Listening to Coaching Advice Can Make You a Winner

coach.winner.success.2

Most winners in business have coaches to guide them in managing projects, resolving complex situations, and addressing their leadership savvy.

Many wanna-be winners fail to hire a coach and struggle to succeed.

  • -They believe the company should pay for it.
  • -They are uncoachable and hate being told what to do.
  • -They believe DIY is the only way to win.

The bottom line? The right coaching advice will help you become a winner faster and easier.

4 Ways to Become a Winner

Expand Your POV

Expand your POV of who, what, when, where, and why before addressing how to achieve your goals and become a winner.

Julie’s goal was to become the next VP until her company brought in Diane, the new CEO. Diane brought in her own team and Julie now reported to Trevor. Trevor wanted Julie gone because he believed her POV was, “that’s not the way things should be done.”

Julie viewed herself as a victim. When she met with an executive coach, she was stuck with a feeling of being resigned to “this situation is the way it is.”

At first, she resented the coach taking her out of her comfort zone.

The coach knew from experience that Julie was missing a golden opportunity. The coach also knew executives need to be resourceful, resilient, flexible, and not shy away from opportunities.

That’s why the coach encouraged Julie to win by expanding her POV.

“Julie, meet with former bosses and others within the company to learn about upcoming challenges. Discuss potential solutions. Uncover job opportunities in the company. Often, new management teams move on in a year or two. If you’re still working in the company, you have the best opportunity to get the VP job at that time.”

Luckily, Julie got the million-dollar coaching advice she didn’t think she wanted or needed.

Be Coachable

Remember, the right coach has you do what you don’t want to do so you can achieve the results you’ve always wanted and be a winner.

Many struggle in their careers, personal, financial, health, and other pursuits. They often fail to ask for help because they don’t want to look bad or feel humiliated.

Winners are coachable and know they need to ask for help and take the recommended actions to win!

Listen for the Gold

When you listen for the gold, you will hear new ways of how to achieve your goals…usually outside your POV.

When we rely on our own limited beliefs and don’t listen to coaching advice it’s because:

  • -We love our own ideas and don’t want to expand
  • -We play favorites on our team
  • -We use lack of money as an excuse
  • -We lack interest in working through the details

A coach will teach you how to brainstorm, listen for the gold, and become a winner.

Hire the Right Coach

There are many different types of coaches … hiring the right one will make all the difference.

David hired a life coach to help him launch a new business. Three months later, after spending $20K for coaching, he still did not have a viable business. The coach told him it would cost another $20K to continue.

Sadly, this type of scenario happens too often. The most common reason is the coach doesn’t have the right expertise.

Winners know hiring the right coach with the right expertise requires conducting proper due diligence. Don’t make David’s mistake.

©Jeannette Seibly, 2019

Jeannette Seibly is an award-winning champion for people and results. For the past 26 years, she has guided bosses and teams to excel and create winning outcomes!  Contact Jeannette today for straight talk with dynamic results.

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How to Prevent Good Ideas from Becoming Bad Ones

Good Ideas.Bad.SuccessAll ideas are not created equal.

  • -When a boss has a bad idea, most employees are afraid to say so. They will follow along and wait for the project to fail rather than offer suggestions.
  • -When a team member has a great idea, others may be hesitant. It can be due to company politics or the controversy change can cause. Instead of offering manageable insights, they stay silent.
  • -Other times, when good ideas go awry, it’s because the generator of the idea is emotionally attached. They typically have a narrow POV and refuse to listen and incorporate others’ ideas that are necessary for success.

Remember, ideas are only as good as the team and their project manager.

So, Why Are Good Ideas Sidelined?

  1. Company politics
  2. Team is risk-averse
  3. Poor facilitator and team member skills
  4. Team members fear rocking the boat
  5. Conflict created by difficult team members
  6. Lack of focused-action steps and attention to details
  7. True brainstorming is ignored
  8. Team members are not aligned
  9. Failure to manage the outcomes
  10. Poor understanding of the purpose or goal

How to Improve Generating Good and Achievable Ideas

Good Idea, But, Bad Communication

Devin had project management success. It’s why he was hired to lead a team in designing and executing a new project for a new association. But, his new board missed a key factor when hiring him…Devin was a DIYer. He had poor facilitation skills and ignored others’ comments. When the new project failed to launch due to lack of interest and funding, the board brought on new team members. Finally, one of the members exclaimed, “I don’t get it. What is the purpose and goal of this idea?” She took it upon herself to clarify the purpose and goal, along with the team. With effective communication and everyone on the same page, the project succeeded.   

Communication is everything. When you fail to share your ideas in a way that can be readily understood, you lose support and money. Hire the right coach to guide you and the team in designing a message that clarifies your idea and resonates with your products and services.

Bad Idea, But, Everyone Went Silent

This happens often. When a boss (or anyone idea) has a bad idea, most team members are afraid to stand up and speak up. As a result, a lot of time, money, and attention is spent on something that won’t work. Sometimes these types of ideas only need tweaks, other times, they need to be scrapped.

As the boss or idea generator, use one or two independent sounding boards to bounce off ideas. Allow them to ask questions, dig deeper than the team may feel comfortable doing themselves. The key is to listen and learn. Many good ideas derail due to circular logic about why something “should work” but won’t.

Great Idea, But, Before It’s Time

I remember years ago wanting to put together an executive HR group. The person I shared my idea with nixed it. A year later I shared it with a different person. She ran with the idea. The executive HR group is still flourishing today.

Sharing ideas can be two-fold. You may share with someone fearful of stretching beyond their comfort zone or someone who fears any political repercussions. Regardless of why, they are afraid of being part of a new idea that has not been successful elsewhere.

Make sure to develop your ideas on paper to get them out of your head. Be clear about “why the idea is important” and create a story to support it. Then share with others. This is a great opportunity to learn about any challenges or other solutions. Remember, this is not the time to debate. Instead, listen and learn. Be open to expanding your POV which is required for success.

Remember, all ideas are not created equal. Some are good and some are simply bad ideas. Yet, there is a multitude of good ideas that should be pursued. But, to be successful, need a committed team, great communication, and expanded POV for what is possible.

©Jeannette Seibly, 2019

Jeannette Seibly is an award-winning champion for people and results. For the past 26 years, she has guided bosses and teams to excel in implementing great ideas. Contact Jeannette today for straight talk with dynamic results.

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Ghosting Won’t Make You a Winner

Ghosting.Winners.Communication.3

Ghosting in business is not an option. You’ve ghosted someone when you miss scheduled meetings, avoid difficult conversations, or fail to follow-up and follow-through on promises. This behavior and attitude will come back to haunt you regardless of your reasons why.

A sales rep became upset when members of his network group complained he had ghosted them. He had missed several scheduled meetings and failed to follow-through with people. Instead of apologizing and resolving the upsets, he ignored the whole thing and claimed he was too busy.

As a result of his ghosting, several members did business with a competitor. When he found out, he exclaimed, “All you had to do was call and tell me you wanted to buy something.”

The question he failed to ask himself, “Why would anyone want to do business with someone who ghosts them?”

Why Do People Ghost?

The short answer is, it seems simpler and easier than “trying” to have a conversation when you’re uncomfortable talking with others.

But, winners don’t ghost.

Winners face their fears and talk it out. They overcome limiting beliefs, such as poor communication and vocabulary skills, or disliking authority figures (e.g., bosses, hiring managers, etc.).

While ghosting provides momentary feelings of relief, these feelings won’t last. Unfortunately, those fears won’t go away! And, even worse, the people you ghost won’t forget you ghosted them!

Ghosting is not the formula for a winner!

6 Tips to Become a Powerful Communicator and Winner  

  1. Be Open to Learning. Remember, no one was born a powerful or experienced conversationalist. Put away the electronic distractions. Learn how to have meaningful and productive conversations. Take classes (e.g., Toastmasters, Landmark), practice mindfulness, talk it out and role-play. Hire a coach to guide you on how to talk through challenging situations. These reduce the need to ghost others.
  2. Practice Leads to Mastery. Like everything in life, practice helps you improve and become a master communicator. Remember, conversations will not always be fun, positive, or easy. It’s how you handle them that matters. Be curious. Don’t shy away from participating in team debates, offering ideas and opinions, and listening to what others are saying. Good communication skills are the marks of a winner.
  3. Stand Up and Show Up. Honor your commitments and meetings. Stop relying on excuses when you don’t feel like showing up. Always show up on time. Remember, the attitude of “I matter and you matter” creates winning conversations for your career and life.
  4. Be Responsible. If you want to improve the job offer, sales, or contract, don’t ghost. Only voice-to-voice communication can give you the winning results you want.
  5. Start with Good Questions. Winners start meetings by asking questions about the other person, their goals and challenges. When learning about others, you elicit better information and insights into how to help them. You will also discover true solutions and new ideas. Then, let them know how they can help you. This is a winning formula.
  6. Build Your Confidence through Self-Promotion. Read the book, It’s Time to Brag! Business Edition and complete the 5 amazing steps to sell yourself. These exercises are natural confidence builders. When you feel confident, you will feel comfortable communicating voice-to-voice. You will stop ghosting.

Practicing these 6 tips gives you the ability to stop ghosting, improve your communication skills, and become a winner.

©Jeannette Seibly, 2018-2019

Jeannette Seibly has been an award-winning champion for people and results for the past 26 years. She has guided bosses and teams to excel in using powerful communication tools.  Contact Jeannette today for straight talk with dynamic results.

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What Happens When Bosses Fail to Apologize?

Bosses.Apology.2An employee asked questions of her boss to resolve a critical distribution issue. He didn’t have the answers. She kept pressing him to get her the answers she needed until he left the meeting upset by her persistence. He ignored her requests to meet with him and refused to apologize for coming unprepared for the meeting. Thirty days later he fired her.

Many people fail to apologize for mistakes, misunderstandings, or the words they choose to use (e.g., profanity, mispronouncing someone’s name, using jargon incorrectly, etc.). Their words and actions can hurt relationships and negatively impact results.

Failure to apologize can create:

  • -Resentment
  • -Gossip
  • -Avoidance  behavior
  • -Snarky remarks
  • -Turnover
  • -Profitability
  • -Loss of customers, jobs, promotions, or pay increases
  • -The list is endless!

As a boss, you don’t have the luxury of not apologizing and making things right with employees, co-workers, vendors, customers, or even your boss. It’s your responsibility to set a positive example and create win-win-win outcomes.

Remember, your communication style either energizes or deflates your team. Win-win-win outcomes require learning a very important communication skill…how to genuinely apology.

6 Steps for a Genuine Apology

Always start with honesty, courage, and respect so you can stand up and extend the “olive branch.”

  1. Become present to what you said or the mistake you made. This may require journaling or talking with your coach to uncover the true problem.
  2. Offer “I’m sorry.” or “I apologize.” Both offers create the start of a healthy conversation. This must occur to get the problem resolved in a win-win-win manner.
  3. Listen to their response. If they are angry because you waited too long or you’ve humiliated them, you may not be present to the impact you caused. Listen and learn from their response before again offering an apology.
  4. Don’t defend. The situation happened. Being right or making them wrong won’t get the issue resolved or move the conversation forward. Listen and talk without defending yourself. (Catch yourself before excusing what happened with a, “Yeah, but.”)
  5. Ask what you can do to resolve it. What needs to happen to move forward? Ask for their opinion and input. If you don’t, the resentment will continue.
  6. Forgiveness works magic. Genuine apologies allow for you and them to let go of resentments. Then, true forgiveness is naturally possible.

Remember, all relationships have their upsets. As a boss, learning how to genuinely apologize is an important part of communication.

©Jeannette Seibly, 2019

Managing people is one of the biggest challenges bosses face daily.  As an executive coach, Jeannette Seibly has been championing people and results for the past 26 years. Contact Jeannette today for straight talk with dynamic results.

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How to Overcome Poor Project Management and Bad Results

Project management resultsMany of my readers are not PMs for large complex projects (e.g., designing an airplane, IT, or other big projects). Yet, regardless of the size of your project, project management can be difficult for many people. If you want to achieve better outcomes, embrace doing the right things to improve your project results!

Did you know projects fail at an astonishing rate of more than 50% of the time? Many team members lament they’ve been on many projects and never saw a project succeed! (Harvard Business Review)

When you think of the millions wasted, this is a huge problem.

So, what’s missing when projects fail?

Good project management. “90% of teams believe a great project manager is critical to the outcome of a project. “(Oracle)

But, first, to be a great PM, you need to improve your project management skills; otherwise, you will fail to achieve intended results.

9 Signs of a Bad Project Manager

Which of these traits sound familiar?

  1. Procrastination. Missed deadlines, not available to answer questions, allow conflicts to escalate and fail to fulfill promises.
  2. Micromanager. Doesn’t trust the team to do it right and nitpicks how tasks are completed instead of focusing on how well they are completed.
  3. Pollyanna. Overly-optimistic and believes in the power of positivity to the point of ineffectiveness.
  4. Overly Critical. Nothing is ever right or good enough….waiting for something to go wrong…it becomes a self-fulling prophecy.
  5. Know-It-All. When you think no one knows the answers better than you do, you will sabotage even the best teams.
  6. Egotistical. Concerned about looking bad, and focused solely on your own future promotions and bonuses with no consideration for your team.
  7. Fear of Conflict. Doesn’t have the skills and avoids involvement in tough conversations out of fear of being disliked.
  8. Allows the Creep Factor. Overlooks poor project design, unresolved kinks, and fails to manage difficult team members.
  9. Focuses Solely on Scoreboard. Only focuses on the end-results and fails to manage the process of how to achieve intended results.

 9 Ways to Become a Results-Producing Project Manager

  1. Owns the Project and Intended Results. Timelines and milestones will be missed if you do not own the project and results. Factually address any “elephants” in the way to avoid having them trample over the team’s results.
  2. Improves Communication Processes. Communication is essential to good project management. Ensure everyone that needs to know has access to all updates.
  3. Shares the Credit. Acknowledge individual and group contributions to build team comradery.
  4. Manages Swoopers. When your boss swoops in to fix and motivate team members, it usually demotivates the team. Keep the boss apprised with a cc: on important items. Consult with the boss 1:1 if there is a major issue or setback.
  5. Develops Team Decision-making Process. Side decisions, 100% consensus or democratic voting will disengage the team. Build alignment through persuasive listening, which requires training. This process may take longer, but, will save you a lot of time and money in the long-run.
  6. Provides Resources. While many projects have kinks, pitfalls, and saboteurs, develop resilience and resourcefulness to work through them. Engage the team in true brainstorming to answer: Who, What, Where, Why, and When… before asking How?
  7. Selects the Right Team. There should be a mix of talent and skills to design the project and executive the plan. Non-core team members should only be included on a short-term basis.
  8. Honors Risk Management. To manage risks, use experts in finance, IT, legal, people, operations, sales, and marketing to get correct and usable information.
  9. Holds the Team Accountable. Manage the plan, budget, timeline, process, and outcomes, not individual personalities! To ensure team accountability, be open and flexible to for positive results.

When you embrace these 9 critical elements to become a results-producing PM, your projects will achieve intended results. During the process, you will also champion new benchmarks for future teams.

©Jeannette Seibly, 2019

Being a results-producer can be one of the most difficult challenges bosses face. Jeannette Seibly has been an award-winning champion for people for the past 26 years. She has guided bosses and teams to produce unprecedented results. Contact Jeannette today for straight talk with dynamic results.

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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.

Did you know only 10% of teams are top performing results-producers?
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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.