How to Handle Rejection as the Boss

women-business-rejectionEvery boss has experienced rejection from their employees. Today, younger employees are more vocal and dismissive about what they will and won’t do. Older employees will question and rebuff the decisions made by their younger bosses.

More so than ever, learning how to handle rejection is critical for a boss’s success.

If the fear of rejection is getting in your way, you’re not alone. It takes courage, communication, and the right coach to work through your fear and experience of rejection.

Your future success requires you to do so quickly or you will derail your career.

Overcoming the Fear of Rejection

Don’t Take “No” Personally. If team members are not accepting or not getting assignments done, it’s not personal. Use a qualified job fit tool to determine why. The assessment will clarify the person’s strengths and interests. Now, you can assign projects based on their strengths.  For example, if you need numbers crunched, ask the team member with the financial skills and interest to get the job done.

Get Over the Need to be Well-Liked. Most bosses want to be well-liked. But, remember being well-liked does not make you a better boss. Instead of wanting to be well-liked, focus on gaining respect. Give all team members the chance to shine and stop giving the best assignments to the team members you like.

Make Your Requests Positive. When you fear the word, “no,” your words and gestures will convey your fears. Move past this fear by having every request include how it will benefit the person, your boss, and/or team.  For example, “Joe, our team needs this projection for our next meeting. It will get us all on the same page. Can you help us?”

Seek Out “No’s.”  To get comfortable hearing this two-letter word, seek it out. Make requests of people daily who will normally say, “no.” For example, “Can you loan me a million dollars?” “Do you want to buy this product now?” Remember, “no” is not a personal rejection.

Develop Resilience. Embracing your fear of rejection will help you develop resilience. Hire the right coach to talk you through how to make requests, shake off past experiences, work with difficult employees, and embrace rejection. It will make you a better boss.

To be a great boss, learn how to handle rejection as a normal part of being a boss. Your career will thank you.

©Jeannette Seibly, 2019

For the past 26 years, Jeannette Seibly has been recognized as a catalyst and leadership expert. She has helped 100s of millennial bosses create more fun, money, and success when working through confusing situations. To develop your resilience, contact Jeannette for straight talk with dynamic results.

Are you a millennial boss that wants to make a positive difference? Sign up for our weekly newsletter to learn about people, project, and productivity solutions. When you register, you will receive FREE “How to Select the Best Coach for You!”

How to Simplify the Work Process and Enjoy More Personal Time

KeyFinding time to pursue interests outside of work is important. Keeping your team on track and productive is also important. When you simplify and structure your work process, you and your team will have more time to pursue personal interests. (Also, it makes for happier employees!)

Five Keys to Simplify and Structure

Clarify Goal, Purpose, and Actions. Clarity about the goal and purpose of a project, task, or interaction will speed up achieving the results. Also, don’t forget to include any limitations mandated by the customer or boss. Work with your team to brainstorm a strategy and create a focused-action plan and checklist. Then, manage the team to ensure focused-action is being taken. Quickly address overlooked items and obstacles. Do not procrastinate on this.

Write It Down. Written goals and focused-action plans move ideas out of people’s heads and onto paper. These critical processes will get everyone on the same page and make it easier to see what is missing. It also limits distractions or side activities that detract from achieving the goal. Use a written timeline as a checklist to determine the progress you and your team are making. Writing it down gives you more personal time.

Communication. Communicate with the team on a frequent basis. Use team meetings, 1:1 meetings, emails, and electronic messaging to keep everyone up-to-date. Don’t forget to include brags about each and every team member’s achievements.

Delegate. Know the strengths of each team member, including yours. For example, if someone is great at cost analysis, use him or her to create the ROI. Provide cross-training whenever possible. It builds a resilient team when mistakes or the unexpected happens.

Integrity. The most important key is to do what you say you will do by when you say you will do it. (This sentence is worth reading again!) When something happens that is not in your plan, immediately get in communication to resolve it. Remember, your team is following your lead!

These five keys will not only allow for a high level of productivity, they will also provide you and your team time to pursue personal interests.

©Jeannette Seibly, 2019

For the past 26 years, Jeannette Seibly has been recognized as a catalyst and leadership expert. She has helped 1,000s of people create more fun, money, and inspiring results. To learn more about building a productive and resilient team while gaining more personal time, contact Jeannette for straight talk with dynamic results.

To receive our keys to your success, sign up to receive our weekly newsletter. When you register, you will receive FREE “How to Select the Best Coach for You!”

I Want My Success Now!

success.now.future.leaderDo you have the potential for becoming wildly successful? But, feel your success is elusive? You believe it’s not happening fast enough?

Just because you want your success now, doesn’t mean you’re ready for it.

Many potentially successful employees hurt their career opportunities when they:

  • -Are promoted or advanced too quickly
  • -Don’t have the resilience to learn from mistakes
  • -Fail to take the initiative to hire the right coach and mentor
  • -Lack awareness of the impact on others
  • -Rely only on themselves and don’t build a strong network
  • -Focus solely on the potential paycheck

“Yes, I want to have a bigger home, car, and bank account, but, I want to enjoy the process of getting there.” A Long-time Successful Business Owner

Pursuing a successful career is admirable. But, if you want to be happy and enjoy the process, there are three keys to success that you cannot overlook.

Three Timeless Keys for Faster Success

1.Hire the Right Mentor and Right Coach. Select a mentor from your company, profession and/or industry. The right mentor accelerates the learning process and guides you in building stronger relationships. Hire the right external coach. This person will confidentially talk you through upsets and build solutions for faster success.

2.Job Fit Assessments. Job fit is the number one reason people are successful (Harvard Business Review)! Sadly, many professionals pursue occupations they believe will make them the most money and make them happy. But, poor job fit doesn’t build a strong financial future or make you happy. Also, it can hurt your self-esteem and ability to bounce back after failure.  Clarify job fit by using a scientifically validated job fit assessment. Review the results with your mentor and coach. Focusing on the right job and career path now will speed up your success.

3.Stand-up and Speak-up. Raise your hand and volunteer for new experiences. Learn how to share your ideas.

Use opportunities to learn and grow. Raise your hand and:

  • -Be on a nonprofit board
  • -Participate in a cross-department company project
  • -Volunteer for a humanitarian interest group

And, develop your skills for success by:

  • -Listening more than talk
  • -Doing what you say you’ll do
  • -Influencing new ideas
  • -Appreciating others’ efforts

Remember, developing these three key success factors will help boost your success faster.

©Jeannette L. Seibly, 2019

For the past 26 years, Jeannette Seibly has been recognized as a catalyst and leadership expert. She has helped 1,000s of people create more fun, money, success, and inspiring results. Contact Jeannette for straight talk with dynamic results.

To receive our ongoing keys to your success, sign up to receive our weekly newsletter. When you register, you will receive FREE “How to Select the Best Coach for You!

Are You Ready for an Amazing Future?

Future.ReadyWith 2019 beckoning, are you ready to create an amazing future?

Start with focusing on what will support all areas of your life. Review your job, relationships, finances, personal pursuits, and other matters in your life. What needs improvement?

Remember, what you do today will impact the quality of your future opportunities.

Take Responsibility Now to Impact Your Future

Clarity.  Take time to know yourself and what your goals and values are. Write them down. Know they can change over time. Remember, success is an inside job. Broaden your focus beyond more money, bigger homes, or other material items. These won’t make you a happier person. Instead, make a commitment to honor what is most important to you, your family and your business.

Career Fitness. Job fit is still the #1 reason (Harvard Business Review) people succeed in their jobs. Do you fit your job? 70 percent would say “no.” Focus on building your strengths and be aware of the impact your strengths have on attracting new opportunities to grow.

Right Coach. The right coach helps you focus on what is most important. The right coach helps you achieve your goals faster and easier. Plus, along the way, you’ll make more money, have more fun, and enjoy unprecedented results too!

Get Your Brag On. Self-promotion is important today. It helps you differentiate your skills, education, and experience from others. Brag savvy awareness provides pay increases, promotions, and opportunities you deserve.

Appreciation. Speak up and share the value and efforts of others!  Say please and thank you.  Apologize for mistakes. Acknowledge each person’s efforts. These are simple examples of how to bring out the best in you and others. The rewards are amazing!

©Jeannette Seibly, 2018

For the past 26 years, Jeannette Seibly has been recognized as a catalyst and leadership expert. She has helped 1,000s of people create more fun, money, and inspiring results. Contact Jeannette for straight talk with dynamic results.

How to Provide Effective Feedback and Coaching

Feedback.CoachingA sales rep believed she was doing a great job because she hit her sales quota every quarter. However, her boss saw it differently. He believed she overreacted in situations. He blamed her for asking too many questions and not getting along with team members. Instead of giving her effective feedback and coaching, he let her go when sales hit an all-time low.

After she was fired from her next job, she hired a coach. They talked through the issues and she took a job fit assessment to learn more about herself and how to better manage her strengths and weaknesses. She learned that her communication style got in the way of her success, and how to resolve disagreements for win-win outcomes. She also learned how to stand up and speak up for herself when blamed. Now, she was ready for her next job.

Her newest boss was unafraid to talk straight and manage the dynamics of the whole team. Each team member was expected to respect one another and resolve conflicts in a win-win manner. This new boss was great at providing her with immediate feedback and laser-like coaching. As a result, she and her team members each excelled. They surpassed their team’s sales quota each quarter.

When bosses fail to provide effective feedback and coaching, employees fail to improve.

Providing effective feedback and coaching to teams can be tough…receiving it can be tougher. No one likes to hear they are doing their job wrong, even when are. Plus, everyone fails when bosses allow drama, gossip, and emotional meltdowns to get in the way of providing feedback and coaching. Even worse, when bosses wait…conflicts increase and customer satisfaction scores plummet.

As a boss, it’s important for you to remember some emotional reactions are normal during any feedback and coaching session. Instead of interrupting the conversation and failing to provide the needed insights, have a box of tissues handy. It’s your responsibility to set the expectations for your teams. And, it’s up to you to provide immediate feedback and laser-like coaching so each person can succeed.

6 Tips for Effective Feedback and Coaching

Talk Straight. It’s up to you to talk straight. Don’t let eye daggers, hand gestures, or inappropriate comments will get in the way of building a good team.

Be a Role-Model.  To encourage openness and honesty, you must be open and honest. Take responsibility for your actions and words. When you make a mistake, own it. Apologies work wonders. Guide your employees to do the same.

Practice Tough Conversations. Role-play with your coach before having tough conversations. Use mirror work to help you become more comfortable with delivering bad news. If you don’t sincerely want the person to succeed, you are not ready to talk with them. Keep practicing.

Get Real. Many employees want constructive feedback. And, would love to have a coach to help guide them! As their boss, get real and take responsibility for providing laser-like coaching and effective feedback.

Ensure Job Fit. Over 70 percent of employees don’t fit their jobs (Gallup). This leads to employee and boss frustration, unproductive work habits, and poor communication styles. In other words, job fit impacts everyone. When you use scientifically validated job fit assessments, you will get answers as to why employees excel and why they do not. These tools will give you what you need to provide effective feedback and laser-like coaching.

Create a Learning Environment. A well-designed learning environment creates more openness for feedback and coaching. Create micro-learning opportunities to develop technical and soft skills. Don’t forget to include sessions on moral responsibility, integrity, and honesty so everyone understands that every choice and decision has a benefit and a consequence.

When you make effective feedback and coaching a priority, your team’s results will skyrocket.

©Jeannette Seibly, 2018

For the past 26 years, Jeannette Seibly has been recognized as a catalyst and leadership expert. As an executive coach, speaker, and author, she provides straight talk with dynamic results. Improve your team’s results by learning how to provide effective feedback and laser-like coaching for each person’s success. Contact Jeannette for a preliminary confidential conversation.

How to Make Your Team’s Dynamics Successful

Culture 2Creating positive team dynamics is a skill that can be learned.Jeannette Seibly

Team dynamics will make or break any group. As a boss and leader, it’s important to learn how to manage work teams, projects, and boards to be effective. What you don’t know can sabotage you, sabotage your team members and sabotage your project. The key is to act quickly and objectively when team dynamics go off-track.

Over the past several decades, I have coached teams and leaders in managing 100’s of projects. Most were successful. Some were not. This article focuses on six key elements that make or break your team’s dynamics.

A sales team met as a group twice a month. There were members that took the time to develop good working relationships with each other. And, there were those whose excuse was they were too busy. When several team members began criticizing a top producer, many took sides without first getting the facts. Unfortunately, the VP of Sales failed to step in and resolve the issue. When the top producer left, so did several others. It didn’t stop the backstabbing. Sales plummeted. Finally, the CEO hired a business advisor to work with the new VP of Sales and remaining team members. They had a candid come-down-to-reality conversation and set up ongoing coaching sessions to stop the bad behaviors. As a result, their team dynamics improved…and so did their sales!   

The 6 Key Elements to Understand Group and Team Dynamics

The Basics. Establish the basic rules and guidelines so everyone can freely participate. Remember, whatever you set up, everyone will forget and need to be reminded.

Effective Meetings. Training your team on how to conduct an effective meeting is paramount. Bring in an outside consultant to provide annual training to get everyone on the same page. Don’t forget to include soft skills training (e.g., conflict resolution, building agreement, persuasive listening, etc.).  Note: High-performance teams have a coach available for objective review and input. It saves them time, money and eruptions from frustrated team members.

Lead by Example. Issues arise any time there are two or more people involved! When they occur, address them quickly and objectively. First, objectively review options and goals with your coach. That process will remove emotional barriers and create better decisions. Role-play difficult conversations and focus on win-win outcomes for everyone, not blame.

Deep Dive. When issues arise (and they always do), start with the following questions to focus on the issue.

  • -Did I handle the logistics appropriately (e.g., Is everyone receiving group notifications? Was the room or electronic conference setup before the start time? Did the meeting start and end on time. Etc.).
  • -Am I actively listening or multitasking by handling my electronic messages?
  • -Do I encourage new ideas or am I shutting them down prematurely?
  • -Am I addressing issues as they arise or hoping they will go away on their own?
  • -Am I encouraging team members to work through their differences or taking sides?
  • -Do I come prepared for the meeting?
  • -How did I do to prepare others for the meeting?

No Saboteurs Allowed. Be proactive when gossip, backstabbing, and other nefarious activities occur. Otherwise, the damage is already done by waiting too long. First, immediately talk with your coach to avoid creating a bigger issue. Then, use candid come-down-to-reality conversations to clean-up and create powerful team dynamics.

Acknowledge and Celebrate. Practice appreciation and acknowledgment of group members on a daily basis. Good team dynamics occur when you learn about each other’s activities and successes. Complete the exercise of what worked and didn’t work. Do this weekly, monthly and/or quarterly for best results.

©Jeannette Seibly, 2018

For the past 26 years, Jeannette Seibly has been recognized as a catalyst and leadership expert. As an executive coach, speaker, and author, she provides straight talk with dynamic results. Improve your team’s results by championing positive and effective team dynamics. Contact Jeannette for a preliminary confidential conversation.

 

Now is the Time for High-Impact Hiring Practices

strategic hiringMillennials and GenZs will comprise two-thirds of our workforce in 2019! As a result, high-impact hiring practices must be designed to attract and keep top talent.

First, Get Real about the Costs

Many companies fail to make real changes in their hiring practices. Why? They believe since their turnover is less than the industry average, they are doing as well as they can. The sad truth is, it costs $37B (yes, billion) to keep unproductive employees. This alone will deter top talent from working with you. They want to work with successful companies that hire, manage, coach and train the right way. If you don’t know the costs (most people don’t), use our Hiring Calculator to get real data about your hiring costs!

Second, Review Often Overlooked Issues

Candid Interviews. Today’s candidates will decline job offers if interviewers use canned responses. They want real conversations with real answers to their questions. Schedule interviewer training today for everyone.

Shorten Interview Processes. Many companies lose out on top talent because they take too long to make job offers. Improve the decision-making process by using objective data. It will always help you make your decisions faster and easier.

Job-Specific Questions. Failure to ask job-specific questions during an interview creates a false impression about the job. These candidates will accept the job offer and ghost you afterward.

Recruiter and Interviewer Biases. Yes, they do exist…and good job candidates know it. These biases can hurt your company’s reputation now and in the future. Improve your decision-making process by collecting objective data with legally validated tools to help eliminate biases.

Assessment Tools. Most do not meet the Department of Labor’s 13 guidelines for pre-employment and selection purposes. Companies too often rely on tools that provide subjective data of how well the person fits the job vs. scientifically validated job fit tools that provide objective data of how well the person fits the job (and meet the DOL). Choosing the right assessment will dramatically improve hiring results and reduce turnover. (Review Hire Amazing Employees – Chapter 11 – Assess for Job Fit-Use Qualified Assessments)

Third, Develop High-Impact Hiring Practices for Amazing Results

Define an Exceptional Hire. Ask yourself and your team, “What does an amazing hire look like today? In three months? Six months? A year from now?” Now, rewrite the job description with those responses in mind. Ask your marketing department to create exciting and enticing job postings.

Make Promises. Ask and answer, “Why do applicants want to work for us? How will this job help their career now and in the future? What specific training and development can we offer them?” If you answer these questions, you will uncover the promises you must make to get and keep top talent. For example, customize individual career pathways for each new employee immediately upon hire. Be sure to use the data from the qualified assessment and ask the employees about their future goals.

Create a 180-Day Onboarding Plan. Whether or not you hire the person, this process should start immediately after the candidate has completed the online application. Encourage candidates to ask questions at any point during the process. Schedule sessions to cover the company’s history, purpose, and mission; safety and well-being policies and procedures; on-the-job training (technical and soft skills); opportunities for mentoring and coaching; etc.

Job Fit is Still #1. According to the Harvard Business Review, when candidates fit their jobs, they excel. Use objective data to dramatically improve hiring, coaching, managing and training efforts.

When you implement these high-impact hiring practices, you will be ready to hire and keep the best. Also, as an added advantage, they will be happier and more productive.

©Jeannette Seibly, 2018

Jeannette Seibly has been a catalyst and leadership expert for over 26 years. As an executive coach, speaker, and author, she provides straight talk with dynamic results. Most companies need help objectively reviewing their high-impact plans. Contact JLSeibly@SeibCo.com to help you hire and keep the best. Check out her website, or contact Jeannette for a preliminary confidential conversation.

The Best Chance for Success Requires Completing 2018 Goals

Complete 2018 Goals

“We say we hate goals…unless…we’ve successfully completed them.” Jeannette Seibly

Do you know only about 8% of the business people who created goals for 2018 are on track to complete them?

The other 92% are busy creating excuses. Some of the excuses are really good ones.  I often hear them justifying their lack of actions with: “I’ve forgotten what my goals are.” OR “My boss hasn’t asked about them, so they must not be important.”

Some even take the easy way out and change the goal. This is not recommended since doubt will seep into how you see and speak about yourself. Others will stop trusting you to do what you’ve said you would do. Company leaders will overlook you for promotions, new opportunities and pay increases.

So, why don’t more people successfully complete their goals?

First, we must ask why completing goals are important.

Goals provide leaders and employees with opportunities to grow. They engage employees and customers, and impact the bottom line. Also, successful completion builds self-confidence and the ability to trust yourself.

Tips to Move You Forward to Success!

1.Acknowledgment and Acceptance. These may sound like odd tips. Yet, acknowledging and accepting the value of goal design and implementation is rewarding. The experiential skills learned are invaluable to career, managerial and leadership growth.

Let go of the reasons why you hate goals:

  • -I/we failed last time. (Resilience requires acknowledging failures, learning from mistakes and moving forward.)
  • -I/we lack the resources required. (Taking initiative and becoming resourceful provide amazing results, while building confidence.)
  • -Teams are too difficult to manage. (Make a commitment to transform the so-so team into a stellar one.)

2.Hire an Executive/Team Coach. There are less than two months remaining to fulfill your goals. At this point, it’s imperative to bring in a set of “objective eyes.” Having an outside person review the goal and action steps will focus the team on “what’s next.” Also, the right coach will encourage the team to blast through perceived barriers.

3.Train Everyone to Be an Effective Team Member in Meetings. Most meetings are boring! Many team members check out; and, as a result, will not bring forth their best efforts to achieve the goal. What are you doing to train yourself and your team(s) to be effective team members? And, conduct productive meetings? There is still time this year to get the training to successfully complete your 2018 goals.

4.Develop Persuasive Listening Skills … These Are a Must. Listening to differing POVS, building win-win outcomes and brainstorming solutions create better results. Using these skills will bolster the team’s morale and keep everyone on track.

Questions to ask yourself and the team when the project has stalled:

  • -What are you refusing to hear? Why?
  • -What does each team member need to say?
  • -What is the benefit of giving up so soon?
  • -What are the costs of not completing the goal?
  • -How can the team get back into focused action and make a positive difference?

If you are truly committed to the fulfillment of your 2018 goals, take these four tips and get into action. Join the elite 8% to have a successful 2018.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 26 years. As an executive coach, speaker, and author, she provides straight talk with dynamic results. There is still time to complete your 2018 goals. Waiting is no longer an option. Hire “objective eyes” to help you determine what needs to be done to have a successful 2018. Contact Jeannette for a preliminary confidential conversation. Do it now.

How to Respond to the “Why Generation”

why generation

“’Why do you do it that way?’  Is a great question to streamline anything.” Jeannette Seibly

 

Two-thirds of today’s working population is made up of Millennials and GenZs, a.k.a. the “Why Generation.” They are asking questions to understand:

  • “Why were these policies and systems designed this way?”
  • “How does this procedure help people access products and services easier and faster?”
  • “What are the reasons for this decision?”

When digital natives ask “why,” it is not to be rebellious, disrespectful or rude. Instead, they want to offer their technology skills to makes a way of making a positive contribution.

Traditionally, the fear of asking bosses “why,” is that it was seen as challenging their authority. The truth was, bosses often didn’t know the answer or have the power to change a system or procedure. As a result, employees were wary of offering new ideas. They feared speaking up would hurt their promotion, pay increase and/or continued employment.

In today’s workplace, leaders must set aside their egos and encourage curiosity. “Why” is a great question to ask when building a win-win outcome with any project, team and/or system. It requires each person to be vulnerable and say, “I don’t know. But, let’s find out the answer together.” It’s how and why innovation and disruption get created, saving time and money while engaging top talent.

7 Ways to Engage the “Why Generation”

  1. Why are policies and systems that way?” It’s one of the first questions many ask. Embrace this question. It’s a great opportunity to review and update policies, systems, and procedures.
  1. Educate employees about the impact they have. Train them on “how” and “why” their tasks (or lack of effort to do them well) impact the work done by others. Cross-training within the department and throughout the company will broaden everyone’s POV.
  1. Be available to answer “why” in a way others will understand. Some employees learn in a methodical manner (show and tell me). Others learn best by sharing the concept. Then, through trial and error, they will learn the details of how-to-do-it (tell me and let me figure it out). Using scientifically validated job fit assessments will reveal how employees best learn and help you be a better boss and coach.
  1. Learn how to listen and talk with one another. Listening is a two-way street. Asking and answering “why” creates new opportunities and expands old ones. To build win-win outcomes, training must include communication, critical thinking, cultural sensitivity, decision making, and other soft skills. These can and do impact the creation of improved products and systems.
  1. Sharing history will prevent a repeat of history’s errors. If you don’t know the “why,” find out the facts. Also, be open to having an inquiry with your employees: “Why do you believe it was done that way?”
  1. Be curious and ask open-ended questions in team meetings (e.g., who, what, when, where, why and how).
  • “Why do you believe this system or procedure needs to be changed?”
  • “How and when would your idea improve it?”
  • “Who have you talked with that is affected by this change?”
  1. Evaluate changes before implementing them. While change may look good on paper, in reality, it may not work for your company. Don’t forget to share your findings of why it will or won’t work.

As a boss and leader, it’s important to remember “why” the “Why Generation” is asking so many questions. The answer: to offer new ideas and make a positive contribution to everyone.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 26 years. As an executive coach, speaker, and author, she provides straight talk with dynamic results. It takes courage to ask and answer “why.” Help your employees and bosses learn how to do it with ease. Contact Jeannette for a preliminary confidential conversation. And, do it now.

26 Years … WoW!

Celebrating-26-YearsI still remember October 7, 1992. On that fateful day, I was sitting in my newly created home office in Livonia, Michigan. I asked myself, what do I need to do to become successful? Because of the tough challenges I experienced in corporate America, I had learned a lot. But, how does that help me as a new business owner?

At that moment, I made a commitment: Success will be measured my ability to use what I’ve learned and help others succeed!

The results from the past 26 years? I’m an award winning executive coach, speaker, author and Authorized PXT Select Partner.

We All Have Dreams and Goals

Today, I’m sitting in my office in the metro Denver area smiling. 15 years ago I pursued one of my long-time dreams of moving to Colorado. My goal: enjoy the sun, drier climate and Rocky Mountains. Earlier this summer, a long-time mentor, Leslie Charles, interviewed me about my journey to fulfill this dream. Her “groundbreaking” book on how to fulfill your dreams will be released in Fall, 2019.

So what’s next? I want to travel, speak, coach and write more, buy a home and adopt a dog (I’ve always adopted cats). And, I’d like to become a bestselling author. Thanks to the guidance from Judith Briles and other authors this could become a reality in the future. In Judith’s newest book, I’m featured in Chapter 3, “How to Create a $1,000,000 Speech”.

Many of you have dreams and goals too. Some are in hot pursuit. Some of you have given up after experiencing setbacks and uncertainties.

And, many of you are waiting until the “right time.” Some of you are making decisions based on your feelings or gut reactions. While some believe their situation is the best it can ever be. And, many of you have given up on believing in yourself and your abilities!

My Journey is No Different than Yours

We all have successes. And, we all have failures. Lamenting about the past doesn’t move anyone forward into the future or allow you to create new possibilities.

I, like many of you, have experienced failures. I’ve learned how to learn from them and move forward. You can too.

The secret is to hire a coach … but beware, it’s critical that the coach you hire is the right coach for you.

Here’s What I Know … Achieving Your Dreams Requires Hiring a Coach and Doing the Work

This is what doing the work looks like: Recently I worked with a young man who had a goal of getting any job. After our first coaching call, he committed himself to a true goal. He wanted to become an executive director for a not-for-profit. First step, we took the time required to understand his strengths and weaknesses for that job. Then, he created his brags. He believed he was ready to network to uncover opportunities. The problem was after several weeks, he still wasn’t winning the interviews or job offers. Next, we uncovered several facts. When sharing his experiences, he failed to share his numbers. In his interviews, he didn’t talk about the organization’s mission and goals. He failed mention his ability to build a quality team. In just one targeted coaching session, he recommitted to his goal and completed the additional work required to achieve his goal. The result? He’s contemplating which executive director position to accept.

My Biggest Brag This Year!

The amazing results attendees gained from my “Get Your Brag On!” presentations. These interactive workshops touched my heart when participants shared their “brags!” They awakened their ability to speak up with confidence, “I did this …” “I achieved this …” “I matter.” In Jim Pawlak’s syndicated column, BizBooks, he was written a review of my book. Grab your copy of the book at It’s Time to Brag! Business Edition.

My Philosophy Remains the Same

I’m committed to the success of every person I work with.

My trademark is being a catalyst and leadership expert. I have an uncanny ability to help business owners, executives and entrepreneurs identify hidden roadblocks. I help them blast through their barriers and leverage their achievements. They become winners and great communicators, team members, bosses and leaders!

So, What’s Next for You and Me?

The simple answer is, achieve our dreams and goals for Q4 and 2019. If you’re committed like I am, let’s get started now!

©Jeannette Seibly, 2018