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

How to Provide Practical Feedback for Success Today

Leader comm“Leadership success requires giving practical real-time feedback.”

Many employees, teams and companies fail due to lack of real-time, practical feedback. Bosses wait until annual performance review time, bringing up issues from months ago. Managers fear saying anything negative because it would reduce their likability. Most lack experience on how to turn feedback into a positive process and instead wait until it is unavoidable.

The good news is providing real-time, practical feedback is a skill that can be learned. Good leaders check on progress to provide timely feedback. They are proactive about resolving issues and not waiting until there is a crisis. Plus, they demonstrate by example how to offer and receive feedback in a constructive manner.

5 Feedback Tips for Success

  1. Do It Now. Have a conversation after a quick and thorough investigation into the complaint. Talk with all people directly involved. Listen for the core issue. Then, build an agreement with everyone involved on how to proceed forward.
  2. Build Good Working Relationships. Develop good relationships with all of your employees: full-time, part-time, contract or temporary. This builds trust and makes it easier to provide needed feedback in the future.  It also makes it easier to communicate tough decisions. Employees value well-delivered feedback from someone they know is committed to their success.
  3. Use Sandwich Approach. Here’s the formula: 2 positives to begin + 2 factual and specific concerns + 2 positives to end = positive feedback. This basic outline provides effective feedback in a manner that employees can hear. Don’t forget to listen to their POV. There will always be more than one side to any story or problem.
  4. Provide Training. Provide training on how to use persuasive listening skills to offer good feedback. Using scientifically validated job fit tools will uncover misconceptions employees have about one another … and provide invaluable laser-like coaching. This allows you to turn around tough issue easier, faster and more productively.
  5. Use 360-degree Feedback. Real-time, critical feedback can be difficult to get. Use scientifically validated 360-degree tools quarterly, not annually. Quarter reviews will provide far more powerful feedback than annual performance reviews! These tools keep individual responses confidential and encourage truthfulness. Work with your executive coach to review the results. Then, share key results with others and listen to their feedback on how to improve.

©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. Feedback after the fact is useless. Feedback provided in real-time is invaluable. What do you need to be able to deliver and listen to feedback now? Contact Jeannette for a preliminary confidential conversation. Do it now.

7 Bad Habits that Get in the Way of Results

Bad Boss Habits.2

Today’s podcasts and articles focus on motivating your employees to achieve amazing results. But, for many bosses, there are times it seems like a difficult, never-ending challenge.

It can be difficult to motivate others with four generations in today’s workplace. To add to the challenge, many bosses have not been well trained. Sometimes it’s the bad habits bosses learned from their own bosses that get in the way. Other times, they fail to upgrade how they talk and manage their employees.

If you have any of these 7 bad habits, get a coach and transform into a great boss.

  1. Violating Confidentiality. Transparency doesn’t mean sharing private conversations. Instead, share numbers. Share good tactical and strategic methods. Never call people out on their stuff in public. Only do it behind closed doors.
  2. Treating Experienced People Like Rookies. Talking down to people or micromanaging them won’t motivate them to do better. Instead, it can create a backlash of negativity. Talk in a respectful manner and talk straight when there is an issue. Be specific in the feedback. Listen and find value in their experiences.
  3. Threatening Jobs. Putting fear into employees rarely achieves positive results. It will also impact your relationships with clients. Job fit is the #1 reason people excel in their jobs. By using qualified job fit assessments, you will clarify “why” they are and are not successful. These tools will also improve your hiring, coaching, managing and training style.
  4. Being a Friend First. This bad habit impacts your ability to make decisions, give assignments and coach others. If you were a team member and are now the boss, have conversations with each team member to discuss the change. Boss first, and a friend second.
  5. Treating Them as Children. Too often we fail to talk and treat our employees as adults. Micromanaging their activities and insisting everything must have your approval, is demoralizing. Instead … trust them.
  6. Changing Expectations. Every employee needs consistent goals, policies and expectations to succeed. Constant changes negatively impacts employee morale. They give up, become apathetic and develop a why bother attitude. Be consistent and stay the course.
  7. Lacking Awareness. Even the best bosses value scientifically validated 360-degree feedback tools. These tools improve management styles because individual responses are confidential and encourage truthfulness. Hire a coach to review the results with you to increase your awareness as a boss. Then, share key results with employees and listen to their feedback on how you can improve.

©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. Are your bad habits demotivating your team and negatively impacting your results? Ready to make needed changes? Don’t wait! Contact Jeannette now for a preliminary confidential conversation.

What Happens When You Update Your Hiring Practices?

sales-hiring-assessments-01The short answer: you will find great qualified job candidates.

Yet, many of you are lamenting, “I don’t believe that … there aren’t any qualified candidates looking for a job.”

Look again. They are out there! They will not waste their time applying for and interviewing with companies using out-dated hiring systems and practices.

The bad news is, if you keep hiring the way you’ve been hiring, you’ll keep the same results and miss out on the good ones.

Q4 will arrive soon. Now is the time to review why your qualified job candidate pipeline has shrunk and how to improve it for 2019.

7 Critical Selection Factors to Improve!

  1. Cost of Hiring Mistakes. It’s important to know the true cost of making hiring mistakes. This information will impact decision-makers to make the right changes needed.
  2. Objective Data. To improve your decision-making process use good objective data. It ensures that you are hiring for job fit, are aware of the skills needed and can plan for future workforce needs.
  3. Due diligence. Conducting background, education, theft and reference checks are important. To uncover honesty and integrity issues not found in public records, use qualified core value assessment tools.
  4. Job Postings. Well written and attractive job ads are the key to finding active and passive job seekers! Hire an outside company or have your marketing team put together the job ads. Keep your ATS up-to-date, easy to use and mobile friendly. Remember, you only get one opportunity to grab their interest.
  5. Biases. Selecting applicants and making job offers based on gut reactions or other biases will limit your applicant pool. And, not in a good way. Examples include:
  • 50+. These workers are amazing. They show up. They don’t job hop. They get the work done. Yet, their expertise is often overlooked.
  • 25-. These are our future workers. Hiring and training them now will support your company’s workforce in the future.
  1. Onboarding. This critical practice should begin the minute they apply. Engaging them immediately keeps their interest high. Use chat and other electronic messaging to stay in communication. And, remember keep it user-friendly.
  2. Key Words. For every job post, your key words should be reviewed and updated. For example, the key word CPA will overlook qualified job candidates for accounting positions.

©Jeannette Seibly, 2018

Grab your FREE Tip Sheet on Selecting the Best Coach for you!

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. Does your company need to upgrade how you hire your employees? Are you open to making the needed changes? Don’t wait or it might too late. Contact Jeannette now for a preliminary confidential conversation.

How to Become an Effective Coach to Your Employees

coaching puzzle

 

Grab your FREE Tip Sheet on Selecting the Best Coach for you!

 

Do your employees value your coaching style?

Research has shown that many leaders overestimate their coaching abilities. Some don’t understand how to do it, while others don’t like to do it. The additional issue is, many bosses have been poorly trained by their bosses on how to coach others effectively.

Effective coaching focuses on:

  • -Improving employees’ abilities to do their jobs
  • -Developing soft and technical skills
  • -Guiding critical thinking and decision-making processes
  • -Changing poor behaviors into good ones
  • -Clarifying goals and focused actions steps
  • -Encouraging initiatives and resourcefulness

Telling employees to “work harder” does not improve anyone’s performance. This coaching hype is often used when bosses are not effective coaches and don’t know what else to say.

5 Key Factors Required for You to Become an Effective Coach

Get Trained. To develop any skill, it’s important to hire the right trainer. This makes the learning process easier and faster so you develop good habits and stop bad habits quickly. Skills include how-to: listen, ask open-ended questions, build solutions, answer ‘why’, establish milestones and goals, and develop patience.

Listen. The ability to truly listen is the #1 reason effective coaches are successful. When bosses talk over employees, multi-task and give standard responses, they are not being effective coaches. As a coach, listen to what is being said and not said. Use persuasive listening skills to brainstorm and build solutions. Then, guide your employees to take focused action steps.

Believe in Them. Believing in your employees’ abilities is key, even when they are failing. For example, a facilitator was having a difficult time leading her team. Because the manager believed in her, he adjusted his coaching style. He shared on-point stories, and provided specific and actionable feedback. Along the way, he reminded her to believe in herself. The team’s results were amazing.

Use Qualified Assessments. Scientifically validated assessments help you coach with laser-like effectiveness. Too often as coaches, we aren’t on point with the real issue and we fail to provide actionable feedback. For example, telling sales people who are highly sociable to ‘listen more than talk’ won’t change their behavior. They love telling stories and sharing experiences. A good coach will provide specific feedback on how to ask open-ended questions and listen with a purpose.  

Have Compassion. Many of us forget what it was like when we were an employee. Some of us learned from the school of hard knocks, while others had bosses that micro-managed them. Times have changed. Effective coaches listen for the employees’ concerns and their specific road blocks. They have compassion for their circumstances and customize specific feedback. (Remember, what worked for one person may not work for others.) They empower their employees to take initiatives and focused-actions required to achieve desired goals.

Remember, coaching skills are simple and can be learned. However, it takes disciplined practice to master them.

©Jeannette Seibly, 2018

Grab your FREE Tip Sheet on Selecting the Best Coach for you!

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 your way of becoming an effective coach? Are you ready to step up and become the coach your employees value? Don’t wait until it’s too late. Contact Jeannette now for a preliminary confidential conversation.

How to Improve Team Accountability and Business Growth

business_people

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.

What Happens to Your Business If Something Happens to You?

Successor

Many business owners, executives and entrepreneurs have failed to plan for their retirement or for when they are no longer able to handle their job responsibilities. As a result, when something does happen, the company and its employees, clients and vendors will experience unnecessary chaos, uncertainty and stress. Some companies will need to close their doors.

All of this can be prevented by creating and implementing a well-thought-out succession plan now.

Start Developing Your Successors Now!

Business requirements have evolved, along with the qualities required to be successful. When you select your successor(s), it’s important to see beyond likeability, hearing what you want to hear or seeing potential in the person that is not evident to others.

It’s costly to select the wrong person. According to Harvard Business Review, 64% of executives in new positions fail within the first 18 months! (Remember, when they leave, they will take good employees and customers with them!) So, it’s important to get it right the first time.

9 Keys to Create Successor Success

  1. Job Fitness. Whether you promote from within or hire from the outside, the person must fit the job responsibilities to be successful. (For example, if financial management skills are required and they don’t have the interest and skills, they will make poor financial decisions.) Use a qualified job assessment and a 360-degree feedback assessment to develop and uncover any concerns that need to be addressed now. Developing the successor’s skills and business savvy are required before they receive the new job title and compensation package.
  1. Conduct Conversations Over Time. Meet at least quarterly and assess the future successor’s values, vision, interests, skills and understanding of the business and industry each time. It’s a great opportunity to mentor, talk over challenges and learn from one another.
  1. Design a Long-Term Game Plan. The intent is for the transition to be seamless. A customized game plan prepares each successor, so there are no surprises to the company and its employees, customers and vendors. Develop more than one person in the event of life and/or career changes. Update the plan every three years. And, remember, ask each person first before slating them for the position and make sure they will do the work to be ready!
  1. Executive Coach. Hire each future leader an executive coach to be the person’s confidential sounding board. Relying solely on internal mentors can hurt a successor’s future if confidentiality is broken.
  1. Outside Experience. It’s important for future leaders to gain the depth and breadth of experience by having worked for other companies, especially if the company is family-owned. As part of the Game Plan, have these potential leaders work in another company environment for five years, preferably in a management role. This will expand their point of view and leadership skills.
  1. Redefine Job Responsibilities. One year from retirement, review and update job descriptions with the people slated for the new roles. Don’t be afraid to redefine jobs and split the roles based on key skill requirements (e.g., Chief Financial Officer (CFO) may handle financial matters well, but not human resources issues. Break the position into two jobs, CFO and CPO (Chief People Officer).)
  1. Common Values. This is a critical factor that is often overlooked, particularly when nepotism is involved. If someone does not possess the values or integrity required to run the company, don’t be afraid to say, “no.”
  1. Step Away. Too often, the person leaving wants to stay and have the successor shadow them. This is not advised since successors lose important credibility that they are unable to gain later. Set aside egos, let go and move forward. (Please note: smart successors will set up quarterly meetings during the first year to meet and talk through issues with the former leader.)
  1. Let go. Sale of the company is always an option. When emotional attachment is high and there is a strong desire to leave a legacy, this option is often ignored. It can actually be more financially beneficial to all parties.

By creating a long-term succession game plan now, you develop successful successors.

©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.  Are you having trouble planning for the future, and picking and developing your successor(s)? Don’t wait to let go of the reins! Contact Jeannette now for a preliminary confidential conversation.