Surprisingly, Listening to Feedback Can Make You Promotable

feedback.promotable.3A 43-year-old boss was critical and subjective when giving feedback to his employees. They reacted by ignoring him, arguing with him, or simply continue to do it their own way. When his director demanded he learn how to give feedback to motivate his team, he gave in and hired a coach. He quickly learned he didn’t like receiving feedback either! The first lesson for bosses, it’s important to learn to receive feedback as well as give it!

Giving and receiving feedback can be difficult today. The #1 challenge according to research, “we aren’t the reliable raters of other people’s performance that we think we are; …” (HBR, 2019)

As bosses, higher level management encourages us to be critical of others. They believe this motivates everyone to excel. The truth is, most employees don’t listen to feedback, even when it is constructively offered. This hurts everyone’s ability to learn and be promotable.

Consider, you can learn something from anyone. This is feedback and makes you promotable. It requires you to choose to listen and hear what others are saying, particularly when you don’t want to do so. Otherwise, you risk having your career sidelined.

Why We Don’t Want Feedback

When you are emotionally attached to doing it your way, you don’t care what others think and blow off their feedback. You will argue your results are good enough and disregard the outcome or impact on others. This attitude towards feedback will derail your career.

How to Learn from Feedback

Listen Up! Do you want to be promotable? It’s crucial to fine-tune your willingness to hear feedback. When you listen through the filter of being criticized, you will feel criticized. If you listen to someone’s feedback as a gift, you will find it valuable. It’s always your choice!

Role-play from POV. Instead of ignoring feedback, role-play the feedback from the other person’s POV. This is a great way to better understand why they are saying what they are saying.

Listen for Objective Insights. Promotable bosses embrace feedback, even when shared subjectively. Deep dive by asking questions to uncover objective concerns. Remember, there is no absolute correct way to do anything. For example, there are over 100 ways to wash dishes!

Hire a Coach. Learning from feedback gets you promoted faster. Hire a well-seasoned executive coach. This expert will guide you through the unwritten company rules and help you build a strong confident work style.

Build Team Comradery. When you disregard your team members’ feedback, they no longer trust you. Develop an openness and valuing feedback when designing a project or implementing a plan. It will improve your results and limit unwelcomed surprises. Listen and ask good questions to build alignment and don’t ignore nay-sayers. (Hint: Nay-sayers often provide the best feedback.)

Make Feedback Constructive. Use a job fit assessment to objectively clarify why you do what you do. Remember, every strength has an inherent weakness that impacts your outcome. You need feedback to recognize this.  For example, if you are a great listener, you will miss out on being introduced to decision-makers at networking meetings. Why? You allow highly sociable influencers (aka someone who talks nonstop) to get in your way of asking for introductions.

©Jeannette Seibly, 2019

Jeannette Seibly is a well-seasoned award-winning executive coach. She has been a champion for people achieving results for the past 26 years. As a result, her clients have created more fun, 6-figure incomes, and success when working through confusing situations. Develop your ability to give laser-like feedback.  Contact Jeannette for straight talk with dynamic results.

Successful bosses have coaches! Sign up for our weekly newsletter to learn how to solve your 3-P concerns (people, project, and performance). When you register, you will receive FREE “How to Select the Best Coach for You!”

Alert! Overconfidence is the Downfall for Managers Today

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Overconfidence has become a management trend today, according to many studies.

A new manager believed he was ready to lead a $25M dollar project, even though he had never run a $1M project before. He sold himself by making bold promises and embellishing his skills. 60 days later he was fired and wanted to know why. He hired a coach and learned he had management potential, but, he lacked the managerial experience required to manage a diverse team. Later, he found why. His team hadn’t trusted him and disregarded everything he said. They believed he was, “too full of himself.” In other words, he was overconfident in his skills and abilities.

The overconfidence dynamic happens when managers overestimate their abilities to perform and deliver.  When they fail, they are sidelined or fired without understanding the specific reasons why. To develop awareness, they need to set aside their I-got-this-handled attitudes. Then, listen, be coachable, and develop true inner confidence. (Hint: inner confidence is not based on ego or feelings; it’s based on a proven track record)

Are You Overconfident?

Awareness and mindfulness are important. At times, everyone has been or will be overconfident in their life and career. Learn to recognize and adjust the words or actions that signal you’re being overconfident. If you don’t, it may be your downfall.

Be honest about your skills. Take the time to conduct an accurate assessment of yourself. This includes talking with co-workers, bosses, customers, and vendors (a 360-degree review).  Also, use a scientifically validated job fit assessment. This type of assessment goes beyond how you want to be seen. It provides objective insights into your strengths, skills, and abilities needed to excel as a leader or boss.

Stop comparing yourself with others. Too often, when you see someone make a mistake, you may become arrogant and believe you would never make a similar mistake. This is one important example of being overconfident and lacking empathy.

Test your assumptions before declaring your decision. Too often we make important judgments and decisions based on fragments of information. We fail to deep dive objectively into the pros and cons. Contact your network!  90% of the world’s information is in people’s heads, not the internet.  Questions to get answered: Why did it work for that company? What are the differences between the companies? What is the “insider” information? This kind of analysis can help you make confident decisions.

Listen to others’ feedback and concerns. While it may seem easier to only focus on the positives, a healthy skepticism has saved many people’s careers and financial outcomes. All feedback is valuable.

Recognize when it’s the right time. While many ideas may be viable with modifications, it may not be the right time or place to put them into action. Beware if you’ve mulled an idea around in your head too long, it may no longer make a positive difference.

How to Work with Overconfident Managers

Stay aware and mindful in conversations. Listen up when your manager’s decision impacts you, your project, team, budget, etc.  Ask good open-ended questions to learn how the decision was made.

Stand up and speak up. While it’s important to be assertive in these situations, diplomacy is critical. Remember, you may be right…but, overconfident bosses may ignore you in the future if their ego feels threatened.

If their idea or assertion does not impact you, avoid confrontation. Choose which issues to pursue. Otherwise, when a major issue needs to be resolved, overconfident managers will not be open to listening to you.

While we’ve all experienced overconfidence at one time or another, learn from the above strategies to avoid downfalls and create healthy inner confidence.

©Jeannette Seibly, 2019

Jeannette Seibly has been a champion for people achieving results for the past 26 years. As an award-winning coach, she has helped 100s of bosses create more fun, 6-figure incomes, and success when working through confusing situations. Develop a healthy inner-confidence by contacting Jeannette for straight talk with dynamic results.

Successful bosses have coaches! Sign up for our weekly newsletter to learn how to solve your 3-P concerns (people, project, and performance). When you register, you will receive FREE “How to Select the Best Coach for You!”

11 Reasons You Are Unaware Of that Make You Unpromotable

Ghosted.work.2Many seemingly qualified people today are being overlooked for promotions.

If you are one of them, you are probably asking yourself, “why?”

Sally failed in her presentation at a board meeting with insurance executives. She was unable to answer their questions in a tactful manner. Then, making matters worse, she justified her poor performance. She ignored the coaching offered by her boss because she believed her skills were fine. As a result, she was sidelined and when her boss retired, the board gave his job to someone else.

Often, we have an opinion of who we are and what it takes to get the promotion. Often, we are wrong and don’t understand why. The truth is, we have blind spots that get in our way. To be promotable, we need to be coachable.

Joe is a team manager in an engineering firm and hates his boss, Scott, the director. Joe justifies his feelings by sharing examples of when Scott swooped in and took over a couple of projects. As a result, Joe’s team needed to correct Scott’s errors. To make matters even worse, Scott decreased bonuses citing budget issues. Prior to working with a coach, Joe didn’t see his complaints about or conflicts with Scott as a problem. After all, all his co-workers hated Scott too. When the coach said Joe needed to resolve the controversy, Joe got upset. He retorted, “But you don’t understand…no one likes him!” The coach reminded Joe of his goal to be promoted. “To be promotable, you need to build positive working relationships with everyone.” Joe took the coaching and it worked! All of a sudden, Scott became easier to work with. After his co-workers began asking him for advice on how to work with Scott, Joe received an unexpected call from the company president. “I hear you’re doing great work. I want to promote you to an executive position when you’re ready.” Joe had done the work required to become promotable.

What do you need to do to be ready for the next promotion? The short answer is, hire the right coach to champion you to develop the right skills with the right attitude.

Focus on These 11 Key Skills

  1. Listening. Stop mind-reading. Don’t start conversations with, “I know how you feel or how you think about …. This limits hearing new ideas that provide solutions.
  2. Curiosity. High-performance individuals are curious and promotable. They deep dive into learning about their profession, company, and/or products. They develop advanced solid hands-on experience and don’t settle for mediocrity.
  3. Job Fit. The #1 reason promoted people succeed is they fit the job! Before you leap to find the right job, hire a coach to develop clarity and avoid the costly trial and error approach. For fastest results, also use qualified 360-degree feedback and qualified job fit assessments.
  4. Emotional Intelligence. Are you aware of how your words and actions impact others? Mindfulness makes a significant difference in your ability to lead others and have them want to follow you.
  5. Attitude. If you are a know-it-all, you miss out on solutions that save time and money. Appreciate each and every team member and give them credit for new ideas and solutions.
  6. Integrity. When you fail to fulfill promises, stay in communication, and return phone calls/emails, you are labeled a difficult person to work with. Integrity is key…do what others expect of you and do it well. It makes you promotable.
  7. Focus and Resourcefulness. If you are easily distracted by the bright shiny object syndrome, you lack focus. This also happens when you get stuck and lack the initiative to find the resources required to get the job done well. Promotable people blast through perceived challenges.
  8. Resilience. Do you allow team dynamics of conflicts, complaints, and criticisms to get in the way? Promotable people must be unstoppable when working with and through others to achieve intended results!
  9. Positive Interactions. Do you believe you are fearless when you dominate and steamroll over others to get your own way? This approach rarely works in building teams or creating win-win-win outcomes, which are keys for promotability.
  10. Self-Promotion. Being a braggart is not the type of self-promotion that wins you promotions. Learn how to brag in a biz savvy manner to get the promotion you want.
  11. Compassion. Set aside being highly-critical and have empathy. All people have challenges, including you. Learn to ask, “How can I be of help?” Then, follow-through.

Being aware and developing the above listed 11 key skills and examples will start you on the road to be promotion ready.

©Jeannette Seibly, 2019

For the past 26 years, Jeannette Seibly has been a champion for people achieving results. She has helped 100s of bosses create more fun, 6-figure incomes, and success when working through confusing situations. To get promotion-ready, contact Jeannette for straight talk with dynamic results.

Successful bosses have coaches! Sign up for our weekly newsletter to learn how to solve your 3-P concerns (people, project, and performance). When you register, you will receive a FREE guide, “How to Select the Best Coach for You!”

Prevent Your Employees from Making Costly Mistakes

Mistakes.2As a boss, how do you take an active role in preventing your employees from making costly mistakes?

  • -Address and simplify written employee policies and company procedures.
  • -Develop mentoring programs to help everyone navigate unwritten rules.
  • -Review practices employees have inadvertently created.
  • -Have an open door and open mind to hear what employees are telling you.

As you implement the above actions, be aware:

  • -In the U.S., average reading accuracy and comprehension is 8th-grade level or below. (Organization for Economic Cooperation and Development)
  • -Many workers lack experience on how to prevent mistakes from occurring.
  • -Many fail to understand that shortcutting has an impact on others.
  • -Many employees lack the confidence to stand up and speak up.
  • -Employees are afraid of the repercussions from unwritten rules. This often includes “don’t tell or else.”

The good news is, mistakes can be prevented with awareness, training, and focused action.

Pay Now or Pay Later

Take Responsibility. When your employees suspect a problem, don’t downplay their concerns. If you do, you are less likely to hear about future issues. Never assume theft, harassment, or safety violations can’t happen on your watch.

Hire and Promote for Job Fit. When people fit their jobs and have strong work ethics, they are interested in doing their jobs well. Studies show job fit reduces costly mistakes in communication, ability to work with others, and work habits. Job fit also improves effectiveness in handling challenges. Use a scientifically validated assessment tool to determine job fit. Don’t forget to use an honesty and integrity assessment to uncover information about the theft and/or other previous employment issues not found in public background checks.

Review Confidentiality Requirements. People love to gossip. But, you never know who is listening at the next table. When insider information is shared, it hurts sales opportunities, funding, and the ability to launch new products. Remind everyone of their confidentiality agreements and advise them to keep sensitive information private.

Talk It Out. Talk It Out! Preventing mistakes can be a challenge since many people don’t believe there is a problem until after a mistake has occurred. Ethical issues are more challenging since spinning the facts has become an acceptable excuse. Remember, the truth will come out! When mistakes occur, your job is to listen with the intention of uncovering the facts. Investigate immediately before addressing with the person or persons directly involved. Be resilient in ensuring the right things are being done the best way for everyone.

Review Systems. When was the last time you and your employees reviewed policies, procedures, systems, and protocols? (In my experience, these are done maybe once and never reviewed again.) What needs to be updated? Periodically, facilitate a review with your employees. Provide training for how to handle concerns and make changes for the benefit of everyone.

These practices are how you can take a proactive role in preventing mistakes from occurring, now and in the future.

©Jeannette Seibly, 2019

For the past 26 years, Jeannette Seibly has been a champion for people achieving results. She has helped 100s of bosses create more fun, 6-figure incomes, and success when working through confusing situations. To ensure you are preventing mistakes from occurring, contact Jeannette for straight talk with dynamic results.

Successful bosses have coaches! Sign up for our weekly newsletter to learn how to solve your 3-P concerns (people, project, and performance). When you register, you will receive FREE “How to Select the Best Coach for You!”

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.