How Can I Be a Boss When I Hate Managing People?

Boss.Hate Managing People.SeiblyI have many clients who don’t enjoy and actually hate working with people. After working with me, some have grown so much they now excel at working with people. Others have made job changes that don’t require managing others…and are now successful in their careers. Some became entrepreneurs, believing it would prevent them from having to deal with managing people. Yet, they found that in order to make money, they needed acceptable people skills.

Whether you like managing people or not, good people skills are critical for success.

Managing people can be confusing:

  • -They say one thing and do something different.
  • -They get upset with you for telling them the truth.
  • -They ignore your advice and do it their own way…to the detriment of others.
  • -They lie about how difficult it is to work with you in order to further their own career.

Gordon is a manager in a technology company and has 10 team members that report to him. When there is a problem, he uses the ostrich approach and only gets involved when it’s absolutely unavoidable. He pits team members against one another by not filtering his comments. He says he detests chaos, but, actually thrives in it because he can swoop in to save the project and client.

After hearing many complaints, Gordon’s boss mandated he works with a coach. At first, he tried to manipulate the coach into believing he had the wrong team members. After all, it wasn’t his fault people were difficult to work with. But, the coach had a lot of coaching experience and started the process with a qualified job fit assessment on Gordon.

The assessment results showed Gordon he didn’t like managing people. He remarked, “True, but, there is no other way of making more money and landing a better position in the company.”

Over the next several months, he listened, became coachable, and used the advice the coach gave him to handle specific situations. He enrolled (and actively participated) in “soft skill” workshops. These built his confidence and competence. He still did not enjoy managing people, but, he learned how to effectively work with them and through them to achieve the intended results. A year later, he was promoted to the director level.

What Can You Do When You Hate Managing People?

  1. Clarify. Do you actually dislike working with people OR do you lack the training and experience to do so? To gain a realistic POV, use a qualified job-fit assessment. Using objective data will help you understand why you feel the way you do. It can also help you understand your team members and gain insight into how to improve your working relationships.
  2. Resolve Past Circumstances. When past issues have not been resolved (work, personal, and family), they’ve not been forgotten, even if you don’t consciously remember them. Take the time to talk out concerns (e.g., trust) and gain a healthier perspective by working with a therapist.
  3. Take Part in Soft Skills Training. Participate in workshops that focus on experiential processes, not concepts or theories. These will provide breakthroughs in how to work effectively with and manage people like a boss. Areas to focus on include: conflict resolution, active listening, building alignment, creating win-win-win outcomes, etc. As the boss, you probably will not love managing people, but, you will develop an effective management style over time.
  4. Hire an Executive Coach. And, find an industry mentor. Each can help you work through confusing situations and political relationships. As the boss, the keys are to listen and be coachable.
  5. Focus on the Project and Results. Focus on empowering your team. As the boss, provide clear goals, budgets, milestones, and expectations for projects. Manage according to milestones and provide needed resources for the team. Don’t manage people’s personalities. When conflicts occur due to team members being difficult, personally resolve it or bring in a facilitator. Remember, it does not mean you’ve failed when you bring in an outside executive coach to resolve a major issue. It actually makes you look successful.

 ©Jeannette Seibly, 2019

Being a great boss requires working through complex issues and confusing situations. Jeannette Seibly has been an award-winning champion for people for the past 26 years. Contact Jeannette today for straight talk with dynamic results.

Is your team over budget and missing their milestones? Do you know why? http://ow.ly/Maox30oTBr6

 

How to Rock the Boat for Better Results

Success.Failure

Making a commitment to stand up and speak up can rock the boat with any team. It requires courage and an ability to take have the right, sometimes, tough conversations to produce better results.

The challenge is not everyone will agree with you; and, not everyone will support you, even if you are correct.

So, it begs the question, “Why bother?”

Ask yourself, “if I’m not willing to rock the boat, who will?”

The underlying problem is fear and it creates the ostrich approach.

Some excuses are:

  • “I’m uncomfortable saying anything.”
  • “No one will like me or listen to me if I say anything.”
  • “If it doesn’t bother me, it shouldn’t bother you.”

Taking the ostrich approach ignores obvious matters and pretends they don’t exist. But, when problems do exist, avoidance doesn’t support the intended results.

Successful teams know that being clear of the costs of poor outcomes and making the commitment to rock the boat will produce better results.

It Takes Courage

Ignoring an issue until it can no longer be avoided is not a good practice. Provide training on how to conduct effective meetings (group and virtual). Use an executive coach to get the team unstuck and guide the creation of viable solutions. Encourage each and every team member to stand up and speak up. These will build communication, trust, accountability, and amazing results.

Rock the Boat Responsibly

  1. Voice your concerns in a positive tone. Remember, some team members will be unwilling to listen and consider there is a problem. Be prepared to review the objective facts before addressing less-factual concerns. Be respectful when addressing differing POVs.
  2. Brainstorm solutions with the team. Focus on creating win-win-win outcomes by brainstorming solutions with the team, not relying on one person for the answers. Don’t jump on selecting the first idea that resonates with the team. Explore ideas by taking the time to ask the right questions and deep dive into who, what, when, where, why, before addressing how. Use persuasive listening techniques to build alignment before revising the plan or project.
  3. Implement changes immediately. After alignment has occurred, it’s time to implement the change immediately. Remember, change can be difficult for some people and waiting will have people get cold feet. Make sure the person responsible for implementing the change has the interest and ability to do so. If there is a problem, immediately set up a meeting to talk with them. Before offering solutions, address: What has been done? What do they view as the next step? What, if anything, has stopped them from taking the new action?

©Jeannette Seibly, 2017-2019

Being proactive as a boss is one of the most difficult challenges you will face. It’s difficult to know when to stand up and speak up. Jeannette Seibly has been an award-winning champion for people for the past 26 years. She has guided bosses and teams to excel. Contact Jeannette today for straight talk with dynamic results.

Is your team over budget and missing their milestones? Why? Get your answers: http://ow.ly/Maox30oTBr6

How to Be a Proactive Boss and Stop Fire-Fighting

boss.fire fighting.proactiveEverywhere, exhausted bosses hate having to put out “fires.” The sad truth is, many of these “hot issues” are preventable by being proactive.

I remember reminiscing with a former coaching client last year. We laughed at the many stories we had addressed when he was the director of a technology company.

One of the most powerful stories was, he never seemed to worry about anything. His normal response, “I understand that maybe I should be worried … and I am concerned … but, I don’t see how running around will change anything.”

His new version: “If there is a fire in the building, I need to get involved instead of sitting and roasting marshmallows.”

He was right. Over-reacting is just as bad as not-reacting. It’s why our coaching calls focused on becoming a proactive boss that prevented “fires” from occurring.

Get Into Action Now

Stop Waiting for “The Perfect Time.” It’s a myth! Waiting until the situation or issue is “really hot” makes it more difficult to “put out the fire.” Attempting to drench it with a fire hose only has team members drown in chaos. In the chaos, the real core issue is camouflaged by smoke and mirrors. Listen up! Be open to hearing what you don’t want to hear. It’s the only way to be proactive and put the fire out now.

Two co-team facilitators sniped at each other during team meetings. Many team members stopped attending and blamed each other for the conflicts. When the boss heard about it, she simply stated, “People will be people.” It wasn’t until her top employee left that she decided she better listen! He blamed her for his need to leave. Perplexed, the boss asked why he felt that way. He replied, “All you had to do was care enough to be proactive, instead of waiting for the inevitable fires.”

Uncover “Why” There Are Upsets and Frustrations. Have you been hearing gossip and sparks of dissension?  If there are complaints, it’s past time to get involved! First, address what you have been afraid of hearing. Then, listen and ask questions to get to the heart of the matter. Don’t fall victim to the popular blame-game often used by others to deflect their responsibility. Straight talk and openness are required to create solutions. Note: If the fire is serious enough, before plunging in and making matters worse, dowse it by hiring an executive coach.

Badgering or Micromanaging Will Not Fix the Issue. Many times bosses feel helpless to resolve a current fire or a spark about ready to ignite. They default to nitpicking, playing the blame game, or steamrolling to get the results. These traits do not build high-performing teams, nor resolve the heart of the issue! When asking good business questions listen to your team members. Remember, you can fix the process, but, you cannot fix personalities.

Everyone Needs Training. Most fires are preventable with proactive actions. It starts with training everyone in how to conduct effective meetings, in-person and virtually. Remember, proactive training is ongoing. Focus on listening, conflict resolution, building trust, and holding each person accountable for the results.

Acknowledgement Work Wonders. It’s the boss’s job to let each and every team member know they are valued for their efforts. This can prevent fire-fighting. Why? When team members feel they matter, they are more likely to proactively prevent sparks from turning into out-of-control fires.

©Jeannette Seibly, 2019

Being proactive as a boss is one of the most difficult challenges you will face. It’s difficult to know when to step in and when to simply advise. Jeannette Seibly has been an award-winning champion for people for the past 26 years. She has guided bosses and teams to excel. Contact Jeannette today for straight talk with dynamic results.

Hope is not a strategy to get your team unstuck! Learn 10 ways to do it now.

How to Manage #MeToo Fears with Courage as a Boss

#MeToo.Managing.4“60% of male managers are uncomfortable interacting with female co-workers.” (Sheryl Sandberg, Interview on CBS This Morning, 5/17/2019)

Today, many male bosses are fearful of accusations of sexism or harassment due to #MeToo. It is why male bosses refuse or avoid 1:1 meetings, travel, and work dinners/lunches with women.

This trend is hurting women and others in the workplace.  “Business is a team sport and we must engage all genders in our quest to create a better future.” (Rachel Mushahwar, VP & GM at Intel)

In addition, many women are not mentored and overlooked for promotions. They are rated on “how people feel about working with them,” while their male colleagues are evaluated on “the quality and results of their work.”

Reality: a true high-performing team is representative of everyone.

The truth is, all bosses need to remember ignoring fears won’t make them go away. It requires courage and a new level of awareness for bosses to learn from and move past #MeToo fears. This is how you prevent accusations of sexism, harassment, and other discrimination.

7 Tips for Building Awareness

Job Fit Assessments. These tools help bosses (men and women) manage by reducing subjectivity. They improve the boss’s ability to hire, coach, manage and train with more objectivity. When you use factual data, everyone wins.

Persuasive Listening. When bosses and employees disagree, most do not know how to talk it out before it becomes a conflict. Do not allow conflicts or rifts in relationships to continue. As a boss, it’s your responsibility to learn how to elicit the best in others when talking and working with anyone.

Keep It Business Focused. When meeting with employees, bosses or co-workers, keep it focused on business. Stay away from sharing gossip, jokes, or personal issues. These can come back to bite you.  When hosting events follow these three fundamental rules: 1) hold them in public venues, 2) limit your intake of alcohol, and 3) never gossip about work or people.

Share Selectively. Women are more likely to share personal and family challenges with others than men. Be responsible for what you share and who you share it with. Sadly, studies have shown women can be less supportive of other women’s challenges, particularly when there is a promotion at stake.

Hire an Executive Coach. Take workshops that help you understand human nature and hire an executive coach. This combination will improve your confidence, competence, and courage. Remember, good management and supervisory skills are developed over time.

Mistakes Happen. You will make mistakes along the way. Apologize and don’t do it or say it again!

Commitment to Success. Successful bosses know the commitment to each and every person’s success creates high performing results-producing teams.

My interactions with men and women bosses have shown that both are fearful of #MeToo.  Courageous bosses have the courage to overcome these fears. When bosses overcome these #MeToo fears they creates a workplace free from sexism, harassment and other types of discrimination.

©Jeannette Seibly, 2019

Are you a boss that needs the courage to handle confusing situations with your employees? Jeannette Seibly has been an award-winning champion for bosses for the past 26 years. Contact Jeannette today for straight talk with dynamic results.

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Why You Are Not Being Promoted to the Executive Level

Executive Level.2Lately, I’ve been talking with a number of people who are frustrated due to not being promoted. These conversations are the genesis for this article.

Did you know that almost 40 percent of new executives fail within 6 to 18 months?

What can you do to avoid becoming part of this statistic?

I’ve talked with many up-and-coming executives that believe “I’ve got this handled.” Although they were able to talk their way through the interview process, they did not convey the management, decision-making, and communication skills required to succeed as an executive. Some simply were not ready and did not know why.

Remember, you won’t have time to acquire these required skills after you are promoted since decisions at the executive level impact the entire company in real time.

What are the top 3 skills to learn before becoming an executive?

 1. Do you have the emotional intelligence required?

  • -Are you aware of your impact on others?
  • -Do you manage appropriately?
  • -Are you aware and able to work through biases you have towards others?
  • -Are you able to compromise with others without sacrificing integrity?
  • -Do you effectively manage the impact you have on others in the workplace and with clients?

A mid-level manager, a GenXer, felt in his heart and mind that he was ready. He thought he had done the work, but, found out after he received his promotion that his new boss expected him to directly resolve sensitive client and employee controversies. Before his promotion, his former boss had resolved sticky situations. As a result, he lacked the experience, skills, and relationships to get issues resolved. Three months later, he was fired after a major client threatened to leave.

2. “Can you talk the talk?”

  • -Do you think, speak, and make decisions in a consistent and objective business manner?
  • -Words have power.
  • -Decisions made as an executive matter a lot!

An ‘older-millennial’ believed he was ready for a promotion to the executive level. But, others believed he lacked the ability to make good decisions and communicate at the executive level. For example, instead of using numbers and facts to back up his assertions, he used words like, “I feel” and “others wouldn’t be happy if we did that.” He soon left to become an executive for a competitor. Six months later he was fired for poor job fit. He still lacked the ability to communicate and make decisions at the executive level.

As an executive, you are an advocate for the entire company. It’s a huge job, and, at times, requires you to make unpopular decisions. Your ability to build relationships and communicate effectively is built over time, not in the moment. Additionally, strong financial skills are required and can be learned by starting with the basics.

3. “Are you coachable?”

  • -Do you have a coach? Most successful executives have coaches.

A mid-level director wanted to become an executive. But, she believed the executive team was “too male-oriented” for her to be accepted as an executive. Instead of hiring a coach and spearheading a campaign for her promotion, she kept waiting for the right time. That time never came and she left after a company merger.

What prevented her from becoming an executive? She lacked the willingness to take a risk and become her own advocate.

Moral of the story…hire the right coach for you, even if you have to pay for it yourself! It will be money well spent.

With the right coach, you will:

  • -Become a risk-taker and go for it. You have nothing to lose and everything to gain from the experience.
  • -Blast through “current challenges” that are in the way of building your “brags” and improving your experience, skills, and relationships.
  • -Boldly navigate through uncharted, and often, murky waters.
  • -Find out whether or not you’ve been sidelined and why. Then, with your coach, turnaround these situations.

Believe it or not, these stories are common and can happen to you! As an experienced coach, my advice to you as an aspiring executive is to prepare before the executive level promotion becomes available.

©Jeannette Seibly, 2019

Jeannette Seibly is an experienced award-winning executive coach. She has been a champion for people achieving results for the past 26 years. Her clients have created more fun, 6-figure incomes, and success when working through confusing situations. Develop your executive persona and avoid being sidelined.  Contact Jeannette for straight talk with dynamic results.

How to Improve Confusing Situations by Talking Them Out

Confusing situationsWe’ve all experienced confusing situations in our jobs and relationships that we wished would simply go away. These situations can be messy, political, and fear-filled, and outcomes unpredictable. We justify our fears by thinking “I don’t have the time or ability to improve the situation.”

Confusing situations throw you off-balance. To improve them, you must get outside your comfort zone. Remember, your inner mental chatter rarely improves or resolves anything. It’s the outside “chatter” or “talking it out” directly with the person or team, that makes the difference. This creates the potential for win-win-win outcomes.

The Top 5 Approaches that Don’t Work!

  • -Manipulating the Situation. Being a “know-it-all” and dominating the conversation won’t improve the situation.
  • -Blaming Others. Not taking responsibility for the situation won’t improve the outcome.
  • -Denial. Pretending a confusing situation doesn’t exist won’t have it magically disappear.
  • -Lying. Are you willing to put at risk your job, promotions, and pay increases? The truth always surfaces one way or the other.
  • -Fear. When fear is your overriding emotion, your commitment to resolving confusing situations disappears.

It’s time to commit, stand up, and talk it out.

  • If you have a problem working with your boss, sending out your resume won’t improve the relationship. Talk it out with your boss or HR.
  • When you are upset with an employee’s behavior, ignoring or sidelining them won’t improve them! Instead, talk it out, rewrite their job description, and/or hire them a coach.
  • When a client has lied to you, refusing to return their calls or ignoring them won’t resolve the issue. Instead, talk it out face-to-face after receiving coaching on how to do it effectively. (Don’t rely on previous experiences or current feelings to improve the situation!)
  • If you have a negative attitude towards your neighbor, building a fence won’t heal the issue. Talking it out over a BBQ can.
  • Implementing a new business model to fix the old model won’t improve a confusing situation. Instead, hire the right industry mentor and experienced executive coach to talk it out and resolve the underlying issue.

A Checklist for Win-Win-Win Outcomes

Talking it out and expanding what’s possible in the job or relationship is key to improving confusing situations. It takes time and requires sharing your POVs while listening to others’ POVs!  

  1. Ask a “what if…” question as an inquiry. (Hint: This means there is no right answer.)

For example:

  • -“What if each employee was responsible for being engaged in their job, what would that look like?”
  • -“What if you changed your job description, how would that improve your results with clients?”
  1. Engage your boss or everyone on the team through brainstorming. Yes, you want to hear everyone’s thoughts and opinions.
  2. Listen for the golden nuggets in each person’s POV on how to improve the situation.
  3. Stay away from biases or quick fixes.
  4. When the proverbial elephant shows up in the room, be vulnerable by sharing it openly and honestly instead of ignoring it.
  5. Align everyone on a solution before addressing the details.
  6. Fear will naturally arise when people operate outside their comfort zones. Talk it out. For example, “Where could we find new resources?” (This moves you past the excuses of why it won’t work.)
  7. Remind the team daily of the goal and intended outcomes. When new situations arise, and, they will, it’s time to talk further!
  8. Track success. Celebrate and brag about it.

©Jeannette Seibly, 2019

Jeannette Seibly has been a champion for people achieving results for the past 26 years. As an award-winning coach, she has helped 100s of bosses create more fun, 6-figure incomes, and success when working through confusing situations. Improve the outcomes of your confusing situations by contacting Jeannette for straight talk with dynamic results.

Successful bosses have coaches! Sign up for our weekly newsletter to learn how to solve your 3-P concerns (people, project, and performance). When you register, you will receive FREE “How to Select the Best Coach for You!”

 

Surprisingly, Listening to Feedback Can Make You Promotable

feedback.promotable.3A 43-year-old boss was critical and subjective when giving feedback to his employees. They reacted by ignoring him, arguing with him, or simply continue to do it their own way. When his director demanded he learn how to give feedback to motivate his team, he gave in and hired a coach. He quickly learned he didn’t like receiving feedback either! The first lesson for bosses, it’s important to learn to receive feedback as well as give it!

Giving and receiving feedback can be difficult today. The #1 challenge according to research, “we aren’t the reliable raters of other people’s performance that we think we are; …” (HBR, 2019)

As bosses, higher level management encourages us to be critical of others. They believe this motivates everyone to excel. The truth is, most employees don’t listen to feedback, even when it is constructively offered. This hurts everyone’s ability to learn and be promotable.

Consider, you can learn something from anyone. This is feedback and makes you promotable. It requires you to choose to listen and hear what others are saying, particularly when you don’t want to do so. Otherwise, you risk having your career sidelined.

Why We Don’t Want Feedback

When you are emotionally attached to doing it your way, you don’t care what others think and blow off their feedback. You will argue your results are good enough and disregard the outcome or impact on others. This attitude towards feedback will derail your career.

How to Learn from Feedback

Listen Up! Do you want to be promotable? It’s crucial to fine-tune your willingness to hear feedback. When you listen through the filter of being criticized, you will feel criticized. If you listen to someone’s feedback as a gift, you will find it valuable. It’s always your choice!

Role-play from POV. Instead of ignoring feedback, role-play the feedback from the other person’s POV. This is a great way to better understand why they are saying what they are saying.

Listen for Objective Insights. Promotable bosses embrace feedback, even when shared subjectively. Deep dive by asking questions to uncover objective concerns. Remember, there is no absolute correct way to do anything. For example, there are over 100 ways to wash dishes!

Hire a Coach. Learning from feedback gets you promoted faster. Hire a well-seasoned executive coach. This expert will guide you through the unwritten company rules and help you build a strong confident work style.

Build Team Comradery. When you disregard your team members’ feedback, they no longer trust you. Develop an openness and valuing feedback when designing a project or implementing a plan. It will improve your results and limit unwelcomed surprises. Listen and ask good questions to build alignment and don’t ignore nay-sayers. (Hint: Nay-sayers often provide the best feedback.)

Make Feedback Constructive. Use a job fit assessment to objectively clarify why you do what you do. Remember, every strength has an inherent weakness that impacts your outcome. You need feedback to recognize this.  For example, if you are a great listener, you will miss out on being introduced to decision-makers at networking meetings. Why? You allow highly sociable influencers (aka someone who talks nonstop) to get in your way of asking for introductions.

©Jeannette Seibly, 2019

Jeannette Seibly is a well-seasoned award-winning executive coach. She has been a champion for people achieving results for the past 26 years. As a result, her clients have created more fun, 6-figure incomes, and success when working through confusing situations. Develop your ability to give laser-like feedback.  Contact Jeannette for straight talk with dynamic results.

Successful bosses have coaches! Sign up for our weekly newsletter to learn how to solve your 3-P concerns (people, project, and performance). When you register, you will receive FREE “How to Select the Best Coach for You!”

Alert! Overconfidence is the Downfall for Managers Today

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Overconfidence has become a management trend today, according to many studies.

A new manager believed he was ready to lead a $25M dollar project, even though he had never run a $1M project before. He sold himself by making bold promises and embellishing his skills. 60 days later he was fired and wanted to know why. He hired a coach and learned he had management potential, but, he lacked the managerial experience required to manage a diverse team. Later, he found why. His team hadn’t trusted him and disregarded everything he said. They believed he was, “too full of himself.” In other words, he was overconfident in his skills and abilities.

The overconfidence dynamic happens when managers overestimate their abilities to perform and deliver.  When they fail, they are sidelined or fired without understanding the specific reasons why. To develop awareness, they need to set aside their I-got-this-handled attitudes. Then, listen, be coachable, and develop true inner confidence. (Hint: inner confidence is not based on ego or feelings; it’s based on a proven track record)

Are You Overconfident?

Awareness and mindfulness are important. At times, everyone has been or will be overconfident in their life and career. Learn to recognize and adjust the words or actions that signal you’re being overconfident. If you don’t, it may be your downfall.

Be honest about your skills. Take the time to conduct an accurate assessment of yourself. This includes talking with co-workers, bosses, customers, and vendors (a 360-degree review).  Also, use a scientifically validated job fit assessment. This type of assessment goes beyond how you want to be seen. It provides objective insights into your strengths, skills, and abilities needed to excel as a leader or boss.

Stop comparing yourself with others. Too often, when you see someone make a mistake, you may become arrogant and believe you would never make a similar mistake. This is one important example of being overconfident and lacking empathy.

Test your assumptions before declaring your decision. Too often we make important judgments and decisions based on fragments of information. We fail to deep dive objectively into the pros and cons. Contact your network!  90% of the world’s information is in people’s heads, not the internet.  Questions to get answered: Why did it work for that company? What are the differences between the companies? What is the “insider” information? This kind of analysis can help you make confident decisions.

Listen to others’ feedback and concerns. While it may seem easier to only focus on the positives, a healthy skepticism has saved many people’s careers and financial outcomes. All feedback is valuable.

Recognize when it’s the right time. While many ideas may be viable with modifications, it may not be the right time or place to put them into action. Beware if you’ve mulled an idea around in your head too long, it may no longer make a positive difference.

How to Work with Overconfident Managers

Stay aware and mindful in conversations. Listen up when your manager’s decision impacts you, your project, team, budget, etc.  Ask good open-ended questions to learn how the decision was made.

Stand up and speak up. While it’s important to be assertive in these situations, diplomacy is critical. Remember, you may be right…but, overconfident bosses may ignore you in the future if their ego feels threatened.

If their idea or assertion does not impact you, avoid confrontation. Choose which issues to pursue. Otherwise, when a major issue needs to be resolved, overconfident managers will not be open to listening to you.

While we’ve all experienced overconfidence at one time or another, learn from the above strategies to avoid downfalls and create healthy inner confidence.

©Jeannette Seibly, 2019

Jeannette Seibly has been a champion for people achieving results for the past 26 years. As an award-winning coach, she has helped 100s of bosses create more fun, 6-figure incomes, and success when working through confusing situations. Develop a healthy inner-confidence by contacting Jeannette for straight talk with dynamic results.

Successful bosses have coaches! Sign up for our weekly newsletter to learn how to solve your 3-P concerns (people, project, and performance). When you register, you will receive FREE “How to Select the Best Coach for You!”

Prevent Your Employees from Making Costly Mistakes

Mistakes.2As a boss, how do you take an active role in preventing your employees from making costly mistakes?

  • -Address and simplify written employee policies and company procedures.
  • -Develop mentoring programs to help everyone navigate unwritten rules.
  • -Review practices employees have inadvertently created.
  • -Have an open door and open mind to hear what employees are telling you.

As you implement the above actions, be aware:

  • -In the U.S., average reading accuracy and comprehension is 8th-grade level or below. (Organization for Economic Cooperation and Development)
  • -Many workers lack experience on how to prevent mistakes from occurring.
  • -Many fail to understand that shortcutting has an impact on others.
  • -Many employees lack the confidence to stand up and speak up.
  • -Employees are afraid of the repercussions from unwritten rules. This often includes “don’t tell or else.”

The good news is, mistakes can be prevented with awareness, training, and focused action.

Pay Now or Pay Later

Take Responsibility. When your employees suspect a problem, don’t downplay their concerns. If you do, you are less likely to hear about future issues. Never assume theft, harassment, or safety violations can’t happen on your watch.

Hire and Promote for Job Fit. When people fit their jobs and have strong work ethics, they are interested in doing their jobs well. Studies show job fit reduces costly mistakes in communication, ability to work with others, and work habits. Job fit also improves effectiveness in handling challenges. Use a scientifically validated assessment tool to determine job fit. Don’t forget to use an honesty and integrity assessment to uncover information about the theft and/or other previous employment issues not found in public background checks.

Review Confidentiality Requirements. People love to gossip. But, you never know who is listening at the next table. When insider information is shared, it hurts sales opportunities, funding, and the ability to launch new products. Remind everyone of their confidentiality agreements and advise them to keep sensitive information private.

Talk It Out. Talk It Out! Preventing mistakes can be a challenge since many people don’t believe there is a problem until after a mistake has occurred. Ethical issues are more challenging since spinning the facts has become an acceptable excuse. Remember, the truth will come out! When mistakes occur, your job is to listen with the intention of uncovering the facts. Investigate immediately before addressing with the person or persons directly involved. Be resilient in ensuring the right things are being done the best way for everyone.

Review Systems. When was the last time you and your employees reviewed policies, procedures, systems, and protocols? (In my experience, these are done maybe once and never reviewed again.) What needs to be updated? Periodically, facilitate a review with your employees. Provide training for how to handle concerns and make changes for the benefit of everyone.

These practices are how you can take a proactive role in preventing mistakes from occurring, now and in the future.

©Jeannette Seibly, 2019

For the past 26 years, Jeannette Seibly has been a champion for people achieving results. She has helped 100s of bosses create more fun, 6-figure incomes, and success when working through confusing situations. To ensure you are preventing mistakes from occurring, contact Jeannette for straight talk with dynamic results.

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Does Gratitude Make You a Better Boss?

Thank you.BossAbsolutely! Expressing gratitude shows that you care about your employees, job, clients, and boss. It’s a smart way to motivate others and keep morale up, particularly when faced with challenges.

When bosses and leaders are grateful for their employees, these employees will be 50% more productive. (Wharton School of Business study)

Expressing your gratitude can be done both verbally and in writing. Remember, your words and actions make a big difference in keeping talent and building a positive workplace culture.

Ways to Express Gratitude

Brag! Bragging about your employees sets an example for them to brag about each other. Include the small wins as well as the bigger ones!

Be Sincere. When expressing gratitude, it must be sincere. That will develop trust and increase job satisfaction. Set aside your ego. Learn to acknowledge others for each and every effort, even if it’s part of their everyday job.

Be Specific. Vague feedback or compliments are meaningless. Talk straight about the specific behavior or action an employee or boss has taken when expressing gratitude. This provides clarity about behaviors, attitudes, and actions they should repeat.  For example, say to an employee, “Thank you for taking the extra time to work with the client. They expressed to me their appreciation for your patience.”

Set an Example. Be humble and acknowledge specific roles people played in helping you and your team achieve the goals. For example, “Thank you for your great ideas during our brainstorming session. Because of your willingness to think outside the box, we nailed the issue and successfully completed our last project on time and within budget.”

Be Positive. Being grateful is not a one-time expression. It’s being thankful, even in the face of challenges. For example, when an employee hands in an assignment late, express appreciation to start a conversation in a positive tone. Then, you can delve into the challenges that need to be addressed to have assignments done on-time in the future.

Say Please & Thank You! These two powerful phrases still express a lot of gratitude when said with sincerity. Use frequently for best results!

So here we go … Thank you for reading this post! You are appreciated. (It felt good, didn’t it?!)

Remember, developing gratitude is learned by practicing it over and over (on a daily basis) until it becomes a natural part of who you are as a boss!

©Jeannette Seibly, 2019

Jeannette Seibly is an award-winning speaker, coach, and business owner. During the past 26 years, she has guided bosses to create more fun, money, and success when working through confusing situations. Stuck in a project or other situation?  Contact Jeannette for straight talk with dynamic results.

Are you a millennial boss that wants to make a positive difference? Sign up for our weekly newsletter to learn about people, projects, and productivity solutions. When you register, you will receive FREE “How to Select the Best Coach for You!”