How to Be a Leader Without the Title

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Note: For those readers with a title, I encourage you to share this article with future leaders.

No one is born a leader. It comes from practice, practice and more practice … until it becomes a natural part of who you are. Developing the right mindset, habits and skills now makes it easier to lead after you’ve received your promotion and title. However, waiting to develop the skills after you become a leader with the title will have you faltering to catch up, if you ever can.

The fastest and easiest way to step up and develop your leadership skills now is to hire a coach to guide you along the way.

8 Important Skills to Develop Now!

1.Listening. This cannot be said often enough! Listen and learn, then listen and learn some more. Fine-tuning this skill will help you hear what others are missing.

2.Decision-Making. Take time to get both sides of an issue–the facts and others’ opinions—before making decisions. Do not rely on tiny fragments of information or base your decisions on your feelings or other biases about the topic or people. Your goal is to develop win-win-win outcomes with those involved.

3.Resilience. Your ability to rally quickly after mistakes and learn from them helps you develop greater confidence. Remember, the key to developing resiliency is to work through the disappointment, embarrassment and other feelings you and your team may experience. Denying these feelings and their impact will come back to haunt you later.

4.Rallying Others. Even without the title, you can learn how to influence others by your actions and attitudes. It starts with supporting the company’s mission, your boss and your team members.

5.Initiatives and Resourcefulness. The mark of a good future leader is stepping up and making things happen, regardless of the budget, or your job title. Become a catalyst for exploring new ideas, creating solutions and understanding financial impacts by working with and through others.

6.Ethics. Be aware of your company’s policies and follow them. If they are not working, rather than ignoring them, recommend changes by communicating with your boss, co-workers and others. Honor your promises, contracts and other agreements, whether they are done verbally or in writing.

7.Developing the Team. To grow into being a savvy future leader, be supportive of others’ efforts. Get involved in the hiring, coaching, managing and training processes!

8.Building on Strengths. We all have inherent business strengths and weaknesses. It helps to clarify them by using qualified assessments and 360-degree feedback tools. The best way to build effective strategic and tactical skills is allowing your coach to be your guide when working on specific challenges.

By developing these skills, you will learn a lot about yourself and what it takes to become a great leader, with or without the title!

©Jeannette Seibly, 2018

Need a speaker or facilitator to successfully address company issues? As a future leader, are you ready to develop the key skills now? Contact Jeannette Seibly. She will provide confidential, laser-focused coaching that works! 

Jeannette Seibly has been called a catalyst. She is celebrating 25 years as a business coach, advisor and consultant who guides her clients to achieve unprecedented results. Remember, everyone can be a leader, with or without the title. First, you must step up! Check out her website, or contact Jeannette for a preliminary confidential conversation.

How to Design Your Workplace to Excel!

Culture 2Designing your workplace to excel goes beyond the physical layout of the work space and its location. While these are very important components to consider, the design and development of the company’s culture are often overlooked. (Yes, everyone has a say.) As the leader, you are responsible for a workplace that values and respects people, and promotes opportunities for everyone to excel.

7 Key Elements to Excel

1.Each and every employee is important. Set aside your biases, and value each employee’s contribution. Playing favorites, offering the best opportunities to only a few and dismissing employees’ ideas will hurt workplace morale and team spirit. Design reward programs for both teams and individuals that acknowledge everyone’s efforts.

2.Focus on Work Skills. First, judging work quality and quantity is important. When problems occur, focus on the job skills required, not on the person’s personality. Provide specifically focused training and development programs designed for each person’s needs.

3.Provide Soft Skills Training. Communication, problem-solving, negotiation, critical thinking and other soft skills training is often overlooked. In addition to offering it, provide internal mentors who can be a sounding board for employees and help them fine-tune these skills. Hire an executive coach to guide the resolution of project management challenges and resolve management and leadership snafus.

4.Follow Company Policies. They were designed for a reason … to establish a strong foundation for everyone’s success. They reflect the company’s values, mission and work rules, so it’s important for you and your team to follow them! Be open to expanding on them as needed, when it’s in the best interest of the company.

5.Be a Positive Example. Your leadership style, communication skills and ability to pull together your team are important. Participate in leadership workshops and continue to improve your skills, expand your perspective and be responsible for how, when and why you make changes in your company.

6.Plan Your Work and Work Your Plan. Changing for the sake of change rarely works, and even worse, it can hinder your workplace’s ability to excel. Provide clarity on work assignments and management expectations. This allows employees to feel confident and competent in handling their daily work activities, sharing ideas and developing their skills.

7.Select the Right Person for the Right Job. Job fit is the No. 1 reason employees will excel or fail in their work activities. When your people have work responsibilities that fit their thinking style, core behaviors and occupational interests, they will communicate better, be a valued member of the team and help customers resolve their issues the first time. Remember, a well-designed strategic selection process that objectively recognizes job fit is critical in determining if a person can and will do the job successfully. Don’t forget to customize onboarding and learning and development opportunities to personally and professionally grow each employee.

Design a workplace where everyone can excel to make it a culturally rewarding place to work!

©Jeannette Seibly, 2018

Need a speaker or facilitator to successfully address company issues? Which of the seven key elements have you been ignoring that need to be resolved for a successful 2018? Contact Jeannette Seibly. She will provide confidential, laser-focused coaching that works! 

Jeannette Seibly has been called a catalyst. She is celebrating 25 years as a business coach, advisor and consultant who guides her clients to achieve unprecedented results. Remember, everyone has a say when designing a workplace that promotes positive interactions, teamwork and learning and development opportunities. Check out her website , or contact Jeannette for a free confidential conversation.

Your Wall of Resistance Is a Gift!

WallA man hit a wall of resistance in his professional life. He was earning just enough money to pay his bills. He knew he was a results producer not producing results and blamed his work environment. Although he had hired a coach, the coach wasn’t able to guide him to turn around his results. When someone tapped him on the shoulder to interview for a job, he jumped on it. His comment was, “It must be meant to be.” Look out! When you’ve hit a wall, realize that the grass is rarely greener someplace else! Instead, clarify the beliefs, habits and words that got in your way!

When you experience fatigue, loss of energy and/or poor results, you’ve hit the wall of resistance. And, no matter what you say, think or do … nothing changes. When your career is stuck, sales are nonexistent or your ideas fail to produce the intended results, it’s time to get real. Short-term fixes won’t produce long-term results. (Note: According to a Gallup poll, over 70 percent of us are in the wrong job or career.) The good news is you can give yourself the long-term gift of blasting through your wall of resistance.

4 Steps to Blast through Your Wall of Resistance

First, remember: it’s an inside job. Write down:

  • Five beliefs you are holding on to
  • At least three habits that get in your way
  • Ten words you use to describe yourself, others and situations

Second, hire the right coach to review your answers and guide you to the next level. Lone rangers usually experience struggle, strife and frustration because they’re doing it alone. Freedom, clarity and ease are available when you hire the right coach. Remember, every successful person has a coach; ask for referrals based on your challenges.

Third, complete the past year by writing down what worked and what didn’t work. Why? This exercise will bring you awareness of the silent growth you’ve achieved. Then, update and write down your Brag! statements as a reminder of your accomplishments (see It’s Time to Brag! Business Edition for details).

Fourth, complete a qualified job fit assessment to understand why your true thinking style, occupational interests and core behaviors may not fit your job or work responsibilities. Review the results with your coach to uncover your inherent strengths and weaknesses to help you break through your wall. This assessment is an amazing gift you give yourself that will support you for a long time!

Now What? Give yourself a gift and apply these same four steps to the following areas where you might be experiencing your wall of resistance:

Career: Work with the right coach to hold you accountable to achieve your newly created game plan. When new walls appear (and they will), listen to your coach and create customized approaches to blast through them. Also, role-play with your coach before having the difficult conversations you’ve been avoiding; they can hinder your job satisfaction. This will clear up any misunderstandings or issues you are experiencing. The clarity this provides will also help you make better choices for what’s next. If you don’t do this, the same issues will repeat themselves.

Business Owner or Entrepreneur: You’re stymied. Your company is doing OK, but you believe you can do better! You have lots of ideas, but few of them have worked long term. You may have settled for mediocrity or quickly ditched ideas when new ones came along. Impatience is not a virtue. Execution has cost you a lot of time, money and sleepless nights. Stop the insanity! Take the time to objectively work through the pros and cons of each idea with your coach and develop a realistic ROI. One successful entrepreneur I coached created a multimillion-dollar business. “We have hundreds of ideas, however only one or two make it through our vetting process.” Hire a business advisor, select the right team and stay focused on the right action steps to achieve your goals.

Sales Teams: You missed the quarterly sales projection … again. You reassured your boss that the team will do better next quarter. For this to happen, remember: success is an inside job. Who are your salespeople? What are their inherent strengths and weaknesses? What training do they require to succeed? Who might be more successful in a different position? Use qualified sales assessments to get real about your team members. Then, have each person create their own Brag! statements and share them. One woman, who had been struggling to pay her bills, received a $20,000 commission check in 45 days by clarifying her sales strengths and weaknesses, and learning how to brag to sell herself first!

When you are clear about your wall of resistance, this gift will support you in taking the right actions to achieve long-term success.

©Jeannette Seibly, 2018

Need a speaker or facilitator to successfully address company issues? What conflicts have you been ignoring that need to be resolved for a successful 2018? Contact Jeannette Seibly. She is the right executive coach and business advisor to provide confidential, laser-focused advice that works! 

Jeannette Seibly has been called a catalyst. She is celebrating 25 years as a business coach, advisor and consultant who guides her clients to achieve unprecedented results. Are you ready to move forward in 2018? Blast through those walls of resistance? Make the right changes? Make the difficult choices? Check out her website , or contact Jeannette for a free confidential conversation.

Employee Retention Is the New Focus!

images0VAIFKU3Today’s economy is robust. That’s the good news. The challenge is that most qualified people are employed, so it’s becoming more difficult for companies to attract new, qualified employees.

Although there needs to be a focus on hiring new employees, there is not enough focus on keeping the talent you already have. In this employee-driven market, the focus on employee retention must improve to keep great employees and attract qualified new ones.

How to Develop and Keep Great Employees

Training Is Critical:

  • Include Everyone. Provide learning and growth opportunities for each and every employee, manager and executive.
  • Budget Is Not an Excuse. The reality is, you can’t afford not to promote, coach, manage and train current employees. Budget for, rather than cut, the actual dollar amount available per employee for training, education reimbursement or other internal and external learning opportunities.
  • Focus on Soft Skills. While technical skills are important, many times communication, managing people, critical thinking, project management and other soft skills are overlooked. These skills have become more important as younger people take on management roles. To get the most out of the advanced training you provide, make sure employees are ready to for promotion and leadership roles to use it.
  • Offer Variety. Digital learning, group interactions and one-on-one sessions are equally important. Include opportunities to role-play…this will reinforce and fine-tune new concepts.
  • Library of Resources. When a problem arises (and it will), have a library of online resources and books readily available. Also, provide mentors and coaches to help guide practical applications.
  • Include “Why.” Employees today want to know why something is important for them to learn. Don’t skip this step.
  • Public Workshops. When it’s not reinforced, new training will only impact people for a day or a week. Debrief and focus on three key points they should develop. While new ideas and methods can make a positive difference, if they’re not effectively introduced, they have the potential of turning a team upside down.
  • Cross-training. Employees will develop a broader awareness of how their job impacts their company and customers when they have the experience of working in different departments.

Use Qualified Assessments. This is the best way to broaden employees’ perspectives on how to better communicate, work with team members and manage their work so it doesn’t hinder others’ efforts. It also provides a reality check about why some employees excel at certain work activities but others don’t.

Just-in-Time Coaching. We all have blind spots. A coach can help us uncover them. While internal mentors and coaches can be helpful, an experienced coach from outside the company often provides a broader perspective and customized approach to resolve persistent issues.

Be the Right Boss. A bad boss is cited as the No.1 reason employees leave. Today’s bosses need to be effective people managers.  While they tell everyone they like working with people, it would be detrimental to their future career opportunities to admit they don’t like managing them. Create different career ladders that include management and non-management roles, along with a commensurate pay scale.

Flexibility Is Important. Most employees value a flexible work schedule, opportunities to work from home and other work/life balance options. These are often more important than a pay increase or a new job title. Some would actually take a small reduction in pay if they could work fewer hours and be able to travel, participate in humanitarian work or spend time on their side gig or with family.

Appreciation. Take time daily to acknowledge and thank employees for their work efforts. It shows you value their contribution, and it goes a long way toward employee retention.

Focus on developing and keeping great employees. It will improve the company’s culture, increase employee retention and attract new, qualified talent.

©Jeannette Seibly, 2018

Need a speaker or facilitator to successfully address company issues? What conflicts have you been ignoring that need to be resolved for a successful 2018? Contact Jeannette Seibly. She will provide confidential, laser-focused coaching that works! 

Jeannette Seibly has been called a catalyst. She is celebrating 25 years as a business coach, advisor and consultant who guides her clients to achieve unprecedented results. Are you ready to focus on employee retention? Are you willing to make simple and effective changes? Check out her website , or contact Jeannette for a free confidential conversation.

Momentum Is the Key to Achieving BIG Goals

goals.4Many of us create goals to either check off a box for our bosses or to make a positive difference for ourselves and others. Yet regardless of why we have created the goal, it requires:

  • -Commitment
  • -A vision BIG enough to get everyone on board
  • -Focused action to create and sustain momentum

Momentum is not like gravity, always there regardless of what we do, say or think about it. While momentum is readily available, it requires commitment to achieve BIG goals and taking focused actions steps over time. It’s not about waiting for the right moment, right team or right amount of money.

The reason momentum can be hard to create is that many people are risk averse. Yes, they want to achieve their goals financially, personally and professionally. But they are fearful of stepping outside their proverbial comfort zone. After their goals have been created, many times their initial excitement and momentum wanes, and so do they. Get into focused action early. Do not wait.

Create Momentum Now

(Note: This article assumes that you have created true goals that are BIG, with a focused action plan and the right team committed to getting outside their comfort zones. If not, I would recommend hiring an experienced facilitator to get you on the right path now, before the struggle irrevocably hinders fulfillment of the goal.)

Assemble the Right Team. Assembling the right team is critical to achieving a BIG goal. It requires going beyond what people agree to do now. Ask if they have the interest and long-term willingness to support the project to the end. This is often a question people will say yes to but fail to fulfill. Use a qualified assessment to take the mystery out of whether or not they can and will contribute to the BIG goal.

Manage and Coach for Solutions. A common mistake leaders make is micromanaging individual efforts when team members become stuck. Instead, encourage them to talk out issues with other team members to resolve the problem, not create a conspiracy as to why the project won’t work.

Take Focused Actions. The No. 1 saboteur in any project is when busyness is used as an excuse for giving up. Here’s a secret: Taking the right focused action steps will create new skills and confidence … not the feeling of more work! When obstacles occur (and they will), true brainstorming, resourcefulness and initiative are required. Then, immediately take focused action steps. (This is not the time to change the BIG goal!)

Delegate to the Best Person. Stop attempting to do everything yourself. Trust your team members. Delegate a task or portion of the project to the right person (e.g., give the financial analysis portion of the project to the person who has the skills and interests to get it done). Utilize qualified assessments to understand each person’s best role on the team.

Stay in Communication. Stay in weekly communication. Face-to-face conversations and electronic updates keep the momentum moving forward. It’s harder to hide out on a team call when you’re specifically asked for updates. When problems or excuses arise, have a couple of team members or a vetted, qualified outside resource work together to resolve it (it’s best not to use the whole team – it slows the momentum).

Get Objective Outside Feedback. Talk about the components of the action plan with a small, select group of mentors and your business coach. (Don’t forget to use a nondisclosure agreement [NDA] for people outside the company.)  Listen respectfully to alternatives or points missed. Remember, you asked for their input, and often, seasoned experts offer the greatest insights.

Manage Self-Talk. Your internal mental chatter and word choices when talking about others make a significant impact on fulfilling the BIG goal. Remember, each and every person’s contribution is important. To keep everyone aware of what they have provided and what others have accomplished, use “It’s Time to Brag! Business Edition” to create and share Brag! statements.

You will fulfill the BIG goal if you take the right focused action steps to create and sustain momentum.

©Jeannette Seibly, 2018

What conflicts are you blind to that need to be resolved for a successful 2018? Hire Jeannette Seibly as a speaker or facilitator to successfully address company issues. She will provide confidential, laser-focused coaching that gets results! 

Jeannette Seibly has been called a catalyst. She is celebrating 25 years as a business coach, advisor and consultant who guides her clients to achieve unprecedented results. Are you ready to challenge your status quo? Are you willing to make simple and effective changes? Check out her website , or contact Jeannette for a free confidential conversation.

Speak Up! It’s Good for Your Career Success!

speak upI’ve seen, too often, employees in group meetings speak up and lose their jobs, credibility and opportunities for pay increases. And, there are times I’ve heard people speak up and save the company money, time and top talent.

What gets in the way?

When we hear a perception that’s different from our own, our egos can get in the way of listening and conflicts can escalate. Communicating persuasively, listening and building solutions are thrown out the window when we feel attacked, ignored or overruled. When you don’t own your point of view while respecting others’, you will miss the opportunity to share and build win-win-win solutions.

Today’s bosses are encouraging employees to speak up. They are breaking through long-standing barriers and fears for both women and men. However, the challenge still remains: many of us encourage coworkers, bosses and leaders to speak up—until they challenge the status quo. Then, often, our fears kick in and we silence what is being said. We become resigned about making any changes.  Yet, we applaud those that have the courage to speak up and wish we could be more like them.

How to Own Your Point of View

Owning your point of view makes it easier for others to listen and hear you! Otherwise, telling others that your point of view is “the truth” will shut down your contribution to the conversation, project and team—potentially sidelining your career success.

Take Responsibility. Never forget that the thoughts, opinions and feelings you are sharing are yours. When you are pointing out a violation of company policy, safety or ethics, take responsibility for sharing the policy, sticking to the facts about the violation, and talking directly with the people who can make the difference.

Expand Your Perspective. We are all limited by our perceptions and life experiences. Don’t become emotionally attached to them. Instead, be willing to expand your awareness by listening to and honoring differences. Participate in a training program, read social media stories about others’ challenges and successes, and hire a coach to help expand your thinking. For bosses, I have found that qualified assessments successfully expand points of view about how to hire, coach, manage and train their teams.

Be Kind. Life does not discriminate against anyone. However, our biases or “truths” often do, and we negatively judge and assess others. Instead, speak well of everyone. Share and build on ideas, and don’t engage in gossip.

Share Appropriately. Indiscriminately sharing your feelings about how awful your job, boss or company is will sabotage your career. Instead, speak up privately and directly to the person or people who can make a difference. Then, take focused action. For example, complaining about a system issue that has always been that way will not change anything. Instead, talk with your boss, propose solutions and offer to lead the project to make the changes. Then, do it. This will actually boost your career success.

Do Your Homework. Frequently, people take the tiniest fragments of information (often found on the Internet or as company gossip) and talk about it as if they know it’s the truth. Our conclusions are rarely true. It’s like reading the back cover of a book and falsely believing you understand the plots and twists in the story. Get the facts! Then, share them. Be open to learning from others’ experiences beyond what you read on the Internet or hear during coffee breaks.

Speak up! Learn how to own and share your point of view appropriately … it’s good for your career growth and success.

©Jeannette Seibly, 2018

Need a speaker or facilitator to successfully address company issues? What conflicts have you been ignoring that need to be resolved for a successful 2018? Contact Jeannette Seibly. She will provide confidential, laser-focused coaching that works! 

Jeannette Seibly has been called a catalyst. She is celebrating 25 years as a business coach, advisor and consultant who guides her clients to achieve unprecedented results. Are you ready to challenge your status quo? Are you willing to make simple and effective changes? Check out her website , or contact Jeannette for a free confidential conversation.

When You Have a Disgruntled Team Member…Resolve It!

Disgruntled Team Member.2jpg

 

You are leading a meeting and need to have a detail handled. You ask the person taking notes to record a comment a team member just made.  He declines, saying, “I didn’t write down your comments so I’m not going to write down his comments either.”

You think, “Huh?”  Then, to keep the meeting moving forward, you simply start creating your own notes for future reference.  

In case you’re not sure, that was an early warning sign that you may have a disgruntled team member.

Unfortunately, disgruntled team members can subtly appear out of nowhere! They are often unaware of their reason for being upset and so they project their dissatisfaction onto you. Left unaddressed, they will disrupt a team, diminish team members’ efforts and hurt the results of a project. Ignoring them isn’t an option.

Why Must They Be Addressed Now?

Creep Factor.  Negativity expands faster than positivity. While it may start with subtle comments made by one or two team members, it can grow exponentially—even if no one understands what the real issue is. Other signals include disregard for the group’s (or company’s) rules, disparaging remarks or gossip, reluctance to share ideas, being late for meetings and assignment deadlines, etc.

Bias Barriers. Even when they’ve had awareness training about harassment, learning differences and life choices, team members often don’t know how to work with and through different perceptions.

Team Cynics. Your team cynics may be bored or don’t feel heard and will undermine you, the project or others’ efforts. They lack the appropriate communication skills to build agreement in a positive and profitable manner.

Avoiding the Inevitable. If you create ways to work around disruptive team members instead of addressing the issue, you will thwart the process, deplete everyone’s energy and blow the budget. Failure to effectively address issues now will sideline and potentially kill your career.

How Do You Address Disgruntled Team Members?

Voice It. There are times you’ll need to stop a meeting and voice the issue. Ask everyone for their input. Initially, they may deny there is a problem. Share your perception and wait it out. Don’t allow external blame or “everyone’s tired” to be the excuse. The core issue must be identified in order to transform it. Putting beautiful decorations on a mud pie still leaves you with a mud pie. Get rid of the decorations and dig into the mud to see what the real issues are. This may be messy … but doing it allows you to identify and address the necessary changes.

Hold Them Accountable. Integrity issues (lies, theft, mischief and gossiping) will sabotage the team and its goals. Taking a hard line will be unpopular; however, uncovering what’s in the “mud” will pay off in the end.

Stick with the Facts. Facts are important. Make sure they are accurate and share them. The team skeptic(s) will challenge you, and initially others may readily agree with them. Encourage everyone to share their point of view. While uncovering misperceptions, offer reminders about the facts and goals – this process will realign team members to get everyone on same page.

Ongoing Training. Team members today love to blame conflict on personality differences, believing it lets them off the hook … so they stop listening and fail to resolve the issue. Use qualified assessments to identify and talk through differences – we are all unique in our own ways. Team training should be an ongoing part of your team development process.

Review Project Scope. Team members will bicker when the project isn’t stretching their capabilities … mostly because they are bored. Delegate key opportunities, consider alternatives and think about monetizing the project in other areas of the company. Strategic visioning, true brainstorming and training (how to handle the technology, communication and people aspects of meetings) are required for each team member to interact, expand and excel.

Talk with Your Coach. As the leader, you are ultimately responsible for the project outcome and the team’s experience of getting there. Going it alone is not a good option! Get help now before you have lost the team, and their respect, forever.

Disgruntled team members can be a blessing if you are willing to dig into what’s behind their behavior and address the real issues.

©Jeannette Seibly, 2017

Need a speaker or facilitator for your company’s executive group? Have issues to address? Conflicts to resolve? Contact Jeannette Seibly. She will provide confidential, laser-focused coaching that works! 

Jeannette Seibly is celebrating 25 years as a business coach, advisor and consultant. Do you have a project that needs outside intervention to achieve the intended results on time and within budget? Check out her website , or contact Jeannette for a free confidential conversation.

How to Recover Quickly from a Bad Hiring Decision

imagesU4QT41U3No one likes to admit they made a bad hiring decision. However, as a hiring manager, it’s always possible you will fail to hire the right person for the right job.

What makes it harder is that you’ve invested lots of time and energy into a long and arduous interview process. However, hanging on to a bad hire isn’t going to change the person! While there are times it will not be a clear-cut decision to reassign someone or let them go, it’s important to never sacrifice your business, great employees or customers by keeping someone who cannot or will not do the job.

First … Get Real about Your Decision

  1. Admit it. Denial isn’t helpful and will hurt you and your company’s reputation the longer you hang on to the bad hire.
  2. Create a professional development plan. For example, if someone has limited outside sales experience, have them shadow several top salespeople. Then, the sales manager should go with them on calls. Well-defined sales indicators (e.g., number of calls, appointments, presentations and new customers) and a qualified assessment can uncover where to focus coaching efforts.
  3. Talk candidly with the person. Many times, she or he did their best to land the job interview without truly understanding the job requirements. This is a good time to review expectations. For example, cold calls are a norm for outside salespeople — something good salespeople enjoy and others despise.
  4. Evaluate them for a different position within the company. Use or review the qualified assessment to determine what you missed when interviewing the candidate. What did you assume? What did you ignore? Did you make your decision based solely on the interview without including the assessment results (which should be 1/3 of the hiring decision)?
  5. Talk with HR and/or legal before terminating them. When you fire someone, make sure to include a key employee during the exit process as a witness. Be sure all passwords and proprietary information are collected immediately. Keep in mind that no exit interview is required.
  6. When termination may be the best solution:
  • – The employee misrepresented his or her skills.
  • – The employee has excellent skills but is a terrible team player.
  • – The employee does not follow basic company policies, despite warnings.
  • – Theft or drugs are involved.
  • – It would cost more money and time to invest in the employee than your company can realistically afford.

According to Insperity, the average U.S. employer spends about $4,000 and 52 days to hire a new person. A bad hire will diminish management, co-workers and customers’ confidence and hurt your P&L. Find out the real costs you incur when a bad hiring decision is made by using the Hiring Calculator. This will help you understand the need to improve your hiring practices.

Second, Review and Improve Your Hiring Decisions

After firing Candidate #1 and before contacting Candidate #2, take a candid look at your current hiring process. (Hint: One great idea is to bring in an objective facilitator to strategically review your hiring process and, if necessary, build a new one.)

Consider the following:

  1. Use an ATS system that pushes job postings to many sites to attract more qualified candidates.
  2. Review the job description and rewrite it to attract better candidates.
  3. Share the rewritten job description and get agreement before restarting the hiring process.
  4. Use qualified job fit assessments to better understand candidates’ natural strengths and weaknesses.
  5. Deep-dive into candidates’ responses to better understand the quality of their skills. (Note: Just because they have skills doesn’t mean they will use them.)
  6. Conduct complete due diligence and use a qualified core value assessment. Remember, over 70 percent of resumes contain inaccuracies. For example, it’s critical to validate the name of previous employers and job titles, actual base salary and actual dates of work, etc. Read Hire Amazing Employees for additional insights.
  7. No one wants to admit their personal biases override common sense. But studies have shown we make decisions within 4.3 minutes of meeting a candidate and spend the rest of the interview validating our biases. Stay out of this trap.
  8. Prepare for the interview. Winging an interview today is simply rude, and many job applicants will say no to the job offer if you are unprepared.
  9. Conduct several interviews with more than one top candidate. Candidates today are savvy and will often say what you want to hear rather than the whole truth. For example, asking, “Are you familiar with QuickBooks?” and having them say yes does not mean they know how to use it. Instead, say, “Tell me about your proficiency in using QuickBooks.” Then, deep-dive into their responses to determine actual skill strength.

Acting wisely and quickly will improve your hiring decisions and make the difference in attracting and retaining great employees.

©Jeannette Seibly, 2017

Need a speaker or facilitator for your company’s executive group? Have issues to address? Conflicts to resolve? Contact Jeannette Seibly. She will provide confidential, laser-focused coaching that works! 

Jeannette Seibly is celebrating 25 years as a business coach, advisor and consultant. Do you have a hiring system that needs to be updated, really updated? Are you willing to make simple and effective changes? Check out her website , or contact Jeannette for a free confidential conversation.

Don’t Be a Nitpicking Boss … You Need to Change

leadership stress3

Bosses, do you constantly criticize your employees? Did you know this nitpicking style sabotages your employees’ successes as well as your own (think: career, paycheck, bonuses and promotions)?

While bosses need to ensure employees are providing great customer service and quality products, only focusing on the negative hurts everyone. There is a fine line between ensuring the best results and nitpicking. It starts with your ability to focus on what needs to improve and having the right attitude and behavior when working with and through others to make necessary changes.

You Determine the Outcome

Your Lack of Clarity. Many times, bosses manage others without having learned the tasks themselves. Then, they believe they know how to do the work better than their employees and start nitpicking. This 30,000-foot critical view doesn’t build new awareness and skills for either party.

Your Fear Works Two Ways. When you want your employees to fear you, you come on too strong and loud. This can be belittling. When you fear they won’t like you or will gossip about you, you may make poor decisions, gloss over specific areas that need improvement or work late fixing the issues yourself.

Your Choice of Words. Poor coaching and management skills will only make the issues worse. But clamming up is no better. Not saying anything will not change anything.

Stop. Ask for Help. Fine-Tune Your Skills.

Develop Your Style. Hire an external coach and internal mentor. Be open with them when sharing what is working and what is getting in your way. Participate in workshops and attend trade conferences to build your inner awareness and confidence. This will improve your openness to learning from employees and talking with them effectively. It will also help you treat them as smart and skilled people.

Learn from Your Mistakes. We all make mistakes. Admitting them is key. Learning from failure is critical. Sharing mistakes can also help when done appropriately. This will lessen your need to uber-control others, hoping they won’t make mistakes. When mistakes are made (it’s inevitable), use them as mutual teaching/learning opportunities. Together review the processes or interactions to determine where changes can be made next time. This will bolster your confidence and their willingness to learn from you.

Build Your Confidence. Being a new boss can be a challenge when you are promoted from within the company and former co-workers are now your employees. Being a boss with a new employer can also be a challenge if there are employees who felt they should have been given the job. Take time to talk with each and every employee. Learn from them. Listen to their ideas and brainstorm solutions (nitpicking is not allowed here – save the details for later). When you value them, they will in turn learn to value you as their boss.

As a boss, stop nitpicking. Learn how to work with and through others in a positive manner. It will determine your success.

©Jeannette Seibly, 2017

Need a speaker or facilitator for your company’s executive group? Have issues to address? Conflicts to resolve? Contact Jeannette Seibly. She will provide confidential, laser-focused coaching that works! 

Jeannette Seibly is celebrating 25 years as a business coach, advisor and consultant. Are you a boss who wants to excel? Are you willing to make simple and effective changes? Check out her website , or contact Jeannette for a free confidential conversation.

High-Impact Hiring Practices for Amazing Results

strategic hiring4We all love to celebrate amazing hires. These exceptional candidates make our day. Yet rarely do we take the time to strategize about how to find more of them.

When creating CRM systems (customer relationship management), managing sales teams or producing quality products, we take the time to review specific changes that are required to ensure the right results: in other words, what worked and what didn’t work. How can we use the same process to positively impact our hiring and selection practices? In short, by learning how to improve our selection practices rather than relying on gimmicks, false promises and cute ads.

First, Get Real about the Costs

Many companies believe that if their turnover is less than the industry average, they are doing well. The truth is, turnover still impacts the bottom line, leads to the loss of top talent and is a red flag to qualified candidates. Additionally, it also negatively impacts current and future customers because turnover can translate to a less-than-satisfying experience. Use our New Hiring Calculator to get the real picture about your hiring costs!

Second, Review Less-Obvious Concerns

Inexperienced Interviewer. Experienced job applicants need good and honest conversations about what to expect from the position, company and career opportunities … not canned answers.

Lengthy Application Process. Shorten the process and feature your company’s benefits and job requirements. Include short video clips about why the company is a great employer.

Bad Interview Questions. Failing to ask job-specific questions and deep-dive into candidate responses will create a false impression and lead to candidates turning down job offers.

Focusing Only on the Money. Remember, today’s employees are very interested in training for career advancement in addition to a competitive paycheck. Talk about both.

Poor Job Fit. According to a Gallup poll, over 71 percent of employees are working in jobs that don’t fit them. Use incredibly accurate qualified assessments for hiring, coaching and managing. These effective tools can improve job satisfaction and your hiring success.

Third, Include These Practices to Positively Impact Results

Define an Exceptional Hire. Ask yourself and your team, “What does an amazing hire look like today? In three months? Six months? A year from now?” Now, rewrite the job description with those answers in mind. Ask your marketing department for their input when you create an exciting and enticing job posting to advertise this newly conceptualized position.

Make Promises. Ask yourself and your team, “Why should applicants want to work for us? How will this job help their career now and in the future? What specific training and development can we offer them?” Now, keep those promises!

Create a 180-Day Onboarding Plan. The plan should include on-the-job training, meetings (one-on-one and in groups), company and trade conferences, etc. Keep this list short and on point. Remind applicants during the interview process and the 180-day onboarding period to listen, learn and ask questions. rather than talk too much.

Assign an Internal Mentor and an External Coach. An internal mentor can help a new employee or executive navigate the written policies and unwritten expectations of your company. An external coach can confidentially allow them to vent concerns and not hurt their chances for future promotions or job assignments. Both can guide them to make better decisions, work effectively with and through others, and achieve intended goals. These are important skills for all employees to develop.

Use Qualified Assessments. Using objective data will accurately show you the inherent strengths and weaknesses of a candidate. Knowing these details will expedite selecting and onboarding job candidates for great results. Remember, while people may have the skills, they may not wish to use them! For example, selecting an applicant as a bank loan officer requires more than previous experience. Are they good at working with people, are they proficient with numbers and do they have an interest in networking? If not, they will not normally succeed.

Customize Individual Career Pathways. Clear pathways should begin immediately upon hire. Use the data from the qualified assessment and what the employee wishes to achieve when designing them. Provide alternative career paths and compensation packages that include two options: managing others or being an independent contributor.

©Jeannette Seibly, 2017

Need a speaker or facilitator for your company’s executive group? Have issues to address? Conflicts to resolve? Contact Jeannette Seibly. She will provide confidential, laser-focused coaching that works!

Jeannette Seibly is celebrating 25 years as a business coach, advisor and consultant. Do you have unresolvable issues that you need to transform? Are you willing to make simple and effective changes? Check out her website , or contact Jeannette for a free confidential conversation.