Inspiring Leadership Is All in the Communication

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Recently I overheard a business owner telling an employee, “You’re wrong, wrong, wrong!” The employee simply dropped his head in embarrassment and said nothing. A few days later he quit after finding another job.

Many times when team members feel misunderstood, not heard, or humiliated – they quickly become cynical of the project, company, boss and some of their team members. While employees also have the responsibility for clearing up any misunderstandings, the ultimate responsibility falls on the leader to continually inspire his or her team and elicit the best from them – it’s all in the communication.

Communication is Everything

Each Word Conveys a World. Choose your words carefully. Everyone has their own interpretation of what a word means due to their experiences, education and learning styles. Take the time to explain what you are saying when others don’t readily understand. This may include using a picture, showing them the specific item, writing down an outline or details, etc.

Listen Past Emotional Filters. We all have them when we listen to someone. For example, some employees may listen to you as a critical parent, while others may find the same statements inspiring. The challenge is to be aware of the words you choose to use, your tone of voice and other non-verbal expressions. Rely on your business coach to help uncover the filters that are getting in your way.

Be Open to the New. You don’t know everything … no matter how many years of experience you’ve had in your job. For example, you may understand a company’s system; but, may not understand how to improve it to save time and money. Brainstorming new ideas and aligning on the details creates new results.

Be Present with Others. Many times miscommunication can be prevented when we put down our electronic gadgets. This includes during meetings, impromptu get-togethers, phone calls, emails (yes, we attempt to multi-task when we are reading), etc.

Build Win-Win Outcomes. I once observed a high-level boss who could take some of the strangest remarks and turn them into the most insightful comments he had ever heard. He did this authentically and as a result, all of his team members felt valued. Learn how to listen for new possibilities and build win-win outcomes. Remember to brainstorm and establish a goal before delving into the details of producing the desired outcome.

Clean- up Misunderstandings Now. It’s important to quickly uncover and resolve any miscommunication. It will only take a few minutes to check back with your team or employee to clarify what they heard you say. Otherwise, it may take hours or months to rectify the issue.

Be Humble. Listen to understand an employee’s dilemma instead of mentally thinking of how to fix it. Then, after they have vented (and, before you start offering your advice), ask what they believe the best course of action may be to resolve it.  Then, brainstorm and select the intended result before putting together the details.

Help Others Understand Each Other. Use qualified assessment tools to help your team members gain an objective perspective of their own and others’ communication styles. Then, take it a step further and provide communication skills training. These efforts will pay dividends for years to come! (For more information, click here.)

Remember, inspiring leadership requires powerful communication skills.

©Jeannette Seibly, 2017

Do you need to inspire your participants at a trade association event? Do you need an engaging presenter? Do you need a facilitator to help address a difficult company issue? Contact Jeannette.

The truth is, sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your income. Learn the art of bragging because no one will do it for you. Get your copy of It’s Time to Brag! Business Edition

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She Check out her website, or contact Jeannette for a free confidential conversation.

Safety and Well-Being Should Be #1 in Every Company

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Workplace accidents, theft, drug use and other issues that impact the safety and well-being of all employees need to be vigilantly addressed before they become a problem.

Because of the difficulty of finding qualified talent, companies have become lax in ensuring they have the right people in the right jobs. As a result, health and safety issues that could be prevented by good selection practices, safety training and ongoing communication are often overlooked.

 

A general manager of a medium-sized production company does not reinforce the hiring policies set by the owners, including drug testing. Since they were not used when he was hired and his mandate is to control costs, he doesn’t use these hiring policies either. As a result, one drug user has become two, and drug use and distribution are rapidly growing among employees. To make the situation worse, the GM has pushed the responsibility for documentation onto the employees and then diminishes the importance of their evidence. These ill-advised and dangerous management practices have created high turnover, poor product quality and suffering ROI.

While this may seem like an extreme case of negligence, being an ostrich and sticking one’s head in the sand will not transform poor practices. It’s everyone’s number one responsibility to ensure the safety and well-being of all employees at all times.

Prevention Practices

Proper Due Diligence. This is where employers can make the biggest difference. It’s better to keep a job open than to hire anyone with a history of theft, drug use and distribution, and other employment-related issues that can turn into safety concerns (don’t forget, white-collar crime is on the rise). Remember, good employees will research the company online, including social media postings. They are not interested in working for a company that doesn’t value its employees.

Use a qualified core value assessment that looks beyond background checks (which rely solely on public records) and into a person’s ability to arrive to work on time, respect others and speak up when there are violations of standard operating procedures. The right tool is inexpensive and will positively impact company profitability and well-being.

Job Fit Is Key. When employees are not happy in their jobs, they do the minimum work necessary to keep their jobs, and productivity suffers. In turn, they will usually find another outlet to make their work more interesting, which may not support the values, policies and safety practices of the company.

Qualified job fit assessments, when used properly, ensure people are in the right jobs. (How do you determine that an assessment is qualified when there are so many to choose from? Get your copy of Hire Amazing Employees to find out.)

Employee Orientation and Training. According to an Institute of Work and Health research study, only 1 in 5 companies provide training for a new job!

Train all employees before they start their jobs. Then, consistently and rigorously reinforce work and safety practices, including: How do they report a problem or concern? When do they do so? Who do they tell? Remember, any bullying and intimidation should be handled immediately when employees step forward to report violations or other concerns.

Vigilant Communication. When someone has the courage to speak up, OSHA citations, workers’ compensation claims and employment litigation can be prevented. It only takes one lax moment to have someone, and the company, get hurt.

Don’t forget to use different communication vehicles (wall banners and postings, department meetings, pep talks before and after shifts, texting (when not driving), etc.) as reminders. It is critical managers hold each and every employee, and each other, accountable for following standard operating procedures in a safe manner, whether or not the issue is in their department.

Safety and well-being should be #1 in any company. Ensure proper hiring, training and communication practices are reflected in this all-important commitment.

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to bragging. Remember, no one will do it for you. The truth is, sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your paycheck. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience providing qualified assessments for hiring, coaching, training and managing great employees. Check out her website, or contact Jeannette for a free confidential conversation.

Bad Bosses Can Be Good People with Poor Skills

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Today’s bosses are getting a bad rap. They are the number one reason employees cite for leaving their employers. The truth is, many people leave due to poor job fit, work ethic and work discipline, along with illusions about how fast they should be advancing in their jobs or careers.

As a boss, you may believe you have the wrong employees. However, it’s critical to your career, now and in the future, to learn about yourself and how you can improve your management responsibilities: performance, people and profit. Usually when you do this, you will be surprised to find you have great employees. If you continue to believe you don’t have great employees, you will eventually discover you are in the wrong job!

Important Note: Being a good person does not mean you are a good boss!

Transform Poor Skills Into Good Ones

-Performance Effectiveness. As a boss, you may falsely believe that if your employees like you, they will perform at higher levels. It’s a myth! The truth is, as a respected boss (not necessarily a well-liked boss), you become fearless about making the right decisions, finding needed resources and encouraging employee initiatives. While you may not be everyone’s favorite boss, your employees can count on you to develop them into great contributors who produce unprecedented results. They will value you as a leader.

-Great Relationships. Belief in yourself, your teams and your management peers is critical, but believing blindly can create problems. Use objective data to guide you in developing and coaching your people with laser-like skills to ensure job fit. Remember to listen more than talk. When you value others, their ideas and efforts, people will respect and like you as a leader.

-Attention to the Bottom Line. Your boss and top management team will provide important industry insights and rely on your technical and people skills to design, plan and execute new business practices. It’s important for you to be able to work with and through your team profitably to achieve the intended results. It will determine your fate as a good boss now and in the future.

Boss Development Is Required Now

Note: You may see yourself or one of your employees as having “bad boss” traits. It’s critical to act now to fix them. The longer bad habits continue, the harder it is to transform them into effective ones.

-First, hire a business advisor to work through the challenges and perceptions for an extended period of time. There are no quick fixes! Take a qualified assessment to help you see the connection between your work habits and attitudes and how they conflict with good boss practices. Participate in a qualified 360-degree feedback to better understand the workability of your management style based on objective feedback from your boss, peers and direct reports. Contact SeibCo for information on qualified assessments and executive coaching.

-Second, review the information provided by both assessments with your business advisor and create a strategic plan to develop skills you are not using, acquire skills you do not have and become effective when handling the challenges, conflicts and changes required of any boss. Remember, you can build on strengths. You cannot build on weaknesses.

-Third, implement the strategic plan you just created with your advisor and stay focused. Being a good boss is not an easy career path. However, it can be really fun and highly rewarding.While no one expects you to be perfect, it’s important you transform your “bad boss” reputation before it derails you and your career options.

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to sharing your successes. Remember, no one will do it for you. The truth is, bragging in a business-savvy manner will help you close sales, receive promotions and increase your paycheck. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience developing great bosses and teams to achieve unprecedented results. Check out her website, or contact Jeannette for a free confidential conversation.

Do You Sound Like a Great Boss?

communication skillsToo often words come out of our mouths that we vowed we would never say. And, to make matters worse, our tone sounds harsh or critical. Believe it or not, as bosses, we often sound like our parents did when growing up. Imagine sounding like our critical parents when we speak to our employees. Yikes!

Stop sounding like a critical parent to your adult employees.

Why is this Important?

Employees leave their employers because of their boss! It’s the #1 reason employees seek other opportunities. They may tell their former employers it’s due to lack of pay, bennies, immediate opportunities and other perks. In truth, it’s actually about lack of respect, tone of voice, words used, promises not kept, and promotions that never happened. Rightly or wrongly, they blame the boss!

Good News – Bad News

First, the Good News. Yes, you can do this! Before receiving that coveted promotion or job (or immediately after), develop the right supervisory communication skills. Becoming a great boss is developed through taking responsibility for your attitudes, beliefs, and communication abilities. It helps you to elicit the best from your employees, boss, vendors and clients!

Second, the Bad News (best to get this out of the way early in the article). You may not have the interest in becoming a great boss. In that case, it won’t matter how much training and development is provided, you will fail to use it! Instead, find other positions without people management responsibilities at the pay scale you desire now. Otherwise, you will eventually find yourself unemployable. (Don’t forget, to excel in most professions, you will still need to develop great communication skills.)

9 Ways to Sound like a Great Boss

1.It’s an Inside Job. It requires being responsible for and setting aside your inner judgments and beliefs of how people should think, act, talk, dress … ad nauseam. Remember, simply using the right words or jargon will not prevent others from “hearing” what you really believe or think about them (think, over 80% of communication is non-verbal)!

2.Influence. Instead of telling others what to do, how to do it, and using a commanding tone of instruction, learn to influence others. Engage them by sharing the bigger picture, and allow them to handle the details without being micro-managed.

3.Listen! Develop a positive attitude and authentic belief that others have great solutions! Listen and learn from others’ ideas, incorporate them, and give each person credit!

4.Treat People Right. Treat people with respect by developing “boss smarts.” Hang around other managers that have a great track record of interacting well with their employees. Take away insights that will work for you and help you respect others. (Hint, understand you will never be just like them!)

5.Understand Your People. Use qualified assessment tools to understand “why” employees do what they do. They provide incredibly accurate insights and turn you into a laser-like coach that your employees value. Understanding your people will have them enjoy coming to work each day!

6.Understand Your Style. Use qualified assessment and 360-degree feedback tools to help understand your style now that you are a manager. Review the feedback with your coach, mentor and employees to uncover actual strengths and weaknesses, and develop methods to help you become a more effective boss. (Most important: never hold their comments against them.)

7.Word Choice. The words and tone of voice of you use tell a much deeper story than you are aware of. Work with an experienced executive coach or licensed therapist to role-play your choice of words in upcoming situations, and how to talk with others when describing challenges and opportunities. Your tone of voice will naturally change as you become a more confident communicator.

8.Journal for Clarity. This is a great way to see, in black and white, your thoughts about people and/or situations. It gives you a chance to work through complex issues in a more objective and helpful manner. Then, shred. NEVER send a letter spewing your upsets no matter how justified you believe you are.

9.Confidence. Often, your inner-most and deepest fear is that you are fraud and everyone is going to find out. To awaken a natural confidence, get the book, It’s Time to Brag! Business Edition, and do the work. Remember, there are no shortcuts!

Being a great boss requires an awareness of how your beliefs, words and tone of voice impact others. Using the above techniques will help you communicate in a manner that elicits the best from your employees and others.

©Jeannette Seibly, 2017

What are you waiting for? In less than 30 days, Q1 will come to an end! The good news is, there is still time to create a great 2017. The bad news is, it won’t happen unless you get into focused action. Contact Jeannette Seibly now. She will coach you on how to move forward faster to achieve your 2017 goals! The clock is ticking … contact her now.

Why is it important to learn how to brag? Sharing your successes and teaching your team to do the same in a business savvy manner can inspire others, build credibility and close the sale! Get your copy of, It’s Time to Brag! Business Edition

Jeannette Seibly has been a business advisor and executive coach for 24 years; along the way she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience developing great bosses! Check out her website , or contact Jeannette for a free, confidential conversation. Remember to get your copy of her 5th and newest book, It’s Time to Brag! Business Edition.

Let Go of What You Think You Know as a Leader

In a recent article Are You Ready for Your Next Opportunity?, I wrote about readiness factors — skills that prepare you to be a successful leader. In this article, I’m examining leadership mindsets that often get in our way.

Many leaders believe they are ready to take on spearheading larger projects, groups of people and companies, and think 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 what type of leader you are, will determine your results. Without awareness of how you influence others, your mindset, or paradigms, can and will limit your success as a leader.

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 will often be incorrect in this assumption, and our lack of awareness limits our ability to influence change. If you really want to know how you are perceived (and real leaders do), get real by using qualified assessment tools that will provide information beyond what you want to see. Use these tools, along with executive coaching, to help you better understand yourself, how others see you and how to work better with everyone. (To learn more about qualified tools, contact me.)

Failure is Not an Option. We were taught to believe there is no such thing as failure! And yet, at times, we have all failed. Being unable to admit mistakes discourages others from wanting to embrace your leadership style. People stop listening to your ideas, thoughts and opinions – limiting your influence and your career. Learn how to share your successes, failures and what you learned in a way that elicits the best from others.

All Change is Good. This is a serious faux paus that many leaders make! Yes, change can be great and is necessary for a company to grow. But, first slow down, build trust and understand the reality of where you are now. 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 will make or break your success — they are your most powerful asset when you perceive them that way. Stop hiding behind your “busy work” and walk around to learn their names, interests, and why they like or dislike their work. Do NOT micromanage how they do their work. Simply take this opportunity to get to know them and their jobs better.

Asking for Help is a Weakness. It is actually a sign of strength to ask for advice from, and listen to, your business advisor, mentor and/or boss. Remember, everyone needs a helping hand, and only fools make the mistake of relying solely on their own mental monologue about what’s next.

Remember, your mindset can limit what is possible as a leader. Expanding how you think and act is crucial to being a good leader.

©Jeannette Seibly, 2016

Why is it important to learn how to brag? Understanding your successes and failures, and sharing them in a business savvy manner, has others want to follow you as a leader! Get your copy of, It’s Time to Brag! Business Edition today: http://BizSavvyBrag.com.

Jeannette Seibly has been a business advisor and executive coach for 24 years; along the way she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. Check out her website, http://SeibCo.com, or contact Jeannette for a free, confidential conversation at http://SeibCo.com/contact. Remember to get your copy of her 5th and newest book, It’s Time to Brag! Business Edition: http://BizSavvyBrag.com

Lack of Success Equates to Lack of Commitment

As a business owner, executive, entrepreneur, key employee and sales leader, it’s important to understand that what you are committed to is what is showing up in your results.

Your Belief is Your Commitment

  • *If you feel entitled, everything you do, say and think will be focused on you!
  • *If you believe you have to do it alone, you will experience high turnover, be fired by vendors and have difficulty getting things done.
  • *If you think you don’t need to listen to others, think again! Being unable to effectively talk with others usually creates conflict and limits desired results. (Reference, What’s the Cost of NOT Listening? http://wp.me/p2POui-10Y)

What are you really committed to? 

Get Real about Your Commitment. It is the primary ingredient for success. Everyone talks about their commitment, while simultaneously coming up with excuses for why they didn’t do this or attend that. And, often when mistakes or failures happen it will be attributed to “It was meant to be.” Consider that that is not true. The reason you are in business today is to provide a service and/or product, achieve financial success, and/or fulfill a dream. It’s takes a commitment. Be able to state that commitment in ten words or less. Now, honor it!

Results Don’t Happen by Themselves. Results require focused actions that move you forward toward achieving your goals. Again, if you’re uncertain what you are committed to, look at the actions you have taken or the decisions you have made. Until you are clear, you will never know what actions will produce the intended results. And, justifying actions that don’t give you the results you want won’t change the outcomes! It only creates a quagmire or mental fog! When you are finally clear about your commitment, you can hire the right people the first time, provide outstanding products and services, and achieve the sales and marketing metrics you desire.

Be Comfortable being Uncomfortable. Growth is never easy. It becomes harder when you are resistant to coaching, don’t want others telling you what to do, or fear failure due to past experiences. Address these blind spots by hiring an executive coach or business advisor to help you make the necessary changes without becoming overwhelmed. Making the right changes in your lifestyle, workplace, sales activities (e.g., prospecting, networking, following-up and following-through) and other habits will have you honor your commitment. Be responsible. Don’t get hooked by the bright shiny object syndrome and go off track. (Reference, 4 Requirements for Creating New Solutions to Old Problems http://wp.me/p2POui-10O)

Trust is the Cornerstone. Trust yourself … trust your team … trust your coach … trust the process. Trust can transform your results! The process rarely looks like you think it should. Avoid the common phrase, “try harder.” It rarely works since “try harder” will have you doing what you’ve already been doing that isn’t working and build more stress. Get in communication and learn from others.

Clarify and honor your real commitment. It will make a significant difference in your results. And remember, sometimes, it only takes a slight correction to get back on track!

©Jeannette L. Seibly, 2016

Why is it important to learn how to brag? It honors your commitment. It will offer clarity about the value provided by you, your team, and your products and services!  Get your copy of, It’s Time to Brag! Business Edition today: http://BizSavvyBrag.com

Jeannette Seibly has been a business advisor and executive coach for 24 years; along the way she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. Check out her website, http://SeibCo.com, or contact Jeannette for a free, confidential conversation at http://SeibCo.com/contact. Don’t forget to get your copy of her newest book, It’s Time to Brag! Business Edition: http://BizSavvyBrag.com

Are You Ready for Your Next Opportunity?

Many of you will exclaim, “Yes!” You believe since you’ve worked for several different companies, and have technical knowledge about finances, technology, operations, customer service and sales that you’re ready. After all, how hard can it be to take on the next opportunity in a key employee, management or leadership role?

Whoa! The fact is, you may not be ready for your next opportunity. Why? While many people may understand the technical side of the business, there is more to learn before you move forward!

5 Key Readiness Factors

Do you elicit the best in others? Many millennials are team oriented and want to work with and through others to get the job done. However, many haven’t yet mastered the art of listening or effective face-to-face interactions. Ask for and take on leading a group to accomplish a project or event, or mastermind the resolution of an issue. Take courses annually to help you learn more about how to alleviate your biases, impatience with others, and other bad habits that get in the way of your effectiveness with “people.”

Are you aware it’s not only about you? Whether you’re in one-on-one meetings, group meetings or conferences calls, there are different skills required for you to elicit the best from others. Keep the dialogue on track by respecting each person and giving them an opportunity to contribute. The key is for you to set aside your conclusions and listen to your team to ensure you’re getting the intended results. This requires you to set aside your ego. Remember, at the end of the day, your team wants to be able to say, “We did it!”

Do you achieve your intended results? Usually, poor facilitation and project management skills are why many leaders, managers and key employees do not achieve their intended results. This missing set of skills contributes to missed deadlines, and a myriad of other avoidable problems. Learn how to listen, delegate and conduct effective meetings – key skills required to achieve anything! Remember, alignment of team members, not consensus, is the goal. (Reference, 7 Ways to Improve Your Meetings Now http://wp.me/p2POui-10V)

Do you get sidetracked by bright shiny objects? The greatest detractor in achieving intended results is your internal mental monologue.

One young entrepreneur allowed the bright shiny object syndrome to prevent her from selling her product and her internal chatter prevented her from getting help quickly. By working together, she was able to fine-tune her approach and ditch detractors. Sales dramatically increased and she gained the confidence and needed experience to prepare her for her next opportunity.

Get back on track quickly by seeking out the right mentor and coach. (Reference www.SeibCo.com/contact)

Do you know how brag? It’s important to be able to sell yourself, your project, services and ideas to your boss, upper management, and future clients in a business-savvy manner. It naturally builds confidence and competence to attract future opportunities. In the book, It’s Time to Brag! Business Edition, you will learn how to develop this important life-long skill to inspire yourself and others. http://ow.ly/GLf6304Zohu

Once you’ve mastered these 5 key readiness factors you’re ready for your next opportunity.

©Jeannette Seibly, 2016

Why is it important to learn how to brag? If you don’t know how to sell yourself, you can’t sell your products, services, ideas or books! No one will do it for you! Learn how by getting your copy of, It’s Time to Brag! Business Edition today: http://ow.ly/GLf6304Zohu

Jeannette Seibly has been a business advisor and executive coach for 24 years; along the way she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. Check out her website, http://SeibCo.com, or contact Jeannette for a free, confidential conversation at http://SeibCo.com/contact. Remember to get your copy of her newest book, It’s Time to Brag! Business Edition: http://ow.ly/GLf6304Zohu

What’s the Cost of NOT Listening?

As a busy business owner, key employee, executive and entrepreneur, it’s hard to listen to others; particularly, when they are not saying what you want to hear! However, there is a significant cost to not listening and paying attention. The cost is, loss of top talent, quality, customers and respect. It will hurt your company’s ability to be financially successful. It will be detrimental to your own career!

Failure to Listen is Costly

Losing Top Talent. Today’s top talent simply does not have the same loyalty as three years ago! If you’re not willing to allow them to rock the boat and listen to their ideas, they will leave and go work for someone who will! Allow some boat rocking by picking their brains and ensuring an open exchange of ideas. Use persuasive listening techniques and de-escalate conflict (Reference http://wp.me/p2POui-10S) to encourage top level and productive conversations.

Mediocre Quality. A revolving door of top talent and customers usually means mediocre quality — it is also the culprit for product returns and poor PR on social media sites. This can be rectified by listening to others as valued sources of information, since they will usually have the answers if asked! Brainstorm and encourage everyone’s thoughts and opinions without latching on to what appears to be the first great solution. Put all recommendations on a chart that everyone can see at all times. Sometimes the best ideas or off-the-wall comments come at the end and provide the answers. Listen and build on concepts as though your business success depends on it – because it does!

Miscommunication. If you’re not talking straight, clients, employees, boards and bosses will not trust you and stop listening. Take responsibility for failures and miscommunications. Don’t be afraid to listen to the “why” (e.g., why: it doesn’t work, isn’t appropriate, doesn’t meet our needs, etc.). Stay up-to-date with industry changes, policies, and branding. This will help you avoid misunderstandings! Also, when dealing with upsets, don’t hide behind technical terms (aka jargon and buzzwords), spew frustrations or blame others – it only creates more mischief and further miscommunication!

Failure to Learn. If you’re not listening, you’re not learning. And mistakes will happen. It’s what you do when they happen that will either create a positive or negative outcome on your bottom line. Blaming yourself or others will not solve the problems and is costly. Instead, review “What worked?” and “What Didn’t Work?”(Reference http://ow.ly/IRDx30522ih). By objectively focusing on the facts you will eliminates the emotional roller-coast, and provide clarity of new opportunities that were previously overlooked. Start with no more than two areas to concentrate on. Review with your business advisor or mentor to ensure you’re on-target. Only then, you’re ready for focused action. Stay away from the Bright Shiny Object syndrome – it only serves to distract you and your team from achieving intended results.

Remember, positive acknowledgement of your team members begins when you listen to them as valued sources of information!

©Jeannette Seibly, 2016

Why is it important to learn how to brag? If you don’t know how to sell yourself, you can’t sell your products, services, ideas or books! No one will do it for you! Learn how by getting your copy of, It’s Time to Brag! Business Edition today: http://ow.ly/GLf6304Zohu

 Jeannette Seibly has been a business advisor and executive coach for 24 years; along the way she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. Check out her website, http://SeibCo.com, or contact Jeannette for a free, confidential conversation at http://SeibCo.com/contact. Don’t forget to get your copy of her newest book, It’s Time to Brag! Business Edition: http://ow.ly/GLf6304Zohu

What to Do When Hiring Former Employees

Consider this scenario: Sara left to start her own company after working for you as a customer service rep two years ago. John was a good sales person before jumping to your competitor for a larger commission. Why would you consider rehiring them … ?

… Because circumstances change. Great talent is in high demand and difficult to find. Former employees who want to work for you again show that your company can be a great place to work. Former employees bring a broader work experience that can be invaluable to attracting and keeping customers, building new systems, and updating policies. But even though rehiring employees may sound like an automatic win-win-win situation, clarity is crucial. Remember, they had a reason for leaving.  It’s important for you to follow the same selection procedures for new hires to uncover those reasons, or the same or similar upsets could arise again.

Clarity Is Crucial

Memories are Not Reliable. The biggest challenge is learning about who your former employees are today — their interests, goals and mindsets may have changed. Part of the interview process should include discussing why they left in the first place and any cultural, procedural and customer changes that have occurred since then. What are the biggest challenges your company is facing today? How would they be an asset?  Drill down for clarity to ensure both of you understand what it will take to execute the solutions required.

Truthfulness is Key. Use qualified assessments to clarify core values, like honesty and loyalty, and job fit. Include skill testing to determine the quality of the candidate’s technical abilities. Remember, they left for a reason – often they were not a good fit with all of the job requirements.  Review changes in work processes and job expectations to ensure they understand how important these are.

Onboarding is Important. Companies change. Although former employees may be able to hit the ground running with less training – it’s important to have them slow down to develop new relationships with other employees and customers. Remind them they need to prove themselves again and not rely on “the way things used to be.” Have them participate in an onboarding program as if they are a brand-new employee and suggest that they listen and behave as if they are hearing things for the first time.

Recruit Proactively. Initially, reach out to former employees by buying them a cup of coffee or a quick lunch. It’s a great way to gauge their career aspirations, now and in the near future. Share with them the mission of the company and your goals. Ask about their recent work experiences, and what their goals are. Give a brief overview of requirements (work schedule, job responsibilities, etc.) to test their interest.  If there is mutual interest, tell them how the selection process works. If they do not follow through, let them go. Clearly, there was a lack of willingness on their part, regardless of what they told you.

Hiring costs time and money. In the end, it may be easier to train a new person than to rehire an employee who cannot adapt to change. However, hiring former employees can be a win-win-win solution if there is clarity and willingness.

©Jeannette Seibly, 2016

Jeannette Seibly has been a business advisor and facilitator for over 23 years; she guides the creation of new solutions for business challenges and is the author of Hire Amazing Employees http://BizSavvyHire.com. Check out her website, http://SeibCo.com, or contact Jeannette for a free, confidential conversation at http://SeibCo.com/contact .

Stop Struggling and Hire the Right Employees

People are unpredictable and so are the employees we hire! Most business owners and executives would readily agree! It can be hard to accurately predict what people will or won’t do. The biggest challenge is, hiring the right employees when they look the part, say the right things and tell you they have beaucoup experience. Yet, within a very short period of time on the job, the person who is showing up on the job isn’t the person who you interviewed. The problem isn’t that the person has changed, the problem is your hiring process didn’t work. Why?

Infuse Predictability into Your Hiring System

Use qualified assessments for hiring and promotion. Too often, we rely on non-qualified assessments or no assessments at all. These non-qualified assessments, commonly referred to as social indicators, offer face validity — this means they show the results of how job candidates want to be seen and how the interviewer wants to see them. This is rarely a reflection of how the candidate will actually think and behave, or their true work interest on the job. Most of these same tools don’t provide predictive validity or reliability, which are both required by the Department of Labor (DOL) guidelines for pre-employment assessments. For better results, you need better, objective information by using predictable assessment tools! They help you reduce costs, save time, improve retention and sleep better at night!

Stop Relying Solely on Your Intuition

Whenever you are hiring or promoting, you typically rely on your interviewing skills or having worked with the person. This is where the unpredictability of people can cost you a lot of money, time and stress.

While the costs of hiring mistakes are well documented, often overlooked is the biggest unrealized expense: taking a good employee and promoting or moving them into a job function that doesn’t fit. They take the position for many reasons … many take the opportunity for a pay increase, more flexibility (if working remotely), increased credibility with co-workers, or for a variety of other personal and professional motives. The challenge is, when they don’t work out, they usually leave, often taking your good customers with them. What could you have done differently?

Set Up Predictable Systems

There are over 3,000 assessment tools on the market today. Very few are in compliance with the DOL for hiring and promoting purposes. It’s why we lack predictability when hiring, training and coaching employees to be great in their current and future roles within the company. It pays to take the time to select the right assessment so you hire and promote the right employees. Doing so helps you retain and attract great customers, while increasing profitability and performance!

Here is a partial list of guidelines taken from Hire Amazing Employees (www.BizSavvyHire.com) to help you select the right assessment tool for hiring and promoting purposes:

  • Technical Manual: get the manual — do not rely solely on a letter from a law firm.
  • Reliability and Validity: does it meet the minimum requirements with the Department of Labor guidelines for employment selection purposes?
  • Predictive Validity: what is the window for predicting future behaviors: hours, weeks, or years?
  • Measures Thinking Style, Core Behaviors and Occupational Interests: interestingly, thinking style is found to be a very important measure.
  • Types of Reports Available and Cost for Each One: selection, coaching, leadership, sales, supervisory, team, career fit, succession planning, and workforce planning.
  • Distortion Factor: is the person being forthright in answering the questions?

While it can be hard to accurately predict what people will or won’t do, it’s important to infuse your hiring and selection practices with predictability. The best way to do this is to use qualified assessment tools as part of your selection process.

©Jeannette Seibly, 2016

For a complete list of how to improve your hiring practices, contact me or get a copy of Hire Amazing Employees @ www.BizSavvyHire.com

Jeannette Seibly has been a business advisor and facilitator for over 23 years; she is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. Check out her website: www.SeibCo.com or contact Jeannette for a free, confidential conversation at www.SeibCo.com/contact.