Do You Sound Like a Great Boss?

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

Stop sounding like a critical parent to your adult employees.

Why is this Important?

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

Good News – Bad News

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

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

9 Ways to Sound like a Great Boss

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

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

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

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

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

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

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

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

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

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

©Jeannette Seibly, 2017

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

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

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

Let Go of What You Think You Know as a Leader

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

Many leaders believe they are ready to take on spearheading larger projects, groups of people and companies, and think they know how to get the results required. The question is, are you achieving the needed results through force or are you influencing others to be part of the change? Becoming aware of what type of leader you are, will determine your results. Without awareness of how you influence others, your mindset, or paradigms, can and will limit your success as a leader.

Let Go of 5 Limiting Mindsets:

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

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

All Change is Good. This is a serious faux paus that many leaders make! Yes, change can be great and is necessary for a company to grow. But, first slow down, build trust and understand the reality of where you are now. Listen and learn, then listen and learn more before you make any changes – no matter how small.

Employees are a Necessary Evil. Get over it! Employees will make or break your success — they are your most powerful asset when you perceive them that way. Stop hiding behind your “busy work” and walk around to learn their names, interests, and why they like or dislike their work. Do NOT micromanage how they do their work. Simply take this opportunity to get to know them and their jobs better.

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

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

©Jeannette Seibly, 2016

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

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

Lack of Success Equates to Lack of Commitment

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

Your Belief is Your Commitment

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

What are you really committed to? 

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

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

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

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

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

©Jeannette L. Seibly, 2016

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

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

Are You Ready for Your Next Opportunity?

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

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

5 Key Readiness Factors

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

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

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

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

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

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

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

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

©Jeannette Seibly, 2016

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

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

What’s the Cost of NOT Listening?

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

Failure to Listen is Costly

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

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

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

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

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

©Jeannette Seibly, 2016

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

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

What to Do When Hiring Former Employees

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

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

Clarity Is Crucial

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

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

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

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

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

©Jeannette Seibly, 2016

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

Stop Struggling and Hire the Right Employees

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

Infuse Predictability into Your Hiring System

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

Stop Relying Solely on Your Intuition

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

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

Set Up Predictable Systems

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

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

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

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

©Jeannette Seibly, 2016

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

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

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.

Are You Ready to be a Manager?

Many millennials believe they are ready to take the next step up in their career and become a manager. The key question is, are you ready? To be successful, it requires the effort of both you and your boss to ensure readiness and clarity of expectations.

Preparation for the Job

Developing yourself starts before you are given the job title. Your success as a manager will rely more on people and project management skills rather than technical expertise. Start now to develop these talents by taking courses and workshops. If you really want to excel, hire yourself a coach. Additionally, get involved in industry and trade associations since they offer another great way to develop these abilities.

First 90 Days on the Job

When you become a manager, it’s important you have a straight conversation with your boss about expectations and outcomes. More importantly, listen more than talk! You may believe you understand what will be required in your new role; however, being a manager will open up many new and unfamiliar challenges. Schedule weekly conversations with your boss, or more, to ensure you’re on track.

Here are some guidelines to help you:

Clarify. Get on the same page with your boss by reviewing the expectations, job description, and top three goals. This is a critical first step. Also, clarify what can realistically be accomplished in the first 90 days—and remember, your success will depend on your ability to effectively delegate and manage the work of others.

Adjust Perspective. This is the biggest challenge. While you may believe you understand the new role and unwritten expectations, that’s rarely the case. Advancing from employee to manager is like moving from the ground floor to the top floor of a three-story apartment building. The street level provides a limited view (employee). The second floor offers a broader view (manager). And the third floor provides an even wider view (executive). Adjust your mindset by being open to expanding your thoughts and perceptions of how things should be.

Listen and Learn! Find an internal mentor to help teach you what is expected as you move up the company ladder. Company politics are part of any business culture. Hire a coach that can confidentially answer your questions and strategically help you move forward with confidence and competence.

Slow Down Any Changes. Use the first 90 days to learn the terrain. Recommending changes too quickly can create unnecessary upsets. Again, listen and learn — this time from employees, peers and customers. Get their input and build on their ideas before making any modifications. One small change can impact an entire system.

Promote Communication. It’s important for you to meet with all team members, peers and upper management — one-on-one—regardless of previous relationships—to ask questions about departments, goals, expectations and any other concerns.

Second 90 Days on the Job

Remember, You’re Still Learning! Adopting this mindset for the rest of your career will help you tremendously. The challenge for many at this point is they think they have it all handled. Remember, humility will build needed relationships, while a little ego will help you get things done. Not the other way around!

Build on Relationships. Attend professional trade shows and other events to help you stay abreast of industry changes, while expanding your circle of contacts. Their expertise can come in handy when you have a challenge or need to address an issue. Internally, stay in contact with peers, talking about concerns and creating new opportunities. Continuing your weekly meetings with your mentor and boss will keep you on target as you grow into your new role.

Execute Plans and Achieve Intended Results. The goal for you is to elicit the best from others by effectively and productively working with and through them. In order for you to move upward, you need to show you can develop yourself and others, while delivering intended results.

People want to work for true leaders, and being a great manager is the perfect place to start.

©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.