10 Quick Must-Have-Skills to be Career Fit

Develop Leaders2There are necessary must-have-skills that will support you in any career. They determine your ability to be promoted and ready for future career opportunities, and, they impact your side gigs and entrepreneurial interests as well. If you become too comfortable and fail to develop your skills, there is a greater risk of being sidelined in your career.

Instead of expecting your employer to help you develop these skills, take program(s) (on-line and in workshops), hire a coach and raise your hand when opportunities appear at work.

Remember, no one was born possessing these skills … it takes time and commitment to be ready when career options appear.

Career Fitness!

Regardless of your career choice(s) the following 10 skills are required to succeed in any position.

    1. Communication. Possessing and developing good verbal, non-verbal and written skills are critical. Become aware of how your choice of words, gestures and stories impact others.
    2. Decision-making. The ability to create, negotiate and follow-through on agreements is key to making good decisions with win-win outcomes. Remember, someone may forget the details, but, they won’t forget whether your attitude was helpful or hurtful.
    3. Project Management. Many studies have shown that accountability and responsibility are required to brainstorm an idea with a positive ROI, design a viable system and execute the plan to achieve intended results. Work with your coach when team conflicts, withdrawal of funds or other project stopping situations occur; otherwise, they will take the project (and your career) off course!
    4. Resiliency. The key is, when mistakes or failures happen, and they will, learn how to responsibly resolve the matter and move on. Use it as a teaching moment for you and the team…and keep moving forward.
    5. Business Basics. There will be skills that you enjoy learning and others that you won’t. It’s important to use a qualified assessment to understand “why.” This awareness helps you develop the needed mindset required to learn all of them. For example, if you don’t have an interest in financial management, becoming an accountant is not the best idea. However, it is important to learn basic accounting skills, read a P&L and develop good money practices.
    6. Sales and Customer Service. In almost any position within a company (or as a business owner), you impact the customer! Take responsibility for ensuring you’re a positive contributor in the sales cycle (e.g., prospecting, uncovering needs, presenting and winning the sale) and delivering the results.
    7. Follow-up and Follow-through. In the current survey I’m conducting, one of the most common challenges many express is the failure of people to return calls or provide promised information. Listen and deliver. Do NOT rely on your brochure or website to answer a prospective customer’s questions or current customer’s interest in learning more. This can be one of the most important skills you learn, and the reason opportunities disappear.
    8. Manage Your Time. Good habits are developed through positive practices. Return all calls. Be on time for everything. And, fulfill your promises.
    9. Bragging. Self-promotion is important today. If you’re not aware of your achievements, neither is anyone else. You will be overlooked for promotions, pay increases, and new business and other lucrative opportunities. Learn how to brag in a business savvy manner. You cannot rely on your boss, customers or business associates to do it for you!
    10. Hire, Manage and Coach. Every boss needs to learn these critical ingredients for business success … it starts with hiring the right person for the right job. Only then can you effectively manage and coach. Engaged workforces, satisfied customers and profitable performance don’t happen by accident!

If you are willing to learn and practice these 10 must-have-skills, you will succeed in your career!

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. Remember, it’s up to you to learn and perfect the necessary career skills so you can have a great career, start your own business and/or become a self-employed! Don’t wait! Step up now! Check out her website, or contact Jeannette for a preliminary confidential conversation.

Do You Roast Marshmallows When There is a Fire?

Marshmallows FireI was reminiscing with a former coaching client last week and we were laughing at the many stories we had created during the 5-year time period we had successfully worked together.

One of the most powerful stories was, he never seemed to worry about anything … when maybe he should have!

The story we created together: There could be a fire in the building and he would sit and roast marshmallows instead of running around upset or worrying about the fire. His response when this happened in his life, “I understand that maybe I should be worried … and I am concerned … but, I don’t see how running around will change anything.”

Many of us worry about things when there is a perceived “fire.” We believe we have no control over our reactions to it. And, instead of investigating the facts, taking proactive actions or appropriately waiting it out, we worry that worst things will happen.  Or, if we stick our heads in the sand, we can falsely believe everything is fine and do nothing.

While worrying does hinder your ability to achieve results, being too calm can get in the way of doing what needs to be done.

3 Ways to Minimize Worry and Improve Results

Remember, we all have times we worry about our jobs, clients, employees, family members, driving, projects, etc. When we get caught up in this vicious cycle of the bad things that may happen (and many times never happen), it diminishes our ability to make the right decisions, take the appropriate actions and move forward.

  1. Minimize disruptions and distractions. Many of these can be avoided. And, you do have a say in making this happen. Remember, when you react to newsfeeds, rings tones and gossip over coffee (to name a few triggers), you are training your brain to overreact … creating a bad habit.

Ideas:

  • *Limit your time on social media and hide negative postings.
  • *Silence your phone for a period of time, or use a different ring tone for those calls you really do need to answer.
  • *Don’t participate in the gossip mill.
  • *Seek factual information.
  • *Address the worry with your coach or mentor, then, take immediate action steps where appropriate.
  1. Practice mindfulness. Being present to what you are doing, who you are talking with and what you need to focus on is important. There are many books and podcasts available to talk you through how to become mindful. Read one chapter of a book or listen to a short podcast each day on this topic.
  1. Focus. When you have a goal you are committed to achieving (e.g., being a great boss, partner or spouse; getting the job offer; creating financial stability; etc.), do not allow circumstances to get in the way. Create a daily intention to support your goal (e.g., I am open and accepting. I believe in me. My employees are great. I am a great boss.). Work with your coach to clarify and focus on the next right actions to take. This will improve your results.

To minimize worrying and improve results, be aware and recognize when you should take different actions due to a real “fire,” or when you should sit and enjoy roasting marshmallows.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst for the past 25 years. As an executive coach, advisor and consultant who provides straight talk with dynamic results.  Remember, you can achieve your intended results with help from your coach, regardless of the circumstances. Don’t wait! Step up now! Check out her website, or contact Jeannette for a preliminary confidential conversation.

10 Myths about Executive Coaching You Need to Know

Key

Successful business owners, executives and leaders know that having an executive coach isn’t a luxury, it’s a necessity.

While many business professionals believe the DIY approach works, it’s a myth! The DIY process will prolong the time it takes to achieve your goals, and in the process you’ll become tired, stressed and hit the proverbial wall.

Many DIYers quit, change their goal to reflect what progress they have made, or fall victim to the allure of some shiny object. At that point,  intended results have been sidelined, dreams diminished, and the vision for success forgotten.

Uncovering myths about executive coaching allows you to see why it’s a critical component to success. Having the right coach allows you to get real about your goals, keeps you focused and reawakens your commitment to succeed.

The Top Ten Myths about Executing Coaching:

1.I can do it myself. (Unfortunately, many DIYers think they can be their own coach. Listening to yourself is a fool’s game and rarely gets you promoted.)

2.A good coach needs a certification. (Certificate programs can be helpful and provide technical skills. However, an executive coach with experience, powerful listening skills and the ability to customized ideas to your unique situation is far more powerful. That kind of experience cannot be learned from a certification program.)

3.It’s too expensive. (Not necessarily. How much are your career, time, family and financial future worth?)

4.My company won’t pay for it, so it must not be important. (There comes a time when you have to value yourself, your career, and be willing to invest in both to ensure your success.)

5.Coaching is only for people who don’t have what it takes. (Coaching is for anyone and everyone wanting to take the next step up in their career. Having a confidential sounding board helps you become aware of your blind spots. And, everyone has them!)

6.If you work harder, you will be successful. (Working smarter, not harder, means doing things in a way that is effective and efficient. The right coach will help you work smarter.)

7.I’m doing fine and don’t need a coach to prepare me for the next step. (Great! Are you ready to handle the next issue or challenge with ease and effectiveness? If you say yes, ask your employees, boss, customers and vendors if they would truly agree.)

8.I have friends and family who provide me with lots of advice. (Yes, many people do. While they mean well, most friends and family members don’t have the courage to tell you what you really need to hear. As a result, you miss out on the critical factors required to make better decisions, build stronger teams and achieve intended results.)

9.I have too much work to do and cannot take on anything else. (If this describes you, coaching should be at the top of your list. Most coaching comes just in time, when you need it most and when it can provide the greatest impact.)

10.I’ve already hit the glass ceiling and no coach can change that. (Nonsense! Anyone can become a successful leader with the right coach navigating them to success. Additionally, success today is about more than just technical and financial skills. It requires being forward-thinking, team-oriented and goal-driven…all areas where an executive coach makes a big difference.)

When you uncover the myths holding you back, you will see that hiring an executive coach is the most critical component for your success. What are you waiting for?

©Jeannette Seibly, 2018

Jeannette Seibly  has been an executive coach, business advisor and management consultant for over 25 years. Do you need a confidential sounding board, someone that can help you navigate issues and challenges effectively? Are you ready to catapult yourself toward success? Contact Jeannette for a free confidential conversation.

Excellent Advice to New Executives: Hire a Coach Now

executive.coach

Did you know that almost 40 percent of new executives fail within 6 to 18 months? These positions are often filled by people who are well liked and have the political savvy to say what people want to hear. However, these same subjective reasons are why they fail!

Many aspiring business professionals desire coveted executive positions because they want a larger paycheck, perks and an impressive title. But they fail to understand that a new level of responsibility requires developing a new level of business savvy. That’s when a coach can offer invaluable guidance.

A Coach Will Help You:

Be Open to the Unknown. Every new level within any company brings with it new challenges, unforeseen expectations, and requires the ability to talk straight (and diplomatically) when faced with conflicts. If you believe you already know it all, you will fail!

Influence to Inspire. Your ability to influence individuals and teams will either inspire them to address and handle project issues and resolve conflicts or it will create mischief and miscommunication, making it impossible to get the results you want! The ability to inspire will also determine your continued success as an executive.

Be of Service to Others. Focusing on yourself and failing to speak and act to support your teams will cause a huge rift. Do you have the ability to design and execute plans and programs by working with and through others? Are you willing to let go of controlling every detail? Are you willing to take responsibility for the outcome without blaming everyone else? These are key areas where a coach is important!

Enjoy Talking with Others. Ninety-nine percent of the information you need to positively impact the company and a project is in other people’s heads. Are you able to incorporate ideas from others? Build alignment? Manage a diverse team? Achieve intended results? Talking with others, and learning from them, is a required skill. Are you willing to learn it?

Listening. Executives need to be able to listen effectively to anyone, anywhere, at any time. Do you already have this make-it-or-break-it skill? If not, you may wish to use a coach to develop it.

Hiring a Coach!

Now that you realize you need a coach, how do you find one who’s right for you?

Being an executive can be a lonely job. Coaches are why new executives become effective (and they keep current executives up to speed). It’s important to have a confidential source and ally to talk things out, gain greater perspectives, make better decisions and manage teams and individual employees more effectively.

Being Coachable Is Critical. If you are someone who debates everything, finds fault with others’ ideas and disregards advice, you are not ready to be an executive! You are not coachable.

Use Qualified Assessments. Job fit is the No. 1 reason people succeed or fail. Understand your executive style before taking the position. Learn about your thinking style, core behaviors and occupational interests compared to the working population. This will bring an awareness of what is required to be a successful executive and how to develop the required skills. In addition, using a qualified 360-feedback tool can help uncover expectations of employees, peers and bosses.

Select the Right Coach. Find a coach with experience by asking other successful executives. Can the coach hear what you are saying (and not saying)? Do they have the depth and breadth of experience to help you navigate company politics? Do they know how to manage employees to achieve intended results? Hire a coach based on their project successes and whether they can help you manage interpersonal challenges along the way.

Do the Work! Coaching can only go so far. You have to do the work to become a master. There will be many unknowns that pop up. Becoming aware of them and having the ability to talk them out with your confidential advisor (aka coach) will help you stay on track as changes occur.

Be coachable. Take their advice. Be part of the 60 percent of new executives who succeed.

©Jeannette Seibly, 2017

Need a speaker 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 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 coaching executives and developing future executives for unprecedented results. Check out her website , or contact Jeannette for a free confidential conversation.

Do You Have What It Takes to be a Leader?

Everyone can be a leader.

The qualifying questions are:

  • Are you willing to do the work necessary and step up to be one? Or,
  • Are you waiting until someone taps you on the shoulder to begin? (Hint, it may be a long wait!)

What Does It Take?

Make a commitment. Many people say they want to achieve certain goals in their lives, yet, do not take the focused action steps necessary. For example, they wish to participate in a networking group or on a team project, but fail to show up and contribute.

  • Review your values and goals.
  • Are they consistent? For example, if you have a goal of becoming a millionaire, yet, everyday spend money for lunch, coffee and other items your actions do not support your goal.
  • Make the necessary changes one step at a time. Take one item that you are spending money on and instead invest that money.

Use qualified assessments. These tools provide incredible accuracy and insight into your leadership traits. They also provide objective awareness of how to better communicate, manage and work with others. The challenge is there’s a lot of mischief over what defines a qualified assessment. The bottom line is that a qualified assessment complies with the Department of Labor guidelines for pre-employment use. These tools have significantly higher reliability and validity, and predictive validity, than the other 3,000 tools available in the market today.

  • Select a qualified assessment and a qualified coach. (www.SeibCo.com/contact)
  • Review the results with your coach.
  • Together with your coach put together a project that will help you improve one area. (Hint: putting together a project to listen better will yield poor results. Instead, put together a customer service goal that will require you to listen in order to achieve that goal.)

Be coachable. Behind every leader is a trusted advisor/coach. (Think, Michael Jordan, Steve Jobs, etc.) Also, leaders usually have an industry mentor to help them stay current in their profession and industry. You need to have both to excel as a great leader. The right coach encourages you to do what you need to do, but don’t want to do, to achieve unprecedented results.

  • Select and hire a coach.
  • Select an industry mentor and ask him or her to be your mentor.
  • Put together a 13-week project and goal with your coach and share it with your mentor.
  • Do the work required to make it happen.
  • Blast through those barriers that normally stop you.

Take one day at a time. Every human being has personal baggage. In order to be a great leader, we need to unload it, be responsible for our perceptions of the incident, and have acceptance that the situation happened. Take the time now to get it resolved, one day at a time. It doesn’t get easier as time goes by – it gets harder. Failure to do so, may have you miss out on promotions or coveted opportunities, or, even become unemployed. If necessary, find a licensed therapist to get down to reality and better understand yourself.

Pick yourself up after a failure. Don’t berate yourself for mistakes or failures. Pretending you don’t have any, or are unable to apologize makes others uncomfortable following your leadership. Every great leader has made more than one mistake! The key is, they picked themselves up and resolved it. Now, not later when may be too late.

Everyone has what it takes to be a leader. The million dollar question is, are you willing to do the work to become one?

©Jeannette Seibly, 2016

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

Effective leaders influence performance

So, you want to be a leader, a future executive. (If you’re already a leader, this is a must-read to help develop your organization.)

First, here’s a little history to give you a perspective on the performance challenges many multi-generational organizations face today.

  • Millennials … require a different way of being managed and are even shaping management practices today. They prefer to be consulted, given opportunities to do their work their way and be praised for any progress they make. Learn how to influence rather than command their performance. But, be aware, they tend to have a low tolerance for the inevitable failures we all face. And, if they are unhappy, they seek jobs elsewhere.
  • Baby boomers … were brought up under the command or be fired regiment. They learned from mistakes; but, may have lost promotions because of them. Many bosses during this era earned their positions due to longevity with the company and their ability to do what they were told to do. Being happy at work wasn’t expected and job hopping wasn’t an option.

Second, regardless of the era, effective leaders influence performance by walking their talk, honoring integrity and achieving goals by working with and through others. Their expertise expresses itself quietly due to hands-on experiences, learning from their mistakes, and developing resiliency. They focus on creating a win-win workplace that respects everyone’s efforts, and do not expect preferential treatment for themselves.

Third, if you want to be a leader, take responsibility for causing your future.

  • Work-ability. Growing up, many Gen Y’ers were told they could do and be anything they wanted in business. In an ideal world, that would be true. However, we live in a world where people must do things they are not interested in doing. Be an advocate to change traditions that no longer work. For example, most companies still require their leaders to manage others (although, careers can be unnecessarily ruined when they fail). One solution is to suggest creating multiple career ladders that can leverage individual talents. http://BizSavvyHire.com
  • Communication skills beyond 140 characters. While Baby Boomers learned how to work with bosses that were erratic or unprofessional, their younger peers are not so tolerant. Stop expecting others to make communication changes required to suit you. Instead, develop the ability to effectively talk with anyone, anywhere (not just IM, text or email). It’s a must-have skill due to a diverse global market. Break through your #1 fear when having conversations! http://:ow.ly/zei8S
  • Fun work. While work can be enjoyable, there will always be parts of the job you hate. Do them anyway and learn how to systemize or make them easier. This is a hidden opportunity to show others your initiative.
  • Embrace change. It can be the game changer you’ve been striving for. Be ready to pounce in a business savvy manner when it happens.
  • Coachability. Most leaders today have a business advisor or executive coach, depending upon their entrepreneurial focus or management goals. Find an internal mentor to navigate the politics. Hire an external coach to provide a customized approach for your professional style and goals.  http://SeibCo.com/contact

 

©Jeannette L. Seibly, 2014

#1 Strategic plan failure

Designing a company’s strategic plan can be fun and exciting. However, after the one- or two-day workshop, it’s time for the real work of implementation. The #1 strategic plan failure starts at the top with the company’s president if he or she isn’t accountable and exercising leadership. During planning sessions it’s important to incorporate how, what, when, and where the team will get started when they return to the office. It’s the president’s job to ensure actions taken are focused on achieving the desired goals and any problems or plan failures are immediately addressed.

(c)Jeannette L. Seibly, 2013

Mediocrity Stifles Results

All business owners and executives wish to succeed in their business. Yet when they hire inexperienced and unseasoned professionals, thinking they are saving money, their bottom line suffers. Why? The employees have not had time to develop the business knowledge and acumen needed to perform at the level required, instead relying on “it’s good enough.” Mediocrity stifles results—you get what you pay for.

When hiring for any position, be clear about the attributes required for the person to succeed, and the required results for the company to prosper. Use a structured interview to ensure the person has the actual hands-on experience by drilling down into his or her responses. Often candidates talk hypothetically, not having had the actual responsibility you are looking for. Use a qualified assessment to ensure they have the thinking style, occupational interests, and capabilities to do the job the way it needs to be done to achieve great results. Don’t be afraid to conduct reference checks to ensure the person can and will actually do the work, not just talk about it. (For further information on how to do it, get your copy of Hire Amazing Employees, Second Edition (BizSavvyHire.com).

Although hiring people light on experience and heavy on job fit can be a good idea, realize it will take an extra investment of time and money before they can produce at the level required. Adjust your expectations appropriately.

©Jeannette L. Seibly, 2013

Jeannette Seibly has been hiring amazing employees for over 34 years. She delivers straight talk with immediate results to business owners and executives of $1MM to $30MM enterprises, achieving dynamic results. You may contact her at JLSeibly@SeibCo.com to discuss your hiring challenges. Get her newest book, Hire Amazing Employees, Second Edition: Improve Your Profits (and Your Work Life)! http://BizSavvyHire.com.  It includes templates for interviews and reference checking.

Moving Top Performers

Did you know promoting or transferring top performers into the wrong job can be the greatest hidden expense for many companies? Other high-cost risks include relocating employees geographically or offering them the opportunity to become a business partner. What seems like a great opportunity can become one of your greatest challenges.  And yet most companies don’t take the time to incorporate objective information into their decision-making process and are surprised when the outcomes are not win-win. They fail to understand how moving top performers can negatively impact results.  

What happened? Usually the boss was focused on rewarding a top performer or employees threatened to leave if they weren’t given what they wanted.  During pre-move conversations, employees may conceptually understand their new role, but the reality can very different. Many employees rely upon their initial excitement and fail to ask enough good business questions before accepting the new assignment, and therefore don’t know what is required to succeed. After they are on the job, some may not wish to work that hard to develop the new skills required of the position (despite what they tell you), or they may lack the qualifications or “job fit” to achieve the required results.  Believe it or not, some employees find themselves being offered new jobs because they said the right thing to the right person at the right time!

What’s missing? A clear directive and navigational guide on how to do it that works for them. Instead, employees are determined to do things their own way. Then, when things don’t work out, these once stellar performers feel forced to leave rather than return to their old jobs. Their egos prevent them from taking a reduction in status, perks, and compensation, or there are no other options available since the previous position was filled or is no longer needed. So they end up leaving with all the training, proprietary information, and on-the-job knowledge you provided them – many times taking other employees with them!  Some pursue costly litigation. Meanwhile, your clients and remaining employees are concerned about how this impacts them.

As part of the decision-making process, use a qualified assessment to objectively clarify a person’s strengths and weaknesses. Contrary to some opinions, you can’t build a successful career focused on weaknesses. Don’t fall into the trap of believing you can fix and change the person to fit into the new job responsibilities —nobody works that hard. Put together a 180-day plan to keep newly promoted employees focused on critical areas for client interactions, critical goals, people and project management, and self-development while providing training to enhance these skills. Hire them a coach from outside the company— it’s a requirement to develop these superstars faster and more effectively. All of these steps can also prevent these top performers from leaving when inevitable challenges occur and no one knows how to manage them.

©Jeannette L. Seibly, 2013

Jeannette Seibly delivers straight talk with immediate results to business owners and executives of $1MM to $30MM enterprises, achieving dynamic results. Along the way, she helped create three millionaires. You may contact her at JLSeibly@SeibCo.com to discuss your coaching challenges.

Fear Doesn’t Stick Around Uninvited

We all have fear in our lives, some people more than others. I’m not talking about the gift of fear that warns us to do something, now, to prevent catastrophic incidents. I’m talking about the fear that prevents us from making calls to prospective clients, asking our bosses for raises or new assignments, or letting coworkers or employees know that their work product was mediocre.

Our self-talk limits us from making requests, asking for raises, or simply admitting we don’t know the answers. These internal monologues create excuses for not achieving intended results on time and within budget. They also prevent us from having difficult conversations with our bosses, coworkers, clients, or friends. We talk ourselves out of doing what we know we need to do, instead relying upon the strength of our justifications to rationalize why we couldn’t, wouldn’t, or shouldn’t.

How can you tell what is causing your fears? Listen to the words you use.  “I’ll try … ” “It shouldn’t be that way.” “I didn’t like his tone of voice.” These statements or choice of words reinforce our fears instead of allowing us to acknowledge them and work through them. Many of us have used these phrases so often we’re not consciously aware of saying them!

Take responsibility for hearing what you are saying, and choose the words that can help move you forward. Hire a coach to help you recognize fears and develop good people- and project management skills. Your career and paycheck will thank you.

©Jeannette L. Seibly, 2013

Jeannette Seibly delivers straight talk with immediate results to business owners and executives of $1MM to $30MM enterprises, achieving dynamic results. Along the way, she helped create three millionaires. You may contact her at JLSeibly@SeibCo.com to discuss your coaching challenges.