Why I Love Assessments – The Million-Dollar Difference

imagesUPSTJIS0My goal is to provide products and services that build sustainable growth for your company.

I love using qualified assessments and have been using and providing them to my clients for over 25 years. I have seen firsthand the value of how using (or not using) the right tools can make a significant difference in resolving people and management issues. Qualified assessments can help create positive outcomes.

An IT manager was having difficulty managing his people; in addition, due to many complaints about his brusque manner, he experienced high turnover. After using a qualified assessment that gauges thinking style, core behaviors and occupational interests, he found he learned quickly despite the fact that he had never completed high school. As a result of this insight, coupled with coaching on how to manage meetings and handle questions, he excelled. He completed his GED, enrolled in business management courses and became a key influencer in his company.

Why Are Assessments Critical?

Using the right assessments the right way helps companies hire, coach, manage and develop great talent while easily resolving issues involving employees, teams, salespeople, boards and executives. The clarity and value of qualified assessments are incredible … assessments provide the million-dollar difference when used appropriately. They help you achieve your intended results, coach with confidence and turn good employees into great ones!

All Assessments Are Not Created Equal

One of the biggest challenges employers face today is discerning a qualified assessment from a non-qualified one, and using assessments appropriately.

First and foremost, a qualified assessment meets the 13 standards in the Department of Labor’s (DOL) guidelines for using assessments to hire and promote employees. (This becomes important to you when the DOL knocks on your door.) To find out if the assessment tool you are using meets these requirements, get a copy of the DOL’s guidelines (request a copy) and a copy of the technical manual for the assessment. Don’t be surprised if your assessment provider cannot provide a technical manual, and do not rely on a letter from a law firm writing about EEO, ADA and other legal compliance. The scientific data, legal compliance and other important information are ALL contained in the technical manual.

Second, understand that most assessments do not meet the DOL’s standards for pre-employment and promotion purposes. There are over 3,000 publishers of assessments in the market today. Most do not meet the DOL’s guidelines—despite what the provider tells you. These guidelines are critical in ensuring accurate, predictive and usable results that produce better hires, and for promoting the right talent into successful roles.

Other Factors to Consider

Three primary reasons non-qualified tools are popular:

  • They are quick to use and inexpensive to purchase.
  • They can provide fun social interaction in a training event (e.g., characterizing employees using colors, royalty titles, behavioral labels, etc.).
  • They offer Face Validity, in other words, the results show how you want to be seen.

The biggest push-back often comes down to cost. Why do qualified tools seem to cost more?

  • The truth is, they save you money, time and sleepless nights when you factor in the high cost of hiring mistakes and potential litigation from using non-qualified tools to hire and promote!

Qualified assessments provide bosses and employees with critical information:

  • Objective data about the culture and job fit of the person—the key reasons people, performance and profits fall short in an organization
  • The strongest validity and reliability studies, along with periodic retests, keep the tools up-to-date
  • Predictive validity that allows you to strategically build a solid foundation for a growing business, now and in the future
  • The ability to gauge the accuracy of the results
  • Selection, coaching, leadership, sales and other important reports for hiring, coaching and training with confidence and clarity

The million-dollar difference is that qualified assessments help build a strong foundation for business growth. These objective tools can replicate results, provide clarity and make a positive impact on the bottom line. Otherwise, the foundation you are building will rock, roll and crumble.

That’s why I love assessments! Why not find out the million-dollar difference they can make for you?

©Jeannette Seibly, 2017

Need to create a strategic hiring system? Get your copy of Hire Amazing Employees, or contact Jeannette for a free confidential conversation.

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires and million-dollar results for employers across the United States. Also, she is a PXT SelectTM Certified Professional and Authorized Partner. Check out her website, or contact Jeannette for a free confidential conversation.

Effective Leadership Does NOT Need to be Stressful

leadership stress3Effective leadership requires we balance everyone’s wants and needs. Working with customers (meeting their deadlines, concerns about quality, and sometimes, unrealistic demands), along with the expectations from your team, boss, and board, can create a lot of pressure to make everyone happy. Effective leadership does not need to be stressful when you manage with clarity.

7 Keys to Reduce Stress and Manage with Clarity

One: Create Clear Expectations. Overpromising rarely works when you are unable to deliver … instead it creates unrealistic expectations. To keep customers happy, and employees happy and productive, when you make promises, honor your commitments and keep them.

Two: Brainstorm! This one word can create a new world of clarity and excitement for your team and customers when managed correctly. Take the time to gather all ideas first … then, delve into the details of how to make one or two of them work.

Three: Establish Realistic Deadlines. Nothing is worse for team morale then “hurry-up and wait” or “pulling all-nighters”. This can usually be avoided when true goals are created, focused action plans are managed and the team is committed in fulfilling the outcome.

Four: Encourage the Team Ongoingly. Being a 30,000-foot-high helicopter boss is rarely an effective leadership style, and will create a lot of stress for everyone. “Roll-up your sleeves” and stay in communication with your team on a consistent basis (e.g., weekly or biweekly meetings, individual reviews, weekly updates, etc.). Never stop managing the team, which includes listening to elicit their best and acknowledging each one for their actions — no matter how small.

Five: Develop a Laser-like Coaching Style. Be open to receiving coaching to uncover your blind spots, along with giving specific hands-on coaching to your team members. Use qualified assessment products to ensure that what you are seeing and what they see can move the team forward and keep you on the same page.

Six: Always Be Listening. Remember to ask, “How I can help you?” Then, listen … follow-through … and listen again. Then, repeat.

Seven: Communicate Frequently. It’s easy for your team to lose sight of the purpose or “Why are we doing this?” while handling everyday tasks. Never stop sharing the vision and reminding each and every person (including yourself) of their value and the importance of their contributions. Remember, attention spans are shrinking so keep your messages frequent, short and on-point.

These 7 keys will increase clarity, reduce stress and improve your effective leadership style.

©Jeannette Seibly, 2017

Tired of the same old boring trade association events? Inspiring participants at a trade show can be easy and fun when you have the right presenter. Contact Jeannette.

Selling yourself in less than 20 words builds immediate and important credibility. Without it, it’s like talking to a wall (think, interviewer, buyer, judge of a RFP/RFQ, etc.). Learn the art of bragging because no one can do it as well you can. Master the 5 critical steps and brag with confidence. Get your copy of It’s Time to Brag! Business Edition. 

Jeannette Seibly is laser sharp at identifying the leverage points that will build a team and move it to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. Check out her website, or contact Jeannette for a confidential no-obligation conversation.

SeibCo Now Offers the Market’s Newest Selection Assessment Tool, PXT Select™

Jeannette Seibly, principal of SeibCo, LLC, recently added the innovative new selection assessment PXT Select™ tool to her business offerings, and completed its certification process. Jeannette Seibly, principal of SeibCo, LLC, recently added the innovative new selection assessment PXT Select™ tool to her business offerings, and completed its certification process.

 

 

 

SeibCo now offers the market’s newest selection assessment tool, PXT Select™

New tool provides insights into candidates’ cognitive abilities, behavioral traits and interests for smarter hiring

DENVER–June 26, 2017—Jeannette Seibly, principal of SeibCo, LLC, recently added the innovative new selection assessment PXT Select™ tool to her business offerings, and completed its certification process. The new hiring assessment tool empowers organizations to navigate the competitive talent landscape with confidence and ease.

“We are proud to partner with SeibCo to bring this new assessment tool to market,” says Scott Allison, Vice President and Director at Wiley. “Our partners are trusted advisors to their clients and have a powerful impact on organizations. Great organizations know that success begins with hiring the right people. By working with PXT Select and SeibCo, organizations of all sizes and industries experience greater insight and confidence in their hiring process.”

Too many organizations make crucial hiring decisions based solely on impressions rather than data. Powered by the latest advancements in assessment technology, PXT Select provides the hiring manager with insight into a candidate’s cognitive abilities, behavioral traits, and interests, including tips about the candidate’s potential job fit and relevant job-specific interview questions.

“People are like icebergs: they only let you see what they want you to see,” explains Seibly. “What you don’t see is more significant than what you do see! As a result, the PXT Select answers the ‘why’ many business owners, executives and managers have about their employees and their business results. When businesses hire and promote the right people, they improve their staff, profitability, and performance results.

“For example, a company recently hired a sales manager who had a great resume, interviewed well and seemed to be a team player,” Seibly continues. “After a few months, the company realized he preferred to work alone, wasn’t concerned about the progress of others, and was slow and inaccurate with figures. The company could have known these things about him by using PXT Select in the hiring process.”

About PXT Select

PXT Select makes the very human decisions about hiring simpler and smarter. Combining over 20 years of research with powerful assessment technology, PXT Select and its intuitive suite of reports helps fill the gap between the resume and the interview. This powerful selection assessment provides organizations with actionable, objective data about candidates and employees in a simple to understand format that help them to interview better and hire smarter. PXT Select is available exclusively through the PXT Select Authorized Partner network. Learn more at www.SeibCo.com/contact/ OR https://www.pxtselect.com/SeibCo

About SeibCo

Seibly has been an award-winning, internationally recognized business advisor and executive coach for over 24 years, and is designated as a PXT Select™ Certified Professional. Along the way, she has guided the creation of three millionaires and helped over 25 companies produce million-dollar results. Seibly’s publishing credits include: Hire Amazing Employees and It’s Time to Brag! Business Edition. Contact her at http://SeibCo.com/contact or 303-660-6388.

You Are Your Most Powerful Message

CommunicationA new commercial Realtor wanted to become very successful. He asked his managing broker what was the one secret that would help him become wealthy. She replied, “Be present.” With that secret, he learned how to listen and worked on clarifying the messages he conveyed verbally and non-verbally to others. As a result, he became one of the top commercial Realtors nationwide.

Presenting yourself in a powerful manner becomes more important as you climb the corporate ladder or advance in your profession. Gone are the days of hiding behind your technological or financial knowledge. You are your most powerful message. It’s easy to forget that we are constantly communicating with others through what we say, how we say it and when we say it—whether we realize it or not. Today, you need a business-savvy manner to be able to work, communicate and socialize well with others.

6 Ways Your Message Defines You

Your Attitude. Do you convey a can-do attitude? Or is it a negative, cynical view of situations, projects and team members? Your inner views about life, people and opportunities show on the outside (you can’t hide them). Your hidden attitudes can be transformed by unravelling past experiences that unconsciously shape who you are today and get in the way of who you want to become.

Your Awareness. Being aware is very important. Put away your electronic gadgets during all meetings and interactions. Be present for the other person, what you are working on and what is going on around you. This mindfulness will speak volumes when you hear and address items that you otherwise would have missed or overlooked.

Your Appearance. Fashion changes quickly and is often determined by geography. However, business attire always needs to be clean, neat and appropriate for the specific location. Don’t forget your nails, shoes, hair, makeup and jewelry. Get professional advice on how to best express yourself. This alone can make a difference in the type of career opportunities and financial rewards you will receive.

Your Non-Verbal Gestures. 80 percent or more of what people hear comes from non-verbal gestures rather than the words that are spoken.

  • Do you speak, stand or sit with confidence? (See It’s Time to Brag! Business Edition.)
  • Are your gestures welcoming or off-putting?
  • Do you know how to make appropriate eye contact?
  • Do you know how to shake hands when introducing yourself?

These skills are not as common as they should be. Work with an executive coach to become aware of your blind spots.

Your Choice of Words. Become aware of the words you use when engaging your audience. Always avoid jargon. This awareness will provide you a powerful ability to interact with anyone, anywhere at any time.

Your Ability to Listen. Listening requires more than just hearing words. You must use persuasive listening skills to interact with others and elicit the best from them. For example, do you acknowledge what others are saying in a positive manner or do you diminish their comments? Are you able to build on others’ ideas to create a win-win-win outcome? Truly listening is the most important skill you will ever learn.

You are your most important message … communicate it well!

©Jeannette Seibly, 2017

Do you need to inspire your participants at a trade association event? Do you need an engaging presenter? Do you need a facilitator to help address a difficult company issue? Contact Jeannette.

The truth is, sharing your successes in a confident and business-savvy manner will help you close sales, receive promotions and increase your income. Learn the art of bragging, because no one will do it for you. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. Check out her website, or contact Jeannette for a free confidential conversation.

Inspiring Leadership Is All in the Communication

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Recently I overheard a business owner telling an employee, “You’re wrong, wrong, wrong!” The employee simply dropped his head in embarrassment and said nothing. A few days later he quit after finding another job.

Many times when team members feel misunderstood, not heard, or humiliated – they quickly become cynical of the project, company, boss and some of their team members. While employees also have the responsibility for clearing up any misunderstandings, the ultimate responsibility falls on the leader to continually inspire his or her team and elicit the best from them – it’s all in the communication.

Communication is Everything

Each Word Conveys a World. Choose your words carefully. Everyone has their own interpretation of what a word means due to their experiences, education and learning styles. Take the time to explain what you are saying when others don’t readily understand. This may include using a picture, showing them the specific item, writing down an outline or details, etc.

Listen Past Emotional Filters. We all have them when we listen to someone. For example, some employees may listen to you as a critical parent, while others may find the same statements inspiring. The challenge is to be aware of the words you choose to use, your tone of voice and other non-verbal expressions. Rely on your business coach to help uncover the filters that are getting in your way.

Be Open to the New. You don’t know everything … no matter how many years of experience you’ve had in your job. For example, you may understand a company’s system; but, may not understand how to improve it to save time and money. Brainstorming new ideas and aligning on the details creates new results.

Be Present with Others. Many times miscommunication can be prevented when we put down our electronic gadgets. This includes during meetings, impromptu get-togethers, phone calls, emails (yes, we attempt to multi-task when we are reading), etc.

Build Win-Win Outcomes. I once observed a high-level boss who could take some of the strangest remarks and turn them into the most insightful comments he had ever heard. He did this authentically and as a result, all of his team members felt valued. Learn how to listen for new possibilities and build win-win outcomes. Remember to brainstorm and establish a goal before delving into the details of producing the desired outcome.

Clean- up Misunderstandings Now. It’s important to quickly uncover and resolve any miscommunication. It will only take a few minutes to check back with your team or employee to clarify what they heard you say. Otherwise, it may take hours or months to rectify the issue.

Be Humble. Listen to understand an employee’s dilemma instead of mentally thinking of how to fix it. Then, after they have vented (and, before you start offering your advice), ask what they believe the best course of action may be to resolve it.  Then, brainstorm and select the intended result before putting together the details.

Help Others Understand Each Other. Use qualified assessment tools to help your team members gain an objective perspective of their own and others’ communication styles. Then, take it a step further and provide communication skills training. These efforts will pay dividends for years to come! (For more information, click here.)

Remember, inspiring leadership requires powerful communication skills.

©Jeannette Seibly, 2017

Do you need to inspire your participants at a trade association event? Do you need an engaging presenter? Do you need a facilitator to help address a difficult company issue? Contact Jeannette.

The truth is, sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your income. Learn the art of bragging because no one will do it for you. Get your copy of It’s Time to Brag! Business Edition

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She Check out her website, or contact Jeannette for a free confidential conversation.

Want to Be a Great Leader? Make Great Presentations!

LeadershipPresentatonAre you a new leader and want to be seen and heard in a positive way? Successful leaders use presentations to engage others and showcase their depth of knowledge about a topic. Whether the presentation is for the company’s employees, management team, board or future clients, great leaders take the time to learn how to make great presentations.

So, shake off your nervousness, set aside your ego and get into focused preparation.

10 Preparation Tips

One: Know Your Audience. What is the audience looking to learn? Are they looking for how-to-do-it’s or a 30,000-foot overview? Or something in between? Talk with the event organizer (whether it’s a boss, HR department, board or association) to find out. Be clear and plan your presentation by keeping it simple and smart (KISS). Clarity is key. Never assume you know the audience’s needs (even if they are your employees or co-workers) or the purpose of your presentation without asking the event organizer each time.

Two: Write an Overview. If you have been asked to provide information about what you will speak on, first create a one-page overview of the issue and why it’s important. Then, write out the three key learning points (or takeaways) plus a short bio about yourself. (Don’t forget to use your brag statements. http://BizSavvyBrag.com) It’s critical to ask for input to be sure the overview meets the organizer’s needs before sending it.

Three: Clarify Who, What, When, Where and Why. If the organizer has sent you an email outlining their specific needs for the presentation, follow it carefully and in a timely manner. You may want to request a short meeting to ask clarifying questions. Write down the responses! This is a great opportunity to build your reputation as a leader through the type of questions you ask and your ability to deliver what is expected. Always debrief with the organizer after the event. Ask, “What worked?” and “What didn’t work?” Listen and learn.

Four: Stick to the Allotted Time. Failure to keep your presentation within the allotted time frame is one of the biggest detractors from the quality of the material and your ability as a presenter. Shorten your talk to allow for Q&A, and do not engage in long-winded debates or tangents. Remember, many groups do not allow extra time since they have other speakers and activities scheduled for their audiences.

Five: Provide Easy-to-Read Handouts. Be sure your handouts and/or PowerPoints are ready, proofed and delivered as requested. Print them on light-colored paper stock with an easy to read font. Leave plenty of white space to ensure participants can easily take notes. Many organizations today are saving on paper, so make sure your audience has easy access to a digital format.

Six: Practice, Practice and Practice. Get in front of the mirror or other people several times (not just once) to deliver your entire talk. Practicing it out loud will make you aware of points or stories that can make a positive difference. Don’t wing it! If you do, you will usually forget something important, go off on a tangent or fail to deliver on the requirements of the presentation. It’s not unusual to make incorrect statements or inappropriate comments when you lack preparation. If you do, your boss or board will be hesitant to ask you to present again!

Seven: Have a Customer-Friendly Attitude. Write down your checklist of everything you need to bring to your presentation. Then, use it. Compare it with the expectations of the event organizer. Call about a week before your presentation and review each item to ensure you’re ready! This process is a great relationship builder if done correctly.

Eight: Follow Up and Follow Through. If additional information is requested from your audience, get the information to the right people within 24 to 48 hours. Remember, their experience working with you before, during and after your presentation counts!

Nine: Know the Rules about Selling Your Book, Product or Service. If you have been asked to present on behalf of your company at a trade event, be aware that most associations ban selling from the front of the room. Be clear about what they consider a sales pitch. One effective way to reach out to your audience is to have them complete an evaluation and ask for their contact information. Make sure to ask for their permission to follow up (and how: in a face-to-face meeting, LinkedIn or e-news distribution). If you are able to sell from the back of the room, have a co-worker run credit cards so you can stay focused on the people who want to talk with you.

Ten: Have Fun. First and foremost, enjoy meeting the audience before, during and after the event. Listen and learn. Refrain from any gossip or negativity. Being too serious is a detractor. If you’re nervous, walk one mile the day before and limit your intake of caffeine and sugar.

Presentations are great opportunities to build your leadership skills by listening to others talk about issues and potential solutions for your company, industry and profession.

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to bragging. Remember, no one will do it for you. The truth is, sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your income. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. Check out her website, or contact Jeannette for a free confidential conversation.

How Do You Impact Others Each and Every Day?

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Many people today are in a big rush and rarely slow down. They fail to understand and appreciate that what they do or don’t do leaves a long-lasting impression on others. ALL of our actions, words, attitudes and behaviors impact everyone: clients, co-workers, bosses and customers’ clients, family and friends! Lack of awareness of how you impact others will limit your business growth now and in the future.

Do These Sound Familiar?

  • -A boss conducts a cursory interview of a candidate and hires him. Within two weeks, the new employee starts complaining about his job, co-workers and company. The boss claims it wasn’t his fault … the guy is a bad employee.
  • -A group of entrepreneurs wants to release a new product and is looking for funding. Instead of fine-tuning their offering by listening to feedback from potential investors, they keep looking. Their excuse is “No one gets it.”
  • -A speaker fails to review the information sent by his boss for a presentation. As a result, the employee bored the Board and blamed his boss for not being clear about her expectations.
  • -A resident smokes tobacco and non-tobacco substances in her apartment even though the signed lease says smoking is forbidden. Anytime a complaint is made, the woman claims she doesn’t smoke and points the blame on neighbors or right back on the people complaining.

Consider the Following When You:

Create a new product or service and announce it without conducting proper due diligence. There is a cost (tangible and intangible) because of poor planning and execution (e.g., the ability to attract new customers, retain current employees, etc.).

Write an email or new policy and fail to proof it. Customers and others will push back when you haven’t done your homework and have failed to communicate clearly and concisely.

Put together a presentation (or wing it) and fail to follow the guidelines provided by your boss or event conference planner. It is unlikely you are going to add value without preparation.

Fail to check links and test the instructions before sending them to customers. There will be problems. This carelessness creates additional work for others and impacts their job satisfaction, the time required to complete their own work. This can easily be prevented by having someone else edit or review your work.

Post information without checking its validity, or gossip. People will learn they cannot trust you and will stop listening to you.

Deliberately lie to save face or retain a customer. Know that eventually the truth will surface and your excuses will rarely make a positive difference.

Move too fast for your team to keep up with you. You’ll leave them behind. It’s important to elicit the best from them and encourage them to give their best in order to avoid high turnover and low morale.

Get upset when feedback is provided. Get over it! Instead, say “thank you.” Feedback is a great way to learn from mistakes so you don’t repeat them.

Slow down and take the time to get it right the first time. Understand you do impact others, their customers and so on. When you make more work for others, it creates a negative impression on your company and on you, and it’s a difficult reputation to overcome!

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to resolve a company issue? Contact Jeannette.

What are your brag factors? How do you share them in a business-savvy manner? Sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your paycheck. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience providing strategic counsel on ways to avoid negatively impacting others. Check out her website, or contact Jeannette for a free confidential conversation.

Safety and Well-Being Should Be #1 in Every Company

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Workplace accidents, theft, drug use and other issues that impact the safety and well-being of all employees need to be vigilantly addressed before they become a problem.

Because of the difficulty of finding qualified talent, companies have become lax in ensuring they have the right people in the right jobs. As a result, health and safety issues that could be prevented by good selection practices, safety training and ongoing communication are often overlooked.

 

A general manager of a medium-sized production company does not reinforce the hiring policies set by the owners, including drug testing. Since they were not used when he was hired and his mandate is to control costs, he doesn’t use these hiring policies either. As a result, one drug user has become two, and drug use and distribution are rapidly growing among employees. To make the situation worse, the GM has pushed the responsibility for documentation onto the employees and then diminishes the importance of their evidence. These ill-advised and dangerous management practices have created high turnover, poor product quality and suffering ROI.

While this may seem like an extreme case of negligence, being an ostrich and sticking one’s head in the sand will not transform poor practices. It’s everyone’s number one responsibility to ensure the safety and well-being of all employees at all times.

Prevention Practices

Proper Due Diligence. This is where employers can make the biggest difference. It’s better to keep a job open than to hire anyone with a history of theft, drug use and distribution, and other employment-related issues that can turn into safety concerns (don’t forget, white-collar crime is on the rise). Remember, good employees will research the company online, including social media postings. They are not interested in working for a company that doesn’t value its employees.

Use a qualified core value assessment that looks beyond background checks (which rely solely on public records) and into a person’s ability to arrive to work on time, respect others and speak up when there are violations of standard operating procedures. The right tool is inexpensive and will positively impact company profitability and well-being.

Job Fit Is Key. When employees are not happy in their jobs, they do the minimum work necessary to keep their jobs, and productivity suffers. In turn, they will usually find another outlet to make their work more interesting, which may not support the values, policies and safety practices of the company.

Qualified job fit assessments, when used properly, ensure people are in the right jobs. (How do you determine that an assessment is qualified when there are so many to choose from? Get your copy of Hire Amazing Employees to find out.)

Employee Orientation and Training. According to an Institute of Work and Health research study, only 1 in 5 companies provide training for a new job!

Train all employees before they start their jobs. Then, consistently and rigorously reinforce work and safety practices, including: How do they report a problem or concern? When do they do so? Who do they tell? Remember, any bullying and intimidation should be handled immediately when employees step forward to report violations or other concerns.

Vigilant Communication. When someone has the courage to speak up, OSHA citations, workers’ compensation claims and employment litigation can be prevented. It only takes one lax moment to have someone, and the company, get hurt.

Don’t forget to use different communication vehicles (wall banners and postings, department meetings, pep talks before and after shifts, texting (when not driving), etc.) as reminders. It is critical managers hold each and every employee, and each other, accountable for following standard operating procedures in a safe manner, whether or not the issue is in their department.

Safety and well-being should be #1 in any company. Ensure proper hiring, training and communication practices are reflected in this all-important commitment.

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to bragging. Remember, no one will do it for you. The truth is, sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your paycheck. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience providing qualified assessments for hiring, coaching, training and managing great employees. Check out her website, or contact Jeannette for a free confidential conversation.

Bad Bosses Can Be Good People with Poor Skills

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Today’s bosses are getting a bad rap. They are the number one reason employees cite for leaving their employers. The truth is, many people leave due to poor job fit, work ethic and work discipline, along with illusions about how fast they should be advancing in their jobs or careers.

As a boss, you may believe you have the wrong employees. However, it’s critical to your career, now and in the future, to learn about yourself and how you can improve your management responsibilities: performance, people and profit. Usually when you do this, you will be surprised to find you have great employees. If you continue to believe you don’t have great employees, you will eventually discover you are in the wrong job!

Important Note: Being a good person does not mean you are a good boss!

Transform Poor Skills Into Good Ones

-Performance Effectiveness. As a boss, you may falsely believe that if your employees like you, they will perform at higher levels. It’s a myth! The truth is, as a respected boss (not necessarily a well-liked boss), you become fearless about making the right decisions, finding needed resources and encouraging employee initiatives. While you may not be everyone’s favorite boss, your employees can count on you to develop them into great contributors who produce unprecedented results. They will value you as a leader.

-Great Relationships. Belief in yourself, your teams and your management peers is critical, but believing blindly can create problems. Use objective data to guide you in developing and coaching your people with laser-like skills to ensure job fit. Remember to listen more than talk. When you value others, their ideas and efforts, people will respect and like you as a leader.

-Attention to the Bottom Line. Your boss and top management team will provide important industry insights and rely on your technical and people skills to design, plan and execute new business practices. It’s important for you to be able to work with and through your team profitably to achieve the intended results. It will determine your fate as a good boss now and in the future.

Boss Development Is Required Now

Note: You may see yourself or one of your employees as having “bad boss” traits. It’s critical to act now to fix them. The longer bad habits continue, the harder it is to transform them into effective ones.

-First, hire a business advisor to work through the challenges and perceptions for an extended period of time. There are no quick fixes! Take a qualified assessment to help you see the connection between your work habits and attitudes and how they conflict with good boss practices. Participate in a qualified 360-degree feedback to better understand the workability of your management style based on objective feedback from your boss, peers and direct reports. Contact SeibCo for information on qualified assessments and executive coaching.

-Second, review the information provided by both assessments with your business advisor and create a strategic plan to develop skills you are not using, acquire skills you do not have and become effective when handling the challenges, conflicts and changes required of any boss. Remember, you can build on strengths. You cannot build on weaknesses.

-Third, implement the strategic plan you just created with your advisor and stay focused. Being a good boss is not an easy career path. However, it can be really fun and highly rewarding.While no one expects you to be perfect, it’s important you transform your “bad boss” reputation before it derails you and your career options.

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to sharing your successes. Remember, no one will do it for you. The truth is, bragging in a business-savvy manner will help you close sales, receive promotions and increase your paycheck. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience developing great bosses and teams to achieve unprecedented results. Check out her website, or contact Jeannette for a free confidential conversation.

What Changes Do I Need to Make to Achieve Results?

changes to achieve results.3

 

“We are biologically wired to resist change … it’s why change fails.”

—Dr. Britt Andreatta, author of Wired to Resist

 

Many of us have heard or used the phrase “The definition of insanity is doing the same thing over and over again and expecting a different result.” Yet most of us rely on the same process when creating a new product, service, program, business plan or book—whether or not we’re happy with the results. Then, when we’re unhappy, we blame situations outside ourselves for failures or less-than-adequate results. Whether we realize it or not, we are continually resisting change and operating with our familiar way of doing things.

A group of employees were in charge of an upcoming company event. While they all said they wanted something new and different, they resisted making the required changes. They allowed their mindset to pull them back into their comfort zone. Creating new ideas requires changing how the group normally operates. It takes courage to push beyond the first idea everyone likes and keep everyone focused on future results.

Transforming Our Relationship with Change

Be Present. Many people are not conscious of what they are doing, saying or thinking. It feels safer to keep doing what will create known results, even when there is a need or desire for different outcomes. Stepping into the unknown creates new opportunities. To take that step, we must become conscious of and acknowledge the truth. For example, upgrading an entrepreneur’s accounting system from a shoebox to QuickBooks can evoke fear. This change forces the entrepreneur to see the facts in black and white! (This can be a good thing, or not.) However, the new awareness creates new opportunities: the ability to apply for a loan, determine profitability to help win contracts, and reduce unnecessary expenses.

Expand Comfort Zones.  We often resist doing anything outside our comfort zones, since our brains are wired to keep us safe. Yet outside the comfort zone is where unprecedented results can occur. To rewire and reinforce new habits, make one change a day. For example, take a different route to work, try out different types of coffees, say “Hi!” to everyone in the office, etc. These new actions will push the raw edges of one’s comfort zone.

Take Focused Actions. Achieving better results requires focused actions beyond what we are comfortable doing or thinking. Unfortunately, if we don’t enjoy the process or we don’t believe there is an immediate reward, we resist or give up. Conscious expansion is required. One recommendation is to talk with someone who has achieved the same results. Ask the question “What was one thing you did that helped you achieve your results?” Listen and learn. Before taking action, modify what you will be doing. Remember, just because it worked for them does not mean it will work for everyone. Each person has different thinking styles, core behaviors and occupational interests. Talking with a business coach will create customized actions and more powerful results.

Celebrate Each Change. While people can welcome change, or they can fear taking unfamiliar actions, everyone can benefit from making the right changes for themselves. Celebration or acknowledgment of what you have done reinforces positive experiences and a positive inner voice. One great habit is to take a quick inventory of the successes you experience each day and write them down.

Change is not easy or hard. Real change depends on your ability to make the right choices to expand your comfort zone and achieve the intended results.

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to sharing your successes. Remember, no one will do it for you. The truth is, bragging in a business-savvy manner will help you close sales, receive promotions and increase your paycheck. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She also has extensive experience helping create the right strategies, teams and actions to achieve unprecedented results. Check out her website , or contact Jeannette for a free confidential conversation.