

In this new world of work, 1:1 time is disappearing since you are now a remote leader. The new challenge is taking responsibly and committed actions to create 1:1 time with your boss or miss out on career opportunities and promotions. Remember, your actions will always speak louder than your words!

5 Tips for Boosting Your Career and Paycheck

Take Initiative. Pick up the phone, send an email or text. Say and ask, “Just checking in. What do you need from me today?” Communicate in a method your boss prefers and is most likely to check. Also, provide updates on special projects or notify him/her of any unusual challenges. If there is a project or situation that needs his/her attention, request a voice-to-voice or video conferencing meeting asap. Come to the meeting with the facts and more importantly, potential solutions.

Brag. Bosses and clients seldom know all that you’ve done to meet quality requirements and deadlines. So, use metrics to let them know in a biz-savvy manner of your accomplishments.

Follow-Up and Follow-Through. Working from home does not mean you are on vacation! Set up work hours that reflect the company’s and client’s needs. Be sure to set up your home workspace and environment to reduce distractions and interruptions.

Develop Good Relationships. Working with and through team members as a remote leader requires new skills. Develop your people and project management skills by working with an executive coach. This will avoid costly trial-and-errors.

Remember, it’s a new normal.

  • Plan on extra time to resolve the usual challenges.
  • Take responsibility for clearly communicating and guiding others through confusion.
  • Make a commitment and follow-through to ensure everyone is on the same page.

Be a Solution Provider. Today there are many new challenges. Don’t be afraid to recommend new ideas. First, listen to team members’ feedback. Then, share with your boss before implementing the new ideas. During video conferencing, listen and don’t multi-task. If you do, you’ll risk missing out on valuable information. When there are issues, research to uncover the true problem. Focus on the work, procedures, and systems, not on team members’ personalities.

© Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel in their careers. The new world of work is here. What are you doing to excel?  Contact Jeannette for a confidential conversation. Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.

Developing Your Salespeople is the Mark of a Good Leader

Smarter.Not HarderSuccessful leaders know one of the toughest jobs today is developing their salespeople.

It starts with your expectations and your ability to hold them accountable. Sometimes it will feel like herding cats! Yet, strong profitable sales are a result of your salespeople following the systems, knowing the product details, and mastering successful sales habits.

8 Tips to Develop and Improve Salespeople’s Results

It starts with the right hire! Hiring and promoting the right salespeople sends a strong message to employees, clients (current and future), vendors, and investors. Remember, use scientifically validated job fit assessments to determine a salesperson’s true ability to prospect, build relationships, and close sales.

Did you know…?

  • -Promoting the wrong person is very costly. Many times, when you promote the top salesperson into a management role, s/he will fail. The skills and personality traits that make them #1 in sales are not the same skills and personality traits required to be a great manager.
  • -Many job seekers can sell themselves by looking the part and saying the right things. But are unable to sell your products and services. Make sure to go deeper to discover how willing and able they are to work straight commission or base plus commission.

Create a Workplace Culture that Values Sales Success. Invest in training for each and every salesperson! This starts on Day 1 in a well-designed onboarding program! Remember to remind everyone of best sales practices during daily stand-up meetings via video conferencing. Hold everyone accountable to dress up and show up on time and be ready to go sell. Host weekly, monthly, quarterly, and annual sales summits to improve knowledge of systems, products, and industry changes. And, make sure you include fun!

Provide Relentless Coaching. Remember, the goal is to close sales. But there are other activities that must happen first. Hire the right sales coach to provide you and your team coaching and training for developing good sales practices. Eliminate the heavy emphasis on finding and closing the BIG ONE. This mindset hinders developing solid sales activities, habits, and skills. In the long run, the right skills and practices will build a profitable and financially solid bottom line.

Create the Right Winning Mindset. Everyone has slumps and bad days. A successful leader will make sure to acknowledge personal and team achievements and share challenges the team has overcome. These are great learning opportunities and help everyone to keep moving forward. Creating winning mindsets includes encouraging everyone to work with and through team members to create new ideas.

Don’t Ignore Poor Sales Performance. Good leaders don’t wait for poor sales performance to turn around. Instead, review the coaching report from the job fit assessment for salespeople. This will bring clarity to the issue. Focus on only one issue at a time or you will overwhelm the salesperson. Together create a performance improvement plan. For best results, focus on the salesperson’s strengths. You cannot manage their weaknesses and expect successful sales results!

Motivate with Recognition and Rewards. While great pay and perks are important, they are not everything. Create a strong recognition and rewards program with immediate acknowledgment. Be sure you are rewarding the right behaviors and profitable results. Keep in mind, top performers enjoy financial rewards, regular performance feedback, and autonomy. So, look for non-monetary ways to reward great results.

Create Meaningful Metrics. First, prospecting is a process (e.g., cold calls, emails, networking, etc.). This requires follow-up and follow-through every day. These all-important skills separate successful salespeople from wanna-be successful salespeople. Second, track who, what, when, where, and why along with how to best stay in contact with prospective and current buyers. Remember, companies buy from salespeople that have their best interests at heart.

Brags. Learn how to brag in a biz-savvy manner. Using brags in introductions and to stay self-motivated is important. Too often salespeople do a poor job of enticing people to talk with them. Remember, networking meetings are a great way to generate interest, not sell products. Selling products and services usually requires at least one meaningful conversation. And, that doesn’t usually happen at a networking event.

©Jeannette Seibly, 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel.  Contact Jeannette for a confidential conversation to strategically develop a coaching and hiring program for exceptional and profitable sales results. Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.

Do You Want to be Heard? Keep Your Commitments!

Commitment.BizSavvyCoachWe’ve all had the experience of leaders, bosses, employees, vendors, clients, and co-workers telling us of their commits to the team, company, and/or project. Yet, their actions tell a different story. These actions tell the truth about a person’s true commitment.

Have you ever worked with someone who promised to deliver a service or product by a certain time and date, and failed to do so? And, to make matters worse, instead of apologizing they keep saying, “I forgot.” OR “It’s not my fault.” OR “I don’t remember it.”

These types of replies and attitudes send out a distinct message: You don’t value the relationship.

Before you deny others’ reactions, answer this question: If I promised you a million dollars to be at a certain place by a certain time, would you be there on time? Most would say, “Absolutely yes!” That’s commitment!

While the conversation about commitment can bring up a lot of excuses, successful leaders understand that their actions speak louder than their words. Their actions reflect their true commitments to people and teams.

As leaders, remember that while the commitment you make may not seem that important to you, it is very important to others and will be long remembered.

How to Put Your Commitments into Focused Actions

Be Present during Conversations. Memories can be faulty, particularly in conversations where you are attempting to multi-task. So, pay attention to what you are promising. When you make a commitment, write it down. Listen and check back with the person to clarify what they heard to ensure you’re both on the same page. Again: Write. It. Down.

Keep Great People in Your Business (and Life).  It’s easier and less expensive to keep great employees and clients than look for new ones. This starts with straight talk. Take Responsibility. Nothing is worse than someone failing to take responsibility for what they committed to do. Don’t rely on your memory. When you make a commitment to offer a lower price or promise delivery by a certain date, fulfill that promise. If it is impossible, then, call before the deadline to let them know.

Develop a Higher Level of Integrity. Doing what you say by when you say is critical for every leader, even more so today. Many leaders spend more time justifying their lack of actions and poor results than honoring their commitments. Set aside your ego and hire an executive coach to help you achieve the intended results of your commitments. This level of integrity speakers louder than any words you can say!

Take the High Road When There is Failure. There will always be times when you cannot fulfill your commitments. Have a straight conversation with the person or team involved and don’t wait until the last minute to do so. Apologize. Complete the conversation by reviewing what worked and what didn’t work and end with acknowledging each other. Now, make a new commitment. This is a great opportunity for everyone to end on a positive note because you never know when you may need to work with each other in the future. (CAUTION! If this is something you need to do more than once in a while, work with an executive coach to determine how to transform your role in it. Or, you will sideline your career.)

View a Hand Shake or Verbal Agreement the Same as a Signed Contract. Many companies still do business by a hand shake and honor their verbal commitments. If an agreement is complex or long term, have an attorney draft a contract for both parties to review and sign. Or, put an agreement in outline format for everyone to review and agree to. Be sure all parties sign. Now, it’s time to honor the commitment!

©Jeannette Seibly, 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel at leading by example and building trust. The new world of work has started. Are you ready?  Contact Jeannette to improve your strategic hiring, coaching, training, and managing processes.  Don’t forget to listen to her podcasts on Anchor.FM or YouTube.com.

Make a commitment to yourself and your team to be the best leader you can be. Now, fulfill that commitment by learning about your management style and how to improve your skills! Your team will thank you! Contact Jeannette about the CheckPoint 360oassessment.

How Do Leaders Get Out of the Way for Change?

Finger about to press a change button. Concept of change management or changing life

Finger about to press a change button. Concept of change management or changing life

Change is occurring everywhere today due to the pandemic, protests, and economic failures.

Many team members that have been silent are now standing up and speaking up. This can be intimidating for even the strongest of leaders because change can be difficult whether or not you believe in it.

You can view change as a phoenix rising out of the success your company has already experienced. Or, you can hide behind the numbers, policies, and “the way it’s always been done,” and hope no one notices.

The truth is, leaders must manage the change or it will manage them.

How Do You Get Out of the Way?

Embrace, Don’t Fear of Change. This is a must and required to be a leader, especially in today’s new world of work. Learn to embrace change and be part of its evolution instead of allowing it to happen by default. Be the leader that guides teams forward by encouraging innovation along the way.

It’s Not Personal. When team members are standing up and speaking up, it’s not about you. It’s about changes they believe are required of the company’s systems, policies, and/or practices. When you set aside your ego, biases and judgments, you will hear what needs to be heard. Then, you can ask questions to brainstorm ideas that build change and create win-win-win outcomes.

Develop Mindful Resilience. We all get triggered by certain words, facial expressions, or gestures. Mindful resilience is when we develop a conscious awareness of our triggers and address our reactions in a positive manner. It’s starts with you, as the leader, taking responsibility for your triggers when they occur so they don’t get in the way. Remember, clarity of what triggered your reactions is required before you can create win-win-win outcomes. Work with your executive coach or therapist to guide you through these triggered reactions that can get in the way of leading and managing change.

Get Over the Need to be Well-Liked When Making Decisions. It hurts your credibility. Many leaders are afraid to upset others and it is reflected in their decisions. However, change requires fearless leadership to make the tough decisions and manage worthwhile change. Work with your executive coach as a trusted sounding board and focus on understanding the impact your decisions have across the company and with your customers. Include team members in decision-making processes by using facilitated brainstorming sessions. Give them a voice and listen to what they are saying!  You’ll be amazed by their ideas and insights.

Make Your Feedback Positive. Recently a group of people were providing feedback on a project by saying, “I don’t like this or that.” When asked why, they said, “Just because I don’t.” This type of feedback is meaningless and not helpful to a project manager or team. As a leader, discover “why” by asking non-accusatory questions. Otherwise, you and your team will fail to stretch and develop the skills required to make better decisions.

Questions to get the conversation started:

  • Tell me more about why you don’t like this idea.
  • Interesting…could you tell me what you’re hearing or seeing about this idea that has you say “no”?
  • What would make it a “yes”?

Getting out of the way and leading change will make you a better leader. Your career will thank you.

©Jeannette Seibly, 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel at leading by embracing change. The new world of work has started. Are you ready?  Contact Jeannette to improve your strategic hiring, coaching, training, and managing processes.  Don’t forget to listen to her podcasts on Anchor.FM or YouTube.com.

Change can be a difficult process for everyone! As a leader, learn about your style to see how well you have managing it! Contact Jeannette about the CheckPoint 360oassessment.

Mindful Resilience is Required to be a Successful Leader

Mindful Resilience.BizSavvyCoach.5Note: this article is an overview for an upcoming webinar I’m presenting for a financial association. If you’re looking for a presenter, please contact me @ JLSeibly@gmail.com or call me @ 303-917-2993 if urgent.

We are all triggered by certain words, facial expressions, and gestures. As successful, resilient leaders, we don’t have the luxury of hanging onto our upsets.

Mindful resilience is when we develop a conscious awareness of our triggers and address our reactions in a positive manner. It’s starts with you, as the leader, taking responsibility for your triggers when they occur so they don’t get in the way. Remember, clarity of what triggered your reactions is required before you can create win-win-win outcomes.

6 Tips to Create Mindful Resilience

Breathe. Remember, everyone gets triggered. The moment you notice you are triggered, breathe in for 5 counts. Pause. Exhale for 10 counts. Repeat this practice 3 times. Why should you practice breathing? Breathing reduces the fight, flight, or freeze stress response triggered in your brain. Breathing allows you to take responsibility for your reactions (aka triggers) and is critical before attempting to resolve any issue.

Have Come-Down-to-Reality Conversations. Team members can hold onto upsets and use them to justify their poor job performance. That’s why you, as the leader, need to be aware of when these upsets are brewing and take responsibility for resolving them before they turn into a major issue. Remember to use straight talk with compassion during these tough conversations.

Get to the Heart or Core of the Problem. When you as a leader inadvertently diss someone or ignore a festering issue, upsets will be covertly expressed. It’s like a mole hill expanding into a mountain. Remember, you are human and you will make mistakes! So, will everyone else. Instead of allowing your ego to justify your actions, ask and clarify what happened with your team member or team, then, talk it out. If you don’t, the upset will become an irreversible issue that overshadows the core problem.

Be Responsible for Your Communication Style (most people aren’t)! When you use words or terminology that others don’t understand, apologize. Start over by asking questions. It’s very easy to lose people when you present the same information over and over (think, you’re probably bored). Also, when you’re presenting a new idea you’ve been thinking about for a while, remember, it’s the first time they’ve heard it. Keep in mind, people learn at different rates of speed. Be prepared to draw a graph or show them a specific example. Remember, as a leader, it’s your responsibility to slow down and get everyone on the same page.

Learn How to Forgive, Even When You Don’t Believe You Should. As a leader, you will have arrows aimed at you when team members feel frustrated or upset. But you don’t have the luxury of hanging onto these insults without them impacting your mindset and success as a leader. Forgive those that gossip, criticize, or blame you. While this is easier said than done, remember, forgiveness is for you. Remember, you don’t to say, “I forgive you” to the offender to forgive them. If you do, it may make it worse.

Hire the Right Coach to Become Successful. Mindful resilience requires you to expand your POV. When a sticky situation or political relationship is not going well, talk immediately with your executive coach. Listen and learn. You can make things worse and sideline your career if you attempt to do it on your own.

©Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel at working through difficult situations and political relationships. Contact Jeannette to improve your strategic hiring, coaching, training, and managing processes.  Don’t forget to listen to her podcasts on Anchor.FM or YouTube.com.

Do you want to improve managing your leaders to get results? Contact Jeannette about the CheckPoint 360oassessment.

The Initial Crisis Is Over…Now, How Do You Energize Your Team?

Leaders.Crisis.Team.BizSavvyCoach.5While the crisis initially energized many teams, now, they find themselves plateauing.

Many of you as leaders may not see or feel the difference because you’ve already moved on to other ideas and opportunities that energize you. And, you may have overlooked the needs of your team!

Many team members are not Type A’s like many leaders are! As a result, they need your help as their leader to be productive after the initial hype of any crisis. Regardless of your leadership style, how you handle going forward will determine if your team is engaged and energized!

5 Tips to Engage and Energize Your Team

Listen as Though They Matter. Develop the habit of recognizing where your listening skills need improvement. When you listen with intent, you will hear what your team is saying and notice the all-important non-verbal cues! Listen and ask the right questions. Now, you can be a catalyst to keep the team engaged and energized.

Your Actions Are Louder than Your Words. Non-verbal communication accounts for 80% of what people hear! With the initial crisis over, you cannot hide out during virtual meetings! When you slouch, yawn, or play with your phone, you’re indicating you are not listening and bored. This can be upsetting and demoralizing to team members. Instead, turn off electronics and other distractions. Nod, smile, and look directly into the camera when listening and speaking. This will let you team know you are engaged and expect the same from them.

Influencing Others Is More Engaging. When making decisions, instead of relying on the power of your job title and other factors, learn how to influence others. If you’re committed to engaging team members, you will provide them the opportunity to be part of the decision-making process. This requires training your team members (e.g., listening, critical thinking, brainstorming, etc.) and addressing real-life issues. While this process builds stronger, more engaged teams, remember, the final decision is yours.

Include 1:1 Meetings…They Are Also Important. Talking and providing feedback with individual team members builds trust. It also builds a stronger collective team. 1:1 meetings provide a great opportunity to learn what each and every person needs to be successful. After all, that’s what successful leadership is about…helping teams and individuals succeed!

It’s OK to Admit to a Bad Day. Self-awareness is the mark of a healthy leader and healthy team members. During this crisis (and future ones), being aware of your triggers and upsets are an important part of being an effective leader. Share your upsets appropriately by taking responsibility and communicating your actions to mitigate them. Don’t fall into the common trap of blaming others, the situation, or your boss, customer, or board. Remember, your team will listen and learn from you if you’re being authentic about the challenges you are facing.

©Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel at leading by example and building trust. The new world of work has started. Are you ready?  Contact Jeannette to improve your strategic hiring, coaching, training, and managing processes.  Don’t forget to listen to her podcasts on Anchor.FM or YouTube.com.

Remote Leadership is the New Normal, So Get Good At It!

Remote Leadership.BizSavvyCoach.6

Business today is not business as usual. It’s why we call it a “new normal.”

While many of us have experienced “new normal’s” during our careers, we have found each one to bring new challenges to the workplace.

The question is, are you ready to be an effective leader in today’s new normal?

The answer is good news because current and future leaders can step up and learn to effectively manage in any situation. The bad news is it’s easy to overlook developing key skills thinking they don’t matter.

For example, many of you have already experienced the challenges of being a remote leader. Skills like listening. You are learning the hard way that listening is the foundation required to build trust and achieve intended results. I’ve addressed these skills and more in two articles this year, Are You Ready to Excel as a Leader? Now is the Time! and  Knowing How to Lead Virtual Team Members Is a Required Skill

This article addresses those commonly overlooked skills that remote leaders must also address to become effective during any new normal.

5 Often Overlooked Leadership Skills

Be More Proactive and Less Reactive. For example, many businesses had been considering allowing employees to work remotely prior to this pandemic. But, they pushed it off thinking it would take too much time and too many resources. Yet, within a week of “Stay at Home” orders, these same companies were able to have millions of employees working from home! What ideas, programs, and plans have you been sitting on thinking now is not the time? Now is the time to either move them forward or find a shredder. Don’t be afraid to brainstorm new ideas with your team!

Manage for Results. Before this latest crisis, only 10% of teams actually executed their plans! Today we don’t have that luxury. To improve your results, expect success and work with your team to achieve them! Do you know the #1 skill to develop? It’s how to listen.  That means no multi-tasking while you pretend to listen. (Yes, I know I’m a parrot about listening! I find it amazing the results achieved when you do!) When you listen intently, you will hear ideas and nuances that you previously missed. Ask questions to deep dive. This #1 skill will facilitate 1:1 and team effectiveness and results!

Choose Who Should Work from Home. Be aware and sensitive to the fact that not everyone can work from home productively for a variety of reasons. Create new options for remote team members to work in safe and healthy environments. It’s up to you to ensure they have the tools and resources needed. Schedule 1:1 meetings to ask, listen, and ensure your team members have what they need to be productive.

Build Resilience, Responsibility, and Resourcefulness. It’s important to develop a team that pushes the edges, takes initiative, and creates positive differences.  Mistakes will be made by you and your team; use these as learning opportunities. Provide podcasts, online webinars, and other opportunities to develop new skills for both you and your team! An added idea: Focus on one new skill per week by facilitating a short discussion (or have a team member do so). This process builds team comradery and ensures they are using their new skills. Skills include, listening to one another, appreciating the diversity of people, using critical thinking, and executing a plan, to name a few.

Be Coachable. Yes, during fast economic growth, we often overlook this essential skill believing we don’t have the time to talk with a coach. Yet, successful leaders have coaches regardless of the economic highs or lows! The bottom line is, you don’t have the time for trial and error for this new normal!  That’s one of many things a coach will help you with. Also, remember your team members will only forgive you for your blunders once or twice before circulating their resumes! So hire the right coach today!

©Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to achieve unprecedented results remotely!  Are you ready?  Contact Jeannette  Don’t forget to listen to her podcasts on Anchor.FM or YouTube.com.