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.

Do This Daily to Encourage Success

Cocky LederMany leaders and bosses wait until the end of the year to acknowledge their employees, management team, vendors and customers. However, success is built when you recognize everyone on a daily basis. When you make this a positive habit, you will build a productive team and confident employees every day, and you’ll receive exceptional service from your vendors and encourage customers to stay.

Acknowledge Everyone

One-on-one: Don’t be shy. Tell your co-workers, peers, boss, customers and vendors how much you appreciate them both verbally and in writing. Be specific and positive.

Team: Let everyone on the team know that you’ve appreciated their efforts this year. Successful leaders take time to complete the year by reviewing what worked and what didn’t work, and by acknowledging each and every person’s contributions. Applaud the results they’ve achieved, regardless of the project’s status.

Self: Look in the mirror and tell yourself out loud that you are fabulous, terrific and amazing! (I know, most people will not immediately see the value of positive self-talk … do it anyway!) Also, complete (or update) the five amazing steps to sell yourself – your brag factors! Brag statements can and do improve your success … as reflected in your paycheck, bottom line, business and career opportunities, and business relationships.

Please and thank you: Make it a common practice to acknowledge others each and every day of the year.

I appreciate and acknowledge each and every one of you!

Thank you and Happy Holidays to all!

©Jeannette Seibly, 2017

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.

Improve Your Career During Meetings–It’s the Fastest Way

Millennials Lead.2“But … ,” you lament, “meetings are boring, uninspiring and a waste of time! Why should I bother?”

Here’s the answer: The reputation you create at meetings can easily improve or derail your career opportunities!

Be Part of the Solution

Successful people want to work with key contributors. They gauge your effectiveness by how well you prepare, participate and interact in meetings. They are a golden opportunity to shine in the spotlight, showcase your leadership skills and participate in reaching win-win decisions … all important ways to blaze a pathway to career success. Remember, you never know who is watching and listening, so always be ready!

10 Ways to Be a Positive Contributor

1.Show Up On Time. Be in your seat (or on the call) 5 minutes before the actual start time. Ask everyone to turn off electronic gadgets and put phones away to minimize distractions. If you are the facilitator or presenter, ensure the room is set up and conference calls and presentations are working before the scheduled time. Also, manage your agenda so you end on time.

2.Come Prepared. Read all documents, agendas and other materials before the meeting. Bring the information, along with written notes and questions, with you. Provide graphs and short summaries to participants prior to the meeting, and review them as a group. Note: When meetings drag on, it’s usually because attendees did not prepare. No decisions should be made without proper preparation.

3.Be Mentally Ready. Good leaders and active participants rehearse key points they want to make or questions they want to ask. They have role-played (even if it’s their mind) any concerns and pushback they believe will occur, and they are prepared to address them.

4.Leave Your Laptop Behind. It distracts both you and others around you from learning, according to research conducted by the University of Michigan. Researchers found that using paper and pencil to take notes is a better alternative!

5.Take Turns. Call each person by name and give them the opportunity to talk. Also, if you are not running the meeting, feel free to ask others for their input. Otherwise, people will feel bored and stifled, and that will limit the team’s ability to make the best decisions.

6.Encourage Differing Opinions. Respect all perspectives and value everyone’s input. Otherwise, your fear of possible conflicts and inability to manage them will sideline your career. (For further insight, read Do You Know How to De-escalate Conflict?)

7.Listen! This cannot be emphasized enough! When you play with electronic gadgets or multitask by doing other work, you miss out on important information. Actively listening is the best way to develop the insights to resolve issues and formulate new ideas for products and services. It’s a skill everyone must develop in their careers.

 8.State Your Point Upfront. State your point first, then provide any supporting information to reinforce it by keeping it simple and staying focused. This will help you stay away from monologues, inappropriate gossip or sidebars, technical terms (aka jargon) or lengthy responses.

9.Ask Good Questions. Everyone is a valuable contributor in their own way. Drill down by using a positive tone of voice to clarify concerns and ask further questions. Then, build on their points and resolve their issues before moving forward. You usually won’t get to the real underlying concern without asking three or four clarifying questions.

10.Build Alignment. Align on decisions. Attempting to reach consensus is a waste of time, since it delays making decisions and encourages people to take sides without resolving the true issue. Questions to ask: Can everyone live with this decision? Is it workable and doable? If not, what needs to be added or changed so that everyone is on the same page moving forward?

The fastest way to build your career is to show up and positively contribute in every meeting.

©Jeannette Seibly, 2016-2017

Need a speaker or facilitator for your company’s management group? Have issues to address or conflicts to resolve that you have been avoiding? 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 need to learn how to work together as a team to find the best solutions? Conduct effective meetings? Get out of your own way? Check out her website, or contact Jeannette for a free confidential conversation.


Can Boomerang Employees Be Valuable Assets?

What Are Boomerang Employees? hiring costs

Boomerang employees are people who have left the company, worked for a different employer (or started their own business), and then came back. In the past, employers simply did not rehire former employees. Today, according to Accountemps, 98% of human resource professionals are open to hiring former employees, mostly due to the current shortage of qualified talent. Boomerangs can be valuable assets when rehired the right way.

Understand Why They Left: A 2-Step Process

Step 1: Learn the Reasons

  • They believed the grass was greener somewhere else.
  • The job or career path didn’t fit them.
  • Career advancement was limited.
  • They blamed their former boss for their problems.
  • They wanted a better paycheck and/or benefits.
  • They needed to relocate due to family, partner or other factors.

Step 2: Were there any bridges burned that can’t be repaired? This is critical. If they left on a negative note, blamed others or didn’t do their job well, they may have a very difficult time showing that they have changed. Other issues, including theft and drugs, are usually nonnegotiable.

When considering rehiring boomerangs, listen to both the cheerleaders and naysayers on your staff regarding the person’s return. However, be careful about relying 100% on their input. Too often, the cheerleaders want someone who is known while the naysayers are afraid of changing the current status quo.

The Value of Rehiring Boomerang Employees

New Skills. Former employees can be great assets when they can bring updated industry skills, new networks and the fresh insights needed to take your company to the next level. They also can bring a competitive edge if there is a mutual willingness and attitude to move forward.

Faster Training. Most new hires take 6 to 18 months before they are fully trained for their position. By rehiring boomerang employees, you may save time and money, depending on their willingness to adapt to any changes.

Cultural Awareness. Learning the dos and don’ts is often a new hire’s biggest challenge. When you rehire a boomerang employee, they often already know what to expect from your company. 

Reengage Current Employees. If the boomerang employee was well-liked and respected, bringing them back can be a big morale booster. The fact they are willing to come back also speaks well of the employer. The lessons they learned can remind any current top talent who are thinking about leaving that the grass isn’t always greener elsewhere.

Don’t Shortchange the Selection and Onboarding Process

Conduct Complete Due Diligence – As You Would for Any Unknown Candidate. Whether they are coming back as a full-time, part-time or contract employee, use the same strategic application and interview process you would for lesser-known candidates. Talk through today’s goals, vision and workplace expectations. Remember, your company has evolved. Just because the boomerang employee was a top performer in the past does not mean they can perform at the same level now.

Take the Blinders Off – Nobody Stays the Same Forever. Clarity is key. Collect as much objective data as possible. Use qualified assessment tools to help determine job fit todayRemember, the challenge isn’t what you can see and remember — it’s what you don’t see or have forgotten about.

Prepare Them for Success – Change Is Inevitable. While boomerang employees may understand change conceptually, they may not be fully prepared. During the onboarding process, review the organization’s changes – good and bad, written and unwritten. Review the mission, values, systems, procedures, culture, company direction, employees, products, services, vendors and clients. Assign them an internal mentor who can help them navigate changes that may not be readily apparent.

When you rehire boomerang employees the right way, they can often become your greatest asset.

©Jeannette Seibly, 2015-2017

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 ready to challenge the status quo? Do you have a hiring system that actual works? 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.

Happy 25th Business Anniversary!

jls.2011.3Acknowledging everyday successes and milestones are important in life and business! They encourage us to do our best.

On October 7th, I will be celebrating my 25th business anniversary. I couldn’t believe I was actually going to overlook this significant achievement and downplay it. Having written three books on the importance of bragging (“It’s Time to Brag!”), it would have been an epic mistake! (Whew! Thanks to my friend and coach Diane for reminding me to brag. We all need friends like her!)

There are many posts on social media about people not fulfilling their dreams and goals for a variety of reasons. Over 90 percent of businesses fail in their first five years. So, it is important for me to share what I’ve accomplished. You should too. I hope this will be a great reminder for all of us to brag, share and inspire others.

So, here goes!

In 25 years of helping my clients become successful, I have directly worked with over 1,000 business owners, executives, family businesses, boards, entrepreneurs and key employees in many different industries, helping each of them become successful.  There have been times I’ve loved it … and times it’s been a challenge. Fortunately, I’ve only had to fire two clients.

I have been told my trademark is my uncanny ability to help business professionals identify hidden roadblocks and help them blast through those barriers to produce unprecedented results. This creates the possibility for bosses and their teams to effectively communicate with each other, achieve intended goals independently and as a team, and confidently hire the right people for the right jobs. Along the way, I also guided the creation of three millionaires (this was an amazing and unexpected outcome!).

During these past 25 years, I have also fulfilled several dreams and goals:

  • -I’m a published author (with five books and over 400 articles focused on leadership, management and hiring challenges).
  • -I live in sunny Colorado, where I can view the gorgeous Rocky Mountains daily. (A lifelong dream.)
  • -My business has been awarded with high accolades four times.
  • -I’ve created noteworthy events to fulfill a need and celebrate accomplishments (the Job Summit Association and NAWBO Detroit Women Business Owners of Distinction are just two of many).
  • -I’ve advised hundreds of business owners and executives on expanding their definition of “strategy” to fulfill their goals and dreams.

So, what’s next?

My intention is to publish more business books, expand into writing a fiction series and continue to advise top-level bosses on achieving unprecedented results for themselves and their team members. Personally … yes, I have my bucket list, and will continue to knock things off that list.