The Know-It-Alls

“Your attitude not your aptitude will determine your altitude.” —Zig Ziglar

Did you accidentally hire a Know-It-All? How did it happen? The answer: They had all the right answers and you failed to dig deeper into how they achieved them. They possessed the technical skills you really desired and their references agreed, but gave superficial responses to questions about their ability to work well with others.

The Know-It-Alls do not usually work well with others. They tell you the current results are good enough and spend more time complaining about problems than fixing them. They criticize new and innovative solutions from others, relying on their way of getting things done.

Although Know-It-Alls may have the right skills for the position, they are a poor fit with jobs requiring critical people and project management responsibilities, in other words working with and through other people to achieve intended results on time and within budget. Since many Know-It-Alls are unwilling to be coached and are in denial of their limitations, you must provide them with projects that allow them to work on their own.

Require that they meet with you periodically to assess their progress. Don’t be afraid as their boss to ask good business questions and expect the right answers delivered in a respectful manner. If they show a negative attitude, or disregard or dismiss your concerns, provide them with a “come down to reality” conversation: Remind them it doesn’t matter where you work or who you work for, you must listen to others and realize that 99 percent of the world’s information resides in others’ heads.

©Jeannette L. Seibly, 2013

 

Jeannette Seibly delivers straight talk with immediate results to business owners and executives of $1MM to $30MM enterprises, achieving dynamic results. Along the way, she helped create three millionaires. You may contact her at JLSeibly@SeibCo.com to discuss your coaching challenges.

 

Moving Top Performers

Did you know promoting or transferring top performers into the wrong job can be the greatest hidden expense for many companies? Other high-cost risks include relocating employees geographically or offering them the opportunity to become a business partner. What seems like a great opportunity can become one of your greatest challenges.  And yet most companies don’t take the time to incorporate objective information into their decision-making process and are surprised when the outcomes are not win-win. They fail to understand how moving top performers can negatively impact results.  

What happened? Usually the boss was focused on rewarding a top performer or employees threatened to leave if they weren’t given what they wanted.  During pre-move conversations, employees may conceptually understand their new role, but the reality can very different. Many employees rely upon their initial excitement and fail to ask enough good business questions before accepting the new assignment, and therefore don’t know what is required to succeed. After they are on the job, some may not wish to work that hard to develop the new skills required of the position (despite what they tell you), or they may lack the qualifications or “job fit” to achieve the required results.  Believe it or not, some employees find themselves being offered new jobs because they said the right thing to the right person at the right time!

What’s missing? A clear directive and navigational guide on how to do it that works for them. Instead, employees are determined to do things their own way. Then, when things don’t work out, these once stellar performers feel forced to leave rather than return to their old jobs. Their egos prevent them from taking a reduction in status, perks, and compensation, or there are no other options available since the previous position was filled or is no longer needed. So they end up leaving with all the training, proprietary information, and on-the-job knowledge you provided them – many times taking other employees with them!  Some pursue costly litigation. Meanwhile, your clients and remaining employees are concerned about how this impacts them.

As part of the decision-making process, use a qualified assessment to objectively clarify a person’s strengths and weaknesses. Contrary to some opinions, you can’t build a successful career focused on weaknesses. Don’t fall into the trap of believing you can fix and change the person to fit into the new job responsibilities —nobody works that hard. Put together a 180-day plan to keep newly promoted employees focused on critical areas for client interactions, critical goals, people and project management, and self-development while providing training to enhance these skills. Hire them a coach from outside the company— it’s a requirement to develop these superstars faster and more effectively. All of these steps can also prevent these top performers from leaving when inevitable challenges occur and no one knows how to manage them.

©Jeannette L. Seibly, 2013

Jeannette Seibly delivers straight talk with immediate results to business owners and executives of $1MM to $30MM enterprises, achieving dynamic results. Along the way, she helped create three millionaires. You may contact her at JLSeibly@SeibCo.com to discuss your coaching challenges.

Upward Mobility Requires Coachability

Do you wish to advance in your career? Be an upwardly mobile leader? Make more money? Have more responsibility? The first step is to raise your hand and get the attention of your boss (and his or her boss) by learning how to brag in a business-savvy manner (for suggestions, visit TimeToBrag.com). Asking and communicating your readiness and willingness will help overcome any hesitation on your boss’s part.

Once you’ve been given an opportunity, it’s important you make a full commitment to successfully completing the project, on time and within budget. New assignments require you to operate at a new level (yes, it can seem risky), being resourceful while ensuring the team has the opportunity to bring forth new ideas and daily generating your “game on” with the team when problems arise and excitement wanes. Lone rangers seldom succeed. Being responsible and accountable from start to finish is required for success. Giving up is not an option and will nix future opportunities. Communication and bragging are the keys to keep everyone on the same page (visit TimeToBrag.com for ideas on how to do this).

During this time, your blind spots will become glaringly noticeable to others and can actually derail upward mobility if not addressed. Simply being aware of them will not help you transform these weaknesses into strengths—you cannot build upon weaknesses! Minimizing their impact (and avoiding the natural tendency to dominate others to avoid responsibility) requires you to be coachable and have a good coach, someone who provides straight talk. By seeing potential problems faster, you can manage them more effectively. Clarity helps you take what’s working and develop the discipline of practicing good habits—it makes it easier to handle people and system challenges. This enhanced awareness is a great starting point for the next project. It is the signature of upward mobility as a leader.

©Jeannette L. Seibly, 2013

Jeannette Seibly delivers straight talk with immediate results to business owners and executives of $1MM to $30MM enterprises, achieving dynamic results. Along the way, she helped create three millionaires. You may contact her at JLSeibly@SeibCo.com to discuss your coaching challenges.

Easily Infuse Objectivity Early In Your Hiring System

Did you know that requesting applicants to email or mail you resumes is outdated? Or that over 50 percent of resumes stretch the truth? Yet many companies rely solely on this data to select candidates for interviews—a poor selection practice. By doing so, they shortchange the goal of collecting good objective, valid, and reliable data in order to net truly qualified applicants.

Your hiring system speaks volumes: it’s the first impression many have of your business. Failure to utilize current technology has savvy job seekers questioning if you are a leader—or could be—in your industry. Failure to follow-up and communicate applicant status frustrates many. Top performers wish to work with winning bosses and companies that respect their time and efforts.

Using a well-designed applicant tracking system (ATS) is cost effective and allows you to post job ads and showcase your company, products, and services. It attracts qualified candidates, operates without paper, and helps you vet applicants, saving hundreds of hours and thousands of dollars. When strategically planned and followed, an ATS infuses objectivity into your hiring system early on.

Time-saving keys for ATS:

1) Require that an application form be completed. It minimizes truth-stretching (e.g., inaccurate job titles, job duties, company names, dates of employment, and titles).

2) Incorporate pre-screen questions and core value assessments to ensure objective, valid, and reliable data is used to select candidates for the next steps while weeding out unqualified ones.

3) Automatically thank applicants and make it easier to communicate with them. It’s critical to remember your applicants are future clients, vendors, suppliers, and decision-makers for awarding contracts. You want them to have a positive impression of your company. (Read Hire Amazing Employees, Second Edition for further time-saving ideas, available at BizSavvyHire.com.)

All ATSs are not all created equal. Factors to consider when choosing your ATS (taken from Hire Amazing Employees):

  • User-friendly sites can be reached within one or two clicks from the social media site or the job posting. Busy professionals need to be enticed the moment they read your online ad; most will not return—even if they have the best of intentions to do so. Make it easy for them to apply and for you to receive their information in order to infuse objectivity in your decision-making process.
  • Is there a fee for posting your openings on the ATS site?
  • What is the cost for setup and maintenance of the site?
  • Can the application form, job posting, and other pertinent information be customized?
  • Will it notify interested applicants of future positions? (That’s a great way to keep your candidate pool filled.)
  • Do your job openings easily post to job boards?
  • Can you collect EEO (Equal Employment Opportunity) information? Tracking may be required if you have any government contracts (or if you are a subcontractor).
  • Is there a human verification process to reduce spam? This process prevents hackers from completing your application form and blasting resumes to you.
  • Is it easy to communicate with candidates inside the system and generate automated notifications (e.g., completion of application, request for interviews, etc.)?

©Jeannette L. Seibly, 2013 All Rights Reserved

Want an award-winning ATS to attract amazing employees to your company? Click here

Jeannette Seibly has been hiring amazing employees for over 34 years. She delivers straight talk with immediate results to business owners and executives of $1MM to $30MM enterprises, achieving dynamic results. You may contact her at JLSeibly@SeibCo.com to discuss your hiring challenges. Get her newest book, Hire Amazing Employees, Second Edition: Improve Your Profits (and Your Work Life)! http://BizSavvyHire.com It includes templates for interviews and reference checking.

 

There Are Hiring Solutions!

The resume looked great. She interviewed well, saying all the right things and providing great examples. You were so excited that you finally found “the one” that you skipped conducting reference and background checks—after all, you pride yourself on your ability to read people. Yet after only three weeks, you had to admit you made a mistake! You contacted the previous employers post-hire and found out they had fired your new employee for not achieving the results she bragged about! The bottom line? You hired a wolf in sheep’s clothing! 

You lament that it’s too costly to use the right hiring tools. You falsely believe in your intuition, but human bias is alive and well and the reality is you are correct only 15 percent of the time. You rely on the candidate’s resume to determine his or her qualifications, but over 50 percent of applicants stretch the truth. By only accepting “good enough,” you place your company in jeopardy—clients do not want to work with wolves, or the bosses of companies who employ them.

There are solutions to your hiring dilemma: collect enough objective, valid, and reliable data. Using the right hiring tools can be cost effective, when used correctly.

First, use an application tracking system that requires completion of the application. Create pre-screening questions to help you weed out unqualified candidates. Also, have each candidate complete a qualified core values assessment. These three items are very cost effective and will help you vet candidates faster and more objectively.

Next, use unbiased skills testing and a qualified job fit assessment to determine if the candidate can do the work, and if he or she will do the job successfully in your organization. Remember, most applicants exaggerate their abilities, and high skills proficiency does not equate to a great job fit or the ability to achieve the required results. Ensure the job fit assessments meet the Department of Labor guidelines.

Now that you’ve collected objective, reliable, and valid data, it’s time to interview. (Relying upon interviews alone will result in a good hire only 14 percent of the time!) Interview to confirm the data you’ve collected and to find out more about the candidate’s work experiences and accomplishments. Weeding out poor interviewers who would be good hires is no worse than moving forward with candidates who interview well and are bad hires.

Don’t forget to conduct due diligence by conducting reference and background checks, along with employer and education verifications. These will illuminate a great candidate and provide a healthy work environment for current employees!

Do you still think the right hiring solutions are too costly and time consuming? Add up the hours you’ve spent skimming resumes, talking with unqualified or uninterested candidates, and hiring someone not really interested in the job. Yikes! Not using the right hiring tools is costly and doesn’t reveal the 101 other known and unknown factors! The solution: a well-designed selection system ensures your profits improve and your work life does too! It may even save your own job!

Before you hire another person, get your copy of Hire Amazing Employees, Second Edition (BizSavvyHire.com), which includes interview and reference-checking templates.

©Jeannette L. Seibly, 2013

Jeannette Seibly has been hiring great employees for over 34 years. She delivers straight talk with immediate results to business owners and executives of $1MM to $30MM enterprises, achieving dynamic results. You may contact her at JLSeibly@SeibCo.com to discuss your hiring challenges.

Are you hiring happy employees?

Google the phrase “happy employees” and you will find statistics that show many employees don’t like their jobs, their bosses, their company, or their work requirements. The bottom line? They are not a good fit for their job. Unhappy employees become bored or overwhelmed, start complaining, and don’t do the work as it needs to be done. They expect you, the boss, to fix what’s wrong with the job, the company, their customers, their coworkers, and everything else they view as difficult! They don’t understand that from your perspective it’s their job to provide solutions to these problems and be open to training to enhance their skills—which is why you hired them in the first place! Remember, high proficiency in job skills will not necessarily mean good job fit!

Using qualified assessment tools will help avoid a bad fit and create happier workers (aka top performers)!

Top performers are employees who truly fit their jobs. They help create a positive work environment, reduce communication issues, increase job satisfaction and loyalty, and ensure customers keep coming back.  As a boss, you will find that they are effortless to coach, train, and manage.

Using more objective data provided in a qualified pre-employment assessment will eliminate the time and money spent trying (usually unsuccessfully) to “fix” them. An attempt at “fixing” usually leaves them, and you, unhappy!

High-quality “job fit” assessment products predict success in a specific job and have been thoroughly researched and validated. They can provide reliable and relevant information that is non-discriminatory. (Be sure to review the technical manual of any assessment you wish to use for pre-hire purposes and Department of Labor guidelines to determine which tools are qualified pre-employment assessments. Do not rely solely upon a product letter stating its virtues.) Used as directed, they work! Everyone is happier!

©Jeannette L. Seibly, 2013

Mark your calendars for March 13, 2013. Hire Amazing Employees, Second Edition: Improve Your Profits (and Your Work Life)!  will be available for purchase.

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.

Five Detrimental Leadership Habits

Successful leaders develop as a result of good habits! Take the time to “clean up” poor business behaviors and attitudes before they derail your desired career direction.

Flavor of the month. Using jargon to manage others or projects does not make you sound knowledgeable. Many times terms used out of context simply gives your employees or business associates the impression you don’t know what you are talking about. Hire a business coach to help you effectively elicit the actions and results required.

Me-ism. Self-focused commitment on the numbers in your paycheck or procurement of perks (at the expense of others) does not create loyalty or desired results within your enterprise. Leaders who thrive make commitments to the organization, employees and people they serve (aka customers), first. They talk the talk, and walk the talk, creating win-win outcomes.

White lies. Trust is a decisive factor in whether or not others will follow your lead. Lies will eventually be uncovered and can be costly to your self-esteem and business opportunities. Those who fear the consequences of telling the truth should remember “your integrity is forever.” Talk with a trusted advisor on how to navigate sensitive issues to cause rewarding outcomes.

Self-Denial. Many leaders falsely believe they know themselves well. True self-awareness and knowledge of how others see you are important in creating a good reputation.  A true leader is always growing and learning from the inside out. Being clear and communicating clearly conveys your leadership abilities. Use qualified assessments and 360-degree tools to ensure valid and reliable information to support your professional development.

False Expectations. Honor business etiquette; it determines others’ respect of you. Return phone calls and come to meetings prepared and on time – these are two examples of unwritten business expectations. Explicit promises made to an applicant or employee also needs to be followed-through. Failure to do so can be costly, such as being denied an award or contract. As a busy person, do not rely upon your memory! Write down and review with the other person(s) to ensure promises are fulfilled.

Question: What challenges have you faced as a leader, or when following a leader? What did you do to overcome the issue? Leave a comment below ….

©Jeannette L. Seibly, 2013

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.

Be Grateful for Conflict

There are many articles written about conflict: the good, the bad and the ugly. The truth is when we fail to listen to others’ ideas and respect individual opinions, conflicts naturally occur.

Why? We have an illusion that our perceptions are the right way to think, behave or interact with one another. We are taught to speak up against someone who does not agree with us, or quietly dis them to others, negating the value of their contributions. The yeller that everyone complains about is actually no different than the silent screamer who fails to notify someone in authority of a problem.  Both cause loss of customers, low morale, poor quality of products or services and profitability. It is disrespectful toward others inside and outside the organization.

The time is now to put aside your preconceived judgments of others’ ideas and develop persuasive listening skills. Be open to hearing thoughts you would normally dismiss, learn to build upon these viewpoints and use them to create new systems, products and/or services. Often, there is a hidden gem of genius in many ideas. To determine the value, you need to develop the potential worth. Exercise facilitation skills that bring out each person’s opinions.  Listen to differing facts about the workability of internal and external factors – these can add to or hinder financial results.  In the end, whether your nugget shines, is used to create a better solution or set aside, be grateful for the “conflict” or differing mindsets that helped build a viable outcome.

©Jeannette Seibly, 2013

Jeannette Seibly is a business advisor for business owners and executives of $1MM to $30MM enterprises creating million dollar results. Contact her at JLSeibly@SeibCo.com for a free consultation on how to achieve amazing results.

When has “conflict” helped resolve a problem or open up a new product or service for your company? What did you do to facilitate it? Please share your ideas!

Is Impatience Hurting Your Results?

Envision yourself driving down the highway. You have a driving lane and a passing lane. The speed limit is 75 miles per hour. The challenge? Many drivers are only going about 60 to 69 mph in the driving lane. Those in the passing lane are zipping along between 65 and 75. The problem? You are impatient. You want to bypass the slow-pokes, zoom ahead and arrive at your destination quickly. You ignore any warning signs to slow down.

It’s a great analogy of how we run our business systems and practices. We live in a fast-paced global market. Opportunities happen quickly. While many human beings believe they have the endurance for ongoing fast-paced mobility, the reality is most professionals’ thinking styles, personalities or interests won’t support it. They burn out. Deadlines are missed. Customers or potential clients are dissed. Promises to follow-up and follow-through are marginalized.

We fail to listen to ideas from our employees, yet we rely upon them to get the work done quickly. We fire them for failure to achieve the desired results, which change due to our constantly shifting focuses — jumping from the newest fad to the next brilliant concept!

When we progress forward too fast, we become reckless. Poor planning, if any, and overlooked details negatively impact our bottom line, business relationships and reputation. Coveted results are elusive and top performers leap at the chance to work with our competitors.

Steadiness allows your team to utilize their experiences and create win-win strategic and tactical outcomes. Build on what you do well. Utilize a business advisor and executive coach to keep you focused on the right things, and doing them the right way.

Your 2013 results thank you!

©Jeannette L. Seibly, 2013

Jeannette Seibly is a business advisor for business owners and executives of $1MM to $30MM enterprises creating million dollar results. Contact her at JLSeibly@SeibCo.com for a free consultation of how to achieve amazing results.

Keep Energized During Q4

Elections are fully done. It’s time to focus on achieving a great fourth quarter while balancing the stressors from the upcoming holiday season. The key is to take care of yourself while you’re completing 2012 goals.

Here are a few pointers to help:

Walk it out. Take 10 minutes, three times daily, to simply walk around, walk up and down the stairs, or simply move! Remember to breathe!

Talk it out. Turn your monologues into dialogues. However, sharing the same thing over and over will not get you any results. And – you will not feel any better! Share with someone who can actually help you. It may be a good time to find a business coach who can help you stay focused on the actions that will make a positive difference. Listen and incorporate at least one of his/her ideas the same day.

Write it out. Studies have shown that when people write out their fears, upsets and frustrations, it can be cathartic. It helps get it out of your head and provide insights. The key is to keep it private and not share your written journal with others. Do not send it in email to your boss or colleague.

Meditate. Take time to simply empty your mind and be silent for several minutes. It can be refreshing. Sit comfortably. Breathe in and out. When thoughts appear, and they will, say, “noise.” Don’t make these thoughts good or bad.

Confidence booster: For added benefit, keep your Brag! statements up-to-date. It helps build your confidence and competence by focusing on the results you have achieved. You can build on these strengths and use them as a foundation for handling new challenges. (TimeToBrag.com)

(c)Jeannette Seibly, 2012