association management

Valuable Advice for Accelerating Leadership Success!

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“The mark of a true leader is working with and through others to achieve goals.”

True leaders in this global market must understand the importance of being competitive and collaborative! Accelerating results requires leaders manage people and projects to meet intended goals with a competitive edge. Also required is an ability to learn lessons from their successes and failures, while working collaboratively with and through others to achieve required results. While it may seem time-consuming to work with others to achieve the company’s goals, being the lone ranger will limit the success of the company, project, and, your career!

How do you develop these valuable skills? It requires being involved–it goes beyond reading books, attending workshops and watching videos. It requires you participating, hiring a coach and being in focused action. Today’s effective leaders have others wanting to work with and for them to learn from their amazing experiences and results.

Set and achieve intended goals.

With your team, it’s important to develop a strategic plan with focused action steps to support it. Alignment of others that will be impacted by the plan is also critical. Develop a structure to review what is expected, the timetable and actions to be taken. Beware of busy-ness that often hinders the process from moving forward. Remember, some of your team will be uncertain about the where, what, when, why and how to do the necessary work. Your coaching, or hiring a coach, provides accountability and develops trust when handled in an effective manner.

“Communication can resolve issues; but first we must have the conversation!”

Communicate powerfully.

Don’t be afraid to have those difficult conversations when you’re stuck. Effective leaders are bold. Healthy disagreements can actually clear the air and provide quantum leaps towards the end result. As the leader, learn how to state your point so that others can hear you. Staying in the conversation when it gets tough allows you to build on others’ comments in a positive manner. These skills will make a huge difference in moving forward and having others feel valued.

Facilitate meetings that have value.

Conducting an effective meeting is critical. When leaders have poor facilitation skills, it can lead to their downfall. Learn how to manage the logistical and human sides of meetings efficiently and effectively, either one-on-one or in a group. Remember, to include off-site groups in a way they will feel part of the team.

Develop others.

First — appreciate their contributions. Second — trust your team members to do their jobs and don’t micromanage how they are doing them. Third — manage their progress and check in to ensure efforts are focused on intended results. These are keys to success.

Celebrate!

Celebrating your successes is important. So, is celebrating failures (yes, that seems strange) – however, failures are our learning lessons. Too often we only celebrate what has worked and miss out on the opportunity to learn the important lessons. As an effective leader, it’s up to you to bring forth these valuable distinctions.

©Jeannette L. Seibly, 2015

I specialize in straight talk with immediate results. With proactive and extensive “people” management experience, I have been particularly successful in coaching and training business owners, their executives and managers, to achieve unprecedented results by working with and through others.  Get my copy of “We all fail! How can we use failure to create greater success?” http://ow.ly/Kp34R

Excerpt from We all fail! How can we use failure to create greater success?

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(Get your copy at http://ow.ly/Kp34R )

“Failure is inevitable. Failure is never final—unless you believe you don’t have a choice. It’s part of life. The question is, how do you handle it and not let it derail you? Thomas Edison found 1,000 ways not to make a lightbulb. Michael Jordan missed more baskets than he scored. Steve Jobs was fired by the company that brought him back to create his (and their) well-earned success.

Mostly, we haven’t learned how to handle failure. Failure is when things, people and situations don’t work out to our expectations. It’s why the divorce rate, employee turnover, business closures (in 2014, they were greater than the number of business start-ups) and financial bankruptcies have hit all-time highs. Instead of learning from our mistakes, creating systems that work and looking inward, we blame others or the situation while moving forward hoping failure won’t happen again. We fear others will think less of us if they know about our mistakes. We do our best to hide our failures, hoping they won’t resurrect their ugly heads in the future and expose us.”

We all make failure mean too much! How do we transform it into greater success?

Get your copy of We all fail! How can we use failure to create greater success?  http://ow.ly/Kp34R

Creating a Job-Fit Company

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Are the right people in the right seats on the right bus?

When employees (and bosses) are in the right job (job-fit), it creates a fun and rewarding work environment! The team and individual members make significant contributions to the success of the organization. Everyone experiences high levels of job satisfaction and loyalty. There is a synergy of ideas and working relationships that excel beyond the norm. Sales increase. Customers experience higher satisfaction working with the company. Profits soar. These are the results of job-fit.

Unfortunately, more than 63 percent of the working population do not fit their jobs! Why? We rely upon traditional selection methods and then rationalize hiring failures as “not our fault.” We accept poor job-fit mistakes as part of the norm. We fail to create and follow a hiring and selection system. The fact is a business is often better off leaving an “empty seat on the bus” rather than randomly filling the position with someone not well-suited to the job.

Hire the Right Person. We are often snookered by verbally adept candidates. We fall into this trap when someone has the ability to sell themselves, whether they possess true interest or capability to do the job well or not. Studies show, poor job-fit produces unhappy employees. Those who are unhappy in their work create miscommunication, make more mistakes, fail to focus on critical elements, and blame others for their inability to produce required results. They are overly focused on things that don’t matter rather than solutions that fit the vision and values of the company.

Understand the Financial Impact. Hiring people who do not fit your job requirements and your company’s culture will cost you time and money. They may even irrevocably damage your reputation. The wrong person can actually increase your business and product liability.  Unfortunately, there is no line item on your financial statement about this costly outcome. But if you analyze the true expenses, tangible and intangible, you’ll be shocked and dismayed by these hidden costs. For a quick and easy calculation, read Page 20 of Hire Amazing Employees, Second Edition (http://BizSavvyHire.com) or contact me at JLSeibly@SeibCo.com

Select the Right Tools. Develop promotion and selection processes built upon gathering reliable, valid, relevant information. This can be a challenge since we consider using scientifically designed assessments as costly, and not as important as our gut feelings. The added falsehood is that we believe we can coach, train and motivate anyone to do anything. This is wrong!

Select assessment tools that meet Department of Labor (DOL) guidelines (for a copy of the guidelines, contact me at JLSeibly@SeibCo.com) and that provide information regarding how well their mental engine, their ability to drive the engine, and their interest in doing so, fit within your company, for any specific job.

Train the Interviewers.  Many interviewers rely upon their intuition and perceptions (their guts). The pitfalls are only hear what they want to hear. They don’t catch or ignore conflicting signals. The facts are, job candidates say all the right things and make the right type of promises to get the job offer. How often has this happened to you? Use a structured interview process to discern candidates’ depth of job skill. Implement use of qualified and scientific assessments that contain interview questions. Then, use these behaviorally based questions to provide a structure to ascertain reliable job fit.

©Jeannette Seibly, 2010-2015

Are you looking for business advice and laser-coaching to resolve an issue or situation? Contact me. I’ve been a business advisor and author for over 20 years. I’ve guided the creation of new solutions for 1,000’s of business challenges and published the book, Hire Amazing Employees (BizSavvyHire.com). Check out my website: SeibCo.com.

Are Elephants Monopolizing Results?

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Most of us have heard the expression “there’s an elephant in the room.” Elephants are those unspoken issues that hang around because no one wants to talk about them. They limit our ability to achieve intended results. Yet for a variety of reasons, people fail to address the elephants for fear of personal or professional reprisals. Ironically, expressing those concerns in a professional way can make a significant difference in resolving them.

While some may use the excuse, “it doesn’t matter” or “it’ll go away on its own,” elephants will monopolize and limit the results of any company, association and/or project when ignored.

Sensitive Elephants. If there is a topic that needs to be addressed that can be embarrassing or hurtful to others, have a private conversation with the few people who can resolve it.  Don’t get caught up in recycling “ain’t it awful” or “it shouldn’t be that way” or “it’s too hard.”  Come up with a workable outcome everyone can live with – even if everyone does not wholeheartedly agree.

Overwhelming Elephants. While the issue may seem enormous, start the conversation simply and slowly. Allow others the opportunity to voice their concerns without fear of reprisal. Many will find the elephant isn’t so big after all. Once everyone is on the same page, brainstorm solutions and create focused action plans to disappear the elephant.

Dancing Elephants. When you don’t tell the truth, the elephant will dance from one area of the company into another. Remember, the truth is required when addressing the details, creating new systems and adjusting attitudes of the people involved.

Get help from an outside business advisor to ensure the elephants in your company are no longer monopolizing its results.

©Jeannette Seibly, 2011-2015

It can be lonely at the top! An experienced business advisor, always accessible and at a nearby desk can make a positive and powerful difference for you, and your employees. My goal is to be your in-house advisor, your ally and sounding board as you navigate the complex world of your business!

(Contact: JLSeibly@SeibCo.com OR 303-917-2993)

 

Want to Achieve Faster Results?

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Do you …

  • Allow people and circumstances to limit your results?
  • Fail to listen to sage advice because it doesn’t fit your point of view?
  • Accept excuses instead of creating openings for action?

These ineffective management styles will limit your ability to achieve faster results. Your skill in working with people, systems and issues to create win-win outcomes is required for success. Failure to acquire new skills will derail your career!

The world of work is changing. It requires executives, business owners and entrepreneurs to develop a new level of guidance, direction-giving and implementation approaches that work.

Listen for required change. Change for the sake of change can be time consuming and expensive. Mimicking your competition will not guarantee a positive return on investment. It pays for you and your team to listen to the marketplace, while strategically customizing solutions that work for your company and customers!

Stay in focused action. Don’t buy into the common excuse, “I’m too busy.” As the leader, it’s up to you to provide the direction and ensure what needs to be done is accomplished. Get everyone on the same page and guide a clear course of action. It doesn’t work when you change the goal to fit the actions taken. Handle the uncomfortable details and make the hard decisions now, with integrity.

Hire a coach. When you hit a wall, and you will, don’t slug it out alone. A coach helps you recognize your blind spots, and those of your team. These insights, when put into workable action, will elicit the best in others, making them (and you) easier to work with and open to listening to others’ input.Enjoy achieving faster results.

 It can be lonely at the top! An experienced business advisor, always accessible and at a nearby desk can make a positive and powerful difference for you, and your employees. My goal is to be your in-house advisor, your ally and sounding board as you navigate the complex world of your business! (Contact: JLSeibly@SeibCo.com OR 303-917-2993)

©Jeannette Seibly, 2015

 

Superiority is a Career Stopper!

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There are times in any leader’s career when they will believe they are superior to others. This arrogance can erupt when they’ve had sudden success or made a poor decision. Some may characterize superiority by using the old adage, get off your high horse; you aren’t as smart as you think you are.  

Beware of these characteristics:

Being defensive and refusing to listen. Ignoring facts and only talking to yourself will only provide the same information, not new solutions.

Know-it-alls. When bosses think they know more than they do and only listen to themselves, they are often surprised by the facts. They rely upon their past successes, don’t allow input, and rationalize with their excuses or sense of entitlement.

Bull-dozing. Inflexiblity, righteousness, disregarding other’s thoughts, feelings or opinions will cause unnecessary hardships on everyone.

Boat-rocking. Change for the sake of change is rarely cost effective.

Labelling others. Calling people lazy, irresponsible, slackers or stupid will limit everyone’s effectiveness and diminish a strong team.

Gossip-mongering. One of fastest ways to hurt your team is to participate in or allow gossip. Using this passive-aggressive style to alleviate one’s frustrations almost always has a boomerang effect.

You may not see yourself in any of the examples provided above. However, as a leader, there will be times when you will exhibit one or more of these traits, and others not mentioned (whether you know it or not). Superiority is a career stopper, which can be avoided when leaders, and upcoming bosses, become responsible for their managerial styles.

How can you be responsible for those times you get on your high-horse?

Listen to what others have to say. Objectively focus on what works and what doesn’t work for a project or situation. When you only listen to yourself, you lose your objectivity and competitive edge.

Talk positive about others. Gossip hurts organizations. If there are work or performance issues, talk directly to the person(s) that can get the problem resolved.

Be open to learning something you didn’t know! Know-it-alls rarely succeed in business.

Receive ideas with openness and appreciation. Creating hurdles for others to jump over or coming up with reasons, “why not”, stops even the most generous people.

Support everyone, whether you like them or not. Encourage and support others to succeed in your organization – it builds profitability and growth, both personally and professionally for you and them.

Incorporate good advice.  Listen to suggestions and facts as helpful, regardless of how they are presented.

Remember …. be open to hearing what you don’t want to hear — it could save your business or job or client.

Jeannette Seibly has been an international business and executive coach for over 20 years. She has guided the creation of three millionaires. Are you the next one? http://SeibCo.com/contact

@Jeannette L. Seibly, 2015

Success requires balanced positivity

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What do you think?

One business man wanted a divorce. Why? His wife asked good business questions about a new venture he wanted to try. But, she wouldn’t agree because he was unable to answer the financial questions in a way that worked for her. He accused her of being negative and unsupportive.

What do you think? Was she negative and unsupportive? Or, being realistic looking for answers?

Being positive has its value. Being a Pollyanna (believing everything is great, even when it isn’t) and not realistically addressing the details can decimate a business, an idea or partnership. It’s important to understand success requires balanced positivity.

Many business leaders have had similar challenges with their executive teams and Board of Directors.

These (overly) enthusiastic leaders were:

  • – Thinking something will work out simply because they said so — not a viable business strategy.
  • – Believing a client, business partner or investor should readily want to provide time and/or money without a viable plan, sound financial projections and the right people — not good business acumen.
  • – Visualizing only a great outcome, forgetting the success or failure is in the details – not good business management.

Many skeptics have saved companies millions of dollars by asking financial, sales, operational, and people related questions about their projects or programs. These questions include the how, what, when, where and why of releasing new technology, launching new vehicles, issuing new procedures or publishing new works of art.  While cynics are not always right, there are lessons to be learned from them.  And, if you’re unable or unwilling to address these questions realistically, you better proceed with extreme caution.

Profitable outcomes require balanced positivity:

  • – Positive vision of what you (or your team) would like the end result to look like.
  • – Declaration of the intended result, in writing (aka goal).
  • – Written focused action plan.
  • – Ensure others’ concerns are addressed and appropriate actions taken.
  • – Value other’s contributions.
  • – Stay unattached to how the process should look.

It takes a strong leader to encourage these types of inquiries and a well-rounded team of committed people to work together to answer them. These questions can make a significant difference in balancing positivity with an intended outcome, saving you innumerable dollars, time and energy.

Jeannette Seibly has been an international business and executive coach for over 20 years. She has guided the creation of three millionaires. Are you the next one? http://SeibCo.com/contact

©Jeannette L. Seibly, 2015

Are Your Superstars Getting You Down?

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As a boss, it’s challenging to manage high performers. Most of these superstars know they know their stuff and can produce more than 3x that of other employees. Since they believe others are less knowledgeable and less capable than they are, it sometimes taxes them to listen to others. Even their boss!

If they’re causing you sleepless nights, most likely you aren’t the only one. As their boss, it’s up to you to manage them and their egos, to keep them engaged and growing with your company.

Depth and breadth of experience. We falsely believe that if a top producer does well in one area, s/he will do superbly in other areas, too. Provide them with challenges — not to be confused with busy work, which they are quick to spot and resent. Assign them as a team member in different groups to develop new systems and products. Also, encourage their membership in trade and other professional groups to expand their awareness of industry challenges.

Fail forward. Superstars hate failure and need to learn these inevitable and invaluable lessons. Start by having them assess what worked and didn’t work on a project. This will build insights for future ventures.

Expect good people skills. We often overlook our superstars’ interpersonal skills, even when we see others running from them. When we step into a dispute to resolve it for them, it creates more animosity between the superstar and their co-workers (or clients). Instead, expect them to work it out themselves and learn how to work with and through others to get the job done.

Coaching is essential. Every successful star, in every professional pursuit, has a coach.Provide your top talent an internal mentor and external coach to help them develop their business acumen. Use qualified assessments to help them broaden their skills, particularly in people and project management by including a 360-degree feedback system.

Money is NOT a motivator. While your top producers may demand more and more money, higher salaries will not provide the incentives necessary for them to continue to excel, or stay. Find other ways of compensating them based upon results (e.g., perks, vacations, gift certificates, etc.).

Jeannette Seibly has been an international business and executive coach for over 20 years. She has guided the creation of three millionaires. Are you the next one? http://SeibCo.com/contact

©Jeannette Seibly, 2010-2015

Are You Ready for New Business?

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Many small business owners focus on making money and paying bills. But, they fail to plan for and build systems to take on new clients. Then, to compound matters, they typically fail to hire the right people to manage all the new business.

What is your capacity to handle new clients without reducing the quality, price and service you deliver?

Start now for tomorrow’s success. As entrepreneurs, we believe we can automatically handle an increase in sales volume. It’s what we and our investors want! However, unplanned, rapid growth can send any business into financial ruin. Remember, customers have little patience for your trial and error. Start now to create effective systems to handle new business.

Hire the right people. As one client said, “The most expensive cost is the interval between when I realize an employee needs to go, and when I actually make it happen.” Hire slowly and fire quickly. Why? People who fit their job responsibilities are more productive, build sustainable work processes, and enjoy job satisfaction. They keep your clients coming back. Research confirms it — companies and employees and clients all benefit! (Develop your strategic hiring system today: BizSavvyHire.com)

Work smarter, not harder.  Are your systems set-up for the convenience of your employees? Or, for the convenience of your customers? Win-win outcomes require both! Working smarter requires asking both before making changes!

  • Listen to their opinions: What works for them? What doesn’t work for them?
  • Allow them to clarify before asking: What else can we do to help you grow?

Your attitude makes a difference. A wise entrepreneur once said, “When you think you have it all handled, you’ve set yourself up for failure.” Denial may work temporarily; however, when you’ve lost a large customer, it’s time to face facts. You have a learning opportunity to keep the ones you have. Ongoing training is critical for your employees in product, technology, sales, pricing and operations. It builds cohesive, knowledgeable teams – and keeps customers coming back. Don’t forget management coaching for you and your executive team. Ongoing training and coaching should be the last areas you slash as cost-saving measures!

Company growth requires keeping your eye on managing the metrics and empowering employees to manage the details successfully.

Jeannette Seibly has been an international business and executive coach for over 20 years. She has guided the creation of three millionaires. Are you the next one? http://SeibCo.com/contact

©Jeannette L. Seibly, 2015

Do you want positive results? Delegate!

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Do you talk to yourself saying over and over, “I shouldn’t have to do this!”

There will always be job duties or activities that must be accomplished to run your business successfully. If these hated tasks constitute more than 20% of your job, you need to learn the art of delegation.

Truly successful people learn how to get the detested job activities over and done with minimal stress. They are good at delegating to others who are competent to do them. (Yes, there are people who actually enjoy doing the work you despise doing!)

Whether you like it or not, there are certain business practices and standards that must be adhered to, no excuses. Failure to follow your own business policies and practices can provide irreversible consequences, both personally and professionally. Customers, employees, the IRS, a judge or plaintiff attorney are not interested in excuses; they do not care “why.”

Reframe. When there is something you hate doing, create a new attitude or visual picture. For example, if you work in retail and hate it when people walk in the door, reframe it and see people walking in the door as “new money.” Or, if you hate working with accounting details, see QuickBooks as your pathway to a million-dollar success.

Be selective when saying “Yes.” Freeing up your time to say “yes” to legitimate requests from your customers, vendors, Board of Directors, or business partners will bring more job satisfaction when you know the hated, yet necessary, details are being taken care of.

For example:

  • If there is a legal issue, give it to the attorney.
  • If you have an accounts issue, delegate it to your customer service rep.
  • If you have a sales person who won’t return calls, replace them!

Create your future. As the business owner or executive, you built the current business model, consciously and unconsciously. Even though it may have worked well at one time, if it no longer meets your business goals, it’s time to strategically create a new future. Hire a strategic business coach to breakthrough to a new level of satisfaction and success.

Jeannette Seibly has been an international business and executive coach for over 20 years. She has guided the creation of three millionaires. Are you the next one? http://SeibCo.com/contact

©Jeannette L. Seibly, 2010-2015