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

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.

Get Better Results from Better Decisions

A business owner wanted to grow his business. He loved inventing grandiose ideas, but failed to create sustainable infrastructures to support them. For example, he wanted to hire great customer service people and staff up his technical support team. The problem was, he was unable to setup and unwilling to follow a sustainable (and legal) selection system to find people and vet them. Instead, he would entice people from larger employers to come and work for his much smaller company, falsely believing if the person worked for that big company they would naturally succeed in his growing business. Even though he was cautioned about job fit and culture fit when hiring those people, he wouldn’t listen. He even used non-qualified assessments because they were free and supported his decisions! Six months later the people left and started their own company, taking several important clients with them.

4 Ways to Acquire Better Information to Make Better Decisions

Whether you are hiring or making other business decisions, it’s important you take the time to use the right tools, listen to others and build decisions that will positively impact your business today, and tomorrow! The easy fixes do not usually produce the best sustainable results.

Stop Overthinking. There is an old adage, talking to yourself is talking to a fool. While no one wants to think of him- or herself as a fool, the challenge is, relying on your own thoughts does not provide new and valid information. And, latching onto a new idea, without talking through the pros and cons of how it would or could work in your organization, will not produce the best results either.

Take time to learn the art of brainstorming … it will save time, money and sleepless nights! Instead of pondering an issue or problem to death in your head, brainstorm possible solutions with your team, and, at this point, don’t get stopped by any of the details. Later in the decision-making process, include those off-the-wall ideas that may have more merit when looked at closer.

Slow Down the Decision Process. We live in a world where people love to make decisions in a nano-second. Unfortunately, relying on the tiniest fragments of information is not a valid or sustainable process when making decisions. Many times people that make decisions too quickly, also change their minds just as quickly, creating chaos within their business.

Take time to talk through the pros and cons of your brainstorming session(s). Pick at least five reasons something will work before disregarding it. Investigate the legalities, financial, people, current policies and procedures, and operational impacts before making any final decisions. Yes, it will take more time upfront, but usually saves beaucoup bucks. You will have more time for fun and enjoy restful nights!

Listen to Others with Differing Opinions Before Making Final Decisions. Listening to information you may not wish to hear, or feeling it requires too much effort to learn the truth, only limits your results. Whenever poor decisions are made, the underlying issue(s) never go away!

Putting frosting on mud pie and calling it a cake doesn’t change it from a mud pie!

For example, people love using non-qualified assessment tools to hire people. These tools have great face validity but do not comply with the Department of Labor regs for pre-employment use. 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 really behave, think or do their work, causing a lot of mischief once they are on the payroll.

Listen as if your business’s success depends upon your doing so … because it does!

Communicate the Outcome so that Everyone Wins. Once you’ve made the final decision, it’s important to communicate the outcome, but beware of spinning it. This will only cause the underlying issue(s) to perpetuate within your company culture — slowly but surely. Next time the same or similar issue will cost more time, more money and maybe your job or company!

You want your employees, customers, vendors and business associates to authentically feel the decisions you make are fair and you’ve followed your own company values, policies and procedures, and other important data. Doing so will build good, sustainable results so that everyone wins.

©Jeannette Seibly, 2016

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: http://SeibCo.com or contact Jeannette for a free, confidential conversation at http://SeibCo.com/contact.

Managing Remote Candidates with Less Skepticism

Many companies today are expanding their applicant pool by hiring candidates to work remotely. It’s a great way to hire hard-to-find employees with specific technical skills that do not wish to move. It’s also a great way to keep current employees that are moving. The challenge is, many times work-from-home employees need better interaction skills and work discipline to ensure a high level of work product and seamless interactions. Bosses tend to be skeptical about trusting the independent employee to get the work done and stay in communication with team members in the office.

Here are 6 keys to Lessen the Skepticism

Conduct Normal Due Diligence. When hiring a new remote person, conduct full due diligence (e.g., background checks, references and employment verification). For both the new hire and the moving employee, don’t forget to talk with current and previous bosses, co-workers, customers and vendors to ensure satisfactory interactions and work quality. For new hires, use a qualified core value assessment to ascertain someone’s level of integrity and reliability to ensure things will get done in a timely manner.

Use a Job Fit Assessment. Use a qualified assessment to clarify if the person fits the primary job duties and is capable of working alone remotely. The biggest expense that is often unrealized when taking a high-producing employee and moving them, is that the structure that supported their success will dramatically change! For example, does the person have the tech skills required to be productive?  Can the sales person close a sale by themselves? Are they willing and capable to build a new network in their new community? These are only some of the critical issues to address upfront!

Ability to Work Independently. Company expectations that the employee show up and get the work done is easier to manage in an office setting. The built-in support system to readily handle customer inquiries and concerns is easier when the person is in the cubicle next door. Often overlooked, family expectations for pet, child and elder care often falls on the stay-at-home person. Talk to them upfront about the work expectations: specific work hours, interactions with others without distractions, and the ability to accomplish the work in a timely manner.

Designated Space and Confidentiality. Have them setup a separate workspace from the main living areas of their home. The computer and equipment should be for work use only and is supplied by the company! And more importantly, remember to talk about confidentiality. Confidentiality can be easily compromised when items are left out in the open, computers are not Wi-Fi protected, and computer screens can be easily seen by others.

Keep Them in the Loop. The reality is, coworkers may resent someone working from home and forget to keep them up-to-speed. Because they are not where the action is occurring, politically they will miss out on the subtle changes and expectations. As their boss, stay in direct communication and require attendance at team meetings (via video call or their physical presence). Also, weekly one-on-one conference calls can help ensure work flow, sharing of important communication and awareness of additional training that may be required.

On-site meetings. Require attendance at on-site quarterly or bi-annual meetings. This will encourage coworkers to meet one another and develop better working relationships. It’s a great opportunity for additional team training that can be harder to achieve relying solely on e-learning.

Managing people remotely as a boss requires sharpening your listening skills and developing an ability to manage results differently. Attracting and keeping top level talent makes it well worth your time!

©Jeannette Seibly, 2016

Jeannette Seibly has been a business advisor and executive coach for over 23 years; and along the way, 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.

Your Bad Boss Style Can Get You Fired!

Many times bosses, leaders, or upwardly mobile professionals do not realize they have bad management styles and attitudes. They are unaware that these attributes get in the way of their business results. While most of their employees and co-workers hope their bad bosses will leave or be fired, there is an alternative – they can transform into a good one!

Good bosses are not born that way! They take the time and energy, and learn from the hard lessons along the way, to develop very good skills in managing people, projects, and financial responsibilities. Good bosses know that most employees quit due to bad bosses, not money. As a result, they do their best to be laser-like coaches, fearless project managers, and keep their employees happy.

Discover Your Bad Boss Traits

The following quiz will help you become aware of the “bad boss traits” you may have. Becoming conscious to how you are perceived is critical to your current and upward success.  Remember, no one expects you to be perfect. However, if you have more than a few low scores, you should consider alternative career paths.

Honestly answer the following questions using a Scale of 1 to 4:

1 = All the time

2 = More often than not

3 = Every so often

4 = Rarely

Do you:

  1. Want to be liked and are less concerned about being respected?
  2. Hold grudges?
  3. Discredit people based on their gender, race, religion, age, or weight?
  4. Ignore certain people’s on-point solutions while valuing less-appropriate solutions                                   voiced by those you like?
  5. Force your own ideas as solutions to problems?
  6. Blame others for poor results?
  7. Take credit for good results, even though you had little to do with them?
  8. Only do what you want to do and not what needs to be done?
  9. Have anger issues that you have not managed or resolved?
  10. Fail to follow-through and follow-up with employees, clients, vendors, and others?
  11. Put off what needs to be done until it’s an emergency?
  12. View golf games (and other outside activities) as more important than your business responsibilities?
  13. Value outside perceptions of your professionalism as more important than your employees’ perceptions?
  14. Justify spending money on your self-interests while overlooking the needs of the office or business?
  15. Micromanage self-reliant people?
  16. Fail to provide enough direction for those employees needing structure and guidance?
  17. Fail to roll up your sleeves and get involved in a project or crisis?
  18. Nitpick projects with untargeted or poor business questions?
  19. Lack commitment to the business or job, wishing you were doing something else?
  20. Only pursue ideas that hold interest to you at the expense of the company?
  21. Become righteous about your selection and promotion practices, discriminating based on appearance, education, current work or financial status, or gossip from others?
  22. Discriminate against employees who have real or perceived health issues, including their family members who do?
  23. Mismanage fiscal, human, and system resources?
  24. Complain about others taking earned vacations while you take at least twice as much time off?
  25. Find it more important to be part of the group instead of being their leader?

Add up your scores:

Score of Less than 35:  You may wish to consider a different occupation with no management responsibilities. The sooner, the better.

Score of 35 to 54: You may wish to consider a different occupation with no people management responsibilities or find a management position as an independent contributor. Don’t wait until you are fired or sidelined.

Score of 55 to 79:  With ongoing executive coaching, you may be able to improve your effectiveness. It depends upon your true interest and willingness to do so. Take a qualified job-fit assessment and a qualified 360-degree feedback assessment.  These will be beneficial to managing your career direction and fine-tuning your management skills.

Score of 80 to 100: Congrats! You’re a great boss. The bigger question: Would your employees truly agree? Take a qualified job-fit assessment and a qualified 360-degree feedback assessment. These will be beneficial and help you continue to be a great boss.

Contact http://SeibCo.com/contact  to get started.

©Jeannette Seibly, 2016 All Rights Reserved

Jeannette Seibly has been working with leaders as an international business advisor, executive coach and management consultant for over 23 years. Along the way, she guided the creation of three millionaires. Her trademark is her uncanny ability to help business professionals identify roadblocks and help them blast through those barriers to produce unprecedented results. Contact her for a free, confidential conversation on how to get the results you want: www.SeibCo.com/contact.