How to Improve Team Accountability and Business Growth

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Want to improve your business growth? Hold your team (and yourself) accountable!

Many times we play the blame-game when we don’t achieve our intended results. We blame the economy, lack of resources, our boss, and each other. This no-win blame-game hinders your business growth (and your career too).

A key employee took over facilitating a project after the former facilitator received a promotion. The former facilitator had done an excellent job of holding team members accountable for their results and setting up the required systems. The key employee ignored the established systems since she was “not a detail person.” After two team members complained, she stopped holding team members accountable because she wanted to be liked. When chaos erupted after failing to meet a client’s deadline, she blamed the team and said, “It’s not my fault!” Her boss fired her.

Team accountability is required to produce intended results. If you don’t have the skills to hold your team accountable, it’s critical that you take responsibility for learning them now!

It’s Never Too Late to Hold Your Team Accountable

11 Key Skills:

  1. Start with a Positive Attitude. No matter where you are in the project or what mischief has already happened, be respectful and speak positively about each and every team member. Vent your frustrations privately. Otherwise, team members will not don’t feel their efforts matter.
  2. Clarify the Team’s Natural Strengths and Weaknesses. When you use a qualified assessment tool, the objective data will address “why” some members naturally excel, while others need additional encouragement to succeed. Share this data appropriately with team members to build a “can do” attitude and team comradery.
  3. Participate in Team and Facilitator Training. Many facilitators don’t know how to conduct an effective meeting, and don’t have team and project management skills. (Often they don’t know that they don’t know!) Attend workshops to gain these skills, especially if you’re in the middle of a project. Additional training can uncover issues lurking in the background and missed opportunities.
  4. Check on Progress. Too often we believe everything has been handled after each meeting. However, we fail to conduct interim check-ins and follow-up with each person one-on-one to make sure there are no surprises. These check-ins uncover inactivity, nips in the bud brewing resentments, and helps discover additional resources required.
  5. Listen As Though Your Results Depend On It. Listen for: what’s working and what’s not working. Your ability to truly listen sets the tone for others to pay attention too! Often you can prevent future issues by also hearing what others are not saying!
  6. Keep the Goal. If you’re not hitting your milestones, changing your goal to support the team’s efforts may feel good. However, it’s only momentary and will diminish the team’s satisfaction, credibility and future career opportunities. Instead, work with an executive/business coach to discover why and get back on track.
  7. Distribute Minutes from Each and Every Meeting. This traditional idea is still very important today … it keeps everyone accountable. Only keep track of what has been agreed on and who is responsible for completing a task or spearheading a study, etc. Distribute minutes within 24 to 48 hours after the meeting.
  8. Be a Parrot. At the beginning of each meeting, remind members of the goal, purpose, company values, and company or client mandates. This will set the context for the meeting. Then, conduct a review of team progress.
  9. Handle Tough Conversations Quickly. Holding people accountable won’t initially win you any popularity contests if it hasn’t been done previously. But, over time, people will change their opinions based on how well you handle tough conversations. Here’s how … Handle disagreements quickly before they escalate. Ask questions to clarify and understand their concerns. Repeat what they said before offering your own opinions. Remain neutral.
  10. Let Them Go. Holding people accountable will uncover team members who are not willing to do the work. Give them the choice of staying or leaving. Don’t humiliate them with snide comments; these don’t motivate any one!
  11. Celebrate Every Success. Host a small celebration and use the Brag! exercises to help everyone be fully acknowledged.

Remember, it’s never too late to take responsibility for training your team (and you) to be accountable. Use these 11 key skills to ensure success of your project and grow your business (and your future career options too).

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. What’s in the way of holding your team members accountable? Don’t wait or it might too late. Contact Jeannette now for a preliminary confidential conversation.

Increase Your Value by Listening…It Builds Solutions

Silhouettes of Business People Discussing Outdoors

The art of listening and building solutions can be learned by anyone.

As busy business owners, executives and entrepreneurs, it can be hard to listen when we don’t want to hear what someone is saying. We blame it on our busy-ness, ever-present distractions and the other person’s irritating communication style.

However, it’s important to remember, our employees, customers and vendors provide the greatest value in helping us build solutions and profitably grow our businesses. It’s on us to listen and learn, while hearing and providing what the team needs to win.

It’s Profitable to Listen

Be open to other’s contributions. Your team, customers and vendors are valuable sources of information. Encourage them to rock the boat with their potential solutions. Then, work with your team to determine how these solutions can strategically build a positive outcome and ROI. One successful business owner stated, “My team and customers come up with 100’s of ideas, only a couple that can be actually implemented profitably.”

Talk straight. This sounds easy, but, it’s not. One business owner loves to rely on his emotional reactions when making decisions. As a result, his decisions constantly change, making it hard for others to get a straight answer. Using the 5 W’s (why, when, where, who and what) deep dive into asking questions without interrogating anyone.

Listen for what you don’t know. Yes, this can be hard on the ego. It’s also the reason many companies are struggling today. An executive believed he could intuitively tell the “right answer” without objective data. As a result, the company is struggling to grow and become profitable due to his “know-it-all” attitude. Avoid quickly rubber stamping any ideas, or automatically dismissing any suggestions based on your emotions and lack of real objective data.

Welcome brainstorming. The true art of brainstorming will not allow you to disregard off-the-wall comments as these can elicit the best ideas from others. One executive loved to play the game of pretending to listen to other’s ideas, but, would only implement his own. As a result, he was fired for ignoring key information.

Learn from everyone’s mistakes. No matter what we do to avoid them, mistakes and failures happen … to everyone. Instead of assessing blame and engaging in gossip to feel better, seek solutions. Objectively review what worked and didn’t work. This process will minimize the emotional roller-coast. It also provides clarity to address overlooked action steps that seemed unimportant, but were critical to success. Do NOT be distracted by the shiny object syndrome that naturally occurs when you need to resolve current challenges. One business owner loved her new ideas and used them as a distraction to avoid working through her business challenges. When she listened to her business coach, she saved time and money, and was able to strategically focus to build a profitable business.

When you start to really listen, you will hear valuable solutions and opportunities that you would never think of on your own. This is the least expensive and most profitable way to grow your business.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results.  The art of listening for and building solutions can be learned by everyone. Take the time to find out why you don’t always listen to what others have to say. Don’t wait! Contact Jeannette now for a preliminary confidential conversation.

Change Can Transform Your Results for Success

Change.Results

Change occurs around us daily, whether we know it or not.

Many of us fear the impact change can have on our jobs and in our lives. Often, we feel helpless or become resigned.

Success anywhere in our lives must embrace change, not for the sake of doing or thinking differently, but, because it is required to achieve our intended results. Embracing change allows us to be open to new ideas, explore outside our comfort zones and seek new career opportunities, financial options and ways to improve the quality our lives.

Traps We Often Fall Into

While many people refuse to let go of long-held beliefs, even when they get in the way of our success, it’s important to transform our points of view to achieve intended results.

Procrastination. Waiting until the proverbial perfect time or until life intervenes with dramatic events is time wasted. Making important changes now will create a happier, healthier and more successful you.

Boredom. We often allow distractions and disruptions to get in the way of focusing, being silent and listening because we are bored. Disengaging from old patterns of thoughts and behaviors is required to create new pathways for results.

Fear. To avoid addressing our fears, we often unconsciously calculate a risk-aversion formula that keeps us feeling safe and secure.

When I was a kid, I hated cooked peas. While my enjoyment of these tiny green vegetables hasn’t changed, the risk/reward ratio is also very low. However, the risk/reward for engaging in difficult conversations with coaching executives offers greater risks … and provides greater rewards. My natural confidence boost and career satisfaction have been amazing … and, they have greatly benefited too!

Embracing Change Is an Inside Job

Remember, life is a process, not an event. When old habits reappear, practice self-compassion, don’t beat yourself up and move on!

Self-Insightfulness. Mindfulness, meditation and awareness allow us to address the “why” of our past, release these unconscious emotions and make changes more easily. Work with a coach or therapist to guide the creation of new personal and professional practices.

Forgiveness. Forgive yourself and others for what you have done or not done. While it may not be easy, let go of regrets when memories resurface. For example, if you need to repay a person, work out a plan to do so (e.g., repayment of money borrowed). Apologize if you upset someone. Get back into focused action after you’ve failed in a project.

Change the Energy. Revitalizing yourself is easier when you also make physical changes in your life. Change or alter your office, desk or cubicle … and, your personal living space too. Drive a new way to work. Greet each person you meet with a smile and “Hi!” Get a new job. Changes allow you to create new opportunities, and they can be fun and rewarding too.

Walk, Talk and Write It Out. Exercise, talk confidentially with a couple close friends and journal your thoughts and activities to make it easier to let go of the old and welcome the new. Remember, change may require modifications to your life (e.g., adopting a new puppy will require pet proofing your home).

Inner Power and Strength. Naturally developing these inner beliefs takes time and awareness. Resilience, acceptance and compassion are the keys to stop the old feelings of “helplessness” or “being controlling.”

Success anywhere in our lives must embrace change to transform our results.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. Do you need to make changes? (Hint, everyone does!) Uncertain as to what to do? Don’t wait for the unintended consequences! Contact Jeannette now for a preliminary confidential conversation.

SeibCo’s 2018 Business Survey Results.  Get your free copy now: How to Achieve Success When 2018 Is Not Business as Usual

How to Create Positive Workplace Etiquette

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“Workplace etiquette creates a better working environment for everyone.” Jeannette Seibly

Millennials enjoy working in pods, impromptu meetings in hallways, team lunches and brainstorming in huddle rooms, according to VTS Blog. Offices and cubicles have effectively disappeared from the millennial-focused workplace. This can create difficulty for some employees that rely on privacy, personal space and the ability to concentrate to get work done.

It’s important for all employees to be aware of how workplace etiquette impacts everyone.

Ask, Don’t Assume before Creating Standard Policies

In a confidential survey ask, what is working and what is not working before making any changes. Many companies use online survey systems (e.g., SurveyMonkey.com) for easy distribution and review of responses.

Concerns Most Often Addressed

Dress Code

  • -Wear appropriate clothing, jewelry, shoes, etc.
  • -Safety is important.
  • -No personal grooming at the desk or in the common areas.

Code of Conduct

  • -Talk with individuals promptly in a professional manner to address specific complaints.
  • -No pop-over the walls to ask questions, instead walk around to talk.
  • -Knock before entering someone’s work space.
  • -Don’t interrupt conversations or meetings.
  • -Take all personal calls in private areas.
  • -Use speaker phones and schedule conference calls in rooms with doors.
  • -Designate areas where meetings may be held.

Smells

  • -Setup a common area for employees to eat and discourage eating at desks.
  • -Ban certain foods that can cause dreadful smells.
  • -Fragrance-free, smoke-free and pet-free environments support those with allergies and sensitives.

Sights

  • -Have a standard for desk décor and neatness.
  • -Ban political, sexual or religious displays.

Sounds

  • -No pacing around while talking on cell phones.
  • -Turn off ringtones, buzzers and alert sounds from electronic devices.
  • -Remind staff to lower voices or send private messages when conversations are too loud.
  • -Encourage use of headphones to reduce noise.

Positive workplace etiquette creates a better working environment for everyone.

(c)Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results.  Creating a healthy workplace environment attracts and retains productive employees.  Contact Jeannette now for a preliminary confidential conversation.

 

Is Ghosting the Best Way to Say “No”?

talking it outRecently I talked with a business owner that complained about people’s inability (or unwillingness) to follow-up and follow through. She was upset that people in business would behave that way. Ironically, she failed to follow-up and follow through on a commitment she made with me, and did not return my phone call or email. I was ghosted.

Whether you are someone new to the world of work or an experienced business professional, ghosting has become the new way of saying “no” or avoiding necessary conversations. However, the problem is, there are future consequences to this very bad practice.

What is ghosting?

Many will contend companies have been using ghosting practices for years when they ignored or snubbed job candidates.

Ghosting is now so prevalent that business professionals are using it to avoid having conversations and disappointing others.

New hires and current employees are using ghosting to avoid starting (and keeping) jobs they don’t want, having conversations they feel incapable of having and/or wanting to avoid confrontations.

Sadly, people using this ghosting practice fail to realize that a momentary feeling of relief won’t last. When you ignore or snub someone instead of talking it out or saying “no, thank you”, your reputation in the business world has been hurt, sometimes irrevocably.

People have long memories. Your new business ideas, desire to work with an elite team, hopes for the promotion or need for a new job can be sidelined. All because you practiced ghosting!

6 Good Practices Instead of Using ‘No Response is A Response’  

Conflict Resolution. Many business professionals use ghosting due to the fear (often, unconsciously) of saying “no” and wanting to avoid conflict or disappointment. Often, they fail to realize a short term burst of disappointment or discomfort is better than creating a long-term reputation where others avoid working and talking with you. If you have changed your mind, let the person know. Otherwise, your silence will create a lack of trust inside yourself, and with others.

Integrity. Doing what you say you will do is important and is a life-long practice to develop. Ignoring your promise to setup a business meeting, show up on the job or project or fulfill a promise may feel good in the moment. However, the truth may be, you forgot, are running late, failed to prepare or changed your mind. Call and have a voice-to-voice conversation directly with the person. Offer solutions, not excuses.

Emotional Intelligence. Many people today want to be part of a team, until, they feel their contributions are overlooked or their ideas dissed. Take responsibility for how you feel. It is a golden opportunity to develop the communication skills and confidence to talk it out. Remember, no one was born a powerful or experienced communicator. Everyone has feelings that come and go. Take classes (e.g., Toastmasters, Landmark), practice mindfulness, talk it out and role-play with someone you trust and/or hire a coach to guide you through the issue. Most importantly, learn from the experience.

Communicate. Gain confidence and competence by having voice-to-voice conversations. Do not blame others for your ghosting, regardless of the reason. Apologize. If you were waiting for a different job offer, oversold your abilities, felt uncomfortable during the interview process or wanted to avoid attending an event, tell the truth. Texting and social media are not the same as having conversations!

Due Diligence. Learn how to ask the right questions to discover true concerns or feelings of discomfort. Only say “yes” if it works for you, otherwise, say “no, thank you.” Build these skills now. They are critical for your success in working with others and completing future work assignments, while building your reputation.

Avoid Career Derailment. While the job market is really hot today, it will change. Being “blackballed” by recruiters, key employees, leaders and hiring managers can (and probably will) come back to haunt you in upcoming years. Many have a list and a longer memory. Do not ghost!

Using the above recommendations to avoid ghosting and learn how to communicate will make a profound difference in your career. These skills are critical to your success, now and in the future.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results.  Do you need help developing persuasive listening and communication skills? Are you willing to learn and use them? Don’t wait until you’ve ghosted the wrong person and get stuck with the consequences! Contact Jeannette now for a preliminary confidential conversation.

Are Your Future Leaders Ready to Lead?

strategic hiring

The mindset of how to identify and train new leaders has changed. Due to technology advancements, geographical influences, and financial and people demands, many companies are failing to clarify what they need, and failing to find and develop the right ones. As a result, many future leaders are not ready to lead.

How do you identify and develop future leaders for your company?

First, Identify and Qualify Them

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

Qualified Assessments. Use them. Start now. They help uncover what you don’t know about a person—the kind of information left uncovered that can come back to haunt you. Due to their incredible accuracy, qualified assessments are invaluable in helping guide the development. They clarify the “why” a person is effective, or not.

Oust Biases. Identify your own biases and set them aside.

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 employees who are not ready, lack the resilience to handle challenges or conflicts, or do not have the interest in developing the required skills (regardless of what they tell you), they leave. They take employees and clients with them. Use incremental titles to keep Millennials who are impatient to get ahead.

Second, Develop Them

Recognize Lone Rangers. Many up-and-coming 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 focused on working with and through others, managing conflict and executing change. If they are ineffective and unwilling to improve, now is the time to look elsewhere.

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 just having the 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 future leaders with an internal mentor and an external coach to help groom them. Guide the creation of quarterly goals and check in to ensure they are on the right track.

What If They 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 challenges could be stereotypes or consultant only wanting 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, 2017-2018

Jeannette Seibly has been recognized as a catalyst for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results.  Are you having trouble planning for the future and/or letting go of the reins? Don’t wait! Contact Jeannette now for a preliminary confidential conversation.

 

Do You Roast Marshmallows When There is a Fire?

Marshmallows FireI was reminiscing with a former coaching client last week and we were laughing at the many stories we had created during the 5-year time period we had successfully worked together.

One of the most powerful stories was, he never seemed to worry about anything … when maybe he should have!

The story we created together: There could be a fire in the building and he would sit and roast marshmallows instead of running around upset or worrying about the fire. His response when this happened in his life, “I understand that maybe I should be worried … and I am concerned … but, I don’t see how running around will change anything.”

Many of us worry about things when there is a perceived “fire.” We believe we have no control over our reactions to it. And, instead of investigating the facts, taking proactive actions or appropriately waiting it out, we worry that worst things will happen.  Or, if we stick our heads in the sand, we can falsely believe everything is fine and do nothing.

While worrying does hinder your ability to achieve results, being too calm can get in the way of doing what needs to be done.

3 Ways to Minimize Worry and Improve Results

Remember, we all have times we worry about our jobs, clients, employees, family members, driving, projects, etc. When we get caught up in this vicious cycle of the bad things that may happen (and many times never happen), it diminishes our ability to make the right decisions, take the appropriate actions and move forward.

  1. Minimize disruptions and distractions. Many of these can be avoided. And, you do have a say in making this happen. Remember, when you react to newsfeeds, rings tones and gossip over coffee (to name a few triggers), you are training your brain to overreact … creating a bad habit.

Ideas:

  • *Limit your time on social media and hide negative postings.
  • *Silence your phone for a period of time, or use a different ring tone for those calls you really do need to answer.
  • *Don’t participate in the gossip mill.
  • *Seek factual information.
  • *Address the worry with your coach or mentor, then, take immediate action steps where appropriate.
  1. Practice mindfulness. Being present to what you are doing, who you are talking with and what you need to focus on is important. There are many books and podcasts available to talk you through how to become mindful. Read one chapter of a book or listen to a short podcast each day on this topic.
  1. Focus. When you have a goal you are committed to achieving (e.g., being a great boss, partner or spouse; getting the job offer; creating financial stability; etc.), do not allow circumstances to get in the way. Create a daily intention to support your goal (e.g., I am open and accepting. I believe in me. My employees are great. I am a great boss.). Work with your coach to clarify and focus on the next right actions to take. This will improve your results.

To minimize worrying and improve results, be aware and recognize when you should take different actions due to a real “fire,” or when you should sit and enjoy roasting marshmallows.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst for the past 25 years. As an executive coach, advisor and consultant who provides straight talk with dynamic results.  Remember, you can achieve your intended results with help from your coach, regardless of the circumstances. Don’t wait! Step up now! Check out her website, or contact Jeannette for a preliminary confidential conversation.

9 Areas in Your Worklife Where You Can Make a Positive Difference

resiliency

Most business professionals today seek a worklife that makes a positive difference. But, don’t know how to create it. Since you spend most of your waking hours at work … it’s important to take the initiative in how you handle work responsibilities, develop relationships and pursue goals. This gives you the opportunity to achieve other goals in your life too.

9 Keys to Create a Great Worklife

1.Stay Focused. Many imbalances today are due to allowing distractions and disruptions to get in your way. When having a conversation or participating in a meeting, put away electronic gadgets and listen. By actively participating, you can guide the direction and development of new products, systems and/or policies…reducing the stress normally caused by change.

2.Keep It Real. Many people today believe if they say something often enough it will become true. The reality is, saying it doesn’t change the facts. Talk straight. Learn the facts. Listen and incorporate people’s concerns when you are making decisions to ensure win-win outcomes.

3.Honor Your Word. The word integrity can evoke a lot of defensiveness. However, it’s important to get real about what you are promising and what you actually do! Actions speak louder than words. Nobody cares about your excuses. When you promise to return calls or send additional information, follow-up and follow-through quickly. Simply, do what you say you will do.

4.Prioritize. Remember, not everything is a priority. Make a list of everything that you believe needs to be done. Circle the top ten. Now, cut the list down to the top three. Rank them 1, 2, and 3. Do number 1 now. When it’s done, move on to number 2. Now, it’s time for number 3. Celebrate the completion of each task.

5.Delegate and Expect the Best. Your employees or co-workers won’t complete a project or task the same way you would. However, if you provide the training and address the purpose of the task, they usually will do it even better than you!

6.Hire Right. Incorporate objective data into your company’s strategic hiring process. It can and will make a positive difference in how you hire employees. Hiring right will also make a positive and significant impact on your relationships with employees, co-workers, boss, board, clients and vendors.

7.Schedule Time for You. Create a block of time each day for yourself and honor it. Read a chapter in a book, listen to a short podcast, dance to music, doodle, meditate, go for a walk, etc.  It’ll make a big difference in rebalancing you after handling a stressful project or situation.

8.Stop Avoiding Difficult Conversations. Be responsible for handling conflicts quickly and responsibly. Remember, listen to others and repeat what they’ve said before you offer your own opinions. When someone feels heard and valued, it will help in resolving any issue.

9.Hire a Coach. A sounding board allows you to talk confidentially about your concerns. It also helps you streamline your activities, provides a broader perspective when resolving challenges and reminds you that you matter.

Creating a worklife that makes a difference will have a profound and positive impact on your entire life. The time to make it happen is now!

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst for the past 25 years. She is an executive coach, advisor and consultant who provides straight talk with dynamic results.  Are you seeking a worklife that makes a positive and profound difference? First, you have to admit you are committed to having one. Then, check out SeibCo’s website , or contact Jeannette for a free confidential conversation.

Your Results Are Determined by a Leadership Mindset

KeyMany leaders today believe they know how to get the results required. The question is, are you achieving the needed results through force or are you influencing others to be part of the change? Becoming aware of your mindset and how you use it to influence others will determine your results.

Let Go of 5 Limiting Mindsets:

I Already Know Myself. We want to believe that others see us the way we see ourselves. Unfortunately, we are often incorrect in this assumption, and our lack of awareness limits our ability to influence people and change. If you really want to know how you are perceived (and real leaders do), get real by using qualified assessment tools and work with an executive coach to go beyond what you believe is true about yourself and others.

Failure is Not an Option. We were taught to believe there is no such thing as failure! And yet, at times, all of us fail. Being able to admit and take responsibility for mistakes encourages others to embrace and follow your leadership style.

All Change is Good. Yes, change can be great and is necessary for a company to grow. But, first slow down. Build trust and inclusion in the decision-making process. Listen and learn, then listen and learn more before you make any changes – no matter how small.

Employees are a Necessary Evil. Get over it! Employees can make or break your success — they are your most powerful asset when you perceive them in a positive way. If you hire for job fit and engage them, you will be amazed by the value they provide and the results they achieve!

Asking for Help is a Weakness. It is actually a sign of strength. Use your executive coach, mentor and/or boss as sounding boards. Remember, only fools make the mistake of relying solely on their own mental monologue about how to resolve a problem or what’s the next best course of action.

Remember, your results are determined by your mindset and your ability to positively influence others.

©Jeannette Seibly, 2016-2018

Jeannette Seibly has been called a catalyst. She is celebrating 25 years as an executive coach, advisor and consultant who guides her clients to achieve unprecedented results. Remember, mindsets can be expanded with the right sounding board. Are you ready for success? Step up now! Check out her website, or contact Jeannette for a preliminary confidential conversation.

11 Ways to Prevent Stress from Derailing Your Success

StressFor busy business professionals, stress is unavoidable. It can negatively impact your results, interactions with people, and your ability to make necessary changes in your life. Stress impacts your ability to get things done the right way the first time. (And sometimes, you don’t get a second chance.)

If you are like me (and most people), you have stresses in your life: lack of time, concerns about money, bad habits, difficult situations and circumstances, frustrating employees, bosses, customers and systems. In addition, you might often think: I should have, would have and could have if only I had had the time, money, right employees, nicer customers, etc. (Sound familiar?) Stress can be cyclical, and these seemingly never-ending thoughts only add more stress. To disrupt the stress, you need clarify and take focused action steps to move forward.

11 Ways to De-Stress for Success

Pick one now and do it! It doesn’t matter which one. Just do it!

1.Prioritize. Not everything is a priority. Make a list of everything that you believe needs to be done. Circle the top ten. Now, cut the list down to the top three. Rank them 1, 2, and 3. Do number 1 now. When it’s done, move on to number 2. Now, it’s time for number 3. Celebrate the completion of each task.

2.Let Go. Not everything needs to be done immediately. If you need to file or shred papers, get an oil change for your vehicle, or replace a light bulb, schedule it on your calendar for later in the week. Then, honor that scheduled time.

3.Delegate. Stop being a lone ranger. Yes, your employees will not do things exactly the same way you would. Consider that they might do a better job … if you let them.

4.Do It for 20 minutes. Too often we have dreaded reports or other activities that must be done. Do it for 20 minutes. Then, decide if you wish to spend another 20 minutes or schedule it for later.

5.Excuses Be Gone. Too often, we create excuses about why we haven’t completed something. Stop doing this! This mental energy depletes you. Create a mantra: “I can do this and do it now.” Next, take the first step.

6.Stop Multitasking. Make a commitment to get one thing done at a time. There is satisfaction in fully completing something. While it may seem like multitasking allows you to get more things done, it rarely works that way. For example, attempting to write a report and listen to an employee at the same time only creates more stress … you will miss addressing important points in the report, and your employee will feel unimportant.

7.Walk It Out. Take 10 minutes, three times daily, to simply walk around, go up and down the stairs, or simply move! Remember to breathe!

8.Talk It Out. Turn your internal monologues into dialogues. Get them out of your head. Share your concerns with someone who can actually help you. It may be a good time to find a business coach who can help you stay focused and improve your effectiveness while decreasing your stress.

9.Write It Out. Studies have shown that when people write down their fears, upsets and frustrations, it can be cathartic. Writing helps get bad thoughts out of your head and provides insights. The key is to keep things private and not share your written journal with others. Do not send your upsets in an email or text to your boss, client, employee or co-worker (or post them on social media).

10.Meditate. Take time to simply empty your mind and be silent for several minutes. It can be refreshing. Sit comfortably. Focus on breathing in and out. When thoughts appear—and they will—say, “Noise.” Don’t make these thoughts good or bad. This may be the most effective and most difficult for highly stressed people.

11.Brag. When you learn how to brag, it is a huge confidence booster. Complete your Brag! statements. Keep these up to date and review them anytime stress doesn’t go away or you need a confidence boost.

©Jeannette Seibly, 2018

Jeannette Seibly has been called a catalyst. She is celebrating 25 years as a business coach, advisor and consultant who guides her clients to achieve unprecedented results. Remember, stress can be reduced when it’s managed effectively. Are you ready to de-stress for success? Step up now! Check out her website, or contact Jeannette for a preliminary confidential conversation.